tag:blogger.com,1999:blog-385994797523957483.post8817550079404586552..comments2010-02-04T08:16:42.865-08:00Comments on Mikey Heinz HR Management Blog: Human Resource Article on Legal Concerns Discussion TopicsSteven "Mikey" Heinzhttp://www.blogger.com/profile/15220083189300937496noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-385994797523957483.post-16278354488244450882010-02-04T08:16:42.865-08:002010-02-04T08:16:42.865-08:00hi folks: i'd like to add some thinking to the...hi folks: i'd like to add some thinking to the above article. as the coiner of the term Facilitative Questions (i developed these, teach them, and have been writing about them for over 20 years), i'd like to add the real definition of the term, as it will bring yet another dimension to solving this sort of problem.<br />Facilitative Questions (as i've defined them in my books) are questions that actually work with brain function: they do NOT pull or push data, but they go into the unconscious, pull criteria that holds current behaviors in place, and teaches the person how to mitigate their choices. so these are actually 'change creation' vehicles, not standard questions.<br /><br />using the first question posed above, a Facilitative Question would be:<br />How would you choose an approach to an employee, who may be using drugs, in a way that would support his/her ability to begin managing their problems?<br /><br />you can see that the answer would, by the nature of the question, include the route forward. it would also cause a decision of how to act that the original question wouldn't address.<br /><br />if anyone wants to learn about these questions, let me know. i'd be delighted to discuss. <br />sharon drew morgen, www.newsalesparadigm.com sdm@austin.rr.comAnonymoushttps://www.blogger.com/profile/16745960830605496178noreply@blogger.com