Contributions of the Conference

Success isn’t good enough. Creating a company that’s worthwhile.

Companies are often judged by their success. Even more often the only success that counts is the commercial success of the shareholders.Commercial success can be created in a lot of ways – and within competition there is no guarantee of profitability. This workshop is based on the thought that success isn’t enough. Not if you want to live a life that’s worthwhile. The focus of the workshop will be – how to create a company worthwhile

  • for people working in it,
  • for customers, partners and owners
  • how to lead a company differently

will be the topic of this morning. The SF approach contributes in an excellent way to this purpose. Leaders and coaches who are interested in this paradigm shift will take away some new thoughts and experiences. And a very practical application for everyday life.

Tickets Available

The Three Secrets of Introducing SF into Organisations

Whether you are a leader, a change-maker or simply interested in making organisations more effective, you need to know about the Solutions Focus (SF) approach. With SF you take the direct route to change, cutting out time-wasting and endless talk about problems.  Instead, you create a clear vision of what’s wanted, gather your resources and get going. In this workshop, Paul Z Jackson explores what matters when taking SF into organisations. Paul is one of the leaders in the field, and draws on his extensive experience with organisations around the world to discuss:

  • How to engage so the project can succeed
  • How to manage a bigger project, with teams or whole organisations
  • Case examples of tricky situations

This will be a lively and interactive session, with time for questions and reflections.  You will leave with a wealth of ideas on how to make progress with your organization.

Tickets Available

Smooth Landing with ALEX

A joint evening of Hungarian SF practitioners and arriving conference attendees, with a special session:

The art of the SF conversation:
Lessons from the world of jazz and improvisation

In this welcome evening session, we will be exploring some fascinating techniques and perspectives. The session will highlight new approaches to leading, creating change, based on what we can learn from the ways that jazz musicians work together! How do they communicate, interact with each other, lead and support each other, co-create together, and how does improvisation work in practice?

Some of the topics will include listening, following, leading, taking risks, creating and sustaining change, empathy, mindfulness, suspending judgement, dealing with error, finding value in everything, positive disruption, curiosity, energy and many other areas. Get ready for a new learning experience, and welcome to this exciting SOL World conference! Be prepared for an amazing journey of discovery!

How our brain works – some insights and how we can use it to create desired change

With the research results of the last year we start to understand better how this fascinating organ functions. I want to share with you a few insights and it’s practical applications in daily life. These insights also helped me to better understand how the Solution Focused approach is so successful to create sustainable change.

3 things what participants can take away and use on Monday after the conference:

  • The awareness to choose more consciously our focus of attention.
  • Openness to other peoples few of what is ‘reality’.
  • Curiosity to learn more about our brain.

’Words which Change Worlds’

When I was 13 I was told that I had a limited academic future, yet today I stand here with a Masters Degree from The London School of Economics, and teach on post-graduate programmes – how can this be possible?  I learned at an early age that others’ perceptions, the words  used and what I chose to pay attention to made a significant difference to what happened next – which I guess is what attracted me to Solutions Focus. Join me for this talk in which I share some of the cases from my work that have touched me, and what made the difference.

3 things what participants can take away and use on Monday after the conference:

  • Research that supports SF practice
  • Cases to share with others
  • Further insights into how to get the best out of people

Solution Focused Capacity Building

Frequently we find ourselves in situations when it’s just “too much”. In today’s business and social environment especially, when time and other resources seem to be never enough. Even so, expectations of our customers, bosses or other stakeholders never enough. Obviously, the question in these situations is “what to do about it?”. Do we have the capacity to steer ourselves? Is that capacity enough? Can we actually build up this capacity? Is Solution Focus the answer? Maybe it is, maybe it’s not… Or, how can we use SF to build up capacity in organizations to bring us one step closer to achieving our challenging goals? The question is simple, the answer is…

Shall we Start-Up?

The workshop would be about the journey of one of the most promising Hungarian Social Media Idea turning into reality and how Organization Development and Design done in an SF way was helpful in this process. Check out and join us in looking back to our journey, meeting the team and the mentor.

3 things what participants can take away and use on Monday after the conference:

  • how to use the power of here and now
  • the ever clearing sky – future perfect again and again
  • confidence in working with over dynamic start-ups

5 case studies from Hi5:s implementation of SF in customer cases and internal company development

Developing our Business plan with SF
Traditional business planning often starts with directives from the board The MD and his management team makes up plans for how to achieve the directives. The planning involves problem focused tools and the leadership assumes that they are the ones with all the answers. We at Hi5 don’t agree with that. We develop our business plans by engaging all our staff using a mix of SF tools and traditional business planning tools.

The Hydra project – our way to tame a Hydra monster.
After years of problem focused attacks on large and monstrous projects that often made us more frightened then focused. We picked up a new weapon to fight the monster.

Two customer workshops success stories
We will describe two examples of customer workshops regarding product development. One with a small group and the second one with 50 customers. You will hear about our objectives, our planning, the outcome and our learnings.

Challenge standards regulation demands with SF
ISO 9001 (a quality standard framework) demanded that we on a yearly basis conduct customer satisfaction surveys to gather customer needs. We refused arguing that we don’t want to propose to our customer that we know more about their needs then them self by formulating questions. WE won the argument by introducing a SF way to gather our customer’s needs.

Being a Solutions Focus company: the way forward

Starting in April 2011, there have been nine Solutions Focus training seminars and coaching sessions in the Sagitta company. Sagitta is an investment company and within its structure and management, there are three companies:

  • Matrax → Home goods distributor for South-East Europe
  • BG Menu → Food delivery company
  • Medical Express → Medical Devices trading

Some of the trainings were run with all the people in the company, others – with different smaller groups of people.

Our intention is twofold. First, through reflecting upon our experience, arranging, and telling the story of the different training events we ourselves would know better how the seminars were useful, how the people in the three companies benefitted and what they are doing better after these events. Second, we want to engage our workshop participants in a conversation about their perspective on the SF experience of the company, and most of all involve them in a process of reflection on how it is best Sagitta to proceed on their Solutions Focus journey.

Learning in the interaction

How do you develop your professional skills?

As an SF practitioner I state I learn from my clients. How can we grasp and boost this process of gaining insights and modifying actions? In this workshop we draw the line from the curious people behind the mirror in Milwaukee till today’s developmental work through reflection.
As helpful perspectives in the room I’ll welcome Dóra Pekár, one of my co-learners and Orsolya Kereszty, my leader in learning through a PhD research.
You can take away:

  • • anin-context-definitionoflearningwhichmightinspireyoufurtherin
    your everyday work
  • • 3examplesofeverydaylearningmethodology
  • • thepromiseofaninteractionalunderstandingoflearning

Coaching sustain productivity

  • Steps to implement coaching in our organization
  • Tracking the coaching sessions on main business initiatives
  • Coaching conference in site
  • Productivity gain by using coaching.


Leadership is nothing but a bunch of talk

Why the old paradigms of leadership and leadership development are fundamentally flawed and why SF and SF philosophy can provide an honest and intelligent answer to the question: “How can our organisation make sure that good leadership happens throughout?”

3 things what participants can take away and use on Monday after the conference:


  • know why SF is a really good answer
  • know how to sell SF leadership development consciously
  • be clearer on SF philosophy


SF “Naturally”

SF can grow very naturally in organizations: contagiously effective everyday conversations facilitated by everyday people in everyday situations. There is no need for expert professionals and no need for formal training. Look forward to the story of a most adorable and impressive everyday example.

3 things what participants can take away and use on Monday after the conference:

  • • Gain trust that somehow „it” grows naturally
  • • Remember a funny story to tell others
  • • Start to collect naturally SF happenings

Emergency: we have no time for conflicts
How to support teams under stress and pressure

At the end of last year we’ve started a contribution with one of Budapest’s most progressive hospital’s Emergency Care Department to develop the interaction and cooperation among the 30 or so team members (doctors, nurses, ambulances and administration coworkers). The circumstances are tough; 12hours shift in 24/7, quick decisions with serious consequences, time pressure and lot of parallel threads. Here, the quality of communication can effects life.
In this workshop we invite you to work for us. Our best hopes are to gain fresh ideas, new perspectives and experiences, rethink and understand better the steps we’ve done. We prepare with interactive methods to share and demonstrate what we have done and facilitate your contribution to boost up the development.

3 things what participants can take away and use on Monday after the conference:


  • probably a new field, new perspectives and possibilities for make a change with SF brief and simple
  • ways and techniques to remind client team for the road it’s already behind them
  • by working on our case you might share and learn current methods and experiences of others


Care to perform or perform to care

This is an interactive case-study, the client (The People and Performance Director of Hallmark Care homes) can’t be there – so I’ve recorded an interview with her about the project, and would show relevant video clips from the interview throughout the session.
The single most powerful thing you can do to drive results in your organisation is improve the relationship between managers and their staff. How people’s performance is managed is often central to the success or failure of this relationship.

The performance conversation or appraisal is an integral part of management, and many organisations rely on this process for making decisions about staffing, defining training needs, providing feedback and setting the direction for future performance. Yet research shows that many people leave performance conversations less motivated than when they went into them.  It’s a missed opportunity!

In this experiential session, I’ll share how SF principles and tools were embraced by busy managers in a Private Health Care organisation, and incorporated into their daily conversations and performance management processes. Even one-day trainings in Coaching or Performance Management make a significant difference in raising performance and morale.
During the session we will


  • Explore how SF can enhance the traditional appraisal process
  • Discuss a case of SF consultancy –  how we developed and implemented an SF based performance management system in collaboration with the client
  • Share experiences and results


SF Strategy Tools for Everyday Use in Organisations

SF lends itself brilliantly to strategy work because of it future orientation and pragmatism. In the course of several projects involving the development and implementation of a new strategy for various organizations I have developed some new SF tools, and adapted some “classic” strategy tools in an SF way. I will


  • * show the use of SF for “everyday strategy work
* introduce participants to some tools
* ask a customer to describe how they experienced work with these tools in their own
    organization and outside of it.


3 things what participants can take away and use on Monday after the conference:


  • understand the future-orientation of SF more clearly
  • be able to apply at least one new tool for strategy work at different levels of the organization
  • know about two other tools


Miracles in action – the use of coaching model Reteaming in middle-sized engineering company

Workshop will be fosued on presentation the case and discussions on possibilities and alternatives.

3 things what participants can take away and use on Monday after the conference:


  • structure of Reteaming session
  • story from practice
  • alternative ways of working


Professional life’s game

The Workshop aims to raise awareness of certain behaviors that being improved, can bring added value to an individual, team working, but also for the company. 
The participants will be divided into 4 large or 8 teams, depending on the number of those attending the Conference, at first one of the speakers said the goal of the “game” and says the instructions, and the other 6 members ensure that they understood and the teams works throughout the interactive workshop according to those instructions.

3 things what participants can take away and use on Monday after the conference:


  • Set clearly your own objectives in order to meet their organisational aims and agree these with the managers;
  • Always deliver your commitments and promises;
  • focus and get agreement on the results and deadlines – if you consistently deliver, you’ll increasingly be given more leeway on how you go about the tasks, which amounts to more freedom
  • Collaborate with your team, it’s what you can do better
  • Be the one who starts the change


Case study: Employee performance review and goal setting using SF. A scary but rewarding step into the unknown!

The so called “employee talk” is a commonly used format in Sweden for managers to keep an active and systematic development dialogue going with each employee. The two main purposes are to collect employee feedback on work environment issues (which is required by law) and individual performance reviewing with the associated goal setting and creation of individual development plans. Even though usually conducted in a dialogue format, it’s traditionally a very manager-centric activity where the employee more or less is told what he or she needs to work on during the upcoming period.

At Hi5, we were curious to find out what would happen if we turned things around. What if we dropped the performance reviews and goal setting by managers, and instead introduced a Solutions Focused dialogue? Could quality reviews be conducted and could relevant goals and development activities be created and agreed on? Could this be done without the manager doing more than just asking questions? We decided to overcome our fears of failure and take a step into the unknown. The reward was great!

3 things what participants can take away and use on Monday after the conference:
(What you will get out of this session):


  • In this case study you will find out more about how a traditional (and slightly boring) average functional way of working with the greatest resource of most organisations (the people), can be changed into an inspiring and fun activity for all parties involved! And this with much improved results!
  • Also, learn about some of our greatest fears before getting started and about some of the unexpected and hidden treasures found along the way.



In SF Coaching there are two different structures of conversations distinguished: First session conversations and follow-up session conversations. This workshop puts the focus on the follow-up session. There will be a live demonstration of a follow-up session conversation with a client who had a first session in the form of a solution focused structural constellation. After the demonstration client, coach and participants will share the learnings and find out the clues of a follow-up session.

3 things what participants can take away and use on Monday after the conference:


  • experience the effects of an SF follow-up session
  • learn useful SF questions asked in SF follow-up sessions
  • understand the structure of an SF follow-up session and the difference to a SF first session conversation


Deployment of SF in the engineering company

Share cases over the past 3 years with SF approach. As cooperation in teams, talent review, recruitment, SAP change management, goal setting, performance management…

3 things what participants can take away and use on Monday after the conference:


  • see coachable moments in daily work
  • motivation to build coaching climate in the organization
  • become the people involvement driver in the organization?


Wherever you look, SF is already there.

Suppose you knew that wherever you would go, you would know that SF is already there. What difference would that make for you and your work, as a leader, a coach, a consultant or an SF enthousiast? Meet the ASF-approach or Already Solution Focused approach as the Japanese SF-pioneer Aoki-san calls it. Together with you and with one of our clients we’ll explore how you can benefit from this assumption that wherever you go, SF is already there.

3 things what participants can take away and use on Monday after the conference:


  • Clues about the SF already present in your organization or in the organizations of your clients.
  • Ideas on how being even a little lazier can lead to better results in strengthening the already present SF in your organization or in the organizations of your clients.
  • Ideas on what you can do instead, when bringing SF into organizations is no longer something you need to do.


Fire at the workplace

In this sol talk we will present the audience how to use the instrument of experiment when solving the conflict situation in organization in a way of making the opportunities wider. The objective is to make conscious change in the behavior of the persons invoved in the conflict so that it leads to their satisfactory response and balance.

3 things what participants can take away and use on Monday after the conference:


  • own experience with positive solution of conflict
  • structured exercise
  • awareness of more options and free will


SF and Hungarian social thinking: “It is never too late to have a history of progress

Hungary has been notoriously known by Hungarians to be a nation of national disasters, lost wars of independence, lost territories and, generally speaking, a tendency to fail.
Scientific research has gathered evidence that Hungarian culture is characterised by utter individualism, strong avoidance of failures, rebellious nature, general apathy and top position on the list of suicides – traits that do not sound very useful in the context of a globalizing world where the values of co-operation, co-creation, positive thinking and positive development prevail.