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Solution focused Therapy SFT is a type of talking therapy that is based upon social constructionist philosophy. Focuses on what clients want to achieve through therapy rather than on the problems that made them to seek help. The approach does not focus on the past, but instead, focuses on the present and future. The therapist uses respectful curiosity to invite the client to envision their preferred future and then therapist and client start attending to any moves towards it whether these are small increments or large changes.

To support this, questions are asked about the client’s story, strengths and resources, and about exceptions to the problem.

Questions :
The miracle question
The miracle question is a method of questioning that a coach, therapist, or counselor uses to aid the client to envision how the future will be different when the problem is no longer present. Also, this may help to establish goals.

Miracle Question Sample
Counselor Ask : "If you woke up tomorrow, and a miracle happened so that you no longer easily lost your temper, what would you see differently?" What would the first signs be that the miracle occurred?"
Client (a child) Respond: "I would not get upset when somebody calls me names"

Counselor wants the client to develop positive goals, or what they will do, rather than what they will not do, to better ensure success. So, the counselor may ask the client, "What will you be doing instead when someone calls you names?"

Scaling Questions
Scaling Questions are tools that are used to identify useful differences for the client and may help to establish goals as well. The poles of a scale can be defined in a bespoke way each time the question is asked, but typically range from "the worst the problem has ever been"  to "the best things could ever possibly be".

The client is asked to rate their current position on the scale, and questions are then used to help the client identify resources (e.g. "what's stopping you from slipping one point lower down the scale?"), exceptions (e.g. "on a day when you are one point higher on the scale, what would tell you that it was a 'one point higher' day?") and to describe a preferred future (e.g. "where on the scale would be good enough? What would a day at that point on the scale look like?")

Exception Question
Exception Seeking Questions Proponents of SFT insist that there are always times when the problem is less severe or absent for the client. The counselor seeks to encourage the client to describe what different circumstances exist in that case, or what the client did differently. The goal is for the client to repeat what has worked in the past, and to help them gain confidence in making improvements for the future.

Coping questions
Coping questions are designed to elicit information about client resources that will have gone unnoticed by them. Even the most hopeless story has within it examples of coping that can be drawn out: "I can see that things have been really difficult for you, yet I am struck by the fact that, even so, you manage to get up each morning and do everything necessary to get the kids off to school. How do you do that?" Genuine curiosity and admiration can help to highlight strengths without appearing to contradict the clients view of reality. The initial summary "I can see that things have been really difficult for you" is for them true and validates their story. The second part "you manage to get up each morning etc.", is also a truism, but one that counters the problem focused narrative. Undeniably, they cope and coping questions start to gently and supportively challenge the problem-focused narrative.

Problem free talk
Problem free talk is often overlooked by whom? as a technique. In solution-focused therapy it is thought to be a useful technique for eliciting resources. Many people (who?) do leisure activities that relax them, or have experiences of being assertive, and many other useful resources that can help within the therapy.

Solution focused therapists will talk about seemingly irrelevant life experiences, like leisure activities, meeting with friends, relaxing and managing conflict. The therapist can also gather information on the clients values and beliefs and their strengths. From this discussion during the therapy session the therapist can use these strengths and resources to move the therapy forward.

For example:
If a client wants to be more assertive it may turn out that under certain life situations they are assertive. This strength from one part of their life can then be transferred to the area with the current problem.

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Solution Focused Therapy

Solution Focused Therapy (SFT) Theories

The Big Five model is considered to be one of the most comprehensive, empirical, data-driven research findings in the history of personality psychology. Identifying the traits and structure of human personality has been one of the most fundamental goals in all of psychology. Over three or four decades of research, these five broad factors were gradually discovered and defined by several independent sets of researchers. These researchers began by studying all known personality traits and then factor-analyzing hundreds of measures of these traits (in self-report and questionnaire data, peer ratings, and objective measures from experimental settings) in order to find the basic, underlying factors of personality.

1. OPENNESS
People with low scores on openness tend to have more conventional, traditional interests. They prefer the plain, straightforward, and obvious over the complex, ambiguous, and subtle. They may regard the arts and sciences with suspicion, regarding these endeavors as uninteresting. Some self-statements pertaining to openness include

Openness Sample

• I have a rich vocabulary.
• I have a vivid imagination.
• I have excellent ideas.
• I spend time reflecting on things.
• I use difficult words.
• I am not interested in abstractions. (reversed)
• I do not have a good imagination. (reversed)
• I have difficulty understanding abstract ideas.(reversed)

2.CONSCIENTIOUSNESS
A tendency to show self-discipline, act dutifully, and aim for achievement. The trait shows a preference for planned rather than spontaneous behavior. It influences the way in which we control, regulate, and direct our impulses. Conscientiousness includes the factor known as Need for Achievement

Sample conscientiousness :

• I am always prepared.
• I am exacting in my work.
• I follow a schedule.
• I get chores done right away.
• I like order.
• I pay attention to details.
• I leave my belongings around. (reversed)
• I make a mess of things. (reversed)
• I often forget to put things back in their proper place. (reversed)
• I shirk my duties. (reversed)

3. EXTRAVERSION
Characterized by positive emotions, surgency, and the tendency to seek out stimulation and the company of others. The trait is marked by pronounced engagement with the external world. Extraverts enjoy being with people, and are often perceived as full of energy. They tend to be enthusiastic, action-oriented individuals who are likely to say "Yes!" or "Let's go!" to opportunities for excitement. In groups they like to talk, assert themselves, and draw attention to themselves.

Introverts lack the social exuberance and activity levels of extraverts. They tend to seem quiet, low-key, deliberate, and less involved in the social world. Their lack of social involvement should not be interpreted as shyness or depression. Introverts simply need less stimulation than extraverts and more time alone. They may be very active and energetic, simply not socially.

Extraversion sample :

• I am the life of the party.
• I don't mind being the center of attention.
• I feel comfortable around people.
• I start conversations.
• I talk to a lot of different people at parties.
• I am quiet around strangers. (reversed)
• I don't like to draw attention to myself. (reversed)
• I don't talk a lot. (reversed)
• I have little to say. (reversed)

4. AGREEABLENESS
A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. The trait reflects individual differences in general concern for social harmony. Agreeable individuals value getting along with others. They are generally considerate, friendly, generous, helpful, and willing to compromise their interests with others. Agreeable people also have an optimistic view of human nature. They believe people are basically honest, decent, and trustworthy. source

Disagreeable individuals place self-interest above getting along with others. They are generally unconcerned with others’ well-being, and are less likely to extend themselves for other people. Sometimes their skepticism about others’ motives causes them to be suspicious, unfriendly, and uncooperative.

Agreeableness sample:

• I am interested in people.
• I feel others’ emotions.
• I have a soft heart.
• I make people feel at ease.
• I sympathize with others’ feelings.
• I take time out for others.
• I am not interested in other people’s problems. (reversed)
• I am not really interested in others. (reversed)
• I feel little concern for others. (reversed)
• I insult people. (reversed)
• I like being isolated. (reversed)

5. NEUROTICISM
The tendency to experience negative emotions, such as anger, anxiety, or depression. It is sometimes called emotional instability. Those who score high in neuroticism are emotionally reactive and vulnerable to stress. They are more likely to interpret ordinary situations as threatening, and minor frustrations as hopelessly difficult. Their negative emotional reactions tend to persist for unusually long periods of time, which means they are often in a bad mood. These problems in emotional regulation can diminish the ability of a person scoring high on neuroticism to think clearly, make decisions, and cope effectively with stress.

At the other end of the scale, individuals who score low in neuroticism are less easily upset and are less emotionally reactive. They tend to be calm, emotionally stable, and free from persistent negative feelings. Freedom from negative feelings does not mean that low scorers experience a lot of positive feelings.

Neuroticism Sample:

• I am easily disturbed.
• I change my mood a lot.
• I get irritated easily.
• I get stressed out easily.
• I get upset easily.
• I have frequent mood swings.
• I often feel blue.
• I worry about things.
• I am relaxed most of the time. (reversed)
• I seldom feel blue. (reversed)

Big Five Personality Traits Factors

Personality Traits - Big Five Factors

Counseling psychology is a unique psychological specialty that encompasses research and applied work in several broad domains. Its fundamental aim is to provide therapeutic treatments to individuals. This makes it one of the largest specialty areas within psychology. A counseling psychologist's main focus is to help people with a diverse array of mental health problems. In doing this a strong emphasis is paid to understanding the interpersonal dynamics of therapy.

The Society of Counseling Psychology describes it as a field that primarily facilitates different interpersonal functioning across the life span, with a major focus on social, vocational, health-related and emotional concerns. The discipline is relatively new and requires both knowledge of psychology with an understanding of therapeutic practice.

Today those pursuing counseling psychology as a career, will find a large vista of career paths. Though many counseling psychologists are involved in providing psychotherapy services, there are many other career paths available. These include those related to teaching, vocational counseling, and. conducting research. In recent years, many large corporate organizations now employ psychology counselors, as workplaces are becoming prime sources of psychological and emotional stress. In the same way many schools and colleges are also looking for counseling psychologists for guiding young students.

At present there is a range of options when it comes to making a career or studying counseling psychology. There are many institutes that provide psychology counseling courses, and also there are courses available online or through distance education. There are several points to be aware of before enrolling onto a course:

- Ensure that the course has an international accreditation
- Do a thorough background check on the psychology institute you have shortlisted
- Decide if you would like to study a course with a particular specialization - there are various options available.

Psychology is an exciting field. It will lead you into a world where you meet the whole spectrum of human difficulties. Whilst dealing with people and mental health problems is very appealing it is also very challenging. However, with patience and determination, successful career paths can be achieved in psychology counseling. All you require is an understanding of psychological theories and their application, and a desire to help people overcome their problems and move towards achieving their full potential.

Counseling Psychology - Studying Counseling

Love your Job

Change your mindset. What's bothering you about your current job? Do you have a bad boss? By allowing your boss to make you miserable, you are giving your boss power over your happiness. Don't give away your right to happiness. Ask yourself why your boss is making you unhappy. Keep asking why until you get some really clear answers.Recognize your own reaction. Next, recognize that your unhappiness is caused by your reaction to what your boss is doing, because you think that your boss doing something wrong. You can't change your boss.

Change your perspective. One way I have changed my perspective on a difficult boss situations was to think, "They don't know any better." And I leave it at that. Trying to change a boss is nearly impossible. Changing your perspective is quite possible.

Add some fun into your day. What can you do to make work a bit more tolerable? I recently met a woman who told me that she got away with using hot pink pens for her work. It was marginally acceptable at work, but she was able to do it and it made her happier.In my previous job, I liked to go out for lunch or coffee with friends or go for a walk in the middle of the afternoon on a rough day. Spice it up. What's marginally acceptable that would be a fun way to make your work more interesting? What little playful thing can you add into your day to make it a bit more fun?

Take a break. Five minutes or 15 minutes or your entire lunch hour can be a great way to take a break and have fun. Hang out with people you enjoy--not your grouchy cube mate. Keep good company, even if it's just you!

Get some help. It is useful to have an outside perspective when you're seeking something new. An outsider can help you dream of something bigger and better. Finding happiness today before creating a new life for tomorrow always makes transitions stronger and longer lasting. You can be happier in your current job. Actually, I strongly recommend that clients find peace in their current job before moving somewhere new.

Once you've made peace with your current job, it may be time to start looking for what you really want: a job that you love. http://ezinearticles.com/?Do-You-Love-Your-Job?-It-is-Possible&id=4032911

Enjoy in your Current Job - Feel Good First Tips

Performance management teaches managers and leaders how to influence behavior. When you think about it, the behavior of people is the only way anything gets done in business. If leaders don't understand behavior management methods and can't apply them consciously and correctly they are almost certainly decreasing some behaviors they want, and increasing some behaviors they don't want.

Every single accomplishment that takes place in any organization is dependent on behavior. Consequently the one thing that executives, managers and supervisors should know the most about is human behavior. No business or organization can survive and grow without knowing the conditions under which people do their best.

Every management system ever devised to bring out the best in people will fail if it violates the basic laws of human behavior. Most of us look at the behavior of other people and wonder why they do certain things. We look for the answer in what happened directly before the behavior in question. In other words we think that the behavior was caused. It was motivated by some sort of internal or external force driving need or desire.

When you understand behavior analysis you will realize that a person does things because of what happens to them when they do it. In other words, because of the behavior is not as a result of the conditions prior to the behavior but what happens and immediately after the behavior.

It might seem that scientific methods to change behavior are not practical for front-line leaders. But it is actually the most practical way to manage people. Everybody knows that people don't do what we tell them to do. Yet we run our businesses as though all the performance and productivity problems are caused by people who don't know what to do, don't want to do or simply don't care. So we try and find better ways of telling them what to do. A good example of this is training courses. We put people on training courses and tell them what to do. Then when they don't do it, we blame the training course or the unwilling course members.

When our behavior changes the environment in some way that we like, we repeat it. And when we do something that changes in the environment that we don't like, we stop it. Every single thing we do produces a consequence for us. If a company has got productivity problems, quality problems, cost problems then the behaviors associated with those undesirable outcomes are being reinforced. This is not theory, this is reality. People don't resist change provided the change delivers an immediate positive consequence for them.

We know that the best reinforcement is positive immediate and certain. Peers are the most effective source of reinforcement at work and the most underutilized. They are in the best position to deliver positive and immediate reinforcement. They can observe performance more closely and more often than managers or supervisors. The whole concept of teams has missed the concept of peer reinforcement and as a result has met with little success in improving overall organizational performance.

When peers recognize that they can and should be a major source of reinforcement for each other, improvements occur more frequently, much faster and last much longer. Source: http://bit.ly/dmCAnf

Managing Performance in the Workplace - Influence

IQ Tests Difficult, Unique and Diverse :  
I Get this test from http://www.iatp.md

Variant Tests:

• Matrix Analysis 1
• Sequences Analysis 2
• Imagination Test 1
• Combination Tests 3
• Attentiveness Tests 2
• Memory Tests 2
• Logistic Skills 2
• Analogies Analysis 4
• Math Skills 2
• Spatial Skill 1
• Geometric Skills 5

What IQ test For ?

Give you  ability to evaluate your mental Skills and Resolving different Puzzles.

Answer 27 Questions, 60 Seconds for 1 question
Good Luck, Don't forget share your Score :)

IQ Tests Difficult, Unique and Diverse