My approach to consultancy is inspired by Appreciative Inquiry (AI) which was first developed in 1987 at Case Western University by David Cooperrider and Suresh Srivastva. It is also an approach that is incorporated into positive psychology with great results. I refer to the version that I use as TLC-1 which stands for 'The Licensed Confidant Consultation Process Number One'.

Contrary to problem-focused techniques that are more suitable for fixing machines (not human systems), TLC-1 is an outcome directed technique which transforms an undesirable situation to an environment of sustainable growth and development. TLC-1 is based on the principles that are studied in Positive Psychology, Social Psychology, Sociology, Behavioural Economics, and Neuroscience.

The process starts by picturing the desired outcome, and by considering the strengths of the organisation, discussing the ideas that can help the organisation achieve its aspirations. These deliberations will lead to the planning of the necessary changes, actions, commitments, and contributions that help the organisation realise its vision.

The culture of an organisation influences the actions and the behaviours of all of its employees. And because, this process is aiming to bring a cultural change, participation of nearly everyone in the organisation is crucial to the success of the process and the sustainability of the changes.  

TLC-1 is designed to bring about positive change, strategic thinking, and cultural transformation.  TLC-1 promotes high levels of involvement and commitment, as well as building collaborative relationships among the employees with different levels of responsibility, experience, and expertise.

TLC-1 fosters hopeful and creative thinking which in turn, leads to wilful actions for achieving what the organisation and its employees really care about. It connects the employees to their core values and calling, and derives them to do their best.