Echteld Consult departs from the solution-oriented approach, which has proved to be an effective coaching method.
The most distinctive characteristics of the solution-oriented approach are:
- The coaching is short-term and thus lower in costs.
- A specific dialogue form to help coachees focus on their goals.
- The coaching program ends on indication of the coachee.
- The use of the coachees’ own resources (skills, important people) is pivotal.
- The coaching centres on strengthening on that what is working well.
The 7 steps model of the solution-oriented approach
- Clarify the need to change
First, the problem is acknowledged and thoroughly explored. What’s more, is the emphasis on how the prominent issue has become a problem. By exploring the problem well, the coachee gets to know what kind of solution he/she is looking for. Moreover, he/she can identify his/her problem more effectively and therefore also his/her needs during the coaching program.
- Define the desired outcome
As soon as the need to change has been clarified, the defining of the desired outcome follows. This entails a concrete and positive description of how the coachee pictures his/her desired outcome. Concrete and attainable goals are set, so that the coachee knows what he/she wants to achieve.
- Set up of the platform
The platform is the current situation. The place from which you start to change towards the desired situation. During this step the achievements of the coachee are highlighted, as well as what and who has positively contributed to the current situation (the coachees’ resources).
- Analyzing earlier successes
This step focuses on situations in which the desired outcome has already been manifested. These situations are the exceptions to the problem. The exceptions are situations in which the problem has occurred to a lesser extent, or in which the results already have been achieved; even if it was just a little.
- One step forward
This step builds on earlier successes. First, the exceptions and earlier successes, which are relevant to the current situation, are analyzed. Secondly, a little step forward is formulated. Little steps forward result in big changes.
- Monitor progress
When the little step forward has been implemented in the daily practice of the coachee, it is important to monitor the progress. What has been improved? The monitoring objectives are: the coachee becomes conscious of the progress and the things that work well have been identified and put into practice.
- Determine the need of a further need to change
This step determines whether there is a further need to change. In case of a yes, step 1-6 are repeated. If no, the coaching sessions end.
 Sources: Oplossingsgericht coachen, Insoo Kim Berg & Peterr Szabó; Coert Visser, Progressiegericht coachen.