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© 2004, Coert Visser Scales (De Shazer, 1986) are among the simplest most appealing and accessible tools that have emerged within the practise of the solution-focused approach to change management. Scales are very easy to use and have many applications. With this article I want to give you a quick guide to using them. How do you use scales? Below, I will first explain the basics of using scales: Explanation of the scale: the coach explains that the scale goes from 0 to 10. 0 stands for the situation in which the problem is at its worst and 10 stands for the situation in which the problem is completely gone and the desired state has been achieved. Ask for the score: the coach then asks the coachee what his current position on that scal is (this is called ‘the platform). The coach has does not judge whether this score is ‘right’ or not. Focus on what is already there: then the coach asks how the person has already come to this position. What made this possible? Thus, the coach focuses s...

An Effective Approach to Individual and Organizational Development © 2003, Coert Visser and Gwenda Schlundt Bodien In an earlier article we outlined a highly effective approach to coaching, the solution focus. We use this approach not only in management coaching but also in organizational consultancy and training. It is highly simple, respectful and effective. This article is not intended to replace some of the fine books there are about solution-focused consultancy (see below). Instead, we have searched for a very simple and brief description of the solution focus that is accessible and easy to remember. We came up with acronym POWERS, which stands for: P - problems are acknowledged but NOT analyzed O - outcomes desired are specified W - where are you now on the scale? E - exceptions to the problem are keys to solutions R - relationships are enhanced and made productive S - small steps forward leads to larger change Below we explain the POWERS acronym letter by letter. P - problems a...