problem solving goals for work

12 SMART Goals Examples for Problem Solving

Everyone should aim to develop their problem-solving skills in life. It’s critical for career growth and personal development. That’s why establishing SMART goals is a valuable tool for achieving success and reaching desired outcomes.

This article will provide SMART goals examples for effective problem solving. Gaining inspiration to pursue these goals can help you become more organized and effective in problem-solving situations.

Table of Contents

What is a SMART Goal?

The SMART framework is an amazing way to establish practical goals . For those unaware, SMART stands for specific, measurable, attainable, relevant, and time-based.

Still confused? SMART goals are:

• Specific: Accomplishing goals starts with defining them and how they will be achieved. The more detailed your goals for problem solving, the greater the likelihood you have of meeting them.
• Measurable: Having a quantifiable goal is a crucial SMART component. Tracking your progress makes modifying or adjusting the path forward easier if needed. You’ll also have a tangible way to determine whether or not your objectives have been met.
• Attainable: Try to decide on what is realistically possible before pursuing goals. If possible, break down your overarching goal into smaller objectives that fall within your current capabilities. Setting too high or unrealistic expectations cause you frustration and even giving up on your aspirations altogether.
• Relevant: You must align your actions with your core values . Hence, take some time to reflect on how you want your goals to reflect your interests and values.
• Time-based: Success doesn’t come without hard work and dedication, so you should have a specific timeline when working toward your dreams. You will stay organized and motivated throughout the journey when you set a deadline.

In today’s world, being able to identify and solve problems using analytical skills can’t be undervalued. Following the 5 SMART criteria above will allow you to achieve better results with fewer resources.

Here are 12 examples of SMART goals for better problem solving:

1. Define the Problem

“I’ll create a plan to define and describe the problem I’m trying to solve by the end of two weeks. This will allow me to identify the exact issue that needs to be addressed and develop an effective solution promptly.”

Specific: The goal outlines the task of defining and describing a problem.

Measurable: You can measure your progress by creating a plan after two weeks.

Attainable: The statement is within reach because it requires critical thinking and planning.

Relevant: Defining an issue is required for enhanced problem solving.

Time-based: There is a two-week timeline for accomplishing this goal.

2. Analyze Root Cause

“I will take the time to thoroughly analyze the root cause of a problem before I attempt to come up with a solution. Before jumping into a solution, I’ll consider the possible causes and try to figure out how they interact with each other.”

Specific: The SMART goal outlines what will be done to analyze the root cause of a problem.

Measurable: You could measure how often you take the time for analysis.

Attainable: This is realistic because taking the time to do a thorough analysis is possible.

Relevant: Gaining a better understanding of the root causes of a problem can lead to more effective solutions.

Time-based: You’ll follow this process every time you solve a problem, so this goal is ongoing.

3. Be Willing to Collaborate With Others

“For the duration of 10 months, my goal is to be willing to collaborate with others to find the best solution for any problem at hand. I want to be open to exchanging ideas and listening to the opinions of others so that we can solve our problems efficiently.”

Specific: The person must proactively strive to collaborate with others.

Measurable: You can keep track of how often you collaborate monthly.

Attainable: This is feasible because it requires only the willingness to collaborate and exchange ideas.

Relevant: Collaboration allows you to find better solutions and grow your network.

Time-based: You have 10 months to pursue this particular target.

4. Evaluate Alternatives

“I will review and evaluate at least three alternative solutions to the problem by the end of this month. I’ll evaluate the costs and benefits of each solution, prioritize them based on their potential effectiveness and make my recommendation.”

Specific: You will need to review and evaluate three alternative solutions.

Measurable: Count how many alternative solutions you listed.

Attainable: With enough time and effort, anybody can review and evaluate multiple solutions.

Relevant: This is related to problem solving, which can advance your professional career .

Time-based: You have one month for goal achievement.

5. Implement Action Plan

“To ensure that my action plans are implemented effectively, I will create a timeline with concrete steps and review it every two weeks for the 6 months ahead. I want all aspects of my plan to take place as scheduled and the process is running smoothly.”

Specific: The aim is to create a timeline and review it every two weeks for 6 months.

Measurable: The person can compare their timeline to the actual results and ensure that every aspect of the plan takes place as scheduled.

Attainable: This goal is achievable if the individual has the time, resources, and support.

Relevant: Realize that implementing an action plan applies to problem solving.

Time-based: Success will be reached after 6 whole months.

6. Ask the Right Questions

“I’ll learn to ask the right questions by reading two books on effective questioning strategies and attending a workshop on the same topic within the next quarter. This will allow me to get to the root of any problem more quickly.”

Specific: The goal states what to do (read two books and attend a workshop) to learn how to ask the right questions.

Measurable: You can check your progress by reading the books and attending the workshop.

Attainable: This is a reasonable goal and can be met within the given time frame.

Relevant: Asking the right questions is key to solving any problem quickly.

Time-based: Goal completion should be accomplished within a quarter.

7. Be More Flexible

“I will seek opportunities to be more flexible when problem solving for the following 8 months. This could include offering creative solutions to issues, brainstorming ideas with colleagues, and encouraging feedback from others.”

Specific: This SMART goal is explicit because the person wants to become more flexible when problem solving.

Measurable: Check how often and effectively you follow the three action items.

Attainable : This goal is achievable if you dedicate time to being more open-minded.

Relevant: Flexibility is integral to problem solving, so this goal is highly relevant.

Time-based: Eight months is the allotted time to reach the desired result.

8. Brainstorm Solutions

“I want to develop a list of 5 potential solutions by the end of this month for any problem that arises. I’ll brainstorm with my team and research to develop the options. We’ll use these options to evaluate the most feasible solution for a specific issue.”

Specific: You should come up with a list of 5 potential solutions with your team.

Measurable: Actively count how many potential solutions you come up with.

Attainable: This goal can be achieved with research and collaboration.

Relevant: Brainstorming solutions help you evaluate the best option for a certain issue.

Time-based: You should strive to meet this goal by the end of the month.

9. Keep a Cool Head

“When encountering a difficult problem, I will strive to remain calm and not rush into any decisions. For three months, I’ll take a few moments to pause, gather my thoughts and assess the situation with a clear head before taking action.”

Specific: The person identifies the goal of remaining calm when encountering complex problems.

Measurable: It is possible to measure success in terms of how long it takes to pause and assess the situation.

Attainable: Taking a few moments before taking action is realistic for most people.

Relevant: Keeping a cool head in difficult situations is beneficial for problem solving.

Time-based: This SMART statement has an end date of three months.

10. Don’t Make Rash Assumptions

“I will no longer make assumptions or jump to conclusions without gathering facts. I’ll strive to be more open-minded when finding solutions to problems and take the time to consider all perspectives before making a decision.”

Specific: The goal is explicit in that individuals aim to be open-minded.

Measurable: You can evaluate how often assumptions are made without gathering facts or considering all perspectives.

Attainable: Anyone can take the time to consider different perspectives before making a decision.

Relevant: This is suitable for those who want to be more mindful and make better decisions.

Time-based: Since the goal is ongoing, you will pursue it on a daily basis.

11. Take Responsibility

“I will take responsibility for all my mistakes and be open to constructive criticism to improve as a professional by the end of the next quarter. I’ll also learn from my mistakes and take steps to ensure they’re not repeated.”

Specific: The statement is evident in that you will take responsibility for all mistakes.

Measurable: Progress towards this goal can be measured by how well you respond to constructive criticism.

Attainable: This is possible since the person is willing to learn and improve with constructive criticism.

Relevant: Taking responsibility for your mistakes is an important skill, making this an appropriate goal.

Time-based: You have one quarter to complete the SMART goal.

12. Let Your Creativity Flow

“I want to explore the range of my creative problem-solving abilities and come up with solutions for difficult situations. To do this, I’ll take a course in creative problem solving and apply the principles I learn to practical scenarios within two months.”

Specific: You will take a course in creative problem solving and apply the principles learned to practical scenarios.

Measurable: By enrolling in the course, you can monitor your learning progress over time.

Attainable: The goal should be realistic concerning time and resources.

Relevant: Recognize that creativity is vital in many industries.

Time-based: You should ideally reach this goal after two months.

Final Thoughts

Setting SMART goals is a fantastic approach to solving any problem. They provide a clear structure for breaking down complex tasks into manageable chunks and encourage goal-oriented thinking.

While SMART goals may not work for every situation, they can offer a valuable framework for solving complex issues. Thus, it’s beneficial to experiment with this tool to develop problem-solving strategies tailored to individual needs.

23 Examples of Employee Performance Goals for 2024

Performance goals are an essential tool that managers use to ensure the success of their teams and organizations. They create a clear vision of what is expected from each employee. They encourage productivity, foster accountability, and create opportunities for employees to show their strengths. Setting these benchmarks is integral for the overall performance and productivity of the organization, bridging the gap between individual responsibility and collective goals.

By setting performance goals, managers can help their employees eliminate confusion from the workspace because employees can get specific directions on what they need to accomplish. Giving these goals as directions can also create a basis for feedback and evaluation. Along with providing direction, the goals provide tangible measures for success. 

But, what are some examples of goals that a manager should give to his or her employees?

In this article, we present example goals for a variety of employee skills, including the following:

• Collaboration
• Professional growth
• Self-management
• Soft skills 
• People management
• Problem-solving
• Creativity and innovation

We also present examples of goal methodologies, including:

• SMART Goals

Locke and Latham’s 5 Principles

• Goal Pyramid

When combined, these examples help you develop goals that are both focused on unique skills that an employee should master, while also adhering to tried and true goal methodologies. 

PerformYard brings goals and performance management into one platform. Learn More

Examples of Collaboration Performance Goals

Collaboration fosters unity in the workplace and creates opportunities for the best work to be completed because many individuals are working together to complete a common objective. Collaboration performance goals can lead to a workspace that is better equipped to succeed with coworkers around them. In essence, collaboration performance goals can leverage the power of collective intelligence and drive the organization toward shared success.

Setting a collaboration performance goal begins with clearly defining what successful collaboration looks like in the specific context of your organization or team. It should involve metrics that quantify aspects of teamwork, such as the number of joint projects completed, frequency of interdepartmental meetings, or the quality of cooperative output. To meet this goal, the team could engage in activities like team-building exercises and joint decision-making activities that foster cooperation.

Examples of collaboration goals could include:

• "Increase the number of joint projects between different departments by 20% over the next quarter to promote interdepartmental communication and cooperation."
• "Implement bi-weekly collaborative problem-solving sessions to boost innovative thinking and strengthen team unity."
• "Improve team satisfaction scores by 15% in the next employee survey by fostering a more cooperative and supportive team environment."

Examples of Professional Growth Goals

Professional development performance goals are critical because they emphasize the importance of ongoing learning and skill enhancement in the workplace. Such goals can help individuals to remain competitive in their roles, increase job satisfaction, and facilitate career progression. In addition, these goals contribute to the company's success as employees are growing their skill sets, performing their jobs more effectively, and adapting to changes in the job requirements.

Setting a professional development goal involves identifying specific skills or knowledge areas that the employee needs to improve or acquire. It could be based on job requirements, future career aspirations, or continuous feedback received during performance evaluations. The employee could engage in various activities such as attending workshops, undertaking online courses, seeking mentorship, or working on projects that develop the required skills to achieve these goals. 

Examples of professional development goals could include:

• "Complete an advanced certification course in data analytics within the next six months to enhance decision-making skills in the role."
• "Attend at least two industry conferences in the next year to stay updated with the latest trends and practices."
• "Seek and engage in a mentorship program with a senior leader in the organization over the next quarter to gain insights and guidance for career growth."

Examples of Self-management Goals

Setting self-management goals is crucial because they encourage employees to take ownership of their responsibilities and performance. These goals cultivate independence, initiative, and personal accountability so that the office can run smoothly with fewer exact directions or guidelines from the manager. Managers should always be guiding employees to improve their work; however, no one knows someone’s weaknesses better than oneself.

A self-management goal could be set by identifying specific areas of improvement, such as time management, task prioritization, or stress management. Meeting this goal would require consistent practice and potentially the adoption of new strategies or tools. For example, someone aiming to improve their time management might begin using a digital planner or download performance management software .

Examples of self-management goals could include:

• "Improve time management by breaking each workday into strategic time blocks for specific tasks, aiming to reduce overtime hours by 15% over the next two months."
• "Enhance stress management by incorporating mindfulness techniques into daily routine, to decrease stress-related sick leaves by 20% in the next quarter."
• "Boost productivity by developing a system for prioritizing tasks, targeting a 10% increase in completed projects within deadlines over the next six months."

Examples of Soft Skills Goals

Soft skills goals in the workplace are important because they focus on interpersonal skills that are crucial for smooth and helpful communication in the workplace. These skills, which include communication, emotional intelligence, and adaptability, are often transferable across different roles and industries. They can enhance an employee's ability to work well with others, navigate workplace challenges, and contribute positively to the organizational culture. 

A soft skills goal can be set by identifying specific behaviors or attributes that an employee wants to develop or improve. If an employee struggles to be kind or understanding in high-stress situations, there are ways to artificially curate scenarios in which he or she can hone those skills. Other examples are activities such as workshops, role-playing exercises, or seeking coaching or mentorship. These resources could help the employee reach his or her soft skills goal. 

Examples of soft skills goals could include:

• "Improve public speaking and presentation skills by attending a public speaking workshop and presenting at least once per month at team meetings."
• "Enhance emotional intelligence by participating in an emotional intelligence training program and practicing active listening and empathy in daily interactions."
• "Develop stronger problem-solving abilities by leading a project that involves complex planning and decision-making, aiming to deliver the project successfully and receive positive feedback from the team."

Examples of Problem-solving Goals

Problem-solving goals are of paramount importance in the workplace. They encourage employees to develop and utilize their critical thinking skills to overcome challenges and obstacles. In tight deadlines or other high-stress situations, these goals could be crucial for enhancing productivity or contributing to better decision-making. 

Setting a problem-solving goal involves identifying specific challenges that an employee often encounters in which they need to adapt quickly to succeed. Achieving this goal may require the employee to undertake specific training, such as workshops on critical thinking or creativity, or to gain more experience in tackling complex projects or tasks.

Examples of problem-solving goals could include:

• "Enhance analytical problem-solving skills by completing a relevant online course and successfully applying the learned techniques to at least two significant work-related problems in the next three months."
• "Reduce the average time to resolve customer complaints by 25% over the next quarter by developing and implementing a new customer service protocol."
• "Improve creative problem-solving skills by leading a project that requires innovative solutions, aiming for a successful project completion and positive feedback from the project team within six months."

Examples of Creativity Goals

Creativity performance goals in the workplace are essential because they promote innovation and out-of-the-box thinking. These goals empower employees to challenge the status quo, explore new ideas, and feel free to be transparent with coworkers. They can lead to the development of new products, services, or processes, offering competitive advantages to the organization. 

Setting a creativity goal involves identifying opportunities for innovative thinking within an individual's role or team. It may require the encouragement of risk-taking, brainstorming sessions, or providing time and resources for creative pursuits. Meeting these goals could involve participating in workshops or courses that foster creativity, seeking inspiration from diverse sources, or regularly dedicating time to brainstorming and ideation. 

Examples of creativity goals could include:

• "Generate at least three new ideas each month for improving the team's workflow or processes."
• "Develop and implement an innovative solution to a longstanding departmental challenge within the next six months."
• "Participate in a creative thinking workshop and apply learned techniques in daily work, aiming to contribute at least two innovative ideas for team projects in the next quarter."

Examples of Goals for New Employees

Setting goals and staying consistent with those goals are both important, but for some employees, setting these goals can be even more challenging. For new employees, it can be difficult to see goals that should be completed because there is no context for what you need to do. If you are a new employee and are having difficulty seeing goals that you should meet, consider using these examples as guidelines:

• "Familiarize yourself with the company's products, services, and key processes within the first month of employment."
• "Build relationships with all team members and key stakeholders by arranging introductory meetings or informal catch-ups within the first two weeks."
• "Complete all onboarding training modules and demonstrate understanding of your role and responsibilities by the end of the first month."
• "Contribute to your first team project or task, demonstrating understanding of job responsibilities and alignment with team objectives within the first three months."
• “Purposely and intentionally go out and seek advice and feedback from a manager to see what else you could be doing or accomplishing.”

The SMART Goal Methodology

SMART is an acronym that represents a framework for creating effective goals. It stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. When setting performance goals, using the SMART methodology ensures that objectives are clear, realistic, and capable of making a tangible impact.

Specific goals are well-defined and clear about what is to be achieved, avoiding vagueness. Measurable goals can be quantified or evaluated, allowing for clear tracking of progress and ultimate success. Achievable goals are realistic, taking into account resources, constraints, and abilities. Relevant goals align with broader team or organizational objectives, ensuring the work contributes to larger goals. Lastly, Time-Bound goals have a specific deadline or timeframe, which adds a sense of urgency and helps motivate progress. SMART goals make sure to emphasize the achievability and realistic possibility that the goal can be completed. With SMART goals, employees can become more motivated because they feel that the goals are doable and still significant. 

The OKRs Methodology

OKR is an acronym for Objectives and Key Results, a popular goal-setting framework that helps organizations set, track, and achieve their goals. Objectives are broad, qualitative descriptions of what you want to achieve. Ideally, they are significant, concrete, action-oriented, and inspiring. Key Results, on the other hand, are a set of specific, measurable, and time-bound metrics that gauge the achievement of the objective. They are quantifiable, achievable, and lead to objective grading.

OKRs work on multiple levels. At the organizational level, they provide a clear direction and help to align all departments towards common goals. At the team level, they promote focus and coordination, encouraging each team to work together towards their Key Results. At the individual level, they offer clarity on what each employee needs to accomplish and how their work contributes to the overall objective. OKRs can display a comforting, optimistic, and general approach while still assessing the barebones requirements of certain goals. When used effectively, OKRs can significantly improve the performance, alignment, and engagement of both teams and individuals.

Locke and Latham's goal-setting theory is one of the most influential and practical theories in organizational psychology, focusing on the impact of goal-setting on individual performance. Their theory is built around five key principles: clarity, challenge, commitment, feedback, and task complexity.

The clarity principle emphasizes the need for goals to be clear and specific, avoiding ambiguity. Specific, well-defined goals are easier to understand and act upon. The challenge principle suggests that goals should be challenging yet attainable. Challenging goals stimulate effort, persistence, and ambition. Commitment relates to the level of personal investment and motivation toward the goal. Greater commitment often leads to higher effort and determination to reach the goal.

The feedback principle stresses the importance of providing feedback on progress toward goals. Feedback allows individuals to adjust their effort, strategies, and actions to better align with the goal. Task complexity is the final principle. It cautions that if a task is highly complex, individuals need sufficient time and resources to practice or learn about the task to avoid becoming overwhelmed. This may require setting short-term sub-goals to support the ultimate goal. Incorporating these five principles when setting goals can significantly enhance motivation and performance.

The BHAG Goals Methodology

BHAG, an acronym for "Big Hairy Audacious Goal," is a term coined by business consultants James Collins and Jerry Porras in their book Built to Last: Successful Habits of Visionary Companies . BHAGs are very different from other typical types of performance goals. A BHAG is a long-term goal that changes the very nature of a business's existence. BHAGs are bigger, bolder, and more powerful than regular long and short-term goals. They typically take a 10-30 year commitment, but they are exciting, tangible, and something everyone just "gets" without any further explanation.

A BHAG is meant to shift how a company sees itself and instills a sense of purpose and urgency, stimulating progress and acting as a unifying focal point for a team effort. This bold goal might appear to be outside of what the team can currently achieve, but it's not outside the realm of possibility. It requires the organization to stretch beyond its comfort zone and rethink how it operates. While not all BHAGs are achieved, they inspire organizations to rise to the challenge and achieve more than they thought possible, acting as a driving force behind major strategic and operational changes.

The Goal Pyramid Methodology

The Goal Pyramid is a visual representation that helps individuals and organizations hierarchically structure their goals. The pyramid starts from the top with the main goal and cascades down to smaller, more actionable steps. This approach provides a clear roadmap toward achieving the main goal, as each level in the pyramid is a stepping stone toward the next one.

At the top of the pyramid is the main goal or the overarching objective, which is typically broad and long-term. This could be an individual's personal goal or an organization's strategic objective. As you move down the pyramid, the goals become more specific, achievable, and time-bound, acting as milestones on the way to achieving the main goal. These could include medium-term goals, short-term goals, and daily actions or habits. The Goal Pyramid helps to break down the journey toward the main goal into manageable steps, making the process less overwhelming and more achievable. It enables individuals and organizations to see how everyday actions contribute to broader objectives, enhancing motivation and providing a sense of progress.

‍ Additional Aspects to Consider

Keeping track of performance goals is a crucial part of ensuring they are met. It allows for adjustments to be made along the way, keeps individuals and teams focused, and provides a clear picture of progress toward the goal.

One effective way to track performance goals is by regularly reviewing them. Going back weekly or monthly can greatly assist employees in accomplishing their goals. This act is essential for goal completion because it keeps the goals at the forefront of your attention. Additionally, employees should do these check-ins on their own instead of exclusively waiting for their performance reviews. Keeping this schedule can help organization and productivity.

A tool that can help employees organize and track performance goals is performance review software like PerformYard. This type of software provides a central place to define, track, and review goals. It often includes features for setting specific, measurable, and time-bound goals, assigning them to individuals or teams, and tracking progress. Additionally, our HR analytics software can create visualizations that provide a clear picture of how well the goals are being met.

PerformYard can facilitate ongoing feedback and communication regarding the goals that are set after a performance review. This feedback allows for a more communal and unified set of goals that are important for the whole organization to keep track of. Furthermore, using performance management software can set the alignment of individual and team goals with the larger organizational objectives. This facilitation provides a clear line of sight from everyday tasks to the overall mission of the organization.

Free OKR Template & Examples for Goals, Planning, Reporting

SMART Goals: The Comprehensive Guide for 2024

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Turn your team into skilled problem solvers with these problem-solving strategies

Picture this, you're handling your daily tasks at work and your boss calls you in and says, "We have a problem." 

Unfortunately, we don't live in a world in which problems are instantly resolved with the snap of our fingers. Knowing how to effectively solve problems is an important professional skill to hone. If you have a problem that needs to be solved, what is the right process to use to ensure you get the most effective solution?

In this article we'll break down the problem-solving process and how you can find the most effective solutions for complex problems.

What is problem solving? 

Problem solving is the process of finding a resolution for a specific issue or conflict. There are many possible solutions for solving a problem, which is why it's important to go through a problem-solving process to find the best solution. You could use a flathead screwdriver to unscrew a Phillips head screw, but there is a better tool for the situation. Utilizing common problem-solving techniques helps you find the best solution to fit the needs of the specific situation, much like using the right tools.

Decision-making tools for agile businesses

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4 steps to better problem solving

While it might be tempting to dive into a problem head first, take the time to move step by step. Here’s how you can effectively break down the problem-solving process with your team:

1. Identify the problem that needs to be solved

One of the easiest ways to identify a problem is to ask questions. A good place to start is to ask journalistic questions, like:

Who : Who is involved with this problem? Who caused the problem? Who is most affected by this issue?

What: What is happening? What is the extent of the issue? What does this problem prevent from moving forward?

Where: Where did this problem take place? Does this problem affect anything else in the immediate area? 

When: When did this problem happen? When does this problem take effect? Is this an urgent issue that needs to be solved within a certain timeframe?

Why: Why is it happening? Why does it impact workflows?

How: How did this problem occur? How is it affecting workflows and team members from being productive?

Asking journalistic questions can help you define a strong problem statement so you can highlight the current situation objectively, and create a plan around that situation.

Here’s an example of how a design team uses journalistic questions to identify their problem:

Overarching problem: Design requests are being missed

Who: Design team, digital marketing team, web development team

What: Design requests are forgotten, lost, or being created ad hoc.

Where: Email requests, design request spreadsheet

When: Missed requests on January 20th, January 31st, February 4th, February 6th

How : Email request was lost in inbox and the intake spreadsheet was not updated correctly. The digital marketing team had to delay launching ads for a few days while design requests were bottlenecked. Designers had to work extra hours to ensure all requests were completed.

In this example, there are many different aspects of this problem that can be solved. Using journalistic questions can help you identify different issues and who you should involve in the process.

2. Brainstorm multiple solutions

If at all possible, bring in a facilitator who doesn't have a major stake in the solution. Bringing an individual who has little-to-no stake in the matter can help keep your team on track and encourage good problem-solving skills.

Here are a few brainstorming techniques to encourage creative thinking:

Brainstorm alone before hand: Before you come together as a group, provide some context to your team on what exactly the issue is that you're brainstorming. This will give time for you and your teammates to have some ideas ready by the time you meet.

Say yes to everything (at first): When you first start brainstorming, don't say no to any ideas just yet—try to get as many ideas down as possible. Having as many ideas as possible ensures that you’ll get a variety of solutions. Save the trimming for the next step of the strategy. 

Talk to team members one-on-one: Some people may be less comfortable sharing their ideas in a group setting. Discuss the issue with team members individually and encourage them to share their opinions without restrictions—you might find some more detailed insights than originally anticipated.

Break out of your routine: If you're used to brainstorming in a conference room or over Zoom calls, do something a little different! Take your brainstorming meeting to a coffee shop or have your Zoom call while you're taking a walk. Getting out of your routine can force your brain out of its usual rut and increase critical thinking.

3. Define the solution

After you brainstorm with team members to get their unique perspectives on a scenario, it's time to look at the different strategies and decide which option is the best solution for the problem at hand. When defining the solution, consider these main two questions: What is the desired outcome of this solution and who stands to benefit from this solution? 

Set a deadline for when this decision needs to be made and update stakeholders accordingly. Sometimes there's too many people who need to make a decision. Use your best judgement based on the limitations provided to do great things fast.

4. Implement the solution

To implement your solution, start by working with the individuals who are as closest to the problem. This can help those most affected by the problem get unblocked. Then move farther out to those who are less affected, and so on and so forth. Some solutions are simple enough that you don’t need to work through multiple teams.

After you prioritize implementation with the right teams, assign out the ongoing work that needs to be completed by the rest of the team. This can prevent people from becoming overburdened during the implementation plan . Once your solution is in place, schedule check-ins to see how the solution is working and course-correct if necessary.

Implement common problem-solving strategies

There are a few ways to go about identifying problems (and solutions). Here are some strategies you can try, as well as common ways to apply them:

Trial and error

Trial and error problem solving doesn't usually require a whole team of people to solve. To use trial and error problem solving, identify the cause of the problem, and then rapidly test possible solutions to see if anything changes. 

This problem-solving method is often used in tech support teams through troubleshooting.

The 5 whys problem-solving method helps get to the root cause of an issue. You start by asking once, “Why did this issue happen?” After answering the first why, ask again, “Why did that happen?” You'll do this five times until you can attribute the problem to a root cause. 

This technique can help you dig in and find the human error that caused something to go wrong. More importantly, it also helps you and your team develop an actionable plan so that you can prevent the issue from happening again.

Here’s an example:

Problem: The email marketing campaign was accidentally sent to the wrong audience.

“Why did this happen?” Because the audience name was not updated in our email platform.

“Why were the audience names not changed?” Because the audience segment was not renamed after editing. 

“Why was the audience segment not renamed?” Because everybody has an individual way of creating an audience segment.

“Why does everybody have an individual way of creating an audience segment?” Because there is no standardized process for creating audience segments. 

“Why is there no standardized process for creating audience segments?” Because the team hasn't decided on a way to standardize the process as the team introduced new members. 

In this example, we can see a few areas that could be optimized to prevent this mistake from happening again. When working through these questions, make sure that everyone who was involved in the situation is present so that you can co-create next steps to avoid the same problem. 

A SWOT analysis

A SWOT analysis can help you highlight the strengths and weaknesses of a specific solution. SWOT stands for:

Strength: Why is this specific solution a good fit for this problem? 

Weaknesses: What are the weak points of this solution? Is there anything that you can do to strengthen those weaknesses?

Opportunities: What other benefits could arise from implementing this solution?

Threats: Is there anything about this decision that can detrimentally impact your team?

As you identify specific solutions, you can highlight the different strengths, weaknesses, opportunities, and threats of each solution. 

This particular problem-solving strategy is good to use when you're narrowing down the answers and need to compare and contrast the differences between different solutions. 

Even more successful problem solving

After you’ve worked through a tough problem, don't forget to celebrate how far you've come. Not only is this important for your team of problem solvers to see their work in action, but this can also help you become a more efficient, effective , and flexible team. The more problems you tackle together, the more you’ll achieve. 

Looking for a tool to help solve problems on your team? Track project implementation with a work management tool like Asana .

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4 ways to establish roles and responsibilities for team success

Culture Development

Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture.

In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict among colleagues can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates , as employees seek a healthier and more supportive work environment.

Workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

Problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real examples of workplace conflict scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving in the Workplace

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness an organization’s collective problem-solving abilities, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

Workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

Contact us today to learn how culture can transform your business.

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• August 15, 2024

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Powerful quotes on accountability at work, what defines a cohesive team and how to cultivate one, what can we help you find.

Problem Solving: 15 Examples for Setting Performance Goals

Problem Solving: Use these examples for setting employee performance goals. Help your employees master this skill with 5 fresh ideas that drive change.

Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Problem Solving: Set Goals for your Employees. Here are some examples:

• To be accommodative of other people's ideas and views and to be willing to take them on board.
• Research well enough to gather factual information before setting out to solve a problem.
• Look at things in different perspectives and angles and to develop alternative options.
• Be willing enough to collaborate with other when it comes to problem-solving issues.
• Learn to articulate or communicate in a proper manner that can be well understood by people.
• Get first to understand what the problem really is before starting to solve it.
• Show great confidence and poise when making decisions and not afraid to make mistakes and learn from them.
• Keep a cool head when dealing with more pressing and exhausting issues.
• Try to ask the right questions that will act as a guide to coming up with proper solutions.
• Be more flexible to change and adapt to new tact and ways of finding new solutions.

Problem Solving: Improve and master this core skill with these ideas

• Identify the problem. determine the nature of the problem, break it down and come up with a useful set of actions to address the challenges that are related to it.
• Concentrate on the solution, not the problem. Looking for solutions will not happen if you focus on the problem all the time. Concentrating on finding the answer is a move that brings about new opportunities and ideas that can be lucrative.
• Write down as many solutions as possible. Listing down various solutions is important to help you keep an open mind and boost creative thinking that can trigger potential solutions. This list will also act as your reminder.
• Think laterally. Thinking laterally means changing the approach and looking at things differently as well as making different choices.
• Use positive language that creates possibilities. Using words that are active to speak to others, and yourself build a mind that thinks creatively encouraging new ideas and solutions to be set.

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How to improve your problem solving skills and build effective problem solving strategies

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• 18 Free Facilitation Resources We Think You’ll Love

Effective problem solving is all about using the right process and following a plan tailored to the issue at hand. Recognizing your team or organization has an issue isn’t enough to come up with effective problem solving strategies. 

To truly understand a problem and develop appropriate solutions, you will want to follow a solid process, follow the necessary problem solving steps, and bring all of your problem solving skills to the table.   We’ll forst look at what problem solving strategies you can employ with your team when looking for a way to approach the process. We’ll then discuss the problem solving skills you need to be more effective at solving problems, complete with an activity from the SessionLab library you can use to develop that skill in your team.

Let’s get to it! 

Problem solving strategies

What skills do i need to be an effective problem solver, how can i improve my problem solving skills.

Problem solving strategies are methods of approaching and facilitating the process of problem-solving with a set of techniques , actions, and processes. Different strategies are more effective if you are trying to solve broad problems such as achieving higher growth versus more focused problems like, how do we improve our customer onboarding process?

Broadly, the problem solving steps outlined above should be included in any problem solving strategy though choosing where to focus your time and what approaches should be taken is where they begin to differ. You might find that some strategies ask for the problem identification to be done prior to the session or that everything happens in the course of a one day workshop.

The key similarity is that all good problem solving strategies are structured and designed. Four hours of open discussion is never going to be as productive as a four-hour workshop designed to lead a group through a problem solving process.

Good problem solving strategies are tailored to the team, organization and problem you will be attempting to solve. Here are some example problem solving strategies you can learn from or use to get started.

Use a workshop to lead a team through a group process

Often, the first step to solving problems or organizational challenges is bringing a group together effectively. Most teams have the tools, knowledge, and expertise necessary to solve their challenges – they just need some guidance in how to use leverage those skills and a structure and format that allows people to focus their energies.

Facilitated workshops are one of the most effective ways of solving problems of any scale. By designing and planning your workshop carefully, you can tailor the approach and scope to best fit the needs of your team and organization. 

Problem solving workshop

• Creating a bespoke, tailored process
• Tackling problems of any size
• Building in-house workshop ability and encouraging their use

Workshops are an effective strategy for solving problems. By using tried and test facilitation techniques and methods, you can design and deliver a workshop that is perfectly suited to the unique variables of your organization. You may only have the capacity for a half-day workshop and so need a problem solving process to match. 

By using our session planner tool and importing methods from our library of 700+ facilitation techniques, you can create the right problem solving workshop for your team. It might be that you want to encourage creative thinking or look at things from a new angle to unblock your groups approach to problem solving. By tailoring your workshop design to the purpose, you can help ensure great results.

One of the main benefits of a workshop is the structured approach to problem solving. Not only does this mean that the workshop itself will be successful, but many of the methods and techniques will help your team improve their working processes outside of the workshop. 

We believe that workshops are one of the best tools you can use to improve the way your team works together. Start with a problem solving workshop and then see what team building, culture or design workshops can do for your organization!

Run a design sprint

Great for: 

• aligning large, multi-discipline teams
• quickly designing and testing solutions
• tackling large, complex organizational challenges and breaking them down into smaller tasks

By using design thinking principles and methods, a design sprint is a great way of identifying, prioritizing and prototyping solutions to long term challenges that can help solve major organizational problems with quick action and measurable results.

Some familiarity with design thinking is useful, though not integral, and this strategy can really help a team align if there is some discussion around which problems should be approached first. 

The stage-based structure of the design sprint is also very useful for teams new to design thinking.  The inspiration phase, where you look to competitors that have solved your problem, and the rapid prototyping and testing phases are great for introducing new concepts that will benefit a team in all their future work. 

It can be common for teams to look inward for solutions and so looking to the market for solutions you can iterate on can be very productive. Instilling an agile prototyping and testing mindset can also be great when helping teams move forwards – generating and testing solutions quickly can help save time in the long run and is also pretty exciting!

Break problems down into smaller issues

Organizational challenges and problems are often complicated and large scale in nature. Sometimes, trying to resolve such an issue in one swoop is simply unachievable or overwhelming. Try breaking down such problems into smaller issues that you can work on step by step. You may not be able to solve the problem of churning customers off the bat, but you can work with your team to identify smaller effort but high impact elements and work on those first.

This problem solving strategy can help a team generate momentum, prioritize and get some easy wins. It’s also a great strategy to employ with teams who are just beginning to learn how to approach the problem solving process. If you want some insight into a way to employ this strategy, we recommend looking at our design sprint template below!

Use guiding frameworks or try new methodologies

Some problems are best solved by introducing a major shift in perspective or by using new methodologies that encourage your team to think differently.

Props and tools such as Methodkit , which uses a card-based toolkit for facilitation, or Lego Serious Play can be great ways to engage your team and find an inclusive, democratic problem solving strategy. Remember that play and creativity are great tools for achieving change and whatever the challenge, engaging your participants can be very effective where other strategies may have failed.

LEGO Serious Play

• Improving core problem solving skills
• Thinking outside of the box
• Encouraging creative solutions

LEGO Serious Play is a problem solving methodology designed to get participants thinking differently by using 3D models and kinesthetic learning styles. By physically building LEGO models based on questions and exercises, participants are encouraged to think outside of the box and create their own responses. 

Collaborate LEGO Serious Play exercises are also used to encourage communication and build problem solving skills in a group. By using this problem solving process, you can often help different kinds of learners and personality types contribute and unblock organizational problems with creative thinking. 

Problem solving strategies like LEGO Serious Play are super effective at helping a team solve more skills-based problems such as communication between teams or a lack of creative thinking. Some problems are not suited to LEGO Serious Play and require a different problem solving strategy.

Card Decks and Method Kits

• New facilitators or non-facilitators 
• Approaching difficult subjects with a simple, creative framework
• Engaging those with varied learning styles

Card decks and method kids are great tools for those new to facilitation or for whom facilitation is not the primary role. Card decks such as the emotional culture deck can be used for complete workshops and in many cases, can be used right out of the box. Methodkit has a variety of kits designed for scenarios ranging from personal development through to personas and global challenges so you can find the right deck for your particular needs.

Having an easy to use framework that encourages creativity or a new approach can take some of the friction or planning difficulties out of the workshop process and energize a team in any setting. Simplicity is the key with these methods. By ensuring everyone on your team can get involved and engage with the process as quickly as possible can really contribute to the success of your problem solving strategy.

Source external advice

Looking to peers, experts and external facilitators can be a great way of approaching the problem solving process. Your team may not have the necessary expertise, insights of experience to tackle some issues, or you might simply benefit from a fresh perspective. Some problems may require bringing together an entire team, and coaching managers or team members individually might be the right approach. Remember that not all problems are best resolved in the same manner.

If you’re a solo entrepreneur, peer groups, coaches and mentors can also be invaluable at not only solving specific business problems, but in providing a support network for resolving future challenges. One great approach is to join a Mastermind Group and link up with like-minded individuals and all grow together. Remember that however you approach the sourcing of external advice, do so thoughtfully, respectfully and honestly. Reciprocate where you can and prepare to be surprised by just how kind and helpful your peers can be!

Mastermind Group

• Solo entrepreneurs or small teams with low capacity
• Peer learning and gaining outside expertise
• Getting multiple external points of view quickly

Problem solving in large organizations with lots of skilled team members is one thing, but how about if you work for yourself or in a very small team without the capacity to get the most from a design sprint or LEGO Serious Play session? 

A mastermind group – sometimes known as a peer advisory board – is where a group of people come together to support one another in their own goals, challenges, and businesses. Each participant comes to the group with their own purpose and the other members of the group will help them create solutions, brainstorm ideas, and support one another. 

Mastermind groups are very effective in creating an energized, supportive atmosphere that can deliver meaningful results. Learning from peers from outside of your organization or industry can really help unlock new ways of thinking and drive growth. Access to the experience and skills of your peers can be invaluable in helping fill the gaps in your own ability, particularly in young companies.

A mastermind group is a great solution for solo entrepreneurs, small teams, or for organizations that feel that external expertise or fresh perspectives will be beneficial for them. It is worth noting that Mastermind groups are often only as good as the participants and what they can bring to the group. Participants need to be committed, engaged and understand how to work in this context. 

Coaching and mentoring

• Focused learning and development
• Filling skills gaps
• Working on a range of challenges over time

Receiving advice from a business coach or building a mentor/mentee relationship can be an effective way of resolving certain challenges. The one-to-one format of most coaching and mentor relationships can really help solve the challenges those individuals are having and benefit the organization as a result.

A great mentor can be invaluable when it comes to spotting potential problems before they arise and coming to understand a mentee very well has a host of other business benefits. You might run an internal mentorship program to help develop your team’s problem solving skills and strategies or as part of a large learning and development program. External coaches can also be an important part of your problem solving strategy, filling skills gaps for your management team or helping with specific business issues. 

Now we’ve explored the problem solving process and the steps you will want to go through in order to have an effective session, let’s look at the skills you and your team need to be more effective problem solvers.

Problem solving skills are highly sought after, whatever industry or team you work in. Organizations are keen to employ people who are able to approach problems thoughtfully and find strong, realistic solutions. Whether you are a facilitator , a team leader or a developer, being an effective problem solver is a skill you’ll want to develop.

Problem solving skills form a whole suite of techniques and approaches that an individual uses to not only identify problems but to discuss them productively before then developing appropriate solutions.

Here are some of the most important problem solving skills everyone from executives to junior staff members should learn. We’ve also included an activity or exercise from the SessionLab library that can help you and your team develop that skill. 

If you’re running a workshop or training session to try and improve problem solving skills in your team, try using these methods to supercharge your process!

Active listening

Active listening is one of the most important skills anyone who works with people can possess. In short, active listening is a technique used to not only better understand what is being said by an individual, but also to be more aware of the underlying message the speaker is trying to convey. When it comes to problem solving, active listening is integral for understanding the position of every participant and to clarify the challenges, ideas and solutions they bring to the table.

Some active listening skills include:

• Paying complete attention to the speaker.
• Removing distractions.
• Avoid interruption.
• Taking the time to fully understand before preparing a rebuttal.
• Responding respectfully and appropriately.
• Demonstrate attentiveness and positivity with an open posture, making eye contact with the speaker, smiling and nodding if appropriate. Show that you are listening and encourage them to continue.
• Be aware of and respectful of feelings. Judge the situation and respond appropriately. You can disagree without being disrespectful.   
• Observe body language. 
• Paraphrase what was said in your own words, either mentally or verbally.
• Remain neutral. 
• Reflect and take a moment before responding.
• Ask deeper questions based on what is said and clarify points where necessary.   

Active Listening   #hyperisland   #skills   #active listening   #remote-friendly   This activity supports participants to reflect on a question and generate their own solutions using simple principles of active listening and peer coaching. It’s an excellent introduction to active listening but can also be used with groups that are already familiar with it. Participants work in groups of three and take turns being: “the subject”, the listener, and the observer.

Analytical skills

All problem solving models require strong analytical skills, particularly during the beginning of the process and when it comes to analyzing how solutions have performed.

Analytical skills are primarily focused on performing an effective analysis by collecting, studying and parsing data related to a problem or opportunity. 

It often involves spotting patterns, being able to see things from different perspectives and using observable facts and data to make suggestions or produce insight. 

Analytical skills are also important at every stage of the problem solving process and by having these skills, you can ensure that any ideas or solutions you create or backed up analytically and have been sufficiently thought out.

Nine Whys   #innovation   #issue analysis   #liberating structures   With breathtaking simplicity, you can rapidly clarify for individuals and a group what is essentially important in their work. You can quickly reveal when a compelling purpose is missing in a gathering and avoid moving forward without clarity. When a group discovers an unambiguous shared purpose, more freedom and more responsibility are unleashed. You have laid the foundation for spreading and scaling innovations with fidelity.

Collaboration

Trying to solve problems on your own is difficult. Being able to collaborate effectively, with a free exchange of ideas, to delegate and be a productive member of a team is hugely important to all problem solving strategies.

Remember that whatever your role, collaboration is integral, and in a problem solving process, you are all working together to find the best solution for everyone. 

Marshmallow challenge with debriefing   #teamwork   #team   #leadership   #collaboration   In eighteen minutes, teams must build the tallest free-standing structure out of 20 sticks of spaghetti, one yard of tape, one yard of string, and one marshmallow. The marshmallow needs to be on top. The Marshmallow Challenge was developed by Tom Wujec, who has done the activity with hundreds of groups around the world. Visit the Marshmallow Challenge website for more information. This version has an extra debriefing question added with sample questions focusing on roles within the team.

Communication  

Being an effective communicator means being empathetic, clear and succinct, asking the right questions, and demonstrating active listening skills throughout any discussion or meeting. 

In a problem solving setting, you need to communicate well in order to progress through each stage of the process effectively. As a team leader, it may also fall to you to facilitate communication between parties who may not see eye to eye. Effective communication also means helping others to express themselves and be heard in a group.

Bus Trip   #feedback   #communication   #appreciation   #closing   #thiagi   #team   This is one of my favourite feedback games. I use Bus Trip at the end of a training session or a meeting, and I use it all the time. The game creates a massive amount of energy with lots of smiles, laughs, and sometimes even a teardrop or two.

Creative problem solving skills can be some of the best tools in your arsenal. Thinking creatively, being able to generate lots of ideas and come up with out of the box solutions is useful at every step of the process. 

The kinds of problems you will likely discuss in a problem solving workshop are often difficult to solve, and by approaching things in a fresh, creative manner, you can often create more innovative solutions.

Having practical creative skills is also a boon when it comes to problem solving. If you can help create quality design sketches and prototypes in record time, it can help bring a team to alignment more quickly or provide a base for further iteration.

The paper clip method   #sharing   #creativity   #warm up   #idea generation   #brainstorming   The power of brainstorming. A training for project leaders, creativity training, and to catalyse getting new solutions.

Critical thinking

Critical thinking is one of the fundamental problem solving skills you’ll want to develop when working on developing solutions. Critical thinking is the ability to analyze, rationalize and evaluate while being aware of personal bias, outlying factors and remaining open-minded.

Defining and analyzing problems without deploying critical thinking skills can mean you and your team go down the wrong path. Developing solutions to complex issues requires critical thinking too – ensuring your team considers all possibilities and rationally evaluating them. 

Agreement-Certainty Matrix   #issue analysis   #liberating structures   #problem solving   You can help individuals or groups avoid the frequent mistake of trying to solve a problem with methods that are not adapted to the nature of their challenge. The combination of two questions makes it possible to easily sort challenges into four categories: simple, complicated, complex , and chaotic .  A problem is simple when it can be solved reliably with practices that are easy to duplicate.  It is complicated when experts are required to devise a sophisticated solution that will yield the desired results predictably.  A problem is complex when there are several valid ways to proceed but outcomes are not predictable in detail.  Chaotic is when the context is too turbulent to identify a path forward.  A loose analogy may be used to describe these differences: simple is like following a recipe, complicated like sending a rocket to the moon, complex like raising a child, and chaotic is like the game “Pin the Tail on the Donkey.”  The Liberating Structures Matching Matrix in Chapter 5 can be used as the first step to clarify the nature of a challenge and avoid the mismatches between problems and solutions that are frequently at the root of chronic, recurring problems.

Data analysis 

Though it shares lots of space with general analytical skills, data analysis skills are something you want to cultivate in their own right in order to be an effective problem solver.

Being good at data analysis doesn’t just mean being able to find insights from data, but also selecting the appropriate data for a given issue, interpreting it effectively and knowing how to model and present that data. Depending on the problem at hand, it might also include a working knowledge of specific data analysis tools and procedures. 

Having a solid grasp of data analysis techniques is useful if you’re leading a problem solving workshop but if you’re not an expert, don’t worry. Bring people into the group who has this skill set and help your team be more effective as a result.

Decision making

All problems need a solution and all solutions require that someone make the decision to implement them. Without strong decision making skills, teams can become bogged down in discussion and less effective as a result. 

Making decisions is a key part of the problem solving process. It’s important to remember that decision making is not restricted to the leadership team. Every staff member makes decisions every day and developing these skills ensures that your team is able to solve problems at any scale. Remember that making decisions does not mean leaping to the first solution but weighing up the options and coming to an informed, well thought out solution to any given problem that works for the whole team.

Lightning Decision Jam (LDJ)   #action   #decision making   #problem solving   #issue analysis   #innovation   #design   #remote-friendly   The problem with anything that requires creative thinking is that it’s easy to get lost—lose focus and fall into the trap of having useless, open-ended, unstructured discussions. Here’s the most effective solution I’ve found: Replace all open, unstructured discussion with a clear process. What to use this exercise for: Anything which requires a group of people to make decisions, solve problems or discuss challenges. It’s always good to frame an LDJ session with a broad topic, here are some examples: The conversion flow of our checkout Our internal design process How we organise events Keeping up with our competition Improving sales flow

Dependability

Most complex organizational problems require multiple people to be involved in delivering the solution. Ensuring that the team and organization can depend on you to take the necessary actions and communicate where necessary is key to ensuring problems are solved effectively.

Being dependable also means working to deadlines and to brief. It is often a matter of creating trust in a team so that everyone can depend on one another to complete the agreed actions in the agreed time frame so that the team can move forward together. Being undependable can create problems of friction and can limit the effectiveness of your solutions so be sure to bear this in mind throughout a project. 

Team Purpose & Culture   #team   #hyperisland   #culture   #remote-friendly   This is an essential process designed to help teams define their purpose (why they exist) and their culture (how they work together to achieve that purpose). Defining these two things will help any team to be more focused and aligned. With support of tangible examples from other companies, the team members work as individuals and a group to codify the way they work together. The goal is a visual manifestation of both the purpose and culture that can be put up in the team’s work space.

Emotional intelligence

Emotional intelligence is an important skill for any successful team member, whether communicating internally or with clients or users. In the problem solving process, emotional intelligence means being attuned to how people are feeling and thinking, communicating effectively and being self-aware of what you bring to a room. 

There are often differences of opinion when working through problem solving processes, and it can be easy to let things become impassioned or combative. Developing your emotional intelligence means being empathetic to your colleagues and managing your own emotions throughout the problem and solution process. Be kind, be thoughtful and put your points across care and attention. 

Being emotionally intelligent is a skill for life and by deploying it at work, you can not only work efficiently but empathetically. Check out the emotional culture workshop template for more!

Facilitation

As we’ve clarified in our facilitation skills post, facilitation is the art of leading people through processes towards agreed-upon objectives in a manner that encourages participation, ownership, and creativity by all those involved. While facilitation is a set of interrelated skills in itself, the broad definition of facilitation can be invaluable when it comes to problem solving. Leading a team through a problem solving process is made more effective if you improve and utilize facilitation skills – whether you’re a manager, team leader or external stakeholder.

The Six Thinking Hats   #creative thinking   #meeting facilitation   #problem solving   #issue resolution   #idea generation   #conflict resolution   The Six Thinking Hats are used by individuals and groups to separate out conflicting styles of thinking. They enable and encourage a group of people to think constructively together in exploring and implementing change, rather than using argument to fight over who is right and who is wrong.

Flexibility 

Being flexible is a vital skill when it comes to problem solving. This does not mean immediately bowing to pressure or changing your opinion quickly: instead, being flexible is all about seeing things from new perspectives, receiving new information and factoring it into your thought process.

Flexibility is also important when it comes to rolling out solutions. It might be that other organizational projects have greater priority or require the same resources as your chosen solution. Being flexible means understanding needs and challenges across the team and being open to shifting or arranging your own schedule as necessary. Again, this does not mean immediately making way for other projects. It’s about articulating your own needs, understanding the needs of others and being able to come to a meaningful compromise.

The Creativity Dice   #creativity   #problem solving   #thiagi   #issue analysis   Too much linear thinking is hazardous to creative problem solving. To be creative, you should approach the problem (or the opportunity) from different points of view. You should leave a thought hanging in mid-air and move to another. This skipping around prevents premature closure and lets your brain incubate one line of thought while you consciously pursue another.

Working in any group can lead to unconscious elements of groupthink or situations in which you may not wish to be entirely honest. Disagreeing with the opinions of the executive team or wishing to save the feelings of a coworker can be tricky to navigate, but being honest is absolutely vital when to comes to developing effective solutions and ensuring your voice is heard. 

Remember that being honest does not mean being brutally candid. You can deliver your honest feedback and opinions thoughtfully and without creating friction by using other skills such as emotional intelligence. 

Explore your Values   #hyperisland   #skills   #values   #remote-friendly   Your Values is an exercise for participants to explore what their most important values are. It’s done in an intuitive and rapid way to encourage participants to follow their intuitive feeling rather than over-thinking and finding the “correct” values. It is a good exercise to use to initiate reflection and dialogue around personal values.

Initiative 

The problem solving process is multi-faceted and requires different approaches at certain points of the process. Taking initiative to bring problems to the attention of the team, collect data or lead the solution creating process is always valuable. You might even roadtest your own small scale solutions or brainstorm before a session. Taking initiative is particularly effective if you have good deal of knowledge in that area or have ownership of a particular project and want to get things kickstarted.

That said, be sure to remember to honor the process and work in service of the team. If you are asked to own one part of the problem solving process and you don’t complete that task because your initiative leads you to work on something else, that’s not an effective method of solving business challenges.

15% Solutions   #action   #liberating structures   #remote-friendly   You can reveal the actions, however small, that everyone can do immediately. At a minimum, these will create momentum, and that may make a BIG difference.  15% Solutions show that there is no reason to wait around, feel powerless, or fearful. They help people pick it up a level. They get individuals and the group to focus on what is within their discretion instead of what they cannot change.  With a very simple question, you can flip the conversation to what can be done and find solutions to big problems that are often distributed widely in places not known in advance. Shifting a few grains of sand may trigger a landslide and change the whole landscape.

Impartiality

A particularly useful problem solving skill for product owners or managers is the ability to remain impartial throughout much of the process. In practice, this means treating all points of view and ideas brought forward in a meeting equally and ensuring that your own areas of interest or ownership are not favored over others. 

There may be a stage in the process where a decision maker has to weigh the cost and ROI of possible solutions against the company roadmap though even then, ensuring that the decision made is based on merit and not personal opinion. 

Empathy map   #frame insights   #create   #design   #issue analysis   An empathy map is a tool to help a design team to empathize with the people they are designing for. You can make an empathy map for a group of people or for a persona. To be used after doing personas when more insights are needed.

Being a good leader means getting a team aligned, energized and focused around a common goal. In the problem solving process, strong leadership helps ensure that the process is efficient, that any conflicts are resolved and that a team is managed in the direction of success.

It’s common for managers or executives to assume this role in a problem solving workshop, though it’s important that the leader maintains impartiality and does not bulldoze the group in a particular direction. Remember that good leadership means working in service of the purpose and team and ensuring the workshop is a safe space for employees of any level to contribute. Take a look at our leadership games and activities post for more exercises and methods to help improve leadership in your organization.

Leadership Pizza   #leadership   #team   #remote-friendly   This leadership development activity offers a self-assessment framework for people to first identify what skills, attributes and attitudes they find important for effective leadership, and then assess their own development and initiate goal setting.

In the context of problem solving, mediation is important in keeping a team engaged, happy and free of conflict. When leading or facilitating a problem solving workshop, you are likely to run into differences of opinion. Depending on the nature of the problem, certain issues may be brought up that are emotive in nature. 

Being an effective mediator means helping those people on either side of such a divide are heard, listen to one another and encouraged to find common ground and a resolution. Mediating skills are useful for leaders and managers in many situations and the problem solving process is no different.

Conflict Responses   #hyperisland   #team   #issue resolution   A workshop for a team to reflect on past conflicts, and use them to generate guidelines for effective conflict handling. The workshop uses the Thomas-Killman model of conflict responses to frame a reflective discussion. Use it to open up a discussion around conflict with a team.

Planning 

Solving organizational problems is much more effective when following a process or problem solving model. Planning skills are vital in order to structure, deliver and follow-through on a problem solving workshop and ensure your solutions are intelligently deployed.

Planning skills include the ability to organize tasks and a team, plan and design the process and take into account any potential challenges. Taking the time to plan carefully can save time and frustration later in the process and is valuable for ensuring a team is positioned for success.

3 Action Steps   #hyperisland   #action   #remote-friendly   This is a small-scale strategic planning session that helps groups and individuals to take action toward a desired change. It is often used at the end of a workshop or programme. The group discusses and agrees on a vision, then creates some action steps that will lead them towards that vision. The scope of the challenge is also defined, through discussion of the helpful and harmful factors influencing the group.

Prioritization

As organisations grow, the scale and variation of problems they face multiplies. Your team or is likely to face numerous challenges in different areas and so having the skills to analyze and prioritize becomes very important, particularly for those in leadership roles.

A thorough problem solving process is likely to deliver multiple solutions and you may have several different problems you wish to solve simultaneously. Prioritization is the ability to measure the importance, value, and effectiveness of those possible solutions and choose which to enact and in what order. The process of prioritization is integral in ensuring the biggest challenges are addressed with the most impactful solutions.

Impact and Effort Matrix   #gamestorming   #decision making   #action   #remote-friendly   In this decision-making exercise, possible actions are mapped based on two factors: effort required to implement and potential impact. Categorizing ideas along these lines is a useful technique in decision making, as it obliges contributors to balance and evaluate suggested actions before committing to them.

Project management

Some problem solving skills are utilized in a workshop or ideation phases, while others come in useful when it comes to decision making. Overseeing an entire problem solving process and ensuring its success requires strong project management skills. 

While project management incorporates many of the other skills listed here, it is important to note the distinction of considering all of the factors of a project and managing them successfully. Being able to negotiate with stakeholders, manage tasks, time and people, consider costs and ROI, and tie everything together is massively helpful when going through the problem solving process. 

Record keeping

Working out meaningful solutions to organizational challenges is only one part of the process.  Thoughtfully documenting and keeping records of each problem solving step for future consultation is important in ensuring efficiency and meaningful change. 

For example, some problems may be lower priority than others but can be revisited in the future. If the team has ideated on solutions and found some are not up to the task, record those so you can rule them out and avoiding repeating work. Keeping records of the process also helps you improve and refine your problem solving model next time around!

Personal Kanban   #gamestorming   #action   #agile   #project planning   Personal Kanban is a tool for organizing your work to be more efficient and productive. It is based on agile methods and principles.

Research skills

Conducting research to support both the identification of problems and the development of appropriate solutions is important for an effective process. Knowing where to go to collect research, how to conduct research efficiently, and identifying pieces of research are relevant are all things a good researcher can do well. 

In larger groups, not everyone has to demonstrate this ability in order for a problem solving workshop to be effective. That said, having people with research skills involved in the process, particularly if they have existing area knowledge, can help ensure the solutions that are developed with data that supports their intention. Remember that being able to deliver the results of research efficiently and in a way the team can easily understand is also important. The best data in the world is only as effective as how it is delivered and interpreted.

Customer experience map   #ideation   #concepts   #research   #design   #issue analysis   #remote-friendly   Customer experience mapping is a method of documenting and visualizing the experience a customer has as they use the product or service. It also maps out their responses to their experiences. To be used when there is a solution (even in a conceptual stage) that can be analyzed.

Risk management

Managing risk is an often overlooked part of the problem solving process. Solutions are often developed with the intention of reducing exposure to risk or solving issues that create risk but sometimes, great solutions are more experimental in nature and as such, deploying them needs to be carefully considered. 

Managing risk means acknowledging that there may be risks associated with more out of the box solutions or trying new things, but that this must be measured against the possible benefits and other organizational factors. 

Be informed, get the right data and stakeholders in the room and you can appropriately factor risk into your decision making process. 

Decisions, Decisions…   #communication   #decision making   #thiagi   #action   #issue analysis   When it comes to decision-making, why are some of us more prone to take risks while others are risk-averse? One explanation might be the way the decision and options were presented.  This exercise, based on Kahneman and Tversky’s classic study , illustrates how the framing effect influences our judgement and our ability to make decisions . The participants are divided into two groups. Both groups are presented with the same problem and two alternative programs for solving them. The two programs both have the same consequences but are presented differently. The debriefing discussion examines how the framing of the program impacted the participant’s decision.

Team-building 

No single person is as good at problem solving as a team. Building an effective team and helping them come together around a common purpose is one of the most important problem solving skills, doubly so for leaders. By bringing a team together and helping them work efficiently, you pave the way for team ownership of a problem and the development of effective solutions. 

In a problem solving workshop, it can be tempting to jump right into the deep end, though taking the time to break the ice, energize the team and align them with a game or exercise will pay off over the course of the day.

Remember that you will likely go through the problem solving process multiple times over an organization’s lifespan and building a strong team culture will make future problem solving more effective. It’s also great to work with people you know, trust and have fun with. Working on team building in and out of the problem solving process is a hallmark of successful teams that can work together to solve business problems.

9 Dimensions Team Building Activity   #ice breaker   #teambuilding   #team   #remote-friendly   9 Dimensions is a powerful activity designed to build relationships and trust among team members. There are 2 variations of this icebreaker. The first version is for teams who want to get to know each other better. The second version is for teams who want to explore how they are working together as a team.

Time management 

The problem solving process is designed to lead a team from identifying a problem through to delivering a solution and evaluating its effectiveness. Without effective time management skills or timeboxing of tasks, it can be easy for a team to get bogged down or be inefficient.

By using a problem solving model and carefully designing your workshop, you can allocate time efficiently and trust that the process will deliver the results you need in a good timeframe.

Time management also comes into play when it comes to rolling out solutions, particularly those that are experimental in nature. Having a clear timeframe for implementing and evaluating solutions is vital for ensuring their success and being able to pivot if necessary.

Improving your skills at problem solving is often a career-long pursuit though there are methods you can use to make the learning process more efficient and to supercharge your problem solving skillset.

Remember that the skills you need to be a great problem solver have a large overlap with those skills you need to be effective in any role. Investing time and effort to develop your active listening or critical thinking skills is valuable in any context. Here are 7 ways to improve your problem solving skills.

Share best practices

Remember that your team is an excellent source of skills, wisdom, and techniques and that you should all take advantage of one another where possible. Best practices that one team has for solving problems, conducting research or making decisions should be shared across the organization. If you have in-house staff that have done active listening training or are data analysis pros, have them lead a training session. 

Your team is one of your best resources. Create space and internal processes for the sharing of skills so that you can all grow together. 

Ask for help and attend training

Once you’ve figured out you have a skills gap, the next step is to take action to fill that skills gap. That might be by asking your superior for training or coaching, or liaising with team members with that skill set. You might even attend specialized training for certain skills – active listening or critical thinking, for example, are business-critical skills that are regularly offered as part of a training scheme.

Whatever method you choose, remember that taking action of some description is necessary for growth. Whether that means practicing, getting help, attending training or doing some background reading, taking active steps to improve your skills is the way to go.

Learn a process 

Problem solving can be complicated, particularly when attempting to solve large problems for the first time. Using a problem solving process helps give structure to your problem solving efforts and focus on creating outcomes, rather than worrying about the format. 

Tools such as the seven-step problem solving process above are effective because not only do they feature steps that will help a team solve problems, they also develop skills along the way. Each step asks for people to engage with the process using different skills and in doing so, helps the team learn and grow together. Group processes of varying complexity and purpose can also be found in the SessionLab library of facilitation techniques . Using a tried and tested process and really help ease the learning curve for both those leading such a process, as well as those undergoing the purpose.

Effective teams make decisions about where they should and shouldn’t expend additional effort. By using a problem solving process, you can focus on the things that matter, rather than stumbling towards a solution haphazardly. 

Create a feedback loop

Some skills gaps are more obvious than others. It’s possible that your perception of your active listening skills differs from those of your colleagues. 

It’s valuable to create a system where team members can provide feedback in an ordered and friendly manner so they can all learn from one another. Only by identifying areas of improvement can you then work to improve them. 

Remember that feedback systems require oversight and consideration so that they don’t turn into a place to complain about colleagues. Design the system intelligently so that you encourage the creation of learning opportunities, rather than encouraging people to list their pet peeves.

While practice might not make perfect, it does make the problem solving process easier. If you are having trouble with critical thinking, don’t shy away from doing it. Get involved where you can and stretch those muscles as regularly as possible. 

Problem solving skills come more naturally to some than to others and that’s okay. Take opportunities to get involved and see where you can practice your skills in situations outside of a workshop context. Try collaborating in other circumstances at work or conduct data analysis on your own projects. You can often develop those skills you need for problem solving simply by doing them. Get involved!

Use expert exercises and methods

Learn from the best. Our library of 700+ facilitation techniques is full of activities and methods that help develop the skills you need to be an effective problem solver. Check out our templates to see how to approach problem solving and other organizational challenges in a structured and intelligent manner.

There is no single approach to improving problem solving skills, but by using the techniques employed by others you can learn from their example and develop processes that have seen proven results. 

Try new ways of thinking and change your mindset

Using tried and tested exercises that you know well can help deliver results, but you do run the risk of missing out on the learning opportunities offered by new approaches. As with the problem solving process, changing your mindset can remove blockages and be used to develop your problem solving skills.

Most teams have members with mixed skill sets and specialties. Mix people from different teams and share skills and different points of view. Teach your customer support team how to use design thinking methods or help your developers with conflict resolution techniques. Try switching perspectives with facilitation techniques like Flip It! or by using new problem solving methodologies or models. Give design thinking, liberating structures or lego serious play a try if you want to try a new approach. You will find that framing problems in new ways and using existing skills in new contexts can be hugely useful for personal development and improving your skillset. It’s also a lot of fun to try new things. Give it a go!

Encountering business challenges and needing to find appropriate solutions is not unique to your organization. Lots of very smart people have developed methods, theories and approaches to help develop problem solving skills and create effective solutions. Learn from them!

Books like The Art of Thinking Clearly , Think Smarter, or Thinking Fast, Thinking Slow are great places to start, though it’s also worth looking at blogs related to organizations facing similar problems to yours, or browsing for success stories. Seeing how Dropbox massively increased growth and working backward can help you see the skills or approach you might be lacking to solve that same problem. Learning from others by reading their stories or approaches can be time-consuming but ultimately rewarding.

A tired, distracted mind is not in the best position to learn new skills. It can be tempted to burn the candle at both ends and develop problem solving skills outside of work. Absolutely use your time effectively and take opportunities for self-improvement, though remember that rest is hugely important and that without letting your brain rest, you cannot be at your most effective. 

Creating distance between yourself and the problem you might be facing can also be useful. By letting an idea sit, you can find that a better one presents itself or you can develop it further. Take regular breaks when working and create a space for downtime. Remember that working smarter is preferable to working harder and that self-care is important for any effective learning or improvement process.

Want to design better group processes?

Over to you

Now we’ve explored some of the key problem solving skills and the problem solving steps necessary for an effective process, you’re ready to begin developing more effective solutions and leading problem solving workshops.

Need more inspiration? Check out our post on problem solving activities you can use when guiding a group towards a great solution in your next workshop or meeting. Have questions? Did you have a great problem solving technique you use with your team? Get in touch in the comments below. We’d love to chat!

James Smart is Head of Content at SessionLab. He’s also a creative facilitator who has run workshops and designed courses for establishments like the National Centre for Writing, UK. He especially enjoys working with young people and empowering others in their creative practice.

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24 Examples of Performance Goals at Work

We’re willing to bet that your ultimate aim as a business is to be as successful as possible, right? Of course, it is. But the only realistic way to achieve this is by making sure that your employees deliver quality work that meets or exceeds expectations . Sounds simple enough in theory, but in reality, this can be quite a challenge unless you find a way to clearly communicate what these expectations are . Here’s a solution for you: performance goals at work . With the right benchmarks, you can challenge your employees to reach their full potential and contribute to the success of your organization . 

With this in mind, today we are going to share 24 examples of performance goals at work , specifically focused on objectives aimed at improving soft skills , accountability , professional growth , collaboration , and problem-solving .  

• What Are Performance Goals at Work?
• Why Are Performance Goals at Work So Important?

Methodologies for Setting Performance Goals at Work

• Examples of Performance Goals at Work

How Factorial Can Enhance Performance Management  

• A complete performance management toolkit in a single platform ✅

What Are Performance Goals at Work?  

Performance goals at work are a key employee performance management strategy . Breaking it down to its bare bones, they are clear and specific benchmarks for measuring and guiding employee progress and development . Examples of performance goals at work include enhancing communication skills, meeting project deadlines, improving conflict resolution skills, and developing collaborative skills.

Essentially, with this strategy, you meet with an employee, discuss their current performance, identify areas for improvement, and set specific, measurable performance goals that align with both their personal development and the company’s strategic objectives . This collaborative approach ensures that the employee understands their role and is motivated to actively contribute to the company’s success . Over time, these goals should become increasingly challenging to help nudge employees along the path of continuous development . 

The ultimate aim here is to create a high-performance culture where employees consistently meet or exceed the requirements of their roles . By framing your performance expectations as tangible goals , each employee understands which areas of their development they need to work on before the end of the performance review phase .

Why Are Performance Goals at Work So Important?  

So, what are the benefits of setting performance goals at work? Do they work? Is it worth the effort?

Provided you set clear, strategic and relevant goals and provide your employees with the L&D tools and resources they need to upskill and achieve their objectives, then they can be highly effective! 

Here are some of the specific benefits of setting performance goals at work :

• Clarity and direction . They are a platform for you to communicate clear performance expectations to your employees and guide their development.
• Motivation and engagement . Performance goals give employees something tangible to work on. This can be a great engagement and motivation tool .
• Performance tracking . Communicating clear goals makes it easier for you to track and measure employee performance. They also make it easier to detect potential performance gaps that employees need to address through training or performance coaching . 
• Skill development . They encourage employees to develop their skills and embrace a culture of continuous professional growth.
• Organizational alignment . A clear strategy for setting performance goals at work helps you align the entire team with the overall objectives of the company.
• Accountability . By making employees responsible for achieving specific goals within a defined timeframe, performance goals at work can be a great tool for encouraging employees to take accountability for their own productivity. 
• Employee recognition and rewards : Performance goals are a key part of a pay-for-performance model , where you recognize and reward employees for their achievements. This initiative boosts morale and encourages sustained high performance.
• Productivity and efficiency . Finally, performance goals at work enhance overall productivity and efficiency within the organization.

OK, great! All clear so far? We’ve seen what they are and why they are so important, but how do you set them ?

There are actually a few methodologies that you can use for setting performance goals at work. It’s always best to use an established method as a guide as following a structured approach makes it far more likely that the goals you set will be achievable and achieved .

The most common goal-setting methodologies are:

• SMART Goals
• Locke and Latham’s 5 Principles
• Goal Pyramid

Each of these approaches will help you create clear, aligned and actionable performance goals at work . The best approach for you will depend on your specific organizational needs , company culture , and the nature of the goals you want to achieve . If you’re feeling brave, you could even mix things up and pick a few methodologies for different teams or projects to find what works best for your organization.

First things first, though. Let’s explore these 5 methodologies in a bit more detail .

SMART Goals  

SMART is an acronym for Specific , Measurable , Achievable , Relevant , and Time-bound . Although this concept can be applied to any walk of life, in the context of HR, the SMART goals framework provides a structured approach to goal setting , making it easier to create goals that are clear, actionable, and aligned with the overall organizational strategy.

The biggest benefit of creating SMART performance goals is that employees have clarity and a clear roadmap for success . They understand exactly what is expected of them , how you will measure their progress , and the timeframe within which they need to achieve their goals. This clarity helps to eliminate confusion, increase focus, and enhance motivation, ultimately leading to improved performance and greater alignment with the company’s objectives.

For instance, an example of a performance goal at work created using this methodology might be: 

Increase customer satisfaction scores by 10% within the next six months by implementing a new feedback system and conducting monthly training sessions for the customer support team.

Objectives and Key Results (OKRs)  

OKR stands for Objectives and Key Results , a goal-setting framework used to define and track objectives and their outcomes . With this methodology, you establish two core components: objectives ( what you want to achieve ) and key results ( how you will measure progress towards achieving objectives ). 

The OKR approach, made popular by companies like Intel and Google and now used by many modern businesses, can be a great tool for aligning individual, team, and organizational goals . By setting clear objectives and measurable key results , employees can focus on what truly matters and ensure their efforts contribute to the company’s success. 

Complete advanced sales training and apply new techniques to improve conversion rates by 15%.

Locke and Latham’s 5 Principles  

Locke and Latham’s 5 Principles are part of the Goal-Setting Theory developed by Edwin Locke and Gary Latham . This theory emphasizes the importance of setting clear, challenging, and attainable goals to enhance employee performance and motivation.

Specifically, the 5 principles introduced by the theory are:

• Clarity : Set clear, specific goals to avoid ambiguity.
• Challenge : Make sure goals are challenging but still attainable.
• Commitment : Make sure employees commit to the goals. (Commitment is crucial)
• Feedback : Provide employees with regular feedback on their progress so they can make adjustments where necessary.
• Task complexity : Adjust goals according to task complexity so that they are manageable.

Goal : Improve project management skills.

• Clarity . Complete a project management certification course.
• Challenge . Achieve certification within six months.
• Commitment . Dedicate at least five hours per week to study and coursework.
• Feedback . Meet with a mentor bi-weekly to review progress and address challenges.
• Task complexity . Break down the certification course into weekly modules to manage workload effectively.

Goal Pyramid  

Finally, the Goal Pyramid methodology is a hierarchical framework for setting and organizing performance goals at work. Strategic goals are placed at the top of the pyramid, and individual operational goals are placed at the bottom . In between, you will usually find levels including tactical goals and departmental goals . This structure increases the chances that high-level strategic objectives align with day-to-day operational tasks .  

Advantages of using this methodology include improved clarity , better resource allocation , and enhanced coordination across departments . By aligning goals at every level, employees can see how their individual contributions support the overall mission and objectives of the organization , fostering a sense of purpose and direction .

Strategic goal : Expand market share by 15% in the next fiscal year.

• Tactical goal . Launch three new product lines in the next six months to attract new customer segments.
• Departmental goal . Increase marketing efforts by 25% to promote new product lines and generate leads.
• Operational goal . Each sales team member to achieve a 10% increase in monthly sales targets by the end of the quarter through targeted campaigns and client outreach.
• Individual performance goal : Attend advanced sales training and apply new techniques to improve personal sales conversion rates by 20% within the next quarter.

Examples of Performance Goals at Work  

Now we’re getting to the heart of things: specific examples of performance goals at work . This is where we will see all the theories we’ve just covered put into practice. In other words, the sort of goals you should be setting in line with your underlying objective.

Keep in mind that there are various categories of performance goals relating to different aspects of employee development .

Common areas that managers work on when they implement measures to improve performance include:

• Soft skills
• Accountability
• Professional growth
• Collaboration
• Problem-solving

Whichever goals you set for your employees, make sure they are clear, specific and tailored to both the employee in question’s professional development and the company’s strategic objectives . It’s also important to use performance management software to track and measure progress once you have set each employee’s goals. 

Without further ado, let’s get to it!

Here are 20 examples of performance goals at work to inspire you (adding to the 4 we gave you in the previous section). We’ve split these examples into different performance categories to help you understand how you can address each area of development through targeted goal setting .

Soft Skills Performance Goals 

Soft skills are personal traits or attributes that enhance an employee’s job performance as well as their personal and professional growth . While hard skills are technical and industry-specific, soft skills can be applied to all sorts of jobs and positions. These skills are more about the character and values of an employee rather than what they know. Examples of soft skills in the workplace include critical thinking, communication, motivation, conflict management and time management .

Here are 4 examples of performance goals at work that aim to improve an employee’s soft skills :

• Improve active listening skills by summarizing key points in meetings and asking for feedback.
• Enhance conflict resolution abilities by mediating at least two workplace disputes.
• Develop better time management skills by meeting all deadlines for a quarter.
• Strengthen public speaking skills by presenting in at least two team meetings per month.

Accountability Performance Goals

Employee accountability is when employees take responsibility for their actions, decisions, and performance . When an employee is accountable, they take ownership of their work, fulfil their duties, meet expectations, and understand the impact of their actions on organizational goals .

It’s important to encourage employee accountability because it helps you foster a culture of trust, reliability, and productivity . When employees are accountable, they turn up on time, meet their deadlines, and continuously strive to achieve their goals . 

Here are 4 examples of performance goals at work that aim to improve an employee’s sense of accountability :

• Complete all assigned tasks by the agreed deadlines with no need for reminders.
• Regularly update project management tools to reflect the current status of all tasks and projects.
• Own up to and document any mistakes within 24 hours, along with a plan to address and prevent them in the future.
• Attend all scheduled meetings on time and fully prepared, contributing constructively to discussions.

Professional Growth Performance Goals

Professional growth refers to the ongoing process of developing skills, knowledge, and abilities to enhance your career and achieve personal goals within a chosen profession . It involves continuous learning, skill development, and adapting to new challenges and opportunities . 

Encouraging professional growth in your organization is important because it helps employees stay up to date with industry trends , improves job performance , increases job satisfaction , and fosters a culture of innovation and excellence . It also helps you build a skilled and adaptable workforce .

Here are 4 examples of performance goals at work that aim to improve an employee’s professional development :

• Complete a relevant certification or professional course within the next six months.
• Attend at least three industry conferences or workshops within the year to stay updated with the latest trends.
• Seek and participate in a mentorship program, either as a mentor or mentee, for ongoing development.
• Read and summarize one professional development book per quarter, sharing key insights with the team.

Collaboration Performance Goals  

Collaboration skills are about working well with others and achieving a common goal . It’s more than just finishing a project with a group of people, though. It also means building relationships with a team, resolving conflicts, and creating a work environment where everyone feels included and respected .

Collaboration skills include: 

• Communication
• Open-mindedness
• Conflict resolution
• Active listening
• Emotional intelligence
• Understanding a variety of perspectives
• Managing priorities
• Meeting expectations
• Having a cooperative spirit and mutual respect. 

These skills are essential for individual growth and team success and pretty much every role and industry needs them . In fact, according to the National Association of Colleges and Employers, 76% of employers want candidates with collaboration skills .

Here are 4 examples of performance goals at work that aim to improve an employee’s collaboration skills :

• Participate in at least one cross-functional team project each quarter to enhance interdepartmental collaboration.
• Schedule and lead monthly team-building activities to strengthen team relationships and communication.
• Provide constructive feedback to team members during project reviews, focusing on enhancing collective performance.
• Facilitate regular team meetings to ensure alignment on goals, progress, and challenges, fostering a collaborative work environment.

Problem-Solving Performance Goals

Finally, problem-solving skills refer to an employee’s ability to identify an issue, analyze the context, and present and implement solutions that resolve it . Strong problem-solving skills empower employees to navigate challenges and contribute to organizational success . The more your employees are able to address and resolve challenges that crop up during their workday, the more productive they will be and the smoother your operations will run. Plus, effective problem-solving can lead to innovative solutions and improvements , driving continuous growth and giving you a competitive edge .

Here are 4 examples of performance goals at work that aim to improve an employee’s problem-solving skills :

• Identify and propose solutions for at least two process inefficiencies within the next quarter.
• Develop a step-by-step problem-solving guide to be used by the team for common issues.
• Lead a team brainstorming session to generate creative solutions for a current project challenge.
• Analyze and resolve a recurring problem within the department, reducing its impact by at least 50% within six months.

Regardless of the type of performance goals at work that you assign to your employees, the best way to manage goal progress is to use a performance management system like Factorial to streamline the process, create a supportive and transparent environment, and boost employee morale .

In fact, Factorial’s solution can support you at each step of the performance management cycle .

Specifically, with our performance management software , you can:

• Access comprehensive tools for setting performance goals at work, offering continuous feedback, and managing performance reviews .
• Design employee development strategies in line with the objectives of your company.
• Streamline the performance management process with automated and centralized performance review periods.
• Track employee performance over time , making it easier to identify trends and areas needing your attention.
• Monitor employee performance metrics in real time , so you can make timely interventions and adjustments.
• Generate comprehensive performance progress reports so that you can make informed decisions based on comprehensive data analysis.
• Create tailored learning and development programs for each employee to help them hit their performance goals at work.
• Set reminders for feedback, performance reviews, and goal-setting deadlines.

Not only that, but by integrating Factorial’s performance management software, you can enhance every aspect of the employee journey , helping you create a supportive, transparent, and productive work environment .

Still not convinced? Fancy a little taster of what we have to offer? Then download our free employee journey map template and use it to assess the employee experience during each step of the employee journey and measure the impact of your performance management strategy on your employees . This makes it much easier to plan for improvement and help every member of your organization hit their performance goals at work !

Related posts

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The Skill Will Matrix: Complete Guide

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19 Ways to Improve Your Problem Solving Skills at Work

This article discusses step-by-step ways to improve your problem solving skills at work.

Topics addressed include breaking down a problem to understand it better, digging a little deeper to find out what caused the problem, and ascertaining how widespread the problem is including how many people are affected.

Other steps outlined consist of figuring out potential solutions then narrowing down to select the best possible option under the circumstances.

Once a problem has been figured out, dealt with or resolved, additional processes entail monitoring the progress of the solution and proactively taking action to prevent future problems.

Towards the tail end of problem solving is taking in the lessons learned and helping others who might be facing similar problems which we have overcome.

You can quickly skim all the 19 tips on handling problems on the table of contents below and then click on any tip to read further details. Please enjoy reading. Thank you.

TABLE OF CONTENTS

• Defining the problem
• Finding out what caused the problem/Conducting research
• Analyzing the impact of the problem
• Brainstorming possible solutions
• Evaluating alternatives/solutions
• Choosing the best option
• Developing an action plan/Execution strategy
• Implementing the solution/Taking action
• Monitoring progress
• Evaluating the results
• If the solution does not work
• Problem solving mistakes
• Ways to increase your problem solving skills
• Challenges and obstacles in problem solving
• Causes of problems at work
• Problem solving skills
• Learning from others who have solved similar problems
• Examples of problems at work
• Best practices for problem solving

1. Defining the problem

Why is the problem a problem? The first step in problem solving is to begin by describing, explaining or outlining the problem.

In its simplest form, a problem is an issue that is out of alignment and requires to be attended to, fixed or corrected to enable desired outcomes to be achieved.

There could be a temptation to quickly jump into figuring out solutions however, if the problem is not well understood, the solutions might not be effective and valuable time and effort could have been wasted.

Write down the problem based on your own understanding. This helps in zooming into or focusing on a specific issue. Similar to how a camera zooms on to an image before taking a picture. If the focus is blurry, the image won’t be clear.

Alternatively, think of it as identifying the starting line in a race, once you have figured out the beginning point (the problem), you set the stage for figuring out the skills, information, knowledge or resources required to get to the finishing line (the solution).

2. Finding out what caused the problem/Conducting research

What caused the problem? Once you have clearly defined the current problem, the next step is to dig a little deeper to find out the root cause or background of the problem.

Some questions to ask include the following:

• When and where did the difficulty, obstacle or complication occur?
• Why did the problem happen?
• How did it happen?
• What led to the problem?
• Was it caused by one thing or many things?
• What information is missing?
• Where can you find more information?
• What could have prevented the problem?
• What is known about similar problems?
• What solutions have been tried before?

3. Analyzing the impact of the problem

Who or what is affected by the problem? Determine how widespread the problem is.

• Is it affecting one person or many? – How is it affecting them?
• How long has the problem been going on?
• Are there any trends?
• Is this a re-occurring problem or a completely new one?
• What would happen if the problem is not resolved?

Talk to different people to get first-hand accounts of the impact of the problem. Establish if it is severe or manageable.

4. Brainstorming possible solutions

What are the potential solutions? Identify possible solutions through brainstorming.

When brainstorming, state the problem, and then request everyone to independently write down their own individual answers.

Afterwards list down all the answers proposed and invite others to further build upon and refine the suggested solutions or propose additional solutions.

For a brainstorming session to be successful, the problem needs to be clearly defined, enough time needs to be scheduled, participants should take time to think through the problem and generate solutions, and solutions should not be judged during the brainstorming.

In addition, use a good facilitator to listen attentively to participants, encourage input by all and drive the discussion.

5. Evaluating alternatives/solutions

How do you select the best alternative? Once a good number of options have been gathered, the next step is to go through the alternatives and narrow down the ones that are most viable.

It is also possible that the top choices would be a merger between one or more other alternatives.

Identify the advantages and disadvantages of the top choices.

In addition, take a step back and write down the desired results, when they should be achieved as well as how the results will be measured i.e. what is expected after the problem has been eliminated or handled – imagine how it would be like when the problem is solved.

Analyze how best the top choices would lead to the desired results.

6. Choosing the best option

Will this solution solve the problem? The last step in brainstorming is deciding the best solution among the top alternatives available.

This step could be one of the most difficult and overwhelming and could trigger hesitation because of fear of making the wrong decision.

There could be a tendency to want to continue digging further to come up with more information or more alternatives.

Additionally, choosing an alternative could entail making compromises and some parties would have to make concessions therefore, there is a possibility that not everyone would be happy with the final solution.

However, at some point the decision making process will have to come to an end. Following your gut instinct and seeking advice from others can help in deciding.

You can also take a break to clear your head, relax and then make the decision with a clear mind and be able to easily explain that – “this solution is the best one because …”

Taking a poll is similarly a simple way to determine the solution that should be implemented for bigger problems.

7. Developing an action plan/Execution strategy

How will you prepare to act on the solution? Write down the final solution and come up with a plan of action for implementing it.

Break down the solution into smaller manageable steps.

The number of steps would typically vary in proportion to the complexity of a problem where generally the more complex the problem the more steps would be required to address it and vice versa.

Outline the actions that need to be done, determine who needs to do what, how much time is available, establish timelines, deadlines and gauges or ways to show if the results are being achieved.

Think about possible unexpected emergencies and risks then highlight a plan for addressing them.

8. Implementing the solution/Taking action

How will you put the solution to work? Here is where the actual work gets done. Keep the desired results or end-goal firmly in your mind then proceed to work on one step at a time.

If working with others, share the plan for solving the problem. Provide training if needed on how to accomplish the desired objectives, assemble and distribute needed resources and be available to answer clarifying questions that come up.

As you work, periodically check your progress against the action plan to ensure that you are making strides in the right direction.

When you often or regularly work on implementing different solutions, you are likely to discover better, simpler and efficient ways of solving problems.

For example, if tackling a problem for the first time takes x hours, after handling the same problem many times you are likely to fine tune your methods resulting in less time to solve a problem and more improvements and efficiencies . Better yet, you can even train others on your breakthroughs.

9. Monitoring progress

Is the problem getting corrected? Track the progress to see if the solution is working. Take a pulse check to get insight and feedback.

Under ideal circumstances, if the solution is the right one, the problem should be gradually dissipating the more the solution is implemented.

Generally, there would be a need to make tweaks here and there to either address issues that arise or to ensure that the solution has the best chance of succeeding.

Regularly check to see what is going well and what isn’t and make adjustments in good time.

If there are significant deviations from the anticipated, expected or projected outcome, find out what is causing this.

Some questions to ask when monitoring the progress of problem solving consist of:

• How much progress has been made so far?
• What amount of work is remaining?
• Does everyone know what they are supposed to be doing?
• Are we within schedule?
• Are we within budget?
• Have we met initial milestones or targets?
• What challenges have we encountered so far?
• What recommended changes are needed at this point?
• What are the next milestones?

10. Evaluating the results

Was the problem fixed? At the end of the problem solving process, it is helpful to find out if the solution was successful.

A few questions that you can ask when evaluating results include the following:

• Did we resolve the problem within our earlier planned schedule, timeline or deadline?
• Did we eliminate the problem within budget?
• Is the problem fully resolved?
• Is there anything that has not been completed?
• Are there any lessons learned?

Conclude by documenting the results. Some items to document include the date when the problem was fixed, who ascertained that the problem was resolved and how the problem was handled or resolved.

11. If the solution does not work

The problem was not fixed, now what? The simple reality is that some solutions work and others don’t.

Some solutions can address part of a problem and conversely some solutions can even magnify the problem or reveal an even bigger problem.

When a solution does not work out as expected, of course time and resources would have gone down the drain, nonetheless, go back to the drawing board and figure out another solution.

Other remedies could consist of more time needed to allow a solution to work, more resources required, more funds or more expertise.

It is also important to analyze why the original solution did not work out to not only learn from mistakes but also to prevent repeating the same errors.

12. Problem solving mistakes

Below are examples of problem solving mistakes:

• Refusing to admit or acknowledge that a problem exists.
• Looking for quick fixes.
• Thinking that there won’t be any problems.
• Fixing symptoms instead of the root cause.
• Focusing on putting out small fires instead of addressing the big picture problem.
• Rushing to solve a problem before understanding it.
• Fearing to share out of the box ideas during brainstorming.
• Risk of group think during brainstorming or conforming to what everyone else is suggesting.
• Not having an open mind during brainstorming.
• Poor facilitation in brainstorming sessions.
• Solving the wrong problem.
• Looking for someone to blame or pointing fingers.
• Not listening or not seeking feedback or solutions from others.
• Thinking that you should have all the answers.
• Solutions that are not clearly defined.
• Lack of clear communication.
• Assuming that people already know what to do.
• Failing to give credit to staff who have fixed problems.
• Fear of making the wrong decision.
• Wrong assumptions.
• Getting scared or panicking when a problem arises.
• Procrastinating to make a decision or choose among alternatives.
• Refusing to acknowledge when a solution is not working.
• Doing nothing when a problem arises.
• Taking a long time before attending to a problem.
• Not being flexible or adaptable when assumptions and conditions change.

13. Ways to increase your problem solving skills

I believe that one good way of improving your problem solving skills in the office is to work on solving many problems.

You can do this by volunteering to participate in brainstorming groups or sessions and offering your input and ideas as well as listening to contributions from your colleagues.

Aim to actively work on implementing solutions to flex and stretch your problem solving muscles.

Over time, you can recognize trends or patterns in solving problems and also increase your capacity to tolerate ambiguity and unknowns at the beginning of a problem solving process.

Other ways of increasing problem solving skills include the following:

• Observing how others solve problems.
• Reading about problem solving techniques.
• Practicing different problem solving methods.
• Undergoing training on problem solving.
• Challenging yourself to be a good problem solver and be comfortable making decisions.
• Working on unrelated fields, assignments and different departments to cross learn new transferable subjects, skills, methods etc.
• Playing games that help in stimulating problem solving abilities such as solving puzzles and playing chess.
• Improving your research skills.

14. Challenges and obstacles in problem solving

Reasons why problems might not be solved include:

• Ignoring or avoiding the problem.
• Thinking that problem solving process takes too much time or effort.
• Not having the authority to decide which solution should be implemented.
• Procrastinating or inertia to resolve a problem because it could take a long time to figure out solutions especially for complex problems.
• Thinking that the problem is more difficult than it really is.
• Thinking that you have to figure it all out on your own.
• Not asking for help.
• Unwilling to take other people’s inputs.
• Fear that implementation could be difficult.
• Fear of failure.
• Resource constraints; insufficient resources such as manpower and finances to properly address large scope problems.
• Too many problems or difficulty prioritizing problems.
• Resistance to change or new ways of doing things.
• Not following through on solutions after the brainstorming stage.
• Giving up too quickly when it takes long to solve a problem.
• Not measuring progress.
• Changing external factors causing the need to rethink or revise solutions.
• Inexperience handling and solving problems.
• Not wanting to deal with uncertainty.

15. Causes of problems at work

Workplace problems can be caused by issues such as micromanagement, lack of accountability, difficult work environment, too much red tape, lack of advancement opportunities and lack of recognition.

Other causes of problems in the office include: poor communication, undefined processes or procedures, lack of resources, financial difficulties, not being properly trained, boredom, lack of motivation and stress at work.

Additional factors are heavy workloads, poor performance, lack of planning, unclear expectations, poor customer service, strained working relationships, poor management, staff turnover, burnout and poor job fit.

16. Problem solving skills

Skills that can aid in improving problem solving include:

Decision making skills – useful especially in choosing between alternatives, identifying the best solution and being able to explain why the chosen solution is the best one under the circumstances.

Communication skills – helps in firstly letting others know that there is a problem then secondly in outlining how the problem will be corrected, thirdly in assigning responsibilities and explaining to others what they should be doing and fourthly in letting others know that the problem has been resolved.

Risk taking – ability to identify the pros and cons of an alternative and then arming yourself with enough information to carry out the plan of action.

Prioritization – when faced with many problems at work and being able to identify the most urgent and important problem that should be fixed.

Flexibility – conditions and situations change all the time therefore, willingness to re-analyze plans and assumptions and re-calibrate them as needed is essential.

Other helpful traits consist of willingness to receive feedback , determination and perseverance to see things through, patience, connecting the dots or figuring out the relationship between things and tolerance for uncertainty.

17. Learning from others who have solved similar problems

It is possible that this is not the first time a problem has been encountered, others within the organization or elsewhere might have encountered similar problems and successfully solved them.

A similar problem could have been previously resolved by a coworker, a manager, someone from a different department or office, a consultant, a researcher etc.

Learning from others helps to save time and boost confidence in problem solving.

It is especially important to have documented problem solving procedures for critical problems that have occurred in the past. This acts as a form of knowledge library that is stored within the organization and can be transferred from one person to another.

18. Examples of problems at work

Typical problems faced at the workplace include the following:

• Lack of communication.
• Lack of resources.
• Missed deadlines.
• Not meeting goals.
• Difficulties getting along with others.
• Conflicts between employees .
• Poor leadership .
• Financial problems.
• Cost overruns.
• Bad customer service.
• Over promising or over committing.
• External challenges and threats.
• Difficult co-workers.
• Lack of teamwork.
• Poor attitude.
• Disconnect between supervisors and subordinates.
• Unhappy clients.
• Insufficient or lack of feedback.
• Job stress.
• Difficult customers.
• Low morale.
• Lack of appreciation or recognition.
• Poor work environment.
• Inefficient or obsolete systems.
• Duplication of efforts.
• Inadequate training.

Example of a problem: A simple example of a problem at the workplace is – “Failing to reach the branch office’s sales goals for the year?”

Questions to ask and analyze when diagnosing and resolving this problem can consist of the following:

• What was the annual sales goal?
• What percentage of the goal did we achieve?
• What was the gap?
• How were we supposed to reach the goal?
• Did we break down the goal into smaller achievable tasks or milestones?
• What processes or steps did we plan for reaching the goals?
• What action did we implement?
• Who was responsible for what?
• What internal and/or external challenges did we encounter?
• What systems or methods did we implement to monitor progress towards the goal?
• Why didn’t we reach the goal?
• When did we realize we wouldn’t reach the goal?
• What are the consequences for not meeting the goal?
• How can we correct the situation?
• How much time do we have to fix the problem?
• How can we prevent the problem from happening again?
• What can we learn from our mistakes?
• Have we met the sales goals in the past?
• Have other branch offices met their annual sales goals?
• How did others achieve their goals?
• What can we learn from others?

19. Best practices for problem solving

Problem solving is an ongoing learning process. Whereas problems cannot be entirely eliminated at work, you can take proactive steps to improve the organizational knowledge and capacity for handling problems.

Below are some ways that can help you to be better equipped to handle new and old problems when they arise in the workplace:

• Working collaboratively with others to solve problems.
• Documenting solutions to known or resolved problems; saving steps learned in resolving past issues.
• Constantly refining problem solving methods as new and old problems are resolved.
• Preparing and utilizing checklists for various work processes.
• Writing and implementing standard operating procedures and policies.
• Using handbooks, guidelines, manuals and flowcharts.
• Adopting quality control procedures at critical stages.
• Regularly doing projections or forecasting and assessing progress against initial plans.
• Learning from mistakes.
• Regular staff training.
• Conducting risk analysis and creating back up or contingency plans.
• Using audits to ensure that laid down procedures are being adhered to and finding out if there are any compliance problems.
• Regularly reviewing job performance through observation, reports, check-in meetings etc.
• Using timelines and deadlines.
• Generating insights from data collection.
• Implementing stronger monitoring systems.
• Encouraging a culture of ongoing process improvements.
• Taking initiative to resolve problems.
• Speaking up or voicing concerns early on when problems are detected.
• Aiming for good and regular communication across the organization.
• Listening to employees’ feedback.
• Encouraging suggestions for process improvements.
• Clear goal setting including long-term and short-term planning and goals.
• Adopting better technology and systems.
• Using external experts where needed such as consultants.
• Keeping track and staying up to date with external forces and changes such as changing customer preferences, economic conditions, government regulation, competition, technological advancements, political changes etc.
• Encouraging inter-departmental cross sharing of tips and tricks in addressing challenges.
• Evaluating results regularly.

Problem solving entails making corrections and improvements when things don’t go as expected.

Some problems can be fixed in a short amount of time while others take longer to be resolved.

At a minimum, when faced with a problem take some time to figure out what the real problem is, what caused the problem and find out potential alternatives to address the problem.

Afterwards select the best possible solution, devise a plan for carrying out the solution then implement it. Finalize by monitoring your progress and evaluating whether the problem has been resolved.

Additional Resources on Ways to Improve Your Problem Solving Skills at Work Seven Steps for Effective Problem Solving in the Workplace How to Improve Your Problem-Solving Skills 9 Ways to Improve Your Problem-Solving Skills 6 Effective Ways to Enhance Your Problem Solving Skills 5 Ways To Improve Your Problem Solving Skills How to Improve Problem Solving Skills Seven techniques for boosting independent problem solving skills in the workplace How to Improve Your Problem-Solving Skills with These 8 Science-Backed Techniques   Summary Article Name 19 Ways to Improve Your Problem Solving Skills at Work Description Learn step-by-step ways to improve your problem solving skills at work including examples of problems at work, defining the problem, evaluating solutions and best practices in problem solving. Author Duncan Muguku Publisher Name ThriveYard Blog Categories

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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

 A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter. 

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

• Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
• Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
• Tailor your interview answer with the specific skills and qualifications outlined in the job description.
• Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills? 

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

• Critical thinking
• Analytical skills
• Decision making
• Research skills
• Technical skills
• Communication skills
• Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow. 

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve. 

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams. 

Examples of Problem-Solving in the Workplace

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. 

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description. 

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities. 

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution. 

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”  

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce. 

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence 

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

 When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

• 3 Answers to “How Do You Handle Stress?”
• How to Answer “How Do You Handle Conflict?” (Interview Question)
• Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

Read more articles by Biron Clark

About the Contributor

Kyle Elliott , career coach and mental health advocate, transforms his side hustle into a notable practice, aiding Silicon Valley professionals in maximizing potential. Follow Kyle on LinkedIn .

About the Editor

Hayley Jukes is the Editor-in-Chief at CareerSidekick with five years of experience creating engaging articles, books, and transcripts for diverse platforms and audiences.

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How to Improve Your Problem-Solving Skills (and Show Them Off in Your Job Hunt)

Problem-solving skills are critical for any career path—no matter where you work or what job you have, you’ll face problems big and small all the time. If you want to succeed in your career, being able to effectively navigate (and solve!) those problems is a must. And if you’re on the job hunt, showcasing your problem-solving skills can help you land your dream gig.

But what, exactly, are problem-solving skills? What can you do to improve them? And if you’re looking for a new position, how can you show off your problem-solving skills during your job search to help you land an awesome job?

Consider this your guide to all things problem-solving. Let’s get started.

What Are Problem-Solving Skills and Why Are They Important?

“Problem-solving skills are skills that allow you to identify and define a situation that needs changing,” says Doug Noll , an attorney and adjunct faculty member at the Straus Institute of Dispute Resolution at Pepperdine University’s Caruso School of Law, where he teaches graduate-level classes in decision-making and problem-solving. Once you identify what needs changing, problem-solving skills also enable you to “identify the best outcomes, define potential processes for achieving the best outcomes, and evaluate how the process achieved (or failed to achieve) the desired outcome,” he says. “Every job imaginable involves problem-solving.”

Being able to effectively solve problems can help you succeed and impress, regardless of what kind of job you have or career you plan to pursue. “A person who sorts out problems and makes decisions—or at least brings potential solutions to the table—is seen as someone who can get things done,” says organizational consultant Irial O’Farrell , author of the upcoming book The Manager’s Dilemma: How to Empower Your Team’s Problem Solving . “This makes managers’ lives easier—and managers notice people who make their lives easier, who get things done, and who don’t have to be told [what to do] the whole time. In turn, opportunities are put their way, enhancing their career.”

And the further you progress in your career, the more important those skills become, Noll says. “As you rise in an organization, the problems become more complex, ambiguous, uncertain, and risky. Only people able to solve these types of problems are promoted.” So as you hone your problem-solving skills, you become more valuable to any organization—and will be able to climb the ladder more easily as a result.

The 6 Steps of Problem-Solving—and the Skills You Need for Each One

Problem-solving is a process. And, like any process, there are certain steps you need to take in order to get to the finish line:

Step #1: Identify and Assess the Problem

You can’t solve a problem if you don’t know what the problem is. So “the first step is to recognize that an issue—or potential issue—exists,” O’Farrell says. In order to do that, you’ll need “a certain amount of knowledge or awareness of what should be happening as compared to what is actually happening.”

Once you recognize there’s a problem, you’ll need to evaluate its potential impact. “Is this going to affect three people or 203 people? Is this going to cost us $10 or $100,000? How material is this issue?” O’Farrell says. “Being able to evaluate the size, impact, and costs [of a problem] is a key skill here.”

When you understand the scope of the problem, you’ll have a better idea of what you’re dealing with—and will be able to come up with appropriate, relevant solutions as a result.

Skills needed during this step of the problem-solving process include:

• Attention to detail
• Data collection
• Forecasting

Step #2: Get to the Source of the Problem

Once you know what the problem is (and what its potential impact might be), it’s time to figure out where the problem is coming from or why it’s happening—as identifying the source of the problem will give you key insights into how to fix it.

“Often we notice a problem because of its symptoms, rather than its root cause. As a result, it is common to focus on resolving the symptoms, rather than what is causing the symptoms,” O’Farrell says. But “by understanding the root causes, a better, longer-term solution can be identified.”

There are a variety of techniques to help you dig deeper and understand what’s causing the problem at hand. For example, a 5 Whys analysis could help you uncover the root cause of a problem by having you ask “Why?” five times in a row, with each “Why?” building off the previous answer. Or you might try the fishbone diagram —also known as a cause-and-effect analysis—which encourages looking at the different categories that could be causing a problem and brainstorming potential root causes within each of those categories.

During this stage of the problem-solving process, curiosity is key; you’ll need it to explore all the different factors that could be contributing to the problem.

• Analysis (including root-cause analysis)
• Brainstorming
• Critical thinking

Step #3: Brainstorm Potential Solutions

Once you’ve identified the problem (and the root of the problem), “the next step is to brainstorm potential options that will resolve it,” O’Farrell says.

How much brainstorming you’ll need to do will depend on the problem you’re dealing with. “If it’s a fairly small, straightforward issue, then identifying a few options might be sufficient,” O’Farrell says. Especially for a bigger issue, “Taking some time to think beyond the obvious might lead to a better and longer-term solution.”

The size and scope of the problem will also determine who needs to be involved in this step. In some cases, you may be able to brainstorm solutions yourself. But if you’re dealing with a larger, more complex issue, getting more people involved (and choosing the right people, i.e. those best equipped to handle the problem) is important. You’ll need to be able to judge what kind of problem it is and who to bring in to help and lead a productive brainstorming session.

One of the most important skills you’ll draw on at this stage is creativity. The more creative you are during your brainstorm, the more (and better) potential solutions you’ll be able to come up with—and the more likely one of those solutions will be the solution you’re looking for.

Skills you might need during this step of the problem-solving process include:

• Communication
• Meeting facilitation

Step #4: Evaluate Solutions

Once you have a list of potential solutions from your brainstorming session, the next step is to examine each one carefully and narrow down your list so only the best solutions remain.

In order to succeed during this stage of the problem-solving process, you’ll need to be able to dig into each potential solution and evaluate how viable it is. You may make a pros and cons list for each potential solution, talk through the benefits and drawbacks with your team, and then narrow down your options to the solutions that have the most potential upsides.

All the work you put into the problem-solving process up to this point will also come in handy as you’re evaluating which of your potential solutions might ultimately be the most effective. “Having a strong understanding of what the issue is, why it’s an issue, and what is causing it helps in being able to determine if each of the solutions will sort the issue out,” O’Farrell says.

• Fact-checking
• Prioritization

Step #5: Choose the Best Solution

Once you’ve narrowed down your list of potential solutions—and weighed the pros and cons of each—it’s time for you (or your supervisor or another decision-maker) to choose one.

“Depending on the type and impact of the issue and your role and authority, you may be the one making the decision or you may be presenting the issue and potential solutions to your boss,” O’Farrell says.

Knowing who should make the call is a key part of this step; if the problem is complex or will have a major impact on your organization that goes beyond your level of responsibility, it’s probably best to bring potential solutions to your boss and/or other stakeholders—and give them the final say.

• Decision-making
• Public speaking

Step #6: Implement the Decision and Reflect on the Outcome

Choosing a solution in and of itself doesn’t fix anything. You need to actually implement that solution—and do it well. That means developing a plan and coordinating with other key players in your organization to put that plan into action—which requires a host of skills (such as communication, collaboration, and project management).

Before you can hang up your problem-solving hat, you’ll also need to “go back and evaluate if the solution sorted out the issue” or if it caused any unintended consequences, O’Farrell says.

For example, let’s say your organization has a problem with taking too long to address customer service requests—and you rolled out a new ticket management system in order to deal with the issue. Once you implement that new system, you’ll want to follow up to make sure it’s allowing your customer service reps to deal with requests faster and hasn’t caused any new, different, or unexpected issues (for example, tickets getting lost in the queue or customers being less satisfied with the quality of support they received).

• Adaptability
• Collaboration
• Data analysis
• Goal setting
• Organization
• Project management
• Project planning
• Time management

How to Improve Your Problem-Solving Skills

Clearly, solving problems is a complex process—and it’s a process you need to nail if you want to grow in your career. But how can you improve your problem-solving skills so they can help you thrive in your career?

• Put on your student hat. One of the best ways to improve here is to study how to effectively solve problems. “Read case studies of complex problems,” Noll says. (For example, if you want to land a marketing job, you might search for case studies on how other companies were able to increase their qualified leads or drive more traffic to their website.) Noll also suggests reading books about different problem-solving techniques—or, if you really want to level up your skills, investing in a general course in critical thinking and problem-solving. “A good course should teach you how to think,” he says—and critical thinking plays a huge role in problem-solving.
• Try different brainstorming techniques. If you want to be a better problem solver, try pushing yourself to think outside of the box. “Learning some brainstorming techniques and expanding your thinking beyond the obvious solutions is also a way to make your problem-solving skills stand out,” O’Farrell says. Brainstorming techniques like brainwriting (a nonverbal brainstorming technique for teams) or rapid ideation (which pushes you to come up with as many ideas as possible in a short time frame) can help spark creative thinking—and help you become a more creative problem solver in the process.
• Ask expert problem-solvers how they solve problems. People in your professional (or personal!) life who excel at solving problems can be a great resource for leveling up your own problem-solving skills. “Talk to senior mentors about how they approached complex problems,” Noll says. “Get them to talk about their failures and mistakes,” he says, not just their successes. Seeing how other people solve problems and what they’ve learned from their experiences can help you approach problems in a different way and can make you a more versatile problem solver.
• Practice, practice, practice. Like with anything else, if you want to improve your problem-solving skills, you need to practice solving problems. “Most people jump to the easy, intuitive answer rather than [carefully thinking] through the problem,” O’Farrell says. So next time you’re confronted with a problem, rather than jump to a hasty solution, take your time to go through the entire problem-solving process. And if you don’t have any real problems to deal with? Attempting to solve hypothetical problems can be just as helpful.

How to Show Off Your Problem-Solving Skills During the Job Search

Recruiters and hiring managers are looking for people with problem-solving skills who can help them, their team, and their company achieve their goals even in the face of obstacles and setbacks. So if you want to stand out, nail the interview, and score the job, you’ll need to showcase your problem-solving skills throughout your job search.

Here are a few ways to show off your problem-solving skills:

On a Resume

You can show potential employers that you’re a problem solver right on your resume. As you write your bullets for each past job and other experiences, “Incorporate one main challenge that you had to overcome, and give a brief synopsis of how you approached it, what the solution was and, most importantly, what the positive outcome was,” O’Farrell says.

For example, let’s say you’re a marketing manager and you had to figure out a way to launch a new product with a minimal budget. Under your current role, you might include a bullet point that says:

• Launched new sunscreen line across digital and traditional channels with <$10,000 budget by exploring up-and-coming distribution channels and negotiating wide-scale distribution agreements, bringing in $60,000 in new product sales within 90 days of launch

O’Farrell also recommends using action verbs (like “ analyze,” “evaluate,” or “identify”) to call out your problem-solving skills on a resume.

In a Cover Letter

In your cover letter, you’ll have more room and flexibility to showcase your problem-solving skills—and you should definitely take advantage of the opportunity.

Noll suggests using your cover letter to tell a quick story (think two to three sentences) about when and how you’ve solved a relevant problem. In your story, you want to include:

• What the problem was
• How you approached it/came to a solution
• What the outcomes of your problem-solving were
• What lessons you learned

Another strategy is to highlight how you would use your problem-solving skills within the context of the role you’re applying for. “I’d recommend reviewing the job description and identifying what types of problems you might have to deal with in the role,” O’Farrell says. Then you can speak directly to how you might approach them.

For example, let’s say you’re applying for an executive assistant position that requires extensive scheduling and calendar management for an exec who is often traveling for business. In that situation, you might explain how you’d solve the problem of scheduling while the exec is out of office (for example, by developing an appointment approval system that allows the exec to approve all appointment requests remotely, with a plan for how to notify the exec of appointment requests that need immediate attention).

During Interviews

The interview process offers the best opportunity for your problem-solving skills to shine, so you’ll want to come prepared.

“In preparation for the interview, select two to three situations where you used your problem-solving skills,” O’Farrell says. That way, when the interviewer asks you for examples of problems you’ve faced in your career—and how you solved them—you’ll have relevant stories ready. If you’re not sure how to tell your story effectively, the STAR method (which breaks down your story into four parts: S ituation, T ask, A ction, and R esult) can be helpful.

As a potential candidate, it’s also important to ask how you’ll need to use your skills on the job, Noll says. So you might ask the interviewers to share some of the issues or problems they’re hoping to solve by filling this position.

And if they turn around and ask you how you’d solve those problems? Don’t panic! If you have a story of a similar problem you’ve solved in the past, this is a great opportunity to share it. Otherwise, just talk through how you would approach it. Remember, the interviewers don’t expect you to come up with detailed solutions for problems their company is facing on the spot; they just want to get a sense of how you would begin to think about those problems if you were hired.

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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

Use these practical examples of phrases, sample comments, and templates for your performance review , 360-degree feedback survey, or manager appraisal.

The following examples not only relate to problem-solving but also conflict management , effective solutions, selecting the best alternatives, decision making , problem identification, analyzing effectively, and generally becoming an effective problem-solving strategist. Start using effective performance review questions to help better guide your workforce's development. 

Problem solving appraisal comments: you're doing great

• You always maintain an effective dialogue with clients when they have technical problems. Being clear and articulate makes sure our customers' faults are attended to promptly.
• You constantly make sure to look beyond the obvious you never stop at the first answer. You’re really good at exploring alternatives. Well done!
• Keeping the supervisors and managers informed of status changes and requests is important. You’re really good at communicating the changes to the projects at all times. Keep it up!
• You stay cool and collected even when things aren’t going according to plan or up in the air. This is a great trait to possess. Well done!
• You’re excellent at giving an honest and logical analysis. Keep it up! Effectively diagnosing complex problems and reaching sustainable solutions is one of your strong points.
• Your ability to ability to make complex systems into simple ones is truly a unique skill to possess. Well done!
• You often identify practical solutions to every roadblock. You’re a real asset to the team! Great job.
• You always listen actively and attentively to make sure you understand what the exact problem is and you come up with solutions in an effective manner.
• You have an amazing ability to clearly explain options and solutions effectively and efficiently. Well done!
• When driving projects, you can shift to other areas comfortably and easily. making sure the project runs smoothly. Great job!

Problem solving performance review phrases: you should think of improving

• You always seem too overwhelmed when faced with multiple problems. Try to think of ways to make problems more manageable so that they can be solved in a timely and effective manner.
• Avoiding conflicts constantly with people is not a good idea as you will only build up personal frustration and nothing will be done to remedy the situation. Try to face people when there are problems and rectify problems when they occur.
• Don’t allow demanding customers to rattle your cage too much. If they become too demanding, take a step back, regulate your emotions , and try to make use of online support tools to help you rectify problems these tools can help a lot!
• It’s necessary that you learn from your past mistakes . You cannot keep making the same mistakes , as this is not beneficial to the company.
• You tend to ask the same questions over and over again. Try to listen more attentively or take notes when colleagues are answering!
• Providing multiple solutions in an indirect and creative approach will allow you to be more effective at problem-solving . if you struggle with this typically through viewing the problem in a new and unusual light.
• You fail to provide staff with the appropriate amount of structure and direction. They must know the direction you wish them to go in to achieve their goals .
• You need to be able to recognize repetitive trends to solve problems promptly.
• You tend to have problems troubleshooting even the most basic of questions. As a problem solver and customer support person, it’s imperative that you can answer these questions easily.
• Read through your training manual and make sure you fully understand it before attempting questions again.

Performance review tips to improve problem solving

• Try to complain less about problems and come up with solutions to the problems more often. Complaining is not beneficial to progression and innovation.
• As a problem solver, it’s important to be able to handle multiple priorities under short deadlines.
• You need to be able to effectively distinguish between the cause and the symptoms of problems to solve them in an efficient and timely manner.
• Try to anticipate problems in advance before they become major roadblocks down the road.
• Try to view obstacles as opportunities to learn and thrive at the challenge of solving the problem.
• Remember to prioritize problems according to their degree of urgency. It's important that you spend the majority of your time on urgent tasks over menial ones.
• When putting plans into place, stick to them and make sure they are completed.
• When solving problems, try to allocate appropriate levels of resources when undertaking new projects. It is important to become as efficient and as effective as possible.
• Try to learn to pace yourself when solving problems to avoid burnout . You’re a great asset to the team and we cannot afford to lose at this point.
• Meeting regularly with your staff to review results is vital to the problem-solving process.
• Staff that has regular check-ins understand what it is that is required of them, what they are currently achieving, and areas they may need to improve. Try to hold one-on-one meetings every week.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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30 Examples: Self Evaluation Comments for Problem Solving

By Status.net Editorial Team on May 19, 2023 — 9 minutes to read

Self-evaluation is an essential aspect of professional development. It helps you to identify areas of improvement and measure your progress towards achieving your goals. By evaluating your problem-solving skills, you can identify your strengths and weaknesses and take steps to improve your performance.

Problem Solving Self-Evaluation Comments Examples

• I was able to identify the root cause of the problem and develop a solution that addressed it effectively.
• I was able to think outside the box and come up with a creative solution to a complex problem.
• I was able to collaborate effectively with my team members to solve a challenging problem.
• I was able to prioritize tasks and allocate resources efficiently to solve a problem within a tight deadline.
• I was able to remain calm and composed under pressure while solving a critical problem.
• I was able to analyze data and information to identify patterns and trends that helped me solve a problem.
• I was able to communicate clearly and effectively with stakeholders to understand their needs and solve their problems.
• I was able to adapt to changing circumstances and adjust my problem-solving approach accordingly.
• I was able to learn from my mistakes and apply those lessons to future problem-solving situations.
• I was able to use critical thinking skills to evaluate multiple options and select the best solution to a problem.
• I was able to break down a complex problem into smaller, more manageable parts and solve each part individually.
• I was able to identify potential obstacles and develop contingency plans to overcome them while solving a problem.
• I was able to leverage my technical expertise to solve a problem that required specialized knowledge.
• I was able to use my creativity and innovation to develop a unique solution to a problem.
• I was able to gather and analyze feedback from stakeholders to continuously improve my problem-solving approach.
• I was able to use my leadership skills to motivate and guide my team members towards a successful problem-solving outcome.
• I was able to effectively manage competing priorities and still solve a problem within the given timeline.
• I was able to use my communication skills to explain complex technical solutions to non-technical stakeholders.
• I was able to use my analytical skills to identify patterns and trends that helped me solve a problem more efficiently.
• I was able to use my problem-solving skills to identify opportunities for process improvements and implement them successfully.
• I was able to use my research skills to gather information that helped me solve a problem more effectively.
• I was able to use my project management skills to break down a large-scale problem into smaller, more manageable tasks.
• I was able to use my negotiation skills to reach a mutually beneficial solution to a problem.
• I was able to remain objective and unbiased while evaluating potential solutions to a problem.
• I was able to use my attention to detail to identify small but critical issues that were contributing to a larger problem.
• I was able to use my interpersonal skills to build strong relationships with stakeholders and work collaboratively towards a solution.
• I was able to use my problem-solving skills to find a solution that balanced the needs of multiple stakeholders.
• I was able to use my persistence and determination to keep working towards a solution even when faced with obstacles.
• I was able to use my time management skills to prioritize tasks and allocate my time efficiently while solving a problem.
• I was able to use my empathy and understanding of others’ perspectives to develop a solution that met everyone’s needs.

Improving Problem Solving Skills

To become a better problem solver, you need to develop critical thinking skills, effective communication skills, prioritize tasks, and use brainstorming techniques. Here are some tips to help you improve your problem-solving skills:

Developing Critical Thinking Skills

Critical thinking is the ability to analyze a situation, identify problems, and come up with creative solutions. To develop critical thinking skills, you need to:

• Ask questions: Don’t be afraid to ask questions to clarify the problem or gather more information.
• Challenge assumptions: Don’t accept things at face value. Question assumptions and look for evidence to support them.
• Evaluate evidence: Look for evidence that supports or contradicts your assumptions. Evaluate the quality and reliability of the evidence.
• Consider alternative perspectives: Try to see the problem from different angles and consider alternative solutions.

Effective Communication Skills

Effective communication is essential for problem-solving because it helps you:

• Understand the problem: Good communication skills help you clarify the problem and understand what is expected of you.
• Collaborate with others: Effective communication skills help you work with others to find solutions.
• Express your ideas clearly: Clear communication helps you convey your ideas and solutions to others.

To improve your communication skills, you need to:

• Listen actively: Listen to others and try to understand their perspective.
• Speak clearly: Speak clearly and concisely to avoid confusion.
• Use nonverbal cues: Pay attention to body language and other nonverbal cues to understand what others are saying.

Prioritizing Tasks

Prioritizing tasks is essential for effective problem-solving because it helps you:

• Focus on the most important tasks: Prioritizing helps you focus on the tasks that will have the most significant impact.
• Manage your time: Prioritizing helps you manage your time more effectively.
• Avoid procrastination: Prioritizing helps you avoid procrastination by breaking down large tasks into smaller, more manageable ones.

To prioritize tasks effectively, you need to:

• Identify the most important tasks: Identify the tasks that will have the most significant impact.
• Break down large tasks: Break large tasks into smaller, more manageable ones.
• Set deadlines: Set deadlines for each task to help you stay on track.

Brainstorming Techniques

Brainstorming is a technique used to generate creative ideas and solutions. To brainstorm effectively, you need to:

• Generate a lot of ideas: Don’t be afraid to come up with as many ideas as possible, even if they seem silly or unrealistic.
• Encourage creativity: Encourage creative thinking by allowing everyone to contribute ideas.
• Avoid criticism: Don’t criticize or judge ideas during the brainstorming process.

To brainstorm effectively, you can use techniques like mind mapping, free writing, or group brainstorming sessions.

Time Management and Productivity

Managing time effectively.

One of the biggest challenges when it comes to problem-solving is managing your time effectively. It’s easy to get bogged down in the details and lose track of the big picture. To avoid this, set specific goals and deadlines for yourself. Make a to-do list and prioritize your tasks based on their importance and urgency. Use a timer or a stopwatch to keep track of how much time you spend on each task, and try to minimize distractions as much as possible.

For example, if you’re working on a project that requires a lot of research, set a goal to finish the research phase by the end of the day. Break the research down into smaller tasks, such as reading a certain number of articles or books, and set deadlines for each task. This will help you stay on track and ensure that you’re making progress towards your goal.

Overcoming Overwhelm

Feeling overwhelmed is a common problem when it comes to problem-solving. When you’re faced with a complex problem, it’s easy to feel like you don’t know where to start. To overcome this, break the problem down into smaller, more manageable parts. Identify the key issues or questions that need to be addressed, and focus on one at a time.

For example, if you’re trying to solve a problem with a product or service, start by identifying the key issues that are causing the problem. Once you’ve identified these issues, break them down into smaller, more manageable parts. Focus on one issue at a time, and come up with a plan to address it. Once you’ve addressed all of the key issues, you’ll have a better understanding of the problem as a whole, and you’ll be better equipped to come up with a solution.

Being Proactive

Being proactive is an important part of problem-solving. Instead of waiting for problems to arise, take a proactive approach and try to anticipate potential problems before they occur. This will help you stay ahead of the curve and avoid potential roadblocks.

For example, if you’re working on a project with a tight deadline, don’t wait until the last minute to start working on it. Instead, start working on it as soon as possible, and set specific goals and deadlines for yourself. This will help you stay on track and ensure that you’re making progress towards your goal. Additionally, be proactive in identifying potential roadblocks or issues that could arise, and come up with a plan to address them before they become a problem.

Performance Review and Goal Setting

Setting objectives.

When preparing for a performance review, it’s important to set specific objectives that will guide the conversation. Start by reflecting on your current role and responsibilities, and consider areas where you could improve or grow. These objectives should be measurable and achievable, and should align with your personal and professional goals.

For example, one objective might be to improve your communication skills by attending a workshop or taking an online course. Another objective might be to take on more leadership responsibilities within your team or department.

Measuring Performance

During the performance review, your manager will likely evaluate your progress towards meeting your objectives. It’s important to come prepared with concrete examples of how you’ve worked towards your goals, as well as any challenges or obstacles you’ve faced.

For example, if your objective was to improve your project management skills, you might share how you’ve successfully led a project from start to finish, or how you’ve implemented new tools or processes to streamline your workflow. If you’ve faced challenges, be honest about what went wrong and what you learned from the experience.

Creating an Action Plan

After reviewing your performance, you and your manager should work together to create an action plan for the next review period. This plan should include specific goals and objectives, as well as a timeline for achieving them. It’s also important to identify any resources or support you may need to reach your goals.

For example, if your objective is to improve your technical skills, you might discuss opportunities for additional training or mentorship. If your goal is to take on more leadership responsibilities, you might discuss ways to gain experience through shadowing or cross-functional projects.

Overall, the performance review and goal setting process is an important opportunity to reflect on your progress and set a course for future growth and development. By setting specific, measurable objectives and working collaboratively with your manager, you can ensure that you’re on track to achieve your personal and professional goals.

When writing self-evaluation comments, it is important to be honest and objective. Avoid making exaggerated or false claims about your abilities or achievements. Instead, focus on specific examples that demonstrate your skills and accomplishments.

• 30 Examples: Innovation and Creativity Self Evaluation Comments
• 45 Self Evaluation Sample Answers: Strengths and Weaknesses
• Authenticity: How to Be Your Authentic Self (Examples & Strategies)
• What is Problem Solving? (Steps, Techniques, Examples)
• What is Self Compassion? (Exercises, Methods, Examples)
• How to Cultivate Self-Discipline: Essential Strategies

More From Forbes

Six things professionals can learn from high school passion projects.

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Stephen Turban is one of the founders of Lumiere Education and a Harvard College graduate.

When making admissions decisions, college admissions officers face the challenging task of selecting a limited number of academically high-achieving students to accept. In this context, students must demonstrate a compelling “narrative” within their application that shows a clear trajectory of their interests, motivations and academic goals.

As a result, many motivated high school students undertake “passion projects” to refine their interests, build up their credentials and serve as the culmination of their high school experience. My company provides a research program for students, so this is something I’ve seen firsthand. For future engineering students, this might entail tackling a research project they submit for publication or competitions. Students interested in the humanities might launch an online publication featuring original analysis on topics in their intended field of study.

Outside the college admissions realm, the strategies and methods employed in high school passion projects offer meaningful lessons for the professional world. In this article, I’ll lay out six valuable features of completing high school passion projects and how professionals can learn from them.

1. Consolidating Goals

A strong passion project not only aims to increase one’s odds of admission at a school but also to prepare for specialized coursework at the college level. In your professional activities, it’s similarly strategic to view your work as both learning- and achievement-based.

As you advance in your career, you’re preparing yourself to handle increasingly challenging and significant tasks. If you’re working toward a promotion, you should be able to demonstrate that you’re not only a high-achieving employee but also someone dedicated to learning more about the field and building a wide-ranging skill set.

One way of doing this is to take initiative (and deliver results) in projects both within and tangential to your skill set. If you work in marketing, for example, it might be useful to collaborate and learn from the data analysis team. Not only does this signal high ownership, but it also signals your potential across workstreams.

2. Solving Real-World Problems

In admissions evaluations, the idea of “impact” is paramount. Even if two students have dedicated equal amounts of time to their project, the student who had the most tangible impact through their work will stand out most.

In the professional world, taking on new projects or initiatives will always add a line to your resume, but these will be overlooked if they hold limited significance to your role or fail to add value to your job performance. Design the projects you undertake strategically by focusing on how you can achieve the strongest results.

One way to address this is by identifying certain pain points within the organization and its workstreams and addressing them in order of urgency and impact. If you’re a project management professional, it might be useful to reorient certain aspects of the product management workflow, such as databases, communication touchpoints, etc. These are high-impact, high-urgency pain points that, if addressed in time, can help avoid large-scale issues within the workstream. On the other hand, focusing on the design of a particular piece of onboarding/reference collateral might not be as strategic of a move in terms of priority.

3. Crafting A Narrative

Crafting a narrative trajectory that highlights the evolution of one’s goals, passions and accomplishments isn’t just relevant to college applications. Although it might occur in a different context, this is a necessary skill for professional success. “Tell me about yourself” is a question to expect at every interview; it’s a moment where job seekers are tasked with giving a concise summary of their career and how each step of their professional life has led them to this job.

Just as passion projects serve as a mechanism for articulating students’ academic trajectories and accomplishments, professional undertakings should be planned with an eye toward how they add value to the trajectory of your career.

4. Building A Work Portfolio

Students with impressive passion projects can submit their work in an optional supplementary portfolio. Common examples include student researchers submitting abstracts or published articles and music students sharing performance recordings that might subsequently be reviewed by faculty who can advocate for their admission.

In highly competitive career fields, samples of successful work can be compelling when applying to jobs, advocating for a raise or requesting a reference from a supervisor. Try to make every project you complete an accomplishment that speaks to the extent of your abilities and your value in the workplace.

5. Sticking To A Timeline

High schoolers have a hard deadline for completing their passion projects. For their projects to add value to their college applications, everything must be wrapped up before the admissions cycle begins. In other words, the timeline is structured around the goals the project hopes to achieve.

When developing plans or projects in your professional life, try to avoid arbitrary deadlines. If there’s not a clear reason why something should be completed at a given time, it can lead to procrastination or delays if you shift your focus to another priority. Instead, consider timelines strategically. Aim to complete a given task when it would be most beneficial to your career or best prepare you to meet a longer-term goal.

6. Standing Out From The Crowd

One of the fundamental goals of high school passion projects is to differentiate a student from other similarly qualified candidates. Many applicants will have perfect grades and test scores but lack the aspect of uniqueness and ambition that passion projects demonstrate.

In the professional world, a similar principle can be applied. There might be a multitude of successful individuals in your field, but not all of them will demonstrate equal creativity or forward thinking. In your work, don’t limit yourself to doing things well; do things differently . Can you develop a new approach or solution to a common problem? Is there a way to make your business more innovative or offer a service or product that others lack?

Differentiating yourself from others in your field is an outstanding way to position yourself as a standout employee and lead you to greater success in your career.

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Research: How IT Can Solve Common Problems in DEI Initiatives

• Monideepa Tarafdar
• Marta Stelmaszak

Lessons from three organizations that successfully leveraged IT to drive structural change.

The authors’ research found that three persistent problems plague DEI initiatives: They do not connect to operational or strategic goals and objectives; they do not include the rank-and-file; and they are often implemented through periodic efforts like annual diversity training that aren’t integrated into day-to-day work processes. Organizations can overcome these problems by using IT in three ways.

Diversity, equity, and inclusion (DEI) programs are under attack. Confronted by high costs, mixed outcomes , unclear organizational benefits , and a political and regulatory backlash , organizations are rolling back their initiatives. Google and Meta, for example, recently reduced investment in their DEI programs and let go of DEI staff.

• Monideepa Tarafdar is Charles J. Dockendorff Endowed Professor at the Isenberg School of Management at the University of Massachusetts Amherst.
• Marta Stelmaszak is an assistant professor of information systems at the Isenberg School of Management at the University of Massachusetts Amherst.

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Curriculum-linked problems - Secondary Teachers

Successful mathematicians  understand curriculum concepts, are fluent in mathematical procedures, can solve problems, explain and justify their thinking, and have a positive attitude towards learning mathematics. 

For problems arranged by curriculum topic and age group, see our  Secondary Curriculum Mapping Document . The tasks, with short descriptions, also appear in the collections below, organised using the same curriculum headings.  For problems arranged by mathematical thinking skills, see our Mathematical Thinking  page. For problems arranged by mathematical mindsets, see our Mathematical Mindsets  page.

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School for the Creative and Cultural Industries

Supporting a Collaborative Economy: Work with UCL to solve your organisational challenges

13 August 2024

Are you facing complex organisational challenges that would benefit from interdisciplinary collaboration? We are offering organisations a unique opportunity to work with UCL students to facilitate creative problem-solving.

How do you address issues and solve problems involving diverse groups of stakeholders where there is a high degree of disagreement and multiple possible solutions?   What happens when colleagues disagree, and how can you disagree professionally and in ways that lead to mutual benefit and learning for the different communities involved?   

At UCL, we are keen to explore ‘disagreeing well’ and hold space for people with different voices, views and experiences to work together - a key consideration for the modern workplace. Our new Collaborative Economy Module, part of the Creative Arts and Humanities BA at the UCL East School for the Creative and Cultural Industries, offers an exciting opportunity for organisations to explore innovative problem-solving and knowledge exchange with UCL students, in an inclusive and constructive environment.   

This module is designed for students to gain practical experience by helping organisations articulate and address complex challenges through open dialogue, diverse perspectives, and creative solutions.  

How will we work together?  

Starting in January 2025, your organisation will be invited to work with students from UCL's Creative Arts and Humanities undergraduate programme, a bold, interdisciplinary degree that is the first of its kind in the UK.   

Our students will organise a Collaborative Economy event at our UCL East campus, where interested parties and stakeholders will have the opportunity to explore a complex problem facing their organisation.  

Through dynamic, collaborative sessions and activities, the event aims to facilitate interdisciplinary knowledge exchange and provide the time and space needed to explore meaningful and innovative solutions to these challenges.   

Our dedicated students will bring energy, creativity and fresh perspectives that will support your organisation to develop novel approaches and ways of thinking. In turn, students will gain practical industry experience, learning how different organisations operate and how to apply scholarship to real-world challenges.   

• January 2025: Initial briefing on the problem or the issue (1-3 people from your organisation) 
• Crafting of the event invitation: Working with your organisation to consider who should participate in this event 
• March 2025: Main collaborative event in March involving chosen colleagues and/or stakeholders  
• Final reflections: An evaluation will be completed by students and organisations following the event  

Who are we looking for?  

We are seeking to partner with organisations that share our commitment to more inclusive, creative, and solution-focused collaboration. We are looking for people who share our: 

• Commitment to Collaboration : A collaborative approach is at the heart of what we’re exploring. You should be enthusiastic about this process and open to new ways of working together. 
• Diversity of Perspectives : Organisations who bring, and who value, a range of perspectives to foster a rich exchange of ideas and insights. 
• Passion for Impact : People who share our passion for taking action and creating lasting, meaningful change. 
• Openness to Dialogue : Effective problem-solving requires open and honest communication. We value partners who are willing to engage in constructive dialogue, listen to different voices, and collaborate towards finding common ground.  

All organisations are welcome to register their interest, but please note that you will be responsible for your travel to the UCL East campus. We particularly welcome organisations from our east London community.     

Why partner with us?  

Our students are taught a variety of interdisciplinary methods, which will to support you to develop innovative and impactful solutions to your most pressing organisational challenges.      By taking part you’ll receive:  

• Time, space, and resources to explore creative problem-solving, collaboration and knowledge exchange  
• An opportunity to network with UCL students and researchers, and other organisations across different sectors 
• Use of our state-of-the-art facilities at UCL East with the potential of using our venue as an Away Day for your organisation    

How do I get involved?    

To register your interest, please complete this short form by 31 October 2024. All confirmed partners will be contacted by December 2024.  

Register your interest

If you would like to find out more or have an informal conversation about your organisation’s potential participation, please contact Anick Soni at  [email protected] .

The main event will be organised at a time that works for you and be held on site at our UCL East Campus at the heart of the Queen Elizabeth Olympic Park, part of East Bank, the UK's newest Cultural Quarter.    

Our confirmed partners so far include :  

UCL Special Collections : A UCL team managing a collection of over 10,000 metres of rare books, archives and manuscripts. They will lead a session at the Collaborative Economy event, bringing together key stakeholders to explore how to fully integrate Special Collections into all aspects of UCL’s research and learning.  

National Student Pride : A non-profit, volunteer-driven organisation that supports LGBTQIA+ students and recent graduates across the UK. Their flagship event takes place annually, with a focus on topical current affairs and a careers fair. They will be using this opportunity to explore ethical issues around fundraising and sponsorship policies.   

Further links

• Creative Arts and Humanities BA
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How Chain-of-Thought Reasoning Helps Neural Networks Compute

March 21, 2024

Writing out intermediate steps can make it easier to solve problems.

Nick Slater for Quanta Magazine

Introduction

Your grade school teacher probably didn’t show you how to add 20-digit numbers. But if you know how to add smaller numbers, all you need is paper and pencil and a bit of patience. Start with the ones place and work leftward step by step, and soon you’ll be stacking up quintillions with ease.

Problems like this are easy for humans, but only if we approach them in the right way. “How we humans solve these problems is not ‘stare at it and then write down the answer,’” said Eran Malach , a machine learning researcher at Harvard University. “We actually walk through the steps.”

That insight has inspired researchers studying the large language models that power chatbots like ChatGPT. While these systems might ace questions involving a few steps of arithmetic, they’ll often flub problems involving many steps, like calculating the sum of two large numbers. But in 2022, a team of Google researchers showed that asking language models to generate step-by-step solutions enabled the models to solve problems that had previously seemed beyond their reach. Their technique, called chain-of-thought prompting, soon became widespread, even as researchers struggled to understand what makes it work.

Now, several teams have explored the power of chain-of-thought reasoning by using techniques from an arcane branch of theoretical computer science called computational complexity theory. It’s the latest chapter in a line of research that uses complexity theory to study the intrinsic capabilities and limitations of language models. These efforts clarify where we should expect models to fail, and they might point toward new approaches to building them.

“They remove some of the magic,” said Dimitris Papailiopoulos , a machine learning researcher at the University of Wisconsin, Madison. “That’s a good thing.”

Training Transformers

Large language models are built around mathematical structures called artificial neural networks. The many “neurons” inside these networks perform simple mathematical operations on long strings of numbers representing individual words, transmuting each word that passes through the network into another. The details of this mathematical alchemy depend on another set of numbers called the network’s parameters, which quantify the strength of the connections between neurons.

To train a language model to produce coherent outputs, researchers typically start with a neural network whose parameters all have random values, and then feed it reams of data from around the internet. Each time the model sees a new block of text, it tries to predict each word in turn: It guesses the second word based on the first, the third based on the first two, and so on. It compares each prediction to the actual text, then tweaks its parameters to reduce the difference. Each tweak only changes the model’s predictions a tiny bit, but somehow their collective effect enables a model to respond coherently to inputs it has never seen.

Researchers have been training neural networks to process language for 20 years. But the work really took off in 2017, when researchers at Google introduced a new kind of network called a transformer.

“This was proposed seven years ago, which seems like prehistory,” said Pablo Barceló , a machine learning researcher at the Pontifical Catholic University of Chile.

What made transformers so transformative is that it’s easy to scale them up — to increase the number of parameters and the amount of training data — without making training prohibitively expensive. Before transformers, neural networks had at most a few hundred million parameters; today, the largest transformer-based models have more than a trillion. Much of the improvement in language-model performance over the past five years comes from simply scaling up.

Transformers made this possible by using special mathematical structures called attention heads, which give them a sort of bird’s-eye view of the text they’re reading. When a transformer reads a new block of text, its attention heads quickly scan the whole thing and identify relevant connections between words — perhaps noting that the fourth and eighth words are likely to be most useful for predicting the 10th. Then the attention heads pass words along to an enormous web of neurons called a feedforward network, which does the heavy number crunching needed to generate the predictions that help it learn.

Real transformers have multiple layers of attention heads separated by feedforward networks, and only spit out predictions after the last layer. But at each layer, the attention heads have already identified the most relevant context for each word, so the computationally intensive feedforward step can happen simultaneously for every word in the text. That speeds up the training process, making it possible to train transformers on increasingly large sets of data. Even more important, it allows researchers to spread the enormous computational load of training a massive neural network across many processors working in tandem.

To get the most out of massive data sets, “you have to make the models really large,” said David Chiang , a machine learning researcher at the University of Notre Dame. “It’s just not going to be practical to train them unless it’s parallelized.”

However, the parallel structure that makes it so easy to train transformers doesn’t help after training — at that point, there’s no need to predict words that already exist. During ordinary operation, transformers output one word at a time, tacking each output back onto the input before generating the next word, but they’re still stuck with an architecture optimized for parallel processing.

As transformer-based models grew and certain tasks continued to give them trouble, some researchers began to wonder whether the push toward more parallelizable models had come at a cost. Was there a way to understand the behavior of transformers theoretically?

The Complexity of Transformers

Theoretical studies of neural networks face many difficulties, especially when they try to account for training. Neural networks use a well-known procedure to tweak their parameters at each step of the training process. But it can be difficult to understand why this simple procedure converges on a good set of parameters.

Rather than consider what happens during training, some researchers study the intrinsic capabilities of transformers by imagining that it’s possible to adjust their parameters to any arbitrary values. This amounts to treating a transformer as a special type of programmable computer.

“You’ve got some computing device, and you want to know, ‘Well, what can it do? What kinds of functions can it compute?’” Chiang said.

These are the central questions in the formal study of computation. The field dates back to 1936, when Alan Turing first imagined a fanciful device , now called a Turing machine, that could perform any computation by reading and writing symbols on an infinite tape. Computational complexity theorists would later build on Turing’s work by proving that computational problems naturally fall into different complexity classes defined by the resources required to solve them.

In 2019, Barceló and two other researchers proved that an idealized version of a transformer with a fixed number of parameters could be just as powerful as a Turing machine. If you set up a transformer to repeatedly feed its output back in as an input and set the parameters to the appropriate values for the specific problem you want to solve, it will eventually spit out the correct answer.

That result was a starting point, but it relied on some unrealistic assumptions that would likely overestimate the power of transformers. In the years since, researchers have worked to develop more realistic theoretical frameworks.

One such effort began in 2021, when William Merrill , now a graduate student at New York University, was leaving a two-year fellowship at the Allen Institute for Artificial Intelligence in Seattle. While there, he’d analyzed other kinds of neural networks using techniques that seemed like a poor fit for transformers’ parallel architecture. Shortly before leaving, he struck up a conversation with the Allen Institute for AI researcher Ashish Sabharwal , who’d studied complexity theory before moving into AI research. They began to suspect that complexity theory might help them understand the limits of transformers.

“It just seemed like it’s a simple model; there must be some limitations that one can just nail down,” Sabharwal said.

The pair analyzed transformers using a branch of computational complexity theory, called circuit complexity, that is often used to study parallel computation and had recently been applied to simplified versions of transformers. Over the following year, they refined several of the unrealistic assumptions in previous work. To study how the parallel structure of transformers might limit their capabilities, the pair considered the case where transformers didn’t feed their output back into their input — instead, their first output would have to be the final answer. They proved that the transformers in this theoretical framework couldn’t solve any computational problems that lie outside a specific complexity class. And many math problems, including relatively simple ones like solving linear equations, are thought to lie outside this class.

Basically, they showed that parallelism did come at a cost — at least when transformers had to spit out an answer right away. “Transformers are quite weak if the way you use them is you give an input, and you just expect an immediate answer,” Merrill said.

Thought Experiments

Merrill and Sabharwal’s results raised a natural question — how much more powerful do transformers become when they’re allowed to recycle their outputs? Barceló and his co-authors had studied this case in their 2019 analysis of idealized transformers, but with more realistic assumptions the question remained open. And in the intervening years, researchers had discovered chain-of-thought prompting, giving the question a newfound relevance.

Merrill and Sabharwal knew that their purely mathematical approach couldn’t capture all aspects of chain-of-thought reasoning in real language models, where the wording in the prompt can be very important . But no matter how a prompt is phrased, as long as it causes a language model to output step-by-step solutions, the model can in principle reuse the results of intermediate steps on subsequent passes through the transformer. That could provide a way to evade the limits of parallel computation.

Meanwhile, a team from Peking University had been thinking along similar lines, and their preliminary results were positive. In a May 2023 paper, they identified some math problems that should be impossible for ordinary transformers in Merrill and Sabharwal’s framework, and showed that intermediate steps enabled the transformers to solve these problems.

In October, Merrill and Sabharwal followed up their earlier work with a detailed theoretical study of the computational power of chain of thought. They quantified how that extra computational power depends on the number of intermediate steps a transformer is allowed to use before it must spit out a final answer. In general, researchers expect the appropriate number of intermediate steps for solving any problem to depend on the size of the input to the problem. For example, the simplest strategy for adding two 20-digit numbers requires twice as many intermediate addition steps as the same approach to adding two 10-digit numbers.

Examples like this suggest that transformers wouldn’t gain much from using just a few intermediate steps. Indeed, Merrill and Sabharwal proved that chain of thought only really begins to help when the number of intermediate steps grows in proportion to the size of the input, and many problems require the number of intermediate steps to grow much larger still.

The thoroughness of the result impressed researchers. “They really pinned this down,” said Daniel Hsu , a machine learning researcher at Columbia University.

Merrill and Sabharwal’s recent work indicates that chain of thought isn’t a panacea — in principle, it can help transformers solve harder problems, but only at the cost of a lot of computational effort.

“We’re interested in different ways of getting around the limitations of transformers with one step,” Merrill said. “Chain of thought is one way, but this paper shows that it might not be the most economical way.”

Back to Reality

Still, researchers caution that this sort of theoretical analysis can only reveal so much about real language models. Positive results — proofs that transformers can in principle solve certain problems — don’t imply that a language model will actually learn those solutions during training.

And even results that address the limitations of transformers come with caveats: They indicate that no transformer can solve certain problems perfectly in all cases. Of course, that’s a pretty high bar. “There might be special cases of the problem that it could handle just fine,” Hsu said.

Despite these caveats, the new work offers a template for analyzing different kinds of neural network architectures that might eventually replace transformers. If a complexity theory analysis suggests that certain types of networks are more powerful than others, that would be evidence that those networks might fare better in the real world as well.

Chiang also stressed that research on the limitations of transformers is all the more valuable as language models are increasingly used in a wide range of real-world applications, making it easy to overestimate their abilities.

“There’s actually a lot of things that they don’t do that well, and we need to be very, very cognizant of what the limitations are,” Chiang said. “That’s why this kind of work is really important.”

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