A Solutions Model (ASM) represents 3 zones in which leaders, teams or organizations operate.   We spend most of our time in the middle zone, On-the-Line.  The Line represents two positions, people, roles, work units, etc.  Each has its goals at opposite ends of the line.  We’re able to spend most of our time focusing on our separate goals.  Often, we cooperate and sometimes need to compromise.  For example, “I have my projects, you have yours and sometimes we’re on cross-functional teams working on joint projects that combine our talents.”

When resources get tight, new leaders enter an established team, emotions rise, others disappoint us or stress mounts in an environment – it becomes more difficult to stay On-the-Line.  Unfortunately, we typically drop to Below-the-Line where we start to criticize.  Instead of focusing on our goals, we start looking at what’s wrong, limitations, who’s wrong.  We blame others or the system and take on a philosophy of scarcity. When we address issues from this place, we tend to look for quick fixes that will make the pain (or the other party) go away and change the situation.  Our desire is to get back to status quo.  If that doesn’t work, the conflict escalates along with negative emotions and destructive behaviors.  We recruit others to join “our side.”  We step into a drama triangle by taking on roles of bully and victim – seeking a rescuer.  Our intentions are good, achieve our goals, but the impact is negative on teams, the organization and ourselves.

The Solutions Model is a philosophy, a process and tool kit that enables leaders to move themselves and their teams from dysfunctional (Below the Line) to functional (Above the Line).  The ASM tools help teams and individuals build trust, have healthy conflict, commit to team and organizational goals, be accountable and produce consistent results. The outcome of the ASM process is greater than an individual could create on his/her own, has greater buy-in of stakeholders and is sustainable in the long-term.