意义的社会建构

高德明团队 编译

焦点解决实践被认为是一种建构主义方法。这种方法的核心因素通常从一个人如何描述一个问题（或讲述一个他们认为是问题的故事）的方式中了解事情或建构事实。基于这种个人化的建构的事实，赋予意义的提问就显得很重要，也就是，“谁在企业内决定了解决方法是什么？”

焦点解决实践的一个基本态度是，“来访者是专家”，也就是将责任转交给来访者本人（或员工），对其所关注的事物赋予意义。在大部分个人寻求解决方法（比如教练）的案例中，这类问题很容易被个案接受和回答。

另一方面，这种情况很少发生在企业环境中。甚至在一次员工和她/他上级的谈话中，两者对事实的不同认识就会存在冲突。在一次多人参加的会议中，必然存在多种不同的观点以及对企业方向的疑问，那么复杂程度就更甚。每一位员工从他们的个人经验出发赋予现象一种解释（如有很多信息交换的原则），企业中不同的领域就会有明显不一样的意义。企业内的现象不仅具有社会属性，而且其意义通常与背景有关(Kergen1999)，在社会现实验证中也存在持续的挑战(Weik 1979)。这指的是，发展是要建立在双方一致认可的层面，并保持相对透明。

这两厢情愿内容的创立过程就需要用到焦点解决实践，关注积极差异。首先，诸如小小的成功或其他有效的事情，这类具有积极含义的事物容易被更多人接受。其二，试图更多地找出正向差异（还有什么？），这也就是在增加选择项，而选择项的增加可以促进双方认可的解决之道的出现。

当然，在团体或更大的企业内，像这类大量充斥着不同观点的组织内，找到彼此都能认可的解决方法着实是一件具有难度的事情。不过，这正变得越来越简单，于是另一条焦点解决实践原则显现：“简单而非容易”。

——高德明焦点解决高效教练督导团队译编

附：原文　

Social Construction of Meaning

Solution-focused work is considered to be a constructivist approach. The central element of the approach is always how aperson describing a problem (or rather telling a story they refer to as a problem) sees things or constructs reality. Based on this individually construed reality, The question of giving meaning is clearly important, that is"who in an enterprise decides what the solution is?".

One basic attitude of solution-focused workis the principle that "the client is the expert", which puts the responsibility for giving meaning with the person concerned, i.e. the employee. In all those cases where an individual looks for an individual solution (such as with coaching) this question is easily answered.

In enterprises, on the other hand, this setting rarely occurs in every-day work situations. Even in a conversation between an employee and his/her superior there is a clash between two different constructions of reality. In meetings of more persons, the number of points of view increases and regarding the question about an enterprise's direction,complexity is accordingly high. And every employee knows from their own experience that the meaning of a phenomenon (such as there are many rules for information exchange) has very different meanings in different areas of an enterprise. Realities in an enterprise are always socially construed and their meaning is derived from context (Kergen 1999) and there's a constant challenge to socially validate reality (Weik 1979) in enterprises. This refers to the development of consensual areas and thus the clarity what is now valid.

Exactly this establishment of consensual areas is facilitated by the solution-focused approach and focusing on positive differences. First, things with positive connotations, such as small successesor things that work are more accessible for other people. Second, by working out differences and looking for several positive differences (“What else?)” the number of options is increased, which also facilitates the development of amutually acceptable solution.

Naturally, coordinating consensual areas concerning the development of solutions is, particularly with many points of view in groups or larger units of an enterprise, not without obstacles. But it is getting simpler and thus follows another principle of solution-focused work:“it is simple but not easy”.

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