Solution Focused Therapy: Principles and Applications in Employment & Career Settings

By Sue Furs M.A. and Kristen Tippin M.Sc.

Introduction

Due to the increased focus on brief counselling models over the last 20 years, the use of solution-focused therapy (SFT) has been extensively applied in the realm of personal counselling (Lewis & Osborn, 2004). Despite the fact that very little research has been produced on the application of SFT techniques in the realm of career and employment counselling, recently Bezanson (2004) has suggested the SFT model may be an effective approach to employment counselling. Recent articles by McKenna & Mackey Jones (2004) and Strong (2005) provide limited support for the effectiveness of SFT in realm of employment and career counselling. In this article, we will briefly summarize some of the major assumptions and techniques of the SFT model as outlined by Bezanson (2004). Additionally, we will briefly discuss the benefits and limitations of SFT as a method for employment and career counselling.

Assumptions & Practices

Solution-focused therapy was originally developed by Steve de Shazer and colleagues in the early 1980’s as an alternate to problem-focused therapeutic models. Unlike earlier models that view the counsellor as expert and focus on the analysis of why and how the client’s problems persist, solution-focused therapy views the client as expert and focuses on identifying their strengths and helping them to envision an alternate future. In fact, it has been suggested that the term collaborating professional be used, rather than counsellor, in order to reflect the nature of the role promoted within this framework. In this model, the collaborating professional may share knowledge or provide information if it will assist the client in decision-making, however, they must remain cognizant of the danger of fostering dependence or usurping the client’s role as expert.

Although SFT utilizes specific techniques to help the client generate options and focus on the future, it is important to note that consistent with other counselling models the most important element of the process is the counsellor’s ability to build strong rapport with the client.

Another inherent assumption is that situations and events are neither all good nor all bad. Consequently, the role of the counsellor is to help the client experiencing a crisis to identify the positives in order to capitalize on the possibilities within the situation.

Within the SFT model, the counselor must begin the relationship in a position of “not-knowing” by putting aside their own value judgments in relation to issues of work and career development. Counselling is centered on prompting through questioning, using the client’s words, and focusing on creating solutions rather than examining the counsellor’s suggestions. Techniques such as the “Miracle Question” are used to ensure that the client’s values are reflected in the goals of the counselling process. Additionally, in the initial session the counsellor can establish the client as expert by asking questions such as “How will you know that our time together has been worthwhile?” and “What types of possibilities have you been thinking of since you made this appointment?”

Furthermore, utilizing rating scales to identify progress, integrating the client’s language into the counsellor’s statements, and exploring exceptions to negative situations all help to keep the focus on the client’s goals, the generation of options, and moving towards the future.

Limits to Solution Focused Therapy in Employment and Career Counselling

SFT assumes that the client can identify options and solutions to challenging circumstances (McKenna & Mackey Jones, 2004). Clients with limited work experience, knowledge of the labour market, and minimal experience gathering work-related resources may not be able to identify options and solutions for their career related needs. Bezanson (2004) acknowledges this issue and suggests that employment counsellors may need to provide guidance to the client to help them gather information. However, it may be argued that within the SFT framework it may be difficult for the counselor to provide information or guidance without assuming an expert role.

Additionally, SFT assumes that the client is capable of moving forward without addressing past events (Bezanson, 2004). Consequently, in some cases it is possible the SFT framework may push clients forward who are not yet ready to deal with future oriented issues.

Benefits of Solution Focused Therapy in Employment and Career Counselling

Solution-focused therapy promotes the recognition and development of personal strengths and competencies (McKenna & Mackey Jones, 2004). Clients begin this process through the development of goals and, subsequently, identify personal strengths and specific steps to achieve those goals. By helping individuals to recognize that every option represents a possible solution, they are more likely to strengthen their coping skills and develop a higher sense of competence.

With respect to employment counselling, SFT can serve as an alternative and more holistic approach because it focuses on personal meaning and encourages the client to consider work in the larger context of their own life (Bezanson, 2004). Specifically, it addresses the client’s ability to deal with change, which is a common theme in employment and career counselling (McKenna & Mackey Jones, 2004). Additionally, this method ensures that it is the client’s own values rather than societal norms and the counsellor’s preconceived notions that shape the direction and goals of the counselling sessions (Bezanson, 2004). As a result, SFT may discourage over-reliance or misuse of assessment tools.

Conclusion

Given the widespread application of SFT in the realm of personal counselling (Lewis & Osborn, 2004) it seems more focus should be placed by researchers and practitioners on the application of this framework in employment and career settings. Recent publications by Bezanson (2004), McKenna & Mackey Jones (2004) and Strong (2005) have provided a solid foundation for future work that may further illuminate the usefulness of this approach and serve to provide more relevant techniques for practitioners.

Sue Furs is currently working as a Career Counsellor for the University of Toronto at Mississauga and has over 2 years experience working university students. She holds an M.A. in Counselling Psychology.

Kristen Tippin is currently a Career Counsellor for the University of Toronto at Scarborough and has experience providing career counseling services in non-profit and educational settings. She holds and M.Sc. in Counselling Psychology.

References

Bezanson, B. (2004) “The application of solution focused work in employment counseling.” Journal of Employment Counselling, Vol. 41, pp. 183-191.

Lewis, T, & Osborn, C. (2004) “Solution-focused counseling and motivational interview: A consideration of confluence.” Journal of Counselling & Development, Vol. 82, pp. 38-48.

McKenna, J. & Mackey Jones, W. (2004) “How solution focused support helps women through work-home conflict.” Health Education, Vol. 104, pp. 132-142.

Strong, T. (2005) “Understanding in counselling: A preliminary social constructionist and conversation analytic examination.” British Journal of Guidance & Counselling, Vol. 33, pp. 513-533.