what has been your personal approach to problem solving at work

How to answer "What is your approach to problem-solving?" (with sample answers)

Why Employers Ask This

The question "What is your approach to problem-solving?" is a commonly asked question in job interviews. This is because employers want to know how you handle challenges and overcome obstacles, as problem-solving is an essential skill in any work environment. They need someone who can think critically and come up with effective solutions to workplace problems.

Employers also want to understand your problem-solving process to see if it aligns with the company's culture and values. They may ask about your approach to problem-solving to see if you are a strategic thinker who can prioritize tasks and make sound decisions under pressure.

How to Answer the Question

When answering this question, it's essential to understand that the interviewer is looking for specific details about your problem-solving approach. Here are some tips to help you structure your answer:

• Describe the Problem: Start by describing the problem you faced. Explain the context, who was involved, and what caused the problem. Be specific and use examples to support your statements.
• Explain Your Approach: Next, describe the steps you took to solve the problem. Be clear about your methods and tools used, while also considering the company's core values in your approach. Make sure to highlight how your approach addressed the problem's root cause and achieved a meaningful resolution.
• Share the Outcome: Finally, share the outcome of your actions. Explain how your approach was successful, how you measured it, and what benefits it brought to the organization. If you were not able to solve the problem, explain what steps you took and what you learned from the process.

Remember to use specific examples, demonstrate your problem-solving skills in the best light possible, and share outcomes to show initiative and showcase your ability to effectively address problems.

Sample answers

1. bad answer:.

My approach to problem-solving is to just come up with a quick solution and see if it works. If it doesn't, I try something else until I find something that works.

Why it's bad: This answer shows a lack of preparation and planning. It doesn't demonstrate any critical thinking or analytical skills that a potential employer would value.

2. Good answer:

My approach to problem-solving is to first assess the situation and gather all the information I can. Then, I break down the problem into smaller parts and identify any potential obstacles or challenges. Once I have a clear understanding of the issue, I brainstorm a range of possible solutions, evaluate each option, and select the best course of action. Finally, I implement and monitor the chosen solution to ensure its effectiveness and make adjustments if necessary.

Why it's good: This answer shows a structured and methodical approach to problem-solving. The potential employer will appreciate the candidate's attention to detail and ability to work through complex problems.

3. Good answer:

My approach to problem-solving is to involve my team members and stakeholders. I find that collaborating with others brings in different perspectives that I may not have thought of on my own. I encourage open communication and brainstorming sessions where everyone is free to contribute their ideas. Then, we evaluate each idea and select the best one together as a team. This helps create a sense of ownership and buy-in from everyone involved.

Why it's good: This answer shows strong leadership and teamwork skills. The potential employer will appreciate the candidate's ability to work well with others and successfully navigate group dynamics to find the best solution.

4. Okay answer:

My approach to problem-solving is to stay calm and reflective. I take a moment to step back, assess the situation objectively, and then determine what actions to take. I try to look at the problem from different angles to find the root cause and develop a strategy to resolve it.

Why it's okay: This answer shows a level-headedness in managing stressful situations and a willingness to think outside the box. However, it could benefit from more specific examples that demonstrate critical thinking and problem-solving skills.

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 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.

In conclusion, 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 fast-paced and 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.

In conclusion, 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 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

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 the collective problem-solving abilities of an organization, 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.

In today’s dynamic work environment, 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.

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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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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

In this ebook, learn how to equip employees to make better decisions—so your business can pivot, adapt, and tackle challenges more effectively than your competition.

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 .

Related resources

6 ways to develop adaptability in the workplace and embrace change

4 ways to establish roles and responsibilities for team success

9 tips for taking better meeting notes

How Asana streamlines strategic planning with work management

What is Problem Solving? (Steps, Techniques, Examples)

By Status.net Editorial Team on May 7, 2023 — 5 minutes to read

What Is Problem Solving?

Definition and importance.

Problem solving is the process of finding solutions to obstacles or challenges you encounter in your life or work. It is a crucial skill that allows you to tackle complex situations, adapt to changes, and overcome difficulties with ease. Mastering this ability will contribute to both your personal and professional growth, leading to more successful outcomes and better decision-making.

Problem-Solving Steps

The problem-solving process typically includes the following steps:

• Identify the issue : Recognize the problem that needs to be solved.
• Analyze the situation : Examine the issue in depth, gather all relevant information, and consider any limitations or constraints that may be present.
• Generate potential solutions : Brainstorm a list of possible solutions to the issue, without immediately judging or evaluating them.
• Evaluate options : Weigh the pros and cons of each potential solution, considering factors such as feasibility, effectiveness, and potential risks.
• Select the best solution : Choose the option that best addresses the problem and aligns with your objectives.
• Implement the solution : Put the selected solution into action and monitor the results to ensure it resolves the issue.
• Review and learn : Reflect on the problem-solving process, identify any improvements or adjustments that can be made, and apply these learnings to future situations.

Defining the Problem

To start tackling a problem, first, identify and understand it. Analyzing the issue thoroughly helps to clarify its scope and nature. Ask questions to gather information and consider the problem from various angles. Some strategies to define the problem include:

• Brainstorming with others
• Asking the 5 Ws and 1 H (Who, What, When, Where, Why, and How)
• Analyzing cause and effect
• Creating a problem statement

Generating Solutions

Once the problem is clearly understood, brainstorm possible solutions. Think creatively and keep an open mind, as well as considering lessons from past experiences. Consider:

• Creating a list of potential ideas to solve the problem
• Grouping and categorizing similar solutions
• Prioritizing potential solutions based on feasibility, cost, and resources required
• Involving others to share diverse opinions and inputs

Evaluating and Selecting Solutions

Evaluate each potential solution, weighing its pros and cons. To facilitate decision-making, use techniques such as:

• SWOT analysis (Strengths, Weaknesses, Opportunities, Threats)
• Decision-making matrices
• Pros and cons lists
• Risk assessments

After evaluating, choose the most suitable solution based on effectiveness, cost, and time constraints.

Implementing and Monitoring the Solution

Implement the chosen solution and monitor its progress. Key actions include:

• Communicating the solution to relevant parties
• Setting timelines and milestones
• Assigning tasks and responsibilities
• Monitoring the solution and making adjustments as necessary
• Evaluating the effectiveness of the solution after implementation

Utilize feedback from stakeholders and consider potential improvements. Remember that problem-solving is an ongoing process that can always be refined and enhanced.

Problem-Solving Techniques

During each step, you may find it helpful to utilize various problem-solving techniques, such as:

• Brainstorming : A free-flowing, open-minded session where ideas are generated and listed without judgment, to encourage creativity and innovative thinking.
• Root cause analysis : A method that explores the underlying causes of a problem to find the most effective solution rather than addressing superficial symptoms.
• SWOT analysis : A tool used to evaluate the strengths, weaknesses, opportunities, and threats related to a problem or decision, providing a comprehensive view of the situation.
• Mind mapping : A visual technique that uses diagrams to organize and connect ideas, helping to identify patterns, relationships, and possible solutions.

Brainstorming

When facing a problem, start by conducting a brainstorming session. Gather your team and encourage an open discussion where everyone contributes ideas, no matter how outlandish they may seem. This helps you:

• Generate a diverse range of solutions
• Encourage all team members to participate
• Foster creative thinking

When brainstorming, remember to:

• Reserve judgment until the session is over
• Encourage wild ideas
• Combine and improve upon ideas

Root Cause Analysis

For effective problem-solving, identifying the root cause of the issue at hand is crucial. Try these methods:

• 5 Whys : Ask “why” five times to get to the underlying cause.
• Fishbone Diagram : Create a diagram representing the problem and break it down into categories of potential causes.
• Pareto Analysis : Determine the few most significant causes underlying the majority of problems.

SWOT Analysis

SWOT analysis helps you examine the Strengths, Weaknesses, Opportunities, and Threats related to your problem. To perform a SWOT analysis:

• List your problem’s strengths, such as relevant resources or strong partnerships.
• Identify its weaknesses, such as knowledge gaps or limited resources.
• Explore opportunities, like trends or new technologies, that could help solve the problem.
• Recognize potential threats, like competition or regulatory barriers.

SWOT analysis aids in understanding the internal and external factors affecting the problem, which can help guide your solution.

Mind Mapping

A mind map is a visual representation of your problem and potential solutions. It enables you to organize information in a structured and intuitive manner. To create a mind map:

• Write the problem in the center of a blank page.
• Draw branches from the central problem to related sub-problems or contributing factors.
• Add more branches to represent potential solutions or further ideas.

Mind mapping allows you to visually see connections between ideas and promotes creativity in problem-solving.

Examples of Problem Solving in Various Contexts

In the business world, you might encounter problems related to finances, operations, or communication. Applying problem-solving skills in these situations could look like:

• Identifying areas of improvement in your company’s financial performance and implementing cost-saving measures
• Resolving internal conflicts among team members by listening and understanding different perspectives, then proposing and negotiating solutions
• Streamlining a process for better productivity by removing redundancies, automating tasks, or re-allocating resources

In educational contexts, problem-solving can be seen in various aspects, such as:

• Addressing a gap in students’ understanding by employing diverse teaching methods to cater to different learning styles
• Developing a strategy for successful time management to balance academic responsibilities and extracurricular activities
• Seeking resources and support to provide equal opportunities for learners with special needs or disabilities

Everyday life is full of challenges that require problem-solving skills. Some examples include:

• Overcoming a personal obstacle, such as improving your fitness level, by establishing achievable goals, measuring progress, and adjusting your approach accordingly
• Navigating a new environment or city by researching your surroundings, asking for directions, or using technology like GPS to guide you
• Dealing with a sudden change, like a change in your work schedule, by assessing the situation, identifying potential impacts, and adapting your plans to accommodate the change.
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• Jun 15, 2022

How to Solve Problems at Work: A Step-by-Step Guide

Got 99 problems at work? Here’s how to solve them.

Melina Theodorou

Career and Culture Writer

Reviewed by Chris Leitch

The ability to solve problems effectively is one of the most valuable skills you can have.

Regardless your line of work, you’ve probably been faced with numerous situations, both in your personal and professional life , that required swift action to prevent further escalation of the problem. Whether you have to deal with an ongoing cross-department feud, staff shortages, project delivery delays or dysfunctional equipment, there are always fires that need to be put out at work.

Problem solving is often an intuitive process, but certain problems may require a more tactical and meticulous approach to ensure that they’re resolved successfully. In this article, we’ll walk you through the necessary steps you need to follow to become a better problem-solver at work — and beyond.

Step 1: Define the problem

Before you go into problem-solving mode, you must first establish what the problem is and get a solid understanding of all its components.

Start by answering a few questions, such as:

• Who is involved?
• What exactly happened?
• What caused the situation?
• Where did this problem occur?
• Why did it happen?
• What are the immediate effects of this problem?
• How is this problem affecting others?
• How is this problem affecting workflow?

By tackling some of these questions, you’ll be able to understand the full scale of the problem you’re facing, as well as all the aspects you’ll need to consider before you begin working on a solution.

Step 2: Collect feedback

If the problem at hand involves different people, then it's vital to let them offer their insights, too.

Each person may have a different view of what the problem is and what may be causing it. By allowing others to voice their concerns and share their perspective, you can gain a well-rounded understanding of the issue at hand. That said, to be able to come up with an effective solution, you must separate opinion from fact.

You must also take people’s interests into account. How is this problem affecting them? What solution would benefit them? Using tools such as surveys and hosting discussions could be an effective way to receive honest feedback and suggestions.

Step 3: Identify the source of the issue

Beyond defining the problem that you’re faced with, you may also need to identify the root of the problem. This will guide you towards a solution that not only fixes the problem that lies at the surface but also resolve a far deeper issue that could cause more problems to arise in the future.

Using the information you’ve collected, along with the feedback you received, you’ll be able to determine what may be the underlying cause of the problem you’re facing.

For example, you may be working on a collaborative project with colleagues from different departments and teams. However, you’re facing constant delays due to wires getting constantly crossed.

The apparent problem might be a lack of communication and team effort but, in reality, the source of the issue could be that the team didn’t come up with an action plan and set any clear objectives before embarking on the project. Therefore, to come up with a solution, you must first understand where the problem is stemming from.

Step 4: Brainstorm for solutions

Once you’ve determined what the problem is, it’s time to start brainstorming for ways to resolve it. Depending on the nature of the issue, you could brainstorm independently or have others participate in this process.

At this stage, you’ll need to take into consideration all the information, insights and feedback you have received to come up with appropriate solutions that could address the problem without creating new issues in the process.

Allow your imagination to run wild, and consider options from different angles. That said, give yourself a framework to work with; you’ll need to define what the objectives and desired outcomes of these solutions are, as well as any other considerations and limitations that need to be taken into account. You’ll also need to set a deadline, both for this step and the entire process ahead.

Step 5: Utilize problem-solving techniques

When faced with a problem that needs to be resolved quickly and effectively, there are a few techniques you can integrate within the process, including:

The five whys

Use this method to get to the root cause of a problem. Start by defining the problem and then ask why this is occurring. Your answer must be objective and grounded in fact. Then, ask why again in succession to your first answer. Repeat this process three more times, each time framing your “why” around your latest response.

Six thinking hats

This technique allows you to view the outstanding problem from six different perspectives; by the time you have ‘’tried’’ all the hats, you will have a richer insight into the situation. If you’re working on a problem as a team, each person can ‘’wear’’ a different hat.

The blue hat manages the decision-making process , focusing on summarizing all information. The green hat explores creative ideas and solutions. The red hat prioritizes emotions and feelings. The yellow hat focuses on the positive side of each idea. The white hat represents facts and figures. Finally, the black hat uses criticism to cancel out bad ideas.

Failure mode and effects analysis

With this method, you can identify potential failures and problems within your solution strategy. This could require a deeper analysis as well as previous data to support this process. In the end, you’ll be able to take preventative measures before you implement any solutions.

This technique facilitates discussion among bigger groups, helping them approach a problem in a more relaxed and creative setting. To start, create a space modeled after a café, and then let participants discuss and explore ongoing problems.

Step 6: Evaluate the alternatives

Once the brainstorming stage has been completed, you’ll need to evaluate your ideas, considering their merits and fallbacks.

The alternative you choose needs to meet certain criteria. For example, it needs to be aligned to the objectives and goals you established. Furthermore, you must ensure that everyone involved in this process agrees with the choice. More importantly, you should take the feasibility of this solution into account by considering budget constraints, resources, time, and company policies.

Utilizing SWOT analysis will certainly help here. With it, you can identify the strengths, weaknesses, opportunities and threats attached to each possible solution. Ultimately, this will allow you to select the most appropriate choice.

By measuring these alternatives against these guidelines, you’ll be able to evaluate them individually and determine which one is the wisest choice.

Step 7: Implement the chosen solution

So, you’ve defined the problem, brainstormed a solution, evaluated your options and made your choice on how to address the issue. Now, it’s time to create an implementation strategy and set its wheels in motion.

If you’re working on resolving a problem individually, then you’ll need to determine how to best implement the solution to the problem. Whether it’s a step-by-step action plan, a detailed to-do list or a multitiered scheme, breaking down the process in more digestible sections will help you get started.

Meanwhile, if you’re working as part of a team, tasks will need to be distributed accordingly and allocated to each team member based on their roles. It’s important to check in with others during this stage and ensure that the implementation strategy is going to plan. And in case it isn’t, you’ll need to reconvene accordingly.

Step 8: Monitor progress

Once you have implemented your solution, you’ll need to monitor the progress that is made. This will enable you to identify areas that might need to be adjusted or changed so that you can meet your initial objectives.

If this was a collective effort, then having open channels of communication with the rest of your team will help you gather necessary feedback, too.

Step 9: Document everything

An important step that you should enforce throughout this process is keeping a detailed record of everything. This could include minutes from brainstorming sessions, notes on the initial problem, and plans on the implementation strategy.

By doing so, you’ll be able to preserve everything that was discussed, considered and examined while working towards solving this problem, and it will also help you reevaluate certain decisions and outcomes as you monitor progress.

Key takeaways

When faced with complex situations, you must take the time to create a solution that will address the problem effectively and, hopefully, prevent it from reoccurring.

Use the above steps as a blueprint to guide yourself, and your team, through the problem-solving process. Before you can find a solution, you must first understand the problem in detail and gain insight into why it happened. From there on, you’ll be able to come up with an appropriate strategy that will address the issue at hand.

Got a question or want to share your own tips and thoughts on solving problems at work? Let us know in the comments section below.

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Stuck on a Problem? Try Switching Up Your Approach

A conversation with Cheryl Strauss Einhorn on decision-making dexterity.

• Apple Podcasts

Many leaders confidently go about tackling challenges. After all, relying on their experience got them to where they are. But taking the same approach over and over again can actually hold you back. Sometimes you need to switch up your tactics to break through to the next level. Decision-making expert Cheryl Strauss Einhorn says the first step is to understand your personal problem-solving style. Then she explains a framework to assess the situation and select the best approach. Einhorn is founder and CEO of Decisive. She also wrote the book  Problem Solver: Maximizing Your Strengths to Make Better Decisions  and the HBR article “ When Your Go-To Problem-Solving Approach Fails .”

CURT NICKISCH: Welcome to the HBR IdeaCast from Harvard Business Review. I’m Curt Nickisch.

At this stage in your career, whether you realize it or not, you probably lean on the same framework to make decisions. Call it a habit or a pattern, whether it’s unconscious or deliberate. Like it or not, you have developed your own tried and true decision-making style. But is it really the best way?

Often the model that you turn to to solve problems and make decisions is the one you’ve grown comfortable with, but it’s not necessarily the most effective one for that situation. Even the best leaders sometimes need a refresh, and that’s especially true when your default doesn’t seem to be working in a new scenario.

Our guest today studies the behaviors and psychology behind making decisions. In fact, she has identified five different archetypes. She says that the key to solving the latest challenge you face might be in understanding your own style and knowing when to switch up your approach.

Cheryl Strauss Einhorn is the founder and CEO of Decisive, a decision sciences consultancy. She also wrote the book Problem Solver and the HBR article “When Your Go-To Problem Solving Approach Fails.” Cheryl, thanks for joining.

CHERYL STRAUSS EINHORN: Thank you so much for having me.

CURT NICKISCH: So we’re going to talk about the main kinds of decision makers that you’ve identified in a bit. But I want to start by asking, why do we tend to fall back on certain patterns or behaviors around decision making? Where does that come from?

CHERYL STRAUSS EINHORN: Well, there’s really two reasons. First, we have comfortable ways of being. If you think about it, most of us are as people who are right-handed, more comfortable doing things with our right hand. Or if we’re left-handed, left-hand. And our dominant ways of being as decision-makers are similar. It’s a comfortable way that we work in the world. And then the second point is that the way that we present ourselves, those habits and patterns that are comfortable, they speak to an underlying set of values, and those are the values that underpin how we make our decisions.

CURT NICKISCH: And is this any different for business leaders that are thrust into new situations, it’s almost like maybe you’re forced to use your left hand, where normally you wouldn’t?

CHERYL STRAUSS EINHORN: I think for somebody who’s very experienced, they have habits and patterns of behaving that have really worked well for them. And I think they then therefore may tend to have a stronger bias to do those things that have worked well. And so it is in really trying to pry open that cognitive space to allow for new information and new thinking that can really give them the opportunity therefore to do something different.

CURT NICKISCH: So it almost sounds like it might actually be harder for a business leader because they’re thinking of themselves, “The way I do things has been successful. It’s gotten me to this point, and because of that, you might have a little bit of a failure of imagination.

CHERYL STRAUSS EINHORN: And also a real comfort that you have this data set behind you of success. And so I think that that’s right.

CURT NICKISCH: So before we get into trying to solve a problem when your standard approach just isn’t working, we should talk about the different kinds of problem solvers that you’ve identified through your work and research: these are adventurers, detectives, listeners, thinkers, and visionaries. Can you quickly run through each of those and just give us the main attributes?

CHERYL STRAUSS EINHORN: So I gave them each fun names because we think in language. The adventurer is somebody who makes decisions easily, they tend to go with their gut, but therefore they may downplay the evidence and input from others, especially if it contradicts their gut reaction.

For detectives, and I’m a detective, we’re people who like to follow the data. A downside of that may be that we overvalue facts and we undervalue people.

Listeners are our most collaborative and cooperative decision makers. They generally want to solicit the input of others, but sometimes they have difficulty accessing their own inner voice.

Thinkers are people who have the action in between their ears. They want to understand the why. They thrive on identifying multiple pathways and outcome, but they can struggle to make decision in a timely manner as they tend to end up in a frame blindness looking at one option against the other, which may miss the bigger picture.

And then we have our visionaries. They pride themselves on seeing pathways that others don’t, but therefore they may have a scarcity bias or want to avoid the ordinary even when it can be effective. And so I hope what you can see here is that each of these approaches brings a different underlying value structure and therefore they’re optimizing for different things in the way that they solve problems.

CURT NICKISCH: I just thought to myself what style I probably am. And I bet a lot of listeners did the same thing. Let me give you an example of something you might have to do as a manager:  catering for a business meeting. You’ve got a bunch of people in, maybe people from different teams, not your normal meeting, and you have to decide how to feed everybody for lunch during this long meeting. How would each of those archetypes or personality styles choose that differently?

CHERYL STRAUSS EINHORN: Well, I think that this is something that many people can relate to, right? So in the catering example, the adventurer might look at the menu of things that she could be offering and she’s going to immediately pick one and say, “That looks good.” Because she’s going to feel a natural instinct and she can get the decision over pretty quickly because she feels confident.

The detective is going to look at the different ingredients and think about what would be a really good option that everybody might be able to eat and she’s going to be anchored in that detail for instance, “Oh, I can see that this would be something that would be acceptable to a lot of people,” and she’ll make the choice based on those facts.

For the listener, she might really want to be taking into account the different eating needs that everybody has and how hot the room might be. And she might be thinking about what would be comfortable if it had to sit out, for example, and how to really make sure that everybody feels welcome in that moment because focused on the people.

CURT NICKISCH: Does she actually go out and ask people what they want or do a poll?

CHERYL STRAUSS EINHORN: Absolutely. She might go out and ask people. She might say, “Hey, I’d like to ask everybody, ‘Are there any food allergies?’.” Because she absolutely is focused on making sure that the people feel included and that she’s doing this in a collaborative, cooperative way.

For the thinker, she may look at the different options and weigh one against another. “This meal might make everybody feel really full, but this meal might be more well-balanced and so on,” and really spend time thinking about how can she mitigate the downside because the thinker has a loss aversion. They would rather make sure that the decision doesn’t fail than optimize for the best possible outcome or the best outcome possible.

And then the visionary might look at the choices and say, “Well, I like this dish, but I like the sauce from something else,” and might ask if she can create something that’s not even exactly on the menu.

CURT NICKISCH: So that’s kind of fascinating, and I think that kind of helps each of us listening sort of even better identify what type we might have. When does this normally come up where you realize that your style doesn’t always work?

CHERYL STRAUSS EINHORN: Well, there are times where we have something that I call situationality that can get in the way. Situationality is the culmination of many factors within context. It includes our location, our life stage, our decision ownership, and our team dynamics, and sometimes that can be a very good thing.

So if you’re an adventurer for example, and you normally have a gut inclination that tells you how you’d like to proceed, if you’re in a brand new environment, maybe you’re starting a new job, to show up as a listener and take time to hear maybe the pathway that this organization wants you to follow that can help you to build a relationship and to also take a temperature, “Was my gut inclination aligned with how this organization actually wants to make this decision?”

CURT NICKISCH: The key lesson there is that that style got you to get that job, but it doesn’t always mean that that style is going to be the most successful in that job.

CHERYL STRAUSS EINHORN: Or it might not be successful right at the outset when you’re just initially meeting the people and learning about the job responsibilities itself for that particular organization. I think that’s exactly right. At other times situationality can get in our way. We might have a dominant way of being, and then something happens and all of a sudden we end up in a situation with a lot of friction.

And I’ll give you an example. I was working with a visionary CEO of a geospatial technology company. As a visionary, he really is focused on this big picture vision of the good that he can bring to the world with his new technology, and it gives him a lot of flexibility for how to get to that vision.

But at one point, when he was accepted into a prestigious National Science Foundation program, he ended up hearing information that really caused him concern. He acted as a detective, shrinking his worldview to really focus and zero in on these details that he didn’t like and got so stuck in the weeds that he had a lot of problems with the leadership of the program.

In working together, we were able to examine that all of a sudden the detective had intruded in this situation to override his visionary. Once we were able to look at that, he was able to realign that in being the visionary and holding onto this picture of the good that he could be bringing to the world, he was better able to lift himself out of those details to get back on board that the leadership of this program was actually trying to help him all along to bring his beautiful vision to the world, and that decreased the friction and enabled him to succeed.

CURT NICKISCH: I definitely see a strong case here for changing your style depending on the situation. What do you do first as you realize you’re hitting your head against the wall on a problem or something that you can’t seem to figure out? What’s the first question that you ask yourself in that situation?

CHERYL STRAUSS EINHORN: I think the first thing you want to do is to define the problem. What’s the negative experience that you’re having in the workplace that requires a decision? And then ask yourself to assess the location and team dynamics. Where are you working? Are you in an office or remote? Are you part of a team? Are you independent? And so on.

And then from there, I think you can consider your own career stage. Are you starting? Are you at the peak? Might you be counting your days until retirement? And then you can think about the other people’s perspective that you’re working with. Who are those stakeholders? How are they trying to make the situation work or not work? And then you can look at your own level of decision ownership, right? Is it your decision to make or how much will you be impacted by the decision outcome?

And then you can connect this situationality back to your problem solver profile. And you can look at whether or not you’re showing up in one of the other profiles, and then you can return to look at your own problem solver profile because it’s usually returning back to what that dominant profile is that you can lean into the strengths of that approach to help you right the ship and make more effective decisions with others.

CURT NICKISCH: So what else can you do to try to overcome the blind spots or the patterns behavior that you typically fall back on?

CHERYL STRAUSS EINHORN: I think the first thing is to gain awareness. So for instance, for an adventurer, she has an optimism bias. She knows that if she makes a decision and it goes awry, guess what? The next decision is always ahead. And so she might tend to gloss over facts or important details. And so recognizing that there is that optimism bias can really be very useful to help you check and challenge it.

Similarly, for the detective who likes evidence, she’s often somebody who feels very comfortable doing research, and therefore she can have an underlying confirmation bias where she can go and identify how a specific piece of information favors the hypothesis that she has, but that’s not as good or as rigorous as looking for disconfirming data. And so again, knowing your problem solver profile, the strengths and the related cognitive biases is the first step to being able to really build your awareness so that you can have an opportunity to check and challenge what you normally do.

CURT NICKISCH: I thought it was interesting what you said earlier about somebody close to retirement, how that might change the decision they make or how they approach it. How else can this change depending on the stage of your career?

CHERYL STRAUSS EINHORN: Well, I think in this stage of your career, we were talking about before that you might have somebody who’s very experienced, so they have a way of thinking about how a decision should be made that provides them knowledge, but it also may mean that they have more biases associated with the way that it’s been done. If you’re a seasoned professional, you may be able to speak to a problem that you’ve solved before with expertise, and that might make it more difficult to reconsider how you approach the problem. That’s not always true, but certainly the experience content to narrow what we think the actual answer should be instead of expanding it.

CURT NICKISCH: Yeah, I wonder if sometimes you realize that the decision that you’re struggling with is actually not your decision, or maybe you have claimed too much of it, then you realize? How much does decision ownership play into this process?

CHERYL STRAUSS EINHORN: I think decision ownership is something that’s underappreciated, right? Thinking about, is it your decision to make? How much will you or your organization be impacted? And how important is the decision to you or your organization? Impact and importance are obviously not the same thing, because impact is the effect on someone or something and importance is the significance or the value. So you can have a decision that can have a significant impact, but be of little importance and vice versa.

So thinking about whether or not it’s your decision to actually make and how much it requires input and sign off from others can really help you to see whether or not you have worked well enough to include the voices of the other stakeholders. Because holistic problem solving occurs when you are actively including the other people who are going to be impacted by the decision that’s being made.

CURT NICKISCH: Is somebody who is a listener, are they just by default more successful in these situations? Is it basically just trying to change your style so that you are more of a listener? Or is decision ownership more than that?

CHERYL STRAUSS EINHORN: That’s a very interesting point you’re making, because for a listener, they would actively want to be including people to make a decision. For a detective, they may or may not include other people because they naturally want to go and find the data. For an adventurer, they’d want to make the decision pretty quickly because they have a pretty strong instinct on what that decision should be and so on. So each of the different problem solver profiles might view decision ownership differently?

CURT NICKISCH: Yeah. A listener could make the mistake of listening to the wrong people.

CHERYL STRAUSS EINHORN: Well, a listener usually has a trusted group of advisors, and therefore they can have an underlying liking bias where they overweight information that comes from people that they have an affinity for. That may make it more difficult for them to bring in outside voices beyond that. And it also may make it difficult at times for them to really identify their own inner voice.

CURT NICKISCH: Once you’ve learned your style, understand its shortcomings and have gotten better about switching up your approach to fit the scenario that you’re in, does this become a new habit or do you really have to keep working on it deliberately all the time as you go along?

CHERYL STRAUSS EINHORN: I think the problem solver profiles give you a beautiful opportunity to be a more active listener. If you recognize, for example, that your problem solver profile is one that may have friction with another problem solver profile, really listening for clues as to how somebody else is approaching the decision can help you use the skills of the other problem solver to work better together. And at the same time, once you really have this opportunity to learn all the profiles, you can actively try them on. If you are a detective, you could go to the supermarket as a visionary. Or you might take a vacation as an adventurer and so on. And so by using the different profiles that are not yours, you can have an opportunity to see where the discomfort is and then to try to work through that discomfort so that you can become more dynamic. And over time, it will become easier as you begin to lean into trying on the different profiles for yourself, in decisions where you feel comfortable stepping out of that natural habit and pattern of making decisions.

CURT NICKISCH: The other thing I’m kind of realizing is that part of the situationality is the organization that you’re in. We talk about organizations as being very data-driven or analytical, right? And it may actually favor certain kinds of decision making and undervalue other kinds. And so, seeing how you fit in that organization can really make a big difference.

CHERYL STRAUSS EINHORN: That can definitely make a big difference. I’ve been doing a program lately with the federal government. Each of these organizations, whether it’s the Treasury or the IRS and so on, they each have a real process for how things take place. So in one of our recent workshops, we had a discussion about where’s the place for the adventurer? How does this person actually fit into an organization like this? One of the things that we talked about is that the adventurer is such a nice person to have at the table because they really can help the trains to move on time and build a momentum.

The other thing that they can do, for example, in an organization that seems maybe slower, more aligned with thinkers and detectives, is that they also don’t get anchored on a particular pathway forward. They have a beautiful flexibility to be able to hear a lot of ideas, instinctively be able to switch between them and to identify why it is that they feel like a specific pathway forward might be the best way to go.

And so recognizing that the organization can seem to favor certain types of profiles and then recognizing how the intellectual diversity can still work to augment how the organization works, I think, is something that is really beautiful.

CURT NICKISCH: How does this factor when you’re working in a team? You have your own decision-making style, but if you’re working on a team that’s putting different styles together and has a different dynamic and I’m just curious how that plays out.

CHERYL STRAUSS EINHORN: So if you have a team that’s been together for a long time and you have a variety of profiles, let’s say that your CEO is an adventurer, but you have a team that’s on that senior leadership group that’s primarily thinkers, detectives, listeners, these have very different speeds of decision-making. So with a group like that, you may as the CEO, want to send out, “Gee, in advance, here’s an email framing the situation, the goal that we’re working on.” And it gives people a little bit of time to go at their own speed to do their own investigative process, the thinker to look at the options, the listener to make sure that they’ve canvassed, the stakeholders, the detectives, to gather their evidence.

So by the time they’re gathered around that conference room table, everybody’s actually ready for the decision-making instead of having to sit in the problem-solving. If you have a team that’s never worked together, you’re coming in the room, you don’t really know who people are in terms of their problem-solver profile, you might be able to ask people, “What is it that you need in order to make a decision?” And then you can hear, do they talk about facts? Do they talk about including stakeholders? Do they talk about understanding the options at the table?

Again, that active listening can help you then go into a situation with somebody who you’ve never worked with before, being able to better sync up on how your different problem-solver profiles can work well together.

CURT NICKISCH: Cheryl, you coach individuals, you also work in organizations. I’m just curious what the biggest misunderstanding is that people have about making decisions that you think can be corrected or cleared up?

CHERYL STRAUSS EINHORN: I think one of the biggest things is people don’t understand why there’s friction between people when solving problems, and they sort of throw their hands up initially and they can think about, “I’m uncomfortable with this personality.”

Well, decision-making is actually a part of personality that by knowing the problem-solver profiles can help you unblock your relationships to make better decisions together. As soon as people recognize themselves in the profiles, they have this light bulb go on, “This is why I’m behaving this way. This is what I value in my decisions.”

And it’s not personal that in understanding that your way is just one of five ways, it gives you an opening for how to understand what is somebody else’s incentive structure, what is their motivation for why they’re approaching the decision the way that they are. And that gives you a way to find this intersection of how to work well with them so that you can strengthen that relationship and make better decisions together.

CURT NICKISCH: Well, Cheryl, I think you’ve given listeners a little better sense of who they are and why they approach decisions and problems the way they do. Thanks for coming on the show to talk about it.

CHERYL STRAUSS EINHORN: Thank you so much for having me today.

CURT NICKISCH: That’s Cheryl Strauss Einhorn, founder and CEO of Decisive. She wrote the book Problem Solver and the HBR article When Your Go-To Problem Solving Approach Fails.

And we have nearly 1,000 episodes, plus more podcasts to help you manage your team, your organization, and your career, find them at HBR.org/podcasts or search HBR in Apple Podcasts, Spotify, or wherever you listen.

Thanks to our team, Senior Producer Mary Dooe, Associate Producer Hannah Bates, Audio Product Manager Ian Fox, and Senior Production Specialist Rob Eckhardt. Thank you for listening to the HBR IdeaCast . We’ll be back with a new episode on Tuesday. I’m Curt Nickisch.

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The Art of Effective Problem Solving: A Step-by-Step Guide

Author: Daniel Croft

Daniel Croft is an experienced continuous improvement manager with a Lean Six Sigma Black Belt and a Bachelor's degree in Business Management. With more than ten years of experience applying his skills across various industries, Daniel specializes in optimizing processes and improving efficiency. His approach combines practical experience with a deep understanding of business fundamentals to drive meaningful change.

Whether we realise it or not, problem solving skills are an important part of our daily lives. From resolving a minor annoyance at home to tackling complex business challenges at work, our ability to solve problems has a significant impact on our success and happiness. However, not everyone is naturally gifted at problem-solving, and even those who are can always improve their skills. In this blog post, we will go over the art of effective problem-solving step by step.

You will learn how to define a problem, gather information, assess alternatives, and implement a solution, all while honing your critical thinking and creative problem-solving skills. Whether you’re a seasoned problem solver or just getting started, this guide will arm you with the knowledge and tools you need to face any challenge with confidence. So let’s get started!

Problem Solving Methodologies

Individuals and organisations can use a variety of problem-solving methodologies to address complex challenges. 8D and A3 problem solving techniques are two popular methodologies in the Lean Six Sigma framework.

Methodology of 8D (Eight Discipline) Problem Solving:

The 8D problem solving methodology is a systematic, team-based approach to problem solving. It is a method that guides a team through eight distinct steps to solve a problem in a systematic and comprehensive manner.

The 8D process consists of the following steps:

• Form a team: Assemble a group of people who have the necessary expertise to work on the problem.
• Define the issue: Clearly identify and define the problem, including the root cause and the customer impact.
• Create a temporary containment plan: Put in place a plan to lessen the impact of the problem until a permanent solution can be found.
• Identify the root cause: To identify the underlying causes of the problem, use root cause analysis techniques such as Fishbone diagrams and Pareto charts.
• Create and test long-term corrective actions: Create and test a long-term solution to eliminate the root cause of the problem.
• Implement and validate the permanent solution: Implement and validate the permanent solution’s effectiveness.
• Prevent recurrence: Put in place measures to keep the problem from recurring.
• Recognize and reward the team: Recognize and reward the team for its efforts.

Download the 8D Problem Solving Template

A3 Problem Solving Method:

The A3 problem solving technique is a visual, team-based problem-solving approach that is frequently used in Lean Six Sigma projects. The A3 report is a one-page document that clearly and concisely outlines the problem, root cause analysis, and proposed solution.

The A3 problem-solving procedure consists of the following steps:

• Determine the issue: Define the issue clearly, including its impact on the customer.
• Perform root cause analysis: Identify the underlying causes of the problem using root cause analysis techniques.
• Create and implement a solution: Create and implement a solution that addresses the problem’s root cause.
• Monitor and improve the solution: Keep an eye on the solution’s effectiveness and make any necessary changes.

Subsequently, in the Lean Six Sigma framework, the 8D and A3 problem solving methodologies are two popular approaches to problem solving. Both methodologies provide a structured, team-based problem-solving approach that guides individuals through a comprehensive and systematic process of identifying, analysing, and resolving problems in an effective and efficient manner.

Step 1 – Define the Problem

The definition of the problem is the first step in effective problem solving. This may appear to be a simple task, but it is actually quite difficult. This is because problems are frequently complex and multi-layered, making it easy to confuse symptoms with the underlying cause. To avoid this pitfall, it is critical to thoroughly understand the problem.

To begin, ask yourself some clarifying questions:

• What exactly is the issue?
• What are the problem’s symptoms or consequences?
• Who or what is impacted by the issue?
• When and where does the issue arise?

Answering these questions will assist you in determining the scope of the problem. However, simply describing the problem is not always sufficient; you must also identify the root cause. The root cause is the underlying cause of the problem and is usually the key to resolving it permanently.

Try asking “why” questions to find the root cause:

• What causes the problem?
• Why does it continue?
• Why does it have the effects that it does?

By repeatedly asking “ why ,” you’ll eventually get to the bottom of the problem. This is an important step in the problem-solving process because it ensures that you’re dealing with the root cause rather than just the symptoms.

Once you have a firm grasp on the issue, it is time to divide it into smaller, more manageable chunks. This makes tackling the problem easier and reduces the risk of becoming overwhelmed. For example, if you’re attempting to solve a complex business problem, you might divide it into smaller components like market research, product development, and sales strategies.

To summarise step 1, defining the problem is an important first step in effective problem-solving. You will be able to identify the root cause and break it down into manageable parts if you take the time to thoroughly understand the problem. This will prepare you for the next step in the problem-solving process, which is gathering information and brainstorming ideas.

Step 2 – Gather Information and Brainstorm Ideas

Gathering information and brainstorming ideas is the next step in effective problem solving. This entails researching the problem and relevant information, collaborating with others, and coming up with a variety of potential solutions. This increases your chances of finding the best solution to the problem.

Begin by researching the problem and relevant information. This could include reading articles, conducting surveys, or consulting with experts. The goal is to collect as much information as possible in order to better understand the problem and possible solutions.

Next, work with others to gather a variety of perspectives. Brainstorming with others can be an excellent way to come up with new and creative ideas. Encourage everyone to share their thoughts and ideas when working in a group, and make an effort to actively listen to what others have to say. Be open to new and unconventional ideas and resist the urge to dismiss them too quickly.

Finally, use brainstorming to generate a wide range of potential solutions. This is the place where you can let your imagination run wild. At this stage, don’t worry about the feasibility or practicality of the solutions; instead, focus on generating as many ideas as possible. Write down everything that comes to mind, no matter how ridiculous or unusual it may appear. This can be done individually or in groups.

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the next step in the problem-solving process, which we’ll go over in greater detail in the following section.

Step 3 – Evaluate Options and Choose the Best Solution

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the third step in effective problem solving, and it entails weighing the advantages and disadvantages of each solution, considering their feasibility and practicability, and selecting the solution that is most likely to solve the problem effectively.

To begin, weigh the advantages and disadvantages of each solution. This will assist you in determining the potential outcomes of each solution and deciding which is the best option. For example, a quick and easy solution may not be the most effective in the long run, whereas a more complex and time-consuming solution may be more effective in solving the problem in the long run.

Consider each solution’s feasibility and practicability. Consider the following:

• Can the solution be implemented within the available resources, time, and budget?
• What are the possible barriers to implementing the solution?
• Is the solution feasible in today’s political, economic, and social environment?

You’ll be able to tell which solutions are likely to succeed and which aren’t by assessing their feasibility and practicability.

Finally, choose the solution that is most likely to effectively solve the problem. This solution should be based on the criteria you’ve established, such as the advantages and disadvantages of each solution, their feasibility and practicability, and your overall goals.

It is critical to remember that there is no one-size-fits-all solution to problems. What is effective for one person or situation may not be effective for another. This is why it is critical to consider a wide range of solutions and evaluate each one based on its ability to effectively solve the problem.

Step 4 – Implement and Monitor the Solution

When you’ve decided on the best solution, it’s time to put it into action. The fourth and final step in effective problem solving is to put the solution into action, monitor its progress, and make any necessary adjustments.

To begin, implement the solution. This may entail delegating tasks, developing a strategy, and allocating resources. Ascertain that everyone involved understands their role and responsibilities in the solution’s implementation.

Next, keep an eye on the solution’s progress. This may entail scheduling regular check-ins, tracking metrics, and soliciting feedback from others. You will be able to identify any potential roadblocks and make any necessary adjustments in a timely manner if you monitor the progress of the solution.

Finally, make any necessary modifications to the solution. This could entail changing the solution, altering the plan of action, or delegating different tasks. Be willing to make changes if they will improve the solution or help it solve the problem more effectively.

It’s important to remember that problem solving is an iterative process, and there may be times when you need to start from scratch. This is especially true if the initial solution does not effectively solve the problem. In these situations, it’s critical to be adaptable and flexible and to keep trying new solutions until you find the one that works best.

To summarise, effective problem solving is a critical skill that can assist individuals and organisations in overcoming challenges and achieving their objectives. Effective problem solving consists of four key steps: defining the problem, generating potential solutions, evaluating alternatives and selecting the best solution, and implementing the solution.

You can increase your chances of success in problem solving by following these steps and considering factors such as the pros and cons of each solution, their feasibility and practicability, and making any necessary adjustments. Furthermore, keep in mind that problem solving is an iterative process, and there may be times when you need to go back to the beginning and restart. Maintain your adaptability and try new solutions until you find the one that works best for you.

• Novick, L.R. and Bassok, M., 2005.  Problem Solving . Cambridge University Press.

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Daniel Croft

Daniel Croft is a seasoned continuous improvement manager with a Black Belt in Lean Six Sigma. With over 10 years of real-world application experience across diverse sectors, Daniel has a passion for optimizing processes and fostering a culture of efficiency. He's not just a practitioner but also an avid learner, constantly seeking to expand his knowledge. Outside of his professional life, Daniel has a keen Investing, statistics and knowledge-sharing, which led him to create the website www.learnleansigma.com, a platform dedicated to Lean Six Sigma and process improvement insights.

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10 Problem-solving strategies to turn challenges on their head

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What is an example of problem-solving?

What are the 5 steps to problem-solving, 10 effective problem-solving strategies, what skills do efficient problem solvers have, how to improve your problem-solving skills.

Problems come in all shapes and sizes — from workplace conflict to budget cuts.

Creative problem-solving is one of the most in-demand skills in all roles and industries. It can boost an organization’s human capital and give it a competitive edge. 

Problem-solving strategies are ways of approaching problems that can help you look beyond the obvious answers and find the best solution to your problem . 

Let’s take a look at a five-step problem-solving process and how to combine it with proven problem-solving strategies. This will give you the tools and skills to solve even your most complex problems.

Good problem-solving is an essential part of the decision-making process . To see what a problem-solving process might look like in real life, let’s take a common problem for SaaS brands — decreasing customer churn rates.

To solve this problem, the company must first identify it. In this case, the problem is that the churn rate is too high. 

Next, they need to identify the root causes of the problem. This could be anything from their customer service experience to their email marketing campaigns. If there are several problems, they will need a separate problem-solving process for each one. 

Let’s say the problem is with email marketing — they’re not nurturing existing customers. Now that they’ve identified the problem, they can start using problem-solving strategies to look for solutions. 

This might look like coming up with special offers, discounts, or bonuses for existing customers. They need to find ways to remind them to use their products and services while providing added value. This will encourage customers to keep paying their monthly subscriptions.

They might also want to add incentives, such as access to a premium service at no extra cost after 12 months of membership. They could publish blog posts that help their customers solve common problems and share them as an email newsletter.

The company should set targets and a time frame in which to achieve them. This will allow leaders to measure progress and identify which actions yield the best results.

Perhaps you’ve got a problem you need to tackle. Or maybe you want to be prepared the next time one arises. Either way, it’s a good idea to get familiar with the five steps of problem-solving. 

Use this step-by-step problem-solving method with the strategies in the following section to find possible solutions to your problem.

1. Identify the problem

The first step is to know which problem you need to solve. Then, you need to find the root cause of the problem. 

The best course of action is to gather as much data as possible, speak to the people involved, and separate facts from opinions. 

Once this is done, formulate a statement that describes the problem. Use rational persuasion to make sure your team agrees .

2. Break the problem down 

Identifying the problem allows you to see which steps need to be taken to solve it. 

First, break the problem down into achievable blocks. Then, use strategic planning to set a time frame in which to solve the problem and establish a timeline for the completion of each stage.

3. Generate potential solutions

At this stage, the aim isn’t to evaluate possible solutions but to generate as many ideas as possible. 

Encourage your team to use creative thinking and be patient — the best solution may not be the first or most obvious one.

Use one or more of the different strategies in the following section to help come up with solutions — the more creative, the better.

4. Evaluate the possible solutions

Once you’ve generated potential solutions, narrow them down to a shortlist. Then, evaluate the options on your shortlist. 

There are usually many factors to consider. So when evaluating a solution, ask yourself the following questions:

• Will my team be on board with the proposition?
• Does the solution align with organizational goals ?
• Is the solution likely to achieve the desired outcomes?
• Is the solution realistic and possible with current resources and constraints?
• Will the solution solve the problem without causing additional unintended problems?

5. Implement and monitor the solutions

Once you’ve identified your solution and got buy-in from your team, it’s time to implement it. 

But the work doesn’t stop there. You need to monitor your solution to see whether it actually solves your problem. 

Request regular feedback from the team members involved and have a monitoring and evaluation plan in place to measure progress.

If the solution doesn’t achieve your desired results, start this step-by-step process again.

There are many different ways to approach problem-solving. Each is suitable for different types of problems. 

The most appropriate problem-solving techniques will depend on your specific problem. You may need to experiment with several strategies before you find a workable solution.

Here are 10 effective problem-solving strategies for you to try:

• Use a solution that worked before
• Brainstorming
• Work backward
• Use the Kipling method
• Draw the problem
• Use trial and error
• Sleep on it
• Get advice from your peers
• Use the Pareto principle
• Add successful solutions to your toolkit

Let’s break each of these down.

1. Use a solution that worked before

It might seem obvious, but if you’ve faced similar problems in the past, look back to what worked then. See if any of the solutions could apply to your current situation and, if so, replicate them.

2. Brainstorming

The more people you enlist to help solve the problem, the more potential solutions you can come up with.

Use different brainstorming techniques to workshop potential solutions with your team. They’ll likely bring something you haven’t thought of to the table.

3. Work backward

Working backward is a way to reverse engineer your problem. Imagine your problem has been solved, and make that the starting point.

Then, retrace your steps back to where you are now. This can help you see which course of action may be most effective.

4. Use the Kipling method

This is a method that poses six questions based on Rudyard Kipling’s poem, “ I Keep Six Honest Serving Men .” 

• What is the problem?
• Why is the problem important?
• When did the problem arise, and when does it need to be solved?
• How did the problem happen?
• Where is the problem occurring?
• Who does the problem affect?

Answering these questions can help you identify possible solutions.

5. Draw the problem

Sometimes it can be difficult to visualize all the components and moving parts of a problem and its solution. Drawing a diagram can help.

This technique is particularly helpful for solving process-related problems. For example, a product development team might want to decrease the time they take to fix bugs and create new iterations. Drawing the processes involved can help you see where improvements can be made.

6. Use trial-and-error

A trial-and-error approach can be useful when you have several possible solutions and want to test them to see which one works best.

7. Sleep on it

Finding the best solution to a problem is a process. Remember to take breaks and get enough rest . Sometimes, a walk around the block can bring inspiration, but you should sleep on it if possible.

A good night’s sleep helps us find creative solutions to problems. This is because when you sleep, your brain sorts through the day’s events and stores them as memories. This enables you to process your ideas at a subconscious level. 

If possible, give yourself a few days to develop and analyze possible solutions. You may find you have greater clarity after sleeping on it. Your mind will also be fresh, so you’ll be able to make better decisions.

8. Get advice from your peers

Getting input from a group of people can help you find solutions you may not have thought of on your own. 

For solo entrepreneurs or freelancers, this might look like hiring a coach or mentor or joining a mastermind group. 

For leaders , it might be consulting other members of the leadership team or working with a business coach .

It’s important to recognize you might not have all the skills, experience, or knowledge necessary to find a solution alone. 

9. Use the Pareto principle

The Pareto principle — also known as the 80/20 rule — can help you identify possible root causes and potential solutions for your problems.

Although it’s not a mathematical law, it’s a principle found throughout many aspects of business and life. For example, 20% of the sales reps in a company might close 80% of the sales. 

You may be able to narrow down the causes of your problem by applying the Pareto principle. This can also help you identify the most appropriate solutions.

10. Add successful solutions to your toolkit

Every situation is different, and the same solutions might not always work. But by keeping a record of successful problem-solving strategies, you can build up a solutions toolkit. 

These solutions may be applicable to future problems. Even if not, they may save you some of the time and work needed to come up with a new solution.

Improving problem-solving skills is essential for professional development — both yours and your team’s. Here are some of the key skills of effective problem solvers:

• Critical thinking and analytical skills
• Communication skills , including active listening
• Decision-making
• Planning and prioritization
• Emotional intelligence , including empathy and emotional regulation
• Time management
• Data analysis
• Research skills
• Project management

And they see problems as opportunities. Everyone is born with problem-solving skills. But accessing these abilities depends on how we view problems. Effective problem-solvers see problems as opportunities to learn and improve.

Ready to work on your problem-solving abilities? Get started with these seven tips.

1. Build your problem-solving skills

One of the best ways to improve your problem-solving skills is to learn from experts. Consider enrolling in organizational training , shadowing a mentor , or working with a coach .

2. Practice

Practice using your new problem-solving skills by applying them to smaller problems you might encounter in your daily life. 

Alternatively, imagine problematic scenarios that might arise at work and use problem-solving strategies to find hypothetical solutions.

3. Don’t try to find a solution right away

Often, the first solution you think of to solve a problem isn’t the most appropriate or effective.

Instead of thinking on the spot, give yourself time and use one or more of the problem-solving strategies above to activate your creative thinking. 

4. Ask for feedback

Receiving feedback is always important for learning and growth. Your perception of your problem-solving skills may be different from that of your colleagues. They can provide insights that help you improve. 

5. Learn new approaches and methodologies

There are entire books written about problem-solving methodologies if you want to take a deep dive into the subject. 

We recommend starting with “ Fixed — How to Perfect the Fine Art of Problem Solving ” by Amy E. Herman. 

6. Experiment

Tried-and-tested problem-solving techniques can be useful. However, they don’t teach you how to innovate and develop your own problem-solving approaches. 

Sometimes, an unconventional approach can lead to the development of a brilliant new idea or strategy. So don’t be afraid to suggest your most “out there” ideas.

7. Analyze the success of your competitors

Do you have competitors who have already solved the problem you’re facing? Look at what they did, and work backward to solve your own problem. 

For example, Netflix started in the 1990s as a DVD mail-rental company. Its main competitor at the time was Blockbuster. 

But when streaming became the norm in the early 2000s, both companies faced a crisis. Netflix innovated, unveiling its streaming service in 2007. 

If Blockbuster had followed Netflix’s example, it might have survived. Instead, it declared bankruptcy in 2010.

Use problem-solving strategies to uplevel your business

When facing a problem, it’s worth taking the time to find the right solution. 

Otherwise, we risk either running away from our problems or headlong into solutions. When we do this, we might miss out on other, better options.

Use the problem-solving strategies outlined above to find innovative solutions to your business’ most perplexing problems.

If you’re ready to take problem-solving to the next level, request a demo with BetterUp . Our expert coaches specialize in helping teams develop and implement strategies that work.

Boost your productivity

Maximize your time and productivity with strategies from our expert coaches.

Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

8 creative solutions to your most challenging problems

5 problem-solving questions to prepare you for your next interview, what are metacognitive skills examples in everyday life, 31 examples of problem solving performance review phrases, what is lateral thinking 7 techniques to encourage creative ideas, leadership activities that encourage employee engagement, learn what process mapping is and how to create one (+ examples), how much do distractions cost 8 effects of lack of focus, 3 problem statement examples and steps to write your own, similar articles, the pareto principle: how the 80/20 rule can help you do more with less, thinking outside the box: 8 ways to become a creative problem solver, contingency planning: 4 steps to prepare for the unexpected, learn to sweat the small stuff: how to improve attention to detail, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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How to improve your problem-solving at work: skills, models and examples

Highly valued by employers, problem-solving is needed in just about any line of work. We’ll show you how to step up your ability to take on workplace challenges below…

Whether you’re a seasoned manager or in a junior role, you’re bound to encounter challenges that need tackling head on during your week. And when it comes to overcoming them, fine-tuned, well-honed problem-solving skills are the way to do it.

If your problem-solving has been off in the past, then it can be difficult to take a step back before you act. Luckily, problem-solving is a skill to be learned like any other.

To help you get to grips with this valued skill, we’ll define problem-solving in detail, show you why it matters, and offer some pointers for improving your problem-solving skills.

What are problem-solving skills?

Problem-solving skills let us take on issues without resorting to hasty decisions and snap judgements. They’re what allow us to better understand the challenges before us so we can come up with solutions for dealing with them.

Depending on what the problem is, such skills may call on things like active listening , teamwork, creative thinking or mathematical analysis. Whatever you use to reach a solution, problem-solving is a valuable soft skill that most employers will look for in potential employees.

Why are problem-solving skills important?

Problem-solvers are equipped to take on what comes their way. When they have the right tools at their disposal, they’re in a better position to observe the issue, judge it accordingly, and act in the most effective way. And through experience, these skills become more refined and precise, allowing them to take on tougher problems.

So, why else are they important? Let’s look at what else problem-solving can add to an employee’s skillset…

Greater time management skills

When you know how to approach a problem, greater time management skills tend to come naturally. Because you can balance your time more efficiently, your ability to weigh up your options becomes more precise and considered, allowing you to make less hasty decisions that could make a problem worse.

More creative thinking

Those with strong problem-solving skills can always see the opportunity in a challenge. By tackling problems with innovative solutions, you might find that the result is stronger than you expect.

Improved performance under pressure

When deadlines loom or change is on the horizon, a lack of problem-solving skills could be what leads to poor or half-baked solutions. Because they’re naturally geared towards dealing with the unknown and the unexpected, problem-solvers are less inclined to feel pressure when it arises.

Greater addressing of risk

As well as the ability to deal with the issue itself, problem-solvers are well-equipped to address problems that could spring up later down the line based on trends, patterns and current events . This allows them to possess a degree of control over the future.

How to improve your problem-solving skills

So, how can you improve your ability to solve problems in the workplace? The following tips can help give you an edge whatever your position in a company may be.

Look for opportunities to solve problems

If you’re not used to taking them on, it can be easy to sit back and let someone else deal with problems. Instead of shying away from them, put yourself in situations where problems can arise.

We don’t mean deliberately making mistakes here, but taking on more duties in your current role, with another team or outside your organisation can help familiarise you with the kind of problems that can occur and ways to deal with them.

Observe how others solve problems

By shadowing your colleagues, you can learn problem-solving techniques and put them into practice yourself. Ask a colleague if you can observe their strategy, or schedule in a one-to-one to ask about how they take on problems.

Familiarise yourself with practice problems

There’s a wealth of resources in print and online that you can use to improve your problem-solving skills. These materials offer all sorts of scenarios to put your abilities to the test, unearthing skills you didn’t know you had.

An example problem-solving model

There are several problem-solving models out there, but typically, they follow the broad steps below.

1. Define the problem

Take a step back and analyse the situation. Are there multiple problems? What is causing them? How do these problems affect you and others involved?

Then, drill into the problem by doing the following:

• Separate facts from opinion

• Identify what has caused the problem

• Discuss with team members to gather more information

• Gather relevant data

At this stage, don’t be tempted to come up with a solution. You’re simply trying to find out what the problem is.

2. Identify potential solutions

While you may have only come up with one solution to a problem in the past, brainstorming several alternatives is a better approach. Ask colleagues for their input and get some insights from those with experience of similar problems.

In coming up with alternatives, consider the following:

• Weigh up what might slow down solving the problem

• Ensure your ideas align with goals and objectives

• Identify long and short-term solutions

• Write down the solutions you come up with

3. Evaluate your solutions

Once you have a list of solutions, you need to evaluate them further before acting. What are the positive and negative consequences of each? What resources will you need to carry them out? How much time and, if necessary, who else will you need to put the solution in place?

4. Choose a solution

Your evaluation should clarify which solution best suits the problem. Now it’s time to put that solution into practice.

Before you do, consider:

• Does it solve the problem without creating another?

• Have you reached a group consensus over the solution?

• Is implementing it practical and straightforward?

• Does it fit within company policies and procedures?

5. Put the solution into action

Once you’ve decided on the right solution, it needs to be implemented. Your action plan should include measurable objectives that allow you to monitor its success, as well as timelines and feedback channels your team can use during implementation.

Making sure this plan is communicated to everyone involved will also be key to its success.

6. Assess how effective the solution is

Your work isn’t done just yet! You’ll need to measure how things are progressing to ensure the solution is working as intended. Doing so means you can course-correct should further surprises arise, or else go back to alternative solutions.

How to show problem-solving skills on your CV and at interviews

As we said up top, problem-solving is highly valued by employers, so you’ll want to highlight such abilities on your CV, cover letter and in interviews.

Think back to previous roles for examples of when you used problem-solving skills. It’s not enough to say you’re good at problem-solving; employers will be looking for concrete examples, so be sure to mention them in your cover letter and use bullet points on your CV with specifics.

In interviews, you might be called on to describe times when you encountered problems in previous roles. Here, you should mention the processes you followed to address these issues, the skills you used, and the outcomes achieved.

Likewise, you may be asked hypothetical questions to show how you would solve problems. Base your answers on the steps above, and use the STARR method in conjunction with previous instances of problem-solving to give a detailed yet concise response.

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Your 4-Step Guide to Solving Any Problem at Work—Faster

At my company, we have a special group of individuals known as the “Escalation and Action Team.” They’re dedicated to solving our organization’s most critical problems, and recently, I had to submit an urgent one to them.

What was the issue, you ask? In short, my job is to pull outcome reports for our clients, indicating the prevalence of health risks and behaviors in the population (i.e., high blood pressure, pre-diabetes, sedentary behavior). One report I pulled excluded more than 75% of people who should’ve been in it.

As you can imagine, this wasn’t exactly ideal. I mean, if you ordered a pizza and the box only had two slices when it was delivered, would you just shrug and say “Oh well, better than nothing!”

Just as it’s the restaurant’s responsibility to provide you with the entire pizza you ordered, it’s my job to provide clients with the most detailed and accurate reporting so I can best inform the future of their program and the health of their participants.

The escalation team worked diligently to address the problem and kept me informed the entire way—I’m happy to report that problem’s fixed. And along the way, due to the team’s transparency, I learned a bit more about problem solving techniques .

So, next time you you run up against an obstacle, rather than panicking, try taking the following steps to tackle it.

1. Identify the Problem

I know. You’re looking at me and rolling your eyes. Identify the problem? I already know what it is, you fool. But—do you really?

When defining what’s wrong, you need to break it down and be as specific as possible. Instead of simply saying “This report is wrong,” I needed to provide the team with the following information:

• Why is the report wrong? “It does not have enough people in it.”
• How do you know the report is wrong? “I know that X amount participated, but the results of only 25% of that are showing.”
• When do you need a resolution by? “I need to be able to show the client the accurate data by [date].

As Michael Cooper , an executive business coach says , “A well-defined problem often contains its own solution within it, and that solution is usually quite obvious and straightforward.” According to Cooper, properly explaining an issue is “simple and any difficulty that arises is because it requires patience, repetition, and thorough examination. It is the most important element of critical thinking.”

2. Get to the Bottom of It

A huge part of solving an issue is finding the cause. Why did this happen?

Let’s go back to the pizza scenario quickly. The problem’s been identified: Your pizza arrives and it is missing six out of eight slices. But, why is the box almost empty?

There is a very big difference between “Oops, I accidentally grabbed the wrong box out of the car” and “Sorry, I ate most of your pizza on the drive over here.”

In Scenario A, the problem can be fixed by the delivery person returning to his car and grabbing the correct box. In Scenario B, well, someone needs to make you a whole new pizza or give you back all your money. Or both, actually. (Also, your pizza guy may need his job description read to him again.)

The solution you decide upon depends heavily upon the root of the cause. And while it may be a bit (or very) tedious to find the culprit, it will make finding the solution so much easier. Think about trying to unravel a knot in your headphones—if you keep pulling at the center, it just keeps getting worse and worse. But is you start at the end of the line, you can untangle it much more quickly.

3. Phone a Friend

I really like to figure things out on my own. Google is my best friend (I know, you’re jealous), and I like to dig through files and systems in an effort to find the answer. But, while I do believe you should try to gather as much info yourself before bringing in others, there are limits. There comes a certain point in which you’re just wasting time and running in circles.

Because I can get lost in a black hole of digging, I’ve developed a rule: Search for 30 minutes. If there’s no answer by then, call in the troops. Your colleagues can offer you different perspectives you may not see because you are so in the weeds with the problem. In addition, they may have historical knowledge you don’t have. Maybe this same thing’s arisen before, and they already know the solution. Don’t waste time resolving something that’s already been resolved.

There’s only so much I know about the back end of our reporting system. In fact, I know very little. I didn’t even have insight as to where I could look to find the magical answer. After I tried running the report, I pulled in the experts. Without them, I would still be sitting here with a dud.

Lastly, even if you can solve the problem on your own, you should still alert others to it for a few reasons:

• You don’t want anyone, especially your manager, to be blindsided by any impact it may have.
• Your co-workers can learn from your story.
• Others may have good ideas for how to prevent said problem from happening again.

4. Fix the Problem

Once you determine the steps that need to be taken in order to start fixing the issue, ask the appropriate people for help. Maybe you determine you can do it all yourself. But if you can’t, don’t take it all on as some kind of workplace martyr. For instance, if the solution requires someone to do some coding and that’s completely foreign to you, don’t try to do it . (You can learn how to code another time.)

Make sure that when you’re delegating, you provide all the necessary information: any background details they do not have, the desired outcome, and the specific time frame. Everybody needs to be on the exact same page.

Issues pop up. It’s life. Knowing a few problem solving strategies and how to deal with them will not only do wonders for your stress levels, but also for your career. After all, in a study by Burning Glass Technologies , this skill was listed in the top 10 skills employers search for in the majority of career areas.

Do you have a different approach when something goes wrong at work? Let me know on Twitter !

How to Nail your next Technical Interview

You may be missing out on a 66.5% salary hike*, nick camilleri, how many years of coding experience do you have, free course on 'sorting algorithms' by omkar deshpande (stanford phd, head of curriculum, ik).

How to Use Problem-Solving Skills in the Workplace

Last updated by Vartika Rai on Apr 01, 2024 at 01:09 PM | Reading time: 14 minutes

" We've been stuck at it for a week now, " thought Frank to himself. His team came across a simple bin-packing problem surrounding consecutive character strings that were seemingly impossible to solve, and had been running into the same error message every time someone hit the ‘Compile’ button.

The new guy on his team ( his first day ), who had been quiet the whole day, walked to the whiteboard and started jotting down something. When he was done, five minutes later, a solution pattern popped right out the whiteboard.

" Gosh! How did he do that? "

Well, we'll find out. Here's what we'll be covering in this article:

- What exactly is problem-solving?

- What will be the employer or manager looking for in you?

- How to approach a workplace problem?

- Problem-solving techniques in the workplace

Step 1: Thoroughly understand the problem

Step 2: Define the problem

Step 3: Strategize a solution

Step 4: Find alternate solutions

Step 5: Evaluate solutions and document everything

Step 6: Choose a solution

Step 7: Implement

Step 8: Monitor progress and make modifications accordingly

- What essential problem-solving skills do employers search for during the interview?

- How to highlight problem-solving skills in your resume?

What exactly is problem-solving?

Problems are a massive part of what we do in our day-to-day lives, be it at your home or workplace.

Problem-solving is the complete process of understanding and defining the problem, brainstorming a solution, finding alternatives, implementing the best solution, and making adjustments based on the outcome.

What do hiring managers look for?

One's problem-solving ability is a harmonious accord between instinct and immense practice. As your technical skills age with experience, so does your ability to identify patterns and solve problems effectively.

Almost each and every employer looks for effective problem-solving skills in a candidate when making a hiring decision. They look for an aspirant's natural talent to dig up patterns, look at the problem with a fresh perspective, and be realistic while providing solutions.

How to approach a workplace problem?

During computer science classes, you will find two types of students.

The first batch has a mindset that algorithms and data structures are only useful for passing the finals and getting an edge over others in interviews.

The second batch loves programming and aspires to write codes from scratch for each new project that they come across.While both mindsets may be partially correct, they do not hold up much.

In real-life situations and as part of an organization, your job drastically changes to one objective only: ' write the right amount of good code. '

For most projects, you will need to write quick, efficient codes to overcome difficult roadblocks. And the only way to achieve that skill is by getting acquainted with as many problems as possible.

Solve as many problems as possible. Learn as many Data Structures and Algorithms as you can. Get acquainted with the basics of reusing a chunk of code. Make StackOverflow your default homepage.

Does that seem too groundbreaking? Let us simplify it for you.

Problem-solving techniques in the workplace

See, a lot of people understand the problem at hand and the syntax or logic that might explain the issue. The primary thing you need to learn is how to convert your thoughts into code to all the creative geniuses out there.

If you need a comprehensive set of instructions, here are the problem-solving steps that you can adopt in your day-to-day lifestyle. This procedure applies not only to coding problems but also to other general hiccups.

While some have the mental affluence to solve problems on the go, keep practicing these daily, and you too will develop critical thinking skills.

The first and most crucial step in solving a problem is to comprehend the standing concepts behind it. Believe us when we say this, a lot of employees jump to providing suggestions before actually understanding what the problem is.

A quick way to gauge your understanding is verifying if you can explain the problem to someone else. This also ties into your communication skills, and employers will gauge your ability to converse issues and solutions effectively. It is, thus, also one of the essential interview preparation tips for you.

Hiring managers have a behavioral question that they like asking, which revolves around the following:

" How will you be explaining a complex technical concept to a person who is not very sound technically? "

Ask yourself these questions and make a note of the solutions as you go.

• What exactly is the end goal?
• What are the variables?
• Do you understand every concept revolving the problem?
• Are you familiar with the provided measurement units?
• What information is missing?
• Is there any unnecessary information?
• Can you verify the information from a bona fide source?

The next step in this process is accumulating every bit of necessary information so that you can start assembling a solution. Now, this isn't as easy as it sounds, and you can effortlessly mess up things during proceedings.

Strangely, at this time, do not focus on the solution. Instead, focus on defining the question.

Therefore, instead of saying ' the sale numbers need to be consistent in the next quarter, ' say ' the sale numbers are inconsistent. '

Based on the information you collected in step 1, start separating the facts from estimations. Analyze the procedures that have been used previously and make precise adjustments based on the company policies.

Now that you have understood the problem and defined it, start strategizing a solution for it based on your findings. Workplace solutions can be majorly categorized into two different kinds, i.e. tactical solutions and strategic solutions .

A tactical solution is a short-term fix for a standing obstacle, more like a workaround for an issue. Imagine reusing a piece of code from your last project to get around that pesky error message in your new one.

A strategic solution, on the other hand, is a long-term fix for an issue. Strategic solutions involve using a comprehensive series of steps to find the overall architecture of a problem.

Usually, workplaces adopt the following problem-solving strategies into their policies.

• Use logical reasoning
• Recognize patterns
• Reverse engineer the problem
• Try a different point of view
• Consider worst-case scenarios
• Relate to a more straightforward real-life problem
• Data organization
• Prepare a visual representation
• Take all possibilities into account
• Intelligent guessing and testing

Your goal as an employee should be to become as fluent in these strategies as possible. Once you can naturally zoom into the problem, you will be able to form a strategy within minutes, without having to write anything down.

Are you starting to understand how the new guy deduced a solution that quickly?

Keeping the goals and objectives in mind, understand that there's always more than one way to skin a cat . Invite your team members and other experienced guys to brainstorm ideas alongside you.

For each problem, you should be able to find at least THREE different points of view or solutions, each with a unique USP.

Here's a neat little trick you may find useful someday in your career. Invite everyone associated with the project to this brainstorming session. Making sure that everybody gets equal participation is one of the ways you can exhibit your leadership skills while forging strong workplace relationships.

Now that you have found alternate solutions as well, it's time to evaluate these solutions. You will need to assess each solution based on various factors and list down all the pros and cons of each alternative you found in solution 4.

Create a document or spreadsheet listing down the USPs of each alternative and the positive and negative consequences thereby. You can go on adding other columns such as budget constraints, time allocation, resource requirements, workforce, and other relevant data.

The ability to quickly evaluate solutions ties into your management skills. A manager will be able to evaluate and implement solutions based on such factors quickly. Train yourself to find as many parameters as you can find to analyze solutions effectively.

Basically, your main objective is to find one effective solution out of all the ones provided on the list. The solution you choose depends on various parameters, which can be one or all of the following:

• Cost-effectiveness
• Practicality
• Company policies and procedures

You can promote strong work ethics by running the chosen solution by everyone in your team or involved in the project before implementing it. Also, select the employees who will be actively implementing it, and ask for their feedback.

Implementing a solution does not merely mean diving headfirst with anything that you do. After you have collected the feedback and communicated the solution to everybody involved, here's what you will need to do next.

First, redefine the objectives , in brief, to help get a better idea of the end goal. Develop a simple action plan with defined timelines for the solution that you agreed upon in the step above.

Implement the chosen solution according to the action plan. Then, identify the measurable parameters to track success and failure rates.

Finally, set up communication channels for regular feedback and a contingency plan in case of a failure.

The last problem-solving step involves actively monitoring how the solution performs in real life and if it meets the end goal for which it was adopted in the first place.

Tally how the solution functions compared to how you expected it to perform and document all changes. Check the feedback channel for any discrepancy or issues that arise during the process.

If you feel that any modification will further optimize the process, implement it after running it with your team.

Improving problem-solving skills for programmers

• Understand the question and classify it as Corner-case or Edge-case
• Simplify and optimize your steps
• Write line-by-line pseudo code, focusing on the logic and steps rather than the syntax
• Translate it into a code
• Debug and remove repetitions
• Write comments to help you understand
• Get feedback regularly
• Practice again

What essential problem-solving skills do employers search for in interviews?

Problem-solving in the workplace is one of the most sought-after skills in any organization. During the interview, if you can highlight your ability to find creative solutions quickly along with your technical skills , you definitely have a better chance of making it to the next round.

Hiring managers tend to leave specific questions open-ended; the notion being that without a trail for the candidate to follow, they'll be able to understand better how the candidate thinks.

Some of the crucial problem-solving skills that employers look for in the candidate include the following:

" Alone we can do so little; together we can do so much. " – Helen Keller

Effective problem-solving encompasses teamwork. As a problem-solver ( and a leader ), you need to show empathy towards your teammates, develop effective feedback channels, and use their input to solve the problem at hand.

Listening skills

A good listener in the workplace will be able to gather more valuable information and then use them to find unique solutions in the least possible time. Additionally, an active listener encourages every team member to get involved in the problem-solving steps , listens to their feedback, and comes up with a profitable solution.

However, ' saying ' that you have good listening skills outright defeats the purpose.

During the interview , maintain your composure and LISTEN quietly to the problem at hand. Understand the problem and its root cause; only then provide a solution.

Communication

Irrespective of the nature of a problem, you need to be able to communicate the issue and any possible solution effectively to everybody else involved in the project. You need to brush up your delivery skills and learn which points to communicate first and last.

Interviewers may either ask your proficiency with various communication channels such as e-mail, phone, and text or give you a behavioral task and test your ability to communicate with others in real-life situations.

Creativity and critical thinking

"You can't use up creativity. The more you use, the more you have." - Maya Angelou

Employers in this day and age are always on the lookout for an innovative thinker, one who can see the problem with a new set of eyes and bring a unique perspective to the team. You need to be able to establish the balance between cause and effect quickly, anticipate long-term effects of a solution that you implement, and lead your team to a new direction when stuck.

Decision-making

More often than not, decision-making is closely tied to an employee's problem-solving ability . Besides implementing solutions that your team comes up with, you should also be able to foresee the long-term effects and prevent catastrophes.

With quality technical interview preparation courses , you can further understand the importance of this step.  

How to highlight problem-solving skills in your resume?

Your resume is the first document that a hiring manager sees. The experience and skills you mention in your resume can help you secure an interview if it catches the recruiter's attention.

The first approach you can adopt is highlighting your analysis and problem-solving skills right under the hard skills. This approach shows that you are confident in your technical skills and can find and implement work-based solutions efficiently.

For a full-stack web developer, the following problem-solving skills can be mentioned.

Critical and creative thinking and proficient in HTML, CSS, JavaScript, NPM, Database Storage, Ruby on Rails. Good at problem-solving and working in teams.

Secondly, you can list your problem-solving ability under the work experience section. This is an excellent way to highlight your job experience and emphasizes that you learn and implement these skills in your work.

• Analyzed customer service feedback to predict interest in a sales campaign to attract a target audience group.
• Documented the standard processes and scripts using specialized software solutions which led to customer satisfaction increased by 45% in a quarter.
• Researched and launched a mobile app that reduced the school pickup time by 21 minutes.
• Altered the inventory safeguard protocols during hurricane season, saving $1 million in wastage.

Apart from using problem-solving skills in your workplace , a quick way to develop your skills is to ask many questions. Only by asking questions and analyzing the information at hand can you build a workplace reputation as someone who handles challenging situations wisely.

Vartika Rai

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Tackling Workplace Challenges: How to Improve Your Problem-Solving Skills

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Picture this: you’re in the middle of your workday, and suddenly, a problem arises. Maybe it’s a miscommunication between team members, a tight deadline that’s getting closer, or an unhappy customer you need to appease.

Sounds familiar, doesn’t it?

The thing is, facing challenges at work is pretty much inevitable. But what sets successful professionals apart is their knack for tackling these issues head-on with a problem-solving mindset.

You see, being a great problem solver is a game-changer in any work environment. It helps us navigate through obstacles, come up with creative solutions, and turn potential setbacks into opportunities for growth.

In this article, we will dive into some common workplace problems and explore real-life examples of problem-solving scenarios.

We’ll also share practical solutions and strategies that you can use to tackle these challenges, ultimately empowering you to become a more effective problem solver and team player.

Common Workplace Problems Businesses Experience

Before we dive into the nitty-gritty of problem-solving scenarios, let’s take a quick look at some of the most common workplace problems that almost every professional encounters at some point in their career.

By understanding these challenges, we’ll be better equipped to recognize and address them effectively.

Communication breakdowns

Miscommunications and misunderstandings can happen to the best of us. With team members working together, sometimes remotely or across different time zones, it’s not surprising that communication breakdowns can occur. These issues can lead to confusion, missed deadlines, and even strained relationships within the team if left unaddressed.

Some examples of communication breakdowns include:

• Unclear instructions
• Lack of updates on project progress
• Messages lost in a sea of emails

Fostering open communication channels and utilizing collaboration tools can help teams stay connected and informed.

Conflicting priorities and resource allocation

With limited resources and multiple projects competing for attention, it can be challenging to determine which tasks should take precedence. Juggling conflicting priorities and allocating resources efficiently is a common workplace problem that can result in decreased productivity and increased stress if not managed properly.

For example, two high-priority projects might be scheduled simultaneously, leaving team members stretched thin and struggling to meet deadlines. Developing a clear project prioritization framework and regularly reviewing priorities can help teams stay focused and manage their resources effectively.

Employee performance issues

It’s not unusual for team members to face performance-related challenges occasionally. Employee performance issues can affect team productivity and morale, whether it’s due to a lack of skills, motivation, or other factors. Identifying and addressing these concerns early on is crucial for maintaining a high-performing and engaged team.

For instance, employees may struggle to keep up with their workload due to a skills gap or personal issues. Providing coaching, training, and support can help employees overcome performance challenges and contribute positively to the team’s success.

Customer satisfaction challenges

Meeting customer expectations and delivering exceptional service are goals for most organizations. However, addressing customer satisfaction challenges can be tricky, especially when dealing with diverse customer needs, tight deadlines, or limited resources.

Ensuring a customer-centric approach to problem-solving can help overcome these obstacles and keep your customers happy.

For example, a product might not meet customer expectations, resulting in negative feedback and returns. By actively listening to customer concerns, involving them in the solution process, and implementing improvements, organizations can turn customer dissatisfaction into opportunities for growth and enhanced customer loyalty.

Adapting to change

Change is inevitable in the modern workplace, whether due to new technology, evolving market conditions, or organizational restructuring. Adapting to change can be difficult for some team members, leading to resistance or fear of the unknown.

Embracing a flexible mindset and developing strategies to cope with change is essential for maintaining a productive and resilient work environment.

For instance, a company might introduce new software that requires employees to learn new skills, causing anxiety and frustration. By providing training, resources, and support, leaders can help team members adapt to change more effectively and even become champions of new initiatives.

How to Identify Workplace Problems

A problem-free workplace doesn’t exist.

Even if you run a well-oiled machine with many happy employees, it’s still a good idea to proactively search for any problems.

The earlier you can get ahead of issues, the easier it will be to put things right and avoid any breakdowns in productivity. Here’s how you can go about that:

Recognizing the Signs of Potential Issues

Before diving into problem-solving strategies, it’s essential first to identify the workplace problems that need attention.

Look out for signs that could indicate potential issues, such as decreased productivity and efficiency, increased employee turnover or dissatisfaction, frequent miscommunications, and conflicts, or declining customer satisfaction and recurring complaints. These red flags might signal underlying problems that require your attention and resolution.

Proactive Problem Identification Strategies

To stay ahead of potential issues, it’s crucial to adopt a proactive approach to problem identification. Open communication channels with your team members and encourage them to share their concerns, ideas, and feedback.

Regular performance reviews and feedback sessions can also help identify areas for improvement or potential problems before they escalate.

Fostering a culture of transparency and trust within the organization makes it easier for employees to voice their concerns without fear of retribution. Additionally, utilizing data-driven analysis and performance metrics can help you spot trends or anomalies that may indicate underlying problems.

Seeking Input from Various Sources

When identifying workplace problems, gathering input from various sources is crucial to ensure you’re getting a comprehensive and accurate picture of the situation. Employee surveys and suggestion boxes can provide valuable insights into potential issues.

At the same time, team meetings and brainstorming sessions can stimulate open discussions and creative problem-solving.

Cross-departmental collaboration is another effective way to identify potential problems, enabling different teams to share their perspectives and experiences. In some cases, it might be helpful to seek external expert consultations or benchmark against industry standards to gain a broader understanding of potential issues and identify best practices for resolving them.

Problem-Solving Scenario Examples and Solutions

Let’s dive into some real-life problem-solving scenarios, exploring the challenges and their practical solutions. We’ll discuss communication issues, conflicting priorities, employee performance, customer satisfaction, and managing change.

Remember, every situation is unique; these examples are just a starting point to inspire your problem-solving process.

Scenario 1: Resolving communication issues within a team

• Identifying the root causes: Let’s say your team has been missing deadlines and experiencing confusion due to poor communication. The first step is identifying the root causes, such as ineffective communication tools, unclear instructions, or a lack of regular updates.
• Implementing effective communication strategies: Implement strategies to improve communication. For example, consider adopting collaboration tools like Slack or Microsoft Teams to streamline communication, establish clear channels for updates, and create guidelines for concise and transparent instructions.
• Encouraging a culture of openness and feedback: Cultivate a team culture that values openness and feedback. Encourage team members to voice concerns, ask questions, and share ideas. Regularly hold check-ins and retrospectives to discuss communication challenges and opportunities for improvement.

Scenario 2: Balancing conflicting priorities and resource constraints

• Evaluating project requirements and resources: In this scenario, you’re juggling two high-priority projects with limited resources. Start by evaluating each project’s requirements, resources, and potential impact on the organization.
• Prioritization techniques and delegation: Use prioritization techniques like the Eisenhower Matrix or MoSCoW method to rank tasks and allocate resources accordingly. Delegate tasks efficiently by matching team members’ skills and expertise with project requirements.
• Continuous monitoring and adjustment: Regularly monitor project progress and adjust priorities and resources as needed. Keep stakeholders informed about changes and maintain open lines of communication to ensure alignment and avoid surprises.

Scenario 3: Addressing employee performance concerns

• Identifying performance gaps: When an employee’s performance is below expectations, identify the specific areas that need improvement. Is it a skills gap, lack of motivation, or external factors like personal issues?
• Providing constructive feedback and support: Provide clear, constructive feedback to the employee, highlighting areas for improvement and offering support, such as training, coaching, or mentorship.
• Developing performance improvement plans: Collaborate with the employee to develop a performance improvement plan , outlining specific goals, timelines, and resources. Regularly review progress and adjust the plan as needed.

Scenario 4: Improving customer satisfaction

• Analyzing customer feedback and pain points: In this scenario, customers are dissatisfied with a product, resulting in negative feedback and returns. Analyze customer feedback to identify common pain points and areas for improvement.
• Implementing customer-centric solutions: Work with your team to develop and implement solutions that address customer concerns, such as enhancing product features or improving customer support.
• Monitoring progress and iterating for success: Regularly monitor customer satisfaction levels and gather feedback to assess the effectiveness of your solutions. Iterate and improve as needed to ensure continuous progress toward higher customer satisfaction.

Scenario 5: Managing change and uncertainty

• Assessing the impact of change on the organization: When faced with change, such as the introduction of new software, assess the potential impact on the organization, including the benefits, challenges, and required resources.
• Developing a change management plan: Create a comprehensive change management plan that includes communication strategies, training, and support resources to help team members adapt to the change.
• Fostering resilience and adaptability among team members: Encourage a culture of resilience and adaptability by providing ongoing support, celebrating small wins, and recognizing the efforts of team members who embrace and champion the change.

Scenario 6: Navigating team conflicts

• Identifying the sources of conflict: When conflicts arise within a team, it’s crucial to identify the underlying issues, such as personality clashes, competing interests, or poor communication.
• Facilitating open discussions and mediation: Arrange a meeting with the involved parties to discuss the conflict openly and objectively. Consider using a neutral third party to mediate the conversation, ensuring everyone’s perspective is heard and understood.
• Developing and implementing conflict resolution strategies: Work together to develop strategies for resolving the conflict, such as setting clear expectations, improving communication, or redefining roles and responsibilities. Monitor progress and adjust strategies as needed to ensure long-term resolution.

Scenario 7: Overcoming deadline pressure and time management challenges

• Assessing project progress and priorities: If a team is struggling to meet deadlines, assess project progress and review priorities. Identify tasks that are behind schedule, and determine if any can be reprioritized or delegated.
• Implementing time management techniques: Encourage the team to adopt effective time management techniques, such as the Pomodoro Technique or time blocking, to maximize productivity and stay focused on tasks.
• Adjusting project scope and resources as needed: In some cases, it may be necessary to adjust the project scope or allocate additional resources to ensure successful completion. Communicate any changes to stakeholders and maintain transparency throughout the process.

Scenario 8: Tackling low employee morale and engagement

• Identifying the causes of low morale: When faced with low employee morale, it’s essential to identify the contributing factors, such as lack of recognition, insufficient growth opportunities, or unrealistic expectations.
• Implementing targeted initiatives to boost morale: Develop and implement initiatives to address these factors, such as offering regular feedback and recognition, providing professional development opportunities, or reassessing workload and expectations.
• Monitoring and adjusting efforts to improve engagement: Regularly monitor employee morale and engagement through surveys or informal conversations. Adjust your initiatives to ensure continuous improvement and maintain a positive work environment.

Developing Problem-Solving Skills in the Workplace

As we’ve seen, problem-solving is a crucial skill for navigating the myriad challenges that can arise in the workplace. To become effective problem solvers, you must develop hard and soft skills that will allow you to tackle issues head-on and find the best solutions.

Let’s dive into these skills and discuss how to cultivate them in the workplace.

Soft Skills

Soft skills are non-technical, interpersonal abilities that help you interact effectively with others, navigate social situations, and perform well in the workplace. They are often referred to as “people skills” or “emotional intelligence” because they involve understanding and managing emotions and building relationships with colleagues, clients, and stakeholders.

Soft skills are typically learned through life experiences and personal development rather than formal education or training.

Examples of soft skills include:

• Critical thinking: Critical thinking is the ability to analyze a situation objectively, considering all relevant information before making a decision. To develop this skill, practice asking open-ended questions, challenging assumptions, and considering multiple perspectives when approaching a problem.
• Effective communication: Strong communication skills are vital for problem-solving, as they enable you to express your ideas clearly and listen actively to others. To improve your communication skills, focus on being concise, empathetic, and open to feedback. Remember that nonverbal communication, such as body language and tone, can be just as important as the words you choose.
• Collaboration and teamwork: Problem-solving often requires collaboration, as multiple minds can bring diverse perspectives and fresh ideas to the table. Foster a sense of teamwork by being open to others’ input, sharing knowledge, and recognizing the contributions of your colleagues.
• Emotional intelligence: The ability to recognize and manage your emotions, as well as empathize with others, can significantly impact your problem-solving abilities. To cultivate emotional intelligence, practice self-awareness, self-regulation, and empathy when dealing with challenges or conflicts.
• Adaptability and resilience: In a constantly changing work environment, the ability to adapt and bounce back from setbacks is essential. Develop your adaptability and resilience by embracing change, learning from failure, and maintaining a growth mindset.

Hard Skills

Hard skills, on the other hand, are specific, teachable abilities that can be acquired through formal education, training, or on-the-job experience. These skills are typically technical, industry-specific, or job-related and can be easily quantified and measured.

Hard skills are often necessary for performing specific tasks or operating specialized tools and equipment.

Examples of hard skills include:

• Project management: Effective problem-solving often involves managing resources, timelines, and tasks. Improve your project management skills by learning popular methodologies (e.g., Agile, Scrum, or Waterfall), setting clear goals, and monitoring progress.
• Data analysis and interpretation: Many problems require data analysis to identify trends, patterns, or insights that inform decision-making. Strengthen your data analysis skills by familiarizing yourself with relevant tools and software, such as Excel or Tableau, and practicing critical thinking when interpreting results.
• Technical proficiency: Depending on your industry, various technical skills may be crucial for problem-solving. Stay current with your field’s latest tools, technologies, and best practices by participating in workshops, online courses, or industry events.
• Decision-making: Strong decision-making skills are vital for problem-solving, as they enable you to evaluate options and choose the best course of action. Develop your decision-making abilities by learning about decision-making models (e.g., SWOT analysis, cost-benefit analysis, or decision trees) and applying them in real-life situations.

Both types of skills—soft and hard—play a crucial role in achieving success in the workplace, as they work together to create a well-rounded and highly effective employee. When combined, these skills enable individuals to excel in their roles and contribute significantly to their organization’s performance and productivity.

Boosting Your Problem-Solving Skills in the Workplace

Boosting your problem-solving skills in the workplace is essential for success, personal growth, and increased productivity.

To effectively improve these skills, consider the following strategies:

• Cultivate a growth mindset by embracing challenges as learning opportunities, being open to feedback, and believing in your ability to develop and improve.
• Enhance critical thinking and creativity by objectively analyzing information, considering multiple perspectives, and brainstorming innovative solutions.
• Develop effective communication skills, including active listening and clear articulation of your thoughts, to facilitate collaboration and problem-solving.
• Foster empathy and emotional intelligence to understand others’ emotions, perspectives, and needs, which can help you devise better solutions.
• Learn from experienced colleagues, study successful problem-solving strategies, and participate in professional development courses or workshops to gain new insights and techniques.
• Adopt a systematic approach to problem-solving by defining the problem, gathering and analyzing relevant information, generating and evaluating potential solutions, and implementing the chosen solution while monitoring its effectiveness.
• Stay organized and manage your time effectively by prioritizing tasks based on urgency and importance and breaking complex problems into smaller, more manageable parts.
• Embrace change, be resilient and adaptable, and learn from failures and setbacks to stay flexible and open to new ideas.

By dedicating time and effort to improving these aspects of your problem-solving skills, you can become a more effective problem-solver, contributing positively to your workplace and enhancing your career prospects.

Problems in the workplace will continuously develop and evolve over time if left unaddressed. Proactively dealing with these issues is the most effective method to ensure a positive and productive work environment.

By honing your problem-solving skills, embracing a growth mindset, and fostering open communication, you can tackle challenges head-on and prevent minor issues from escalating into significant obstacles.

Remember, staying proactive, adaptable, and continuously refining your problem-solving strategies is crucial for professional success and personal growth in the ever-changing world of work.

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Problem-Solving Strategies and Obstacles

Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Sean is a fact-checker and researcher with experience in sociology, field research, and data analytics.

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From deciding what to eat for dinner to considering whether it's the right time to buy a house, problem-solving is a large part of our daily lives. Learn some of the problem-solving strategies that exist and how to use them in real life, along with ways to overcome obstacles that are making it harder to resolve the issues you face.

What Is Problem-Solving?

In cognitive psychology , the term 'problem-solving' refers to the mental process that people go through to discover, analyze, and solve problems.

A problem exists when there is a goal that we want to achieve but the process by which we will achieve it is not obvious to us. Put another way, there is something that we want to occur in our life, yet we are not immediately certain how to make it happen.

Maybe you want a better relationship with your spouse or another family member but you're not sure how to improve it. Or you want to start a business but are unsure what steps to take. Problem-solving helps you figure out how to achieve these desires.

The problem-solving process involves:

• Discovery of the problem
• Deciding to tackle the issue
• Seeking to understand the problem more fully
• Researching available options or solutions
• Taking action to resolve the issue

Before problem-solving can occur, it is important to first understand the exact nature of the problem itself. If your understanding of the issue is faulty, your attempts to resolve it will also be incorrect or flawed.

Problem-Solving Mental Processes

Several mental processes are at work during problem-solving. Among them are:

• Perceptually recognizing the problem
• Representing the problem in memory
• Considering relevant information that applies to the problem
• Identifying different aspects of the problem
• Labeling and describing the problem

Problem-Solving Strategies

There are many ways to go about solving a problem. Some of these strategies might be used on their own, or you may decide to employ multiple approaches when working to figure out and fix a problem.

An algorithm is a step-by-step procedure that, by following certain "rules" produces a solution. Algorithms are commonly used in mathematics to solve division or multiplication problems. But they can be used in other fields as well.

In psychology, algorithms can be used to help identify individuals with a greater risk of mental health issues. For instance, research suggests that certain algorithms might help us recognize children with an elevated risk of suicide or self-harm.

One benefit of algorithms is that they guarantee an accurate answer. However, they aren't always the best approach to problem-solving, in part because detecting patterns can be incredibly time-consuming.

There are also concerns when machine learning is involved—also known as artificial intelligence (AI)—such as whether they can accurately predict human behaviors.

Heuristics are shortcut strategies that people can use to solve a problem at hand. These "rule of thumb" approaches allow you to simplify complex problems, reducing the total number of possible solutions to a more manageable set.

If you find yourself sitting in a traffic jam, for example, you may quickly consider other routes, taking one to get moving once again. When shopping for a new car, you might think back to a prior experience when negotiating got you a lower price, then employ the same tactics.

While heuristics may be helpful when facing smaller issues, major decisions shouldn't necessarily be made using a shortcut approach. Heuristics also don't guarantee an effective solution, such as when trying to drive around a traffic jam only to find yourself on an equally crowded route.

Trial and Error

A trial-and-error approach to problem-solving involves trying a number of potential solutions to a particular issue, then ruling out those that do not work. If you're not sure whether to buy a shirt in blue or green, for instance, you may try on each before deciding which one to purchase.

This can be a good strategy to use if you have a limited number of solutions available. But if there are many different choices available, narrowing down the possible options using another problem-solving technique can be helpful before attempting trial and error.

In some cases, the solution to a problem can appear as a sudden insight. You are facing an issue in a relationship or your career when, out of nowhere, the solution appears in your mind and you know exactly what to do.

Insight can occur when the problem in front of you is similar to an issue that you've dealt with in the past. Although, you may not recognize what is occurring since the underlying mental processes that lead to insight often happen outside of conscious awareness .

Research indicates that insight is most likely to occur during times when you are alone—such as when going on a walk by yourself, when you're in the shower, or when lying in bed after waking up.

How to Apply Problem-Solving Strategies in Real Life

If you're facing a problem, you can implement one or more of these strategies to find a potential solution. Here's how to use them in real life:

• Create a flow chart . If you have time, you can take advantage of the algorithm approach to problem-solving by sitting down and making a flow chart of each potential solution, its consequences, and what happens next.
• Recall your past experiences . When a problem needs to be solved fairly quickly, heuristics may be a better approach. Think back to when you faced a similar issue, then use your knowledge and experience to choose the best option possible.
• Start trying potential solutions . If your options are limited, start trying them one by one to see which solution is best for achieving your desired goal. If a particular solution doesn't work, move on to the next.
• Take some time alone . Since insight is often achieved when you're alone, carve out time to be by yourself for a while. The answer to your problem may come to you, seemingly out of the blue, if you spend some time away from others.

Obstacles to Problem-Solving

Problem-solving is not a flawless process as there are a number of obstacles that can interfere with our ability to solve a problem quickly and efficiently. These obstacles include:

• Assumptions: When dealing with a problem, people can make assumptions about the constraints and obstacles that prevent certain solutions. Thus, they may not even try some potential options.
• Functional fixedness : This term refers to the tendency to view problems only in their customary manner. Functional fixedness prevents people from fully seeing all of the different options that might be available to find a solution.
• Irrelevant or misleading information: When trying to solve a problem, it's important to distinguish between information that is relevant to the issue and irrelevant data that can lead to faulty solutions. The more complex the problem, the easier it is to focus on misleading or irrelevant information.
• Mental set: A mental set is a tendency to only use solutions that have worked in the past rather than looking for alternative ideas. A mental set can work as a heuristic, making it a useful problem-solving tool. However, mental sets can also lead to inflexibility, making it more difficult to find effective solutions.

How to Improve Your Problem-Solving Skills

In the end, if your goal is to become a better problem-solver, it's helpful to remember that this is a process. Thus, if you want to improve your problem-solving skills, following these steps can help lead you to your solution:

• Recognize that a problem exists . If you are facing a problem, there are generally signs. For instance, if you have a mental illness , you may experience excessive fear or sadness, mood changes, and changes in sleeping or eating habits. Recognizing these signs can help you realize that an issue exists.
• Decide to solve the problem . Make a conscious decision to solve the issue at hand. Commit to yourself that you will go through the steps necessary to find a solution.
• Seek to fully understand the issue . Analyze the problem you face, looking at it from all sides. If your problem is relationship-related, for instance, ask yourself how the other person may be interpreting the issue. You might also consider how your actions might be contributing to the situation.
• Research potential options . Using the problem-solving strategies mentioned, research potential solutions. Make a list of options, then consider each one individually. What are some pros and cons of taking the available routes? What would you need to do to make them happen?
• Take action . Select the best solution possible and take action. Action is one of the steps required for change . So, go through the motions needed to resolve the issue.
• Try another option, if needed . If the solution you chose didn't work, don't give up. Either go through the problem-solving process again or simply try another option.

You can find a way to solve your problems as long as you keep working toward this goal—even if the best solution is simply to let go because no other good solution exists.

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By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

• Tell Me About a Time When You Took Action to Resolve a Problem

• Updated January 24, 2024
• Published November 4, 2019

When interviewers talk about resolving problems, they talk about your ability to handle and resolve difficult or unexpected work situations. For companies, people who are creative in their thinking and are able to adapt to situations are essential for success.

Companies rely on employees who can assess situations and calmly focus on identifying solutions. Needless to say, problem-solving skills are essential in the workplace. This is also the reason why problem-solving questions are often asked during job interviews.

To effectively solve challenges or problems in your work, you need problem-solving skills. These are skills such as active listening, creative thinking , and communication . These abilities are essential in virtually any position in a company that you can think of. You can, therefore, imagine that these questions are commonly asked during job interviews.

Learn more about problem-solving interview questions and how to answer them !

Why Interviewers Ask Problem-solving Questions In a Job Interview

The ability to solve problems during your work is about using logic, creativity, and imagination to make sense of a challenging situation to come up with an intelligent solution. Problem-solving skills are related to several skills, such as:

• Taking initiative
• Communication
• Creative thinking
• Decision making
• Team-building
• Active listening

The skills mentioned above are needed in every career at every level to be successful. There are several ways which interviewers can assess your problem-solving skills. Interviewers can, for instance, do this by asking you for examples of how you solved problems or challenges in the past during work. The interviewer could ask you, ‘ Tell me about a time when you took a specific action to resolve a problem. ‘  As you can see, this question requires you to provide an example of a time you took action to solve a problem.

Examples of competency-based problem-solving interview questions are:

• Tell me about a time you were part of a team, and you had to solve a problem.
• Describe a time when you ran into a problem on a project. How did you approach the situation, and what did you do to solve it?
• Tell me about a time when you identified a potential problem and took action to stop it from becoming one.

Learn more about competency-based interview questions and how to answer them .

Another way for interviewers to assess your problem-solving skills is by asking you a hypothetical question on how you would handle a situation if you encounter it. Both these types of questions are examples of so-called behavioral interview questions . They are used by interviewers to analyze your behavior in the workplace.

The reason for asking questions about your behavior in the workplace is because, for interviewers,  the most accurate predictor of future performance is your past performance in similar situations .

Other examples of hypothetical interview questions to assess your problem-solving skills are:

• How would you deal with a conflict in your team?
• How would you respond if a customer or client raised a complaint?
• What would you do if you received negative feedback from a manager?

Hypothetical interview questions are also called situational or scenario-based interview questions. Learn everything you need to know about situational interview questions and how to answer them .

Tips To Improve Problem-solving Skills

There are several ways how you can improve your problem-solving skills . Think, for instance, of acquiring more technical knowledge in your specific field. Depending on the industry in which you’re active, it can be easier to solve issues. Any additional knowledge can be acquired through courses, training, development, or practice.

Another way to work on your skills is by seeking out challenges or opportunities to solve them. By experiencing new situations, you are more likely to be exposed to challenges to solve. To experience new situations, you probably need to get out of your comfort zone and, for instance, volunteer for new projects in your current role or ask to work temporarily on another team.

You can also learn by observing others in their roles. There are probably skilled colleagues at work or more senior workers with more experience. Observing how they go about their work and how they solve problems can benefit you and improve your skills.

STAR Interview Technique To Structure Answers To Problem-solving Questions

The most efficient way to provide the interviewer with a structured answer is by using the STAR interview technique . This interview technique helps you structure your answer in a logical and concise way. STAR is an acronym that stands for the ( S ) situation you were in, the ( T ) tasks you had in that situation, the ( A ) actions you took to address the situation and the ( R ) results you got from those actions.

Below we break down the STAR interview technique into steps that you can use to create your own sample answers to interview questions that you’re expecting .

When you answer a behavioral interview question , start by providing context and background about the situation that you were in. Also, make sure to provide relevant details. When the interviewer asks you questions about challenging situations that you have encountered, make sure that you provide all the details necessary for them to understand what you were up against.

After you describe the situation, talk about your specific responsibilities and what your role was. It’s important that the interviewer gets an understanding of your task during the specific situation that you discuss.

Next, discuss the actions you took to solve the problem. Highlight the desirable traits that the interviewer is looking for. You can find what these are by thoroughly analyzing the job description and company .

Finish your answer by telling the interviewer the results you got from your actions. If possible, include figures or amounts to quantify the results. This way, you can give your answer more weight.

Example Answers To Problem-solving Interview Questions

Below we discuss two answers to the interview questions about problem-solving . However, these are just general examples. Make sure you tailor your answers to your specific situation and the position you’re applying for.

Example 1 – Behavioral Question ‘Tell me about a time you had to solve a challenging problem at work’

‘In my position as a business development manager at ABC Software, I’m responsible for organizing all client events and conferences. ABC Software is a major player in the IT market, and during our events, we invite industry experts to speak on market developments. These events are used to attract new clients but also to maintain our relationship with our existing ones.

Over the last two years, we analyzed our attendee data and found that our event attendance dropped by almost 10%. Furthermore, we discovered that the retention rate of our clients also decreased. When we had to plan the next event, my team and I knew that we had to get our attendance levels back up in order for the events to stay successful. The goal was to get our networking event popular and recurring again.

I had an idea why the attendance levels dropped, but to get more information, I interviewed several sales consultants as well. The main feedback was that we should focus more on attracting new clients through social media channels. I communicated this with our marketing team, and we decided to also reach out to our client base and ask them what they would like to see on our future events. This led to interesting new insights on topics and speakers that we could invite, plus we also received input on how to improve networking possibilities during our events. Based on our research and feedback, I created a new plan of action to market our events through our social media channels to increase exposure.

After launching our marketing campaign, we immediately gained traction online, which led to an increase in advance registrations. For that specific event, we saw a total increase in attendance of 20% in comparison to the previous year. An online survey showed that the attendees were happy with how the way the new event was structured, and 80% of respondents said that it would be likely that they would recommend our events within their network.

My approach to increasing attendance at our events did not go unnoticed. My department director asked me to make a presentation about how I tackled this problem and present this to the board.’

Learn more about behavioral interview questions and how to answer them .

Example 2 – Situational Question ‘Describe your approach to handling conflicts during team projects’

‘If I notice at any point during a project that there are any errors in the teamwork or an issue arises as a result of miscommunication, I address it immediately. I always first try to reach the core of the issue and analyze the circumstances that created it. This way, I make sure I thoroughly understand what I’m up against so that I can make an effective and efficient plan of action.

Once I identify the problem, I will try to track the points that were the basis of the issue. If the issue can be traced back to a specific team member, I would talk to this person to discuss the situation, how it came about, and how I can provide support to make sure we tackle this challenge together.

Also, if needed, I would encourage this team member to take responsibility for his or her actions, the same as I would do in a similar situation.  In these cases, it’s essential to show empathy, and improve work processes and communication. I also use these opportunities to strengthen the relationship between my colleagues and me as well.’

Learn more about answering problem-solving questions + more example answers .

Common Job Interview Questions & Answers

Below you can find a list of common job interview topics. Each link will direct you to an article regarding the specific topics that discuss commonly asked interview questions. Furthermore, each article discusses why the interviewer asks these questions and how you answer them!

• Accomplishments
• Adaptability
• Career Change
• Career Goals
• Conflict Resolution
• Creative Thinking
• Cultural Fit
• Customer Service
• Growth Potential
• Honesty & Integrity
• Inappropriate
• Job Satisfaction
• Entry-Level & No experience
• Performance-Based
• Prioritization & Time Management
• Problem-solving
• Situational & Scenario-based
• Stress Management
• Telephone Interview
• Uncomfortable

Related posts:

• Answering ‘Tell Me About Yourself’ in an Interview
• How To Answer: Tell Me About Your Biggest Failure
• Tell Me About a Time You Were On a Team Project That Failed
• Tell Me About a Time Your Manager Hindered Your Performance
• Software Engineer Interview Tell Me About Yourself

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15 Best ‘Describe a Difficult Situation and How You Handled It’ Answer Examples

When it comes to behavioral interview questions like asking you to describe a difficult situation and how you handled it, you need a strategy to prepare a good answer. The best approach is to take a challenging difficult experience and use it to show your emotional intelligence and your work experience.

This is a great opportunity to leave a strong impression on the hiring manager and show them you’re the best fit for the job.

5 Tips for Your Answer

• Choose a real work-related situation.
• Provide enough detail, but be concise.
• Show your thought process and your abilities in problem-solving.
• Show your leadership, communication, and technical skills.
• Make sure that the story has a positive outcome.

5 Mistakes to Avoid

• Avoid problems that you created yourself.
• Don’t focus on the negative aspects.
• Don’t blame or speak ill of other people.
• Avoid drama.
• Don’t downplay your strengths, but avoid sounding cocky.

How to Answer: STAR Format

You can use the STAR technique to organize your ideas and create a great answer to standard interview behavioral questions, like this one. STAR stands for:

S: Situation – give the interviewer some context to better understand your story.

T: Task – explain what the challenge in that situation was and include the main points.

A: Action – tell them how you handled that challenge.

R: Result – show the results you achieved.

Use the following examples of the best answers to this common interview question as guidelines to help you choose a difficult work situation you’ve experienced. Then use the STAR method to outline your talking points where you turn a tough situation into something positive and show you’re a good fit for the job.

Best Example Answers to “Describe a Difficult Situation and How You Handled It” Interview Question

1. Example Answer: In my previous job, I had to take over a troubled project from a colleague who had quit. In my first meeting with the customer, he walked into the room yelling. He was angry about the problems we hadn’t solved yet. I didn’t interrupt him. I made notes of the issues he raised. When he finished, I told him I was going to address all complaints.

As I asked him questions about each issue, he started to calm down while giving me more information. I went over the specific actions I was planning to take and got our top specialists working on the issues. I made sure to frequently update the customer on my progress. He eventually apologized for his behavior. It took us one week to solve all problems, but I was able to gain his trust back in our company.

Key Takeaways: This answer shows the candidate handled an angry customer in an effective way. Instead of arguing back, they listened, asked questions, and communicated frequently. It also shows the candidate’s problem-solving abilities and efficiency.

2. Example Answer: In the first week of my internship, a client asked for a major change on their website just a few days before its launch. The team had to work late, but the manager said that I didn’t need to. I decided to stay and help the team anyway. I wasn’t trained in the tools they used, but I offered to test the website. I tested every page over and over until all errors got fixed. After that, the manager decided to include me in the next project as a trainee.

Key Takeaways: This answer is a great way to answer this question if you don’t have a lot of experience and so don’t have other good examples you can use. Here, despite the lack of experience, this answer shows the candidate’s willingness to go beyond what was expected of him and be a team player.

3. Example Answer: Back when I was the customer support team leader at ABCD Corporation, we had a new client who was often very rude to my team. I decided to meet with him in person to understand him better and hopefully create a more positive dynamic. My department only communicated with customers by phone and email, but I thought more was needed in this case.

During our meeting, I politely framed the issue in a way that communicated that we wanted to understand how to serve him better. I did not focus on his behavior, but rather on what we could do to exceed his expectations. He ended up apologizing and explaining that he was extremely stressed because of personal issues. After that, he was considerably easier to service.

Key Takeaways: This answer shows the candidate’s ownership of their team’s problem and how they took the initiative to solve it. It also shows their communication skills, interpersonal skills and problem-solving skills. It is an especially great way to answer the interviewer’s question if you are seeking a customer service job.

4. Example Answer: When I started working at a small publishing company, my boss asked me to get some high-profile endorsements for a new book. I had never done that before, but I embraced the challenge. I made a list of about 60 names of great prospects. I first reached out to the top 10 names on that list. When I got the first positive answer, I continued contacting the other people, now mentioning the one who had accepted, and so on. I was able to get 18 endorsements that impressed my boss and were crucial to boosting the book’s sales.

Key Takeaways: The candidate didn’t shy away from a challenge, and their boldness was rewarded.

5. Example Answer: Let me tell you about a difficult situation I had with a new project manager. She needed more billable hours in that quarter to reach her financial goal. So, she asked me to enter 80 more hours that month, and then I would subtract those hours from the following month’s timesheet.

I carefully explained to her that doing so was against the company’s policies. I couldn’t register hours that I hadn’t worked. And if that project got audited, she and I would be in trouble. She understood, thanked me for warning her, and gave up that idea.

Key Takeaways: It shows the candidate’s integrity and courage to do what is right even when having to stand up to a superior.

6. Example Answer: When I started my last job as an HR training specialist, I noticed that every internal audit revealed some of the same errors in certain HR processes. I checked the training material they used for the managers. The training material was an extremely dry online course with a lot of text and no illustrations or media. I decided to create a new version of that course, with videos and multiple-choice tests after each lesson. Every manager ending up taking the course, and after that, the internal audits showed we were performing those processes correctly.

Key Takeaways: The candidate noticed a problem, came up with a good idea to solve the problem, and then took the initiative to make it happen.

7. Example Answer: One of the most difficult challenges I’ve had so far was when a colleague was hospitalized one day before a presentation to a potential client. My manager asked me to fill in for him, but I wasn’t familiar with the products he was selling to the client. I used every minute I had to study everything he had already prepared and finish the presentation. I asked a specialist from the support team to help me with the technical aspects. The presentation was a success, and we were able to close the deal.

Key Takeaways: The candidate made the effort to learn and prepare the presentation in the short time they had, wisely seeking help from experts.

8. Example Answer: In my first team meeting at ABCD Corporation, my manager told a couple of prejudiced jokes. Most people laughed. I noticed that a few other people were uncomfortable, but no one said anything. Even though I was new, I later approached him in private and respectfully explained that those jokes could be offensive to some people. He was surprised and said he didn’t realize it. In the next meeting, he apologized to everyone.

Key Takeaways: The candidate was bold to confront his manager’s inappropriate behavior, and he did so in a professional manner.

9. Example Answer: I had a very difficult situation where the company I was working for was having financial problems. Because of that, I had to fire one person from my team. I chose the team member we had hired most recently. She had great potential, but she still needed guidance to do her job. Before I talked to her, I reached out to some acquaintances from other companies, and one of them was hiring. So, when I gave her the bad news, I also told her about that opportunity. I gave her a recommendation letter and she ended up getting hired.

Key Takeaways: The candidate showed well-thought reasoning in choosing who to fire. They also showed compassion by actively seeking alternate employment for the employee.

10. Example Answer: While I was in college, I worked part-time at a coffee shop. The owner asked me to suggest a way to promote his new doughnut flavor. I suggested making mini doughnuts with that new flavor and adding one for free to each combo order during the launch period. It was a success. It became the third top-selling doughnut after only two weeks. Customers also wanted to buy the mini doughnuts, so we started making mini doughnuts in all flavors, and they also became top sellers.

Key Takeaways: This is a good example of a candidate who was able to add incredible value, even though they were still in college at the time, had little/no job experience, and only worked at the coffee shop on a part-time basis.

11. Example Answer: In my previous job, there was this time when a customer wanted a new website built on a very tight schedule and with a limited budget. I knew it was too risky. I turned down the work and respectfully explained my reasoning to the customer. The customer was upset and hired another company for the job.

Sometime later, the customer called me. They had a lot of delays with their project and realized that the schedule and budget combination was unworkable. They should have allowed for a longer schedule or a larger budget for that project. The customer told me that they wanted to work with us in the future because they valued our judgment and appreciated the honest feedback we had given.

Key Takeaways: The candidate made a tough decision to refuse a project that proved to be problematic. Though it initially resulted in a tense situation, the customer eventually realized that the candidate was right and appreciated their integrity.

12. Example Answer: About two years ago, we had a new team leader. He was constantly overworked while my teammates and I had free time, so I decided to talk to him. I told him that there were many tasks that we were used to doing, and that he could delegate them to us instead of doing everything himself. At first, he hesitated. But he eventually realized that we could handle those tasks, and our team’s workload got more balanced. Our results also improved after that.

Key Takeaways: The answer shows that the candidate has the courage to approach a superior and essentially tell him that he could improve his delegation skills…respectfully. The candidate identified an area for improvement and took initiative. In pursuing a fair workload distribution, it also shows that the candidate is hard working.

13. Example Answer: On my last job, I was asked to join a large project that was almost finished. When I studied the specifics of the tasks I was responsible for, I realized someone had made a wrong estimate. It should take at least two weeks longer to finish them. I talked to the project manager, and I helped him redo the plan. I also suggested adding a junior specialist to help me with the simpler tasks. We were able to finish everything in time and within the budget.

Key Takeaways: In this example, the candidate had to join a project at the tail end and get up to speed quickly. Not only did the candidate do this, but they discovered a critical problem, had the courage to diplomatically raise the issue and worked to solve the problem in a way that minimized negative impact on the project goals.

14. Example Answer: I was working late at the office one day when a customer called. My colleague had sold them a vacation package, including reservations in a hotel in Orlando, Florida. However, the hotel receptionist couldn’t find them. I immediately checked our system. I saw that the reservations got canceled due to incorrect information, but my colleague hadn’t noticed. So, I called the hotel manager, explained the situation, and the hotel manager was able to get the customer a room. I apologized to the customer and gave them a bonus for their next vacation.

Key Takeaways: This is a great example if you are applying to customer service jobs because mistakes inevitably will happen. The candidate didn’t hesitate to help the customer. They solved the problem and offered a bonus to try to make the customer satisfied despite what had happened.

15. Example Answer: I once had to lead an application development project on an extremely tight budget and schedule. It was a strategic client, so I couldn’t refuse it. I got our IT team to set up a VPN tunnel to the customer’s internal network, so most of my team worked remotely, reducing the travel expenses. I also had the junior programmers do some of the work, which reduced the labor cost. I was able to finish the project within schedule and budget. The customer was impressed, and I got a promotion.

Key Takeaways: The candidate showed how they handled a tough project for an important client. They came up with solutions to lower costs and finish the project successfully.

Some standard interview questions may seem a bit scary at first. But if you plan your answer and practice it, you can turn this difficult interview question into a great example of your skills. Prepare your STAR interview answer using what you have learned here and show your potential employer that you have what it takes to get that job. Good luck!