why is it important to develop problem solving

What is problem solving and why is it important

By Wayne Stottler , Kepner-Tregoe

• Problem Solving & Decision Making Over time, developing and refining problem solving skills provides the ability to solve increasingly complex problems Learn More

For over 60 years, Kepner-Tregoe has been helping companies across industries and geographies to develop and mature their problem-solving capabilities through KT’s industry leading approach to training and the implementation of best practice processes. Considering that problem solving is a part of almost every person’s daily life (both at home and in the workplace), it is surprising how often we are asked to explain what problem solving is and why it is important.

Problem solving is at the core of human evolution. It is the methods we use to understand what is happening in our environment, identify things we want to change and then figure out the things that need to be done to create the desired outcome. Problem solving is the source of all new inventions, social and cultural evolution, and the basis for market based economies. It is the basis for continuous improvement, communication and learning.

If this problem-solving thing is so important to daily life, what is it?

Problem-solving is the process of observing what is going on in your environment; identifying things that could be changed or improved; diagnosing why the current state is the way it is and the factors and forces that influence it; developing approaches and alternatives to influence change; making decisions about which alternative to select; taking action to implement the changes; and observing impact of those actions in the environment.

Each step in the problem-solving process employs skills and methods that contribute to the overall effectiveness of influencing change and determine the level of problem complexity that can be addressed. Humans learn how to solve simple problems from a very early age (learning to eat, make coordinated movements and communicate) – and as a person goes through life problem-solving skills are refined, matured and become more sophisticated (enabling them to solve more difficult problems).

Problem-solving is important both to individuals and organizations because it enables us to exert control over our environment.

Fixing things that are broken

Some things wear out and break over time, others are flawed from day-1. Personal and business environments are full of things, activities, interactions and processes that are broken or not operating in the way they are desired to work. Problem-solving gives us a mechanism for identifying these things, figuring out why they are broken and determining a course of action to fix them.

Addressing risk

Humans have learned to identify trends and developed an awareness of cause-and-effect relationships in their environment. These skills not only enable us to fix things when they break but also anticipate what may happen in the future (based on past-experience and current events). Problem-solving can be applied to the anticipated future events and used to enable action in the present to influence the likelihood of the event occurring and/or alter the impact if the event does occur.

Improving performance

Individuals and organizations do not exist in isolation in the environment. There is a complex and ever-changing web of relationships that exist and as a result, the actions of one person will often have either a direct impact on others or an indirect impact by changing the environment dynamics. These interdependencies enable humans to work together to solve more complex problems but they also create a force that requires everyone to continuously improve performance to adapt to improvements by others. Problem-solving helps us understand relationships and implement the changes and improvements needed to compete and survive in a continually changing environment.

Seizing opportunity

Problem solving isn’t just about responding to (and fixing) the environment that exists today. It is also about innovating, creating new things and changing the environment to be more desirable. Problem-solving enables us to identify and exploit opportunities in the environment and exert (some level of) control over the future.

Problem solving skills and the problem-solving process are a critical part of daily life both as individuals and organizations. Developing and refining these skills through training, practice and learning can provide the ability to solve problems more effectively and over time address problems with a greater degree of complexity and difficulty. View KT’s Problem Solving workshop known to be the gold standard for over 60 years.

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Why Problem-Solving Skills Are Essential for Leaders in Any Industry

• 17 Jan 2023

Any organization offering a product or service is in the business of solving problems.

Whether providing medical care to address health issues or quick convenience to those hungry for dinner, a business’s purpose is to satisfy customer needs .

In addition to solving customers’ problems, you’ll undoubtedly encounter challenges within your organization as it evolves to meet customer needs. You’re likely to experience growing pains in the form of missed targets, unattained goals, and team disagreements.

Yet, the ubiquity of problems doesn’t have to be discouraging; with the right frameworks and tools, you can build the skills to solve consumers' and your organization’s most challenging issues.

Here’s a primer on problem-solving in business, why it’s important, the skills you need, and how to build them.

Access your free e-book today.

What Is Problem-Solving in Business?

Problem-solving is the process of systematically removing barriers that prevent you or others from reaching goals.

Your business removes obstacles in customers’ lives through its products or services, just as you can remove obstacles that keep your team from achieving business goals.

Design Thinking

Design thinking , as described by Harvard Business School Dean Srikant Datar in the online course Design Thinking and Innovation , is a human-centered , solutions-based approach to problem-solving and innovation. Originally created for product design, design thinking’s use case has evolved . It’s now used to solve internal business problems, too.

The design thinking process has four stages :

• Clarify: Clarify a problem through research and feedback from those impacted.
• Ideate: Armed with new insights, generate as many solutions as possible.
• Develop: Combine and cull your ideas into a short list of viable, feasible, and desirable options before building prototypes (if making physical products) and creating a plan of action (if solving an intangible problem).
• Implement: Execute the strongest idea, ensuring clear communication with all stakeholders about its potential value and deliberate reasoning.

Using this framework, you can generate innovative ideas that wouldn’t have surfaced otherwise.

Creative Problem-Solving

Another, less structured approach to challenges is creative problem-solving , which employs a series of exercises to explore open-ended solutions and develop new perspectives. This is especially useful when a problem’s root cause has yet to be defined.

You can use creative problem-solving tools in design thinking’s “ideate” stage, which include:

• Brainstorming: Instruct everyone to develop as many ideas as possible in an allotted time frame without passing judgment.
• Divergent thinking exercises: Rather than arriving at the same conclusion (convergent thinking), instruct everyone to come up with a unique idea for a given prompt (divergent thinking). This type of exercise helps avoid the tendency to agree with others’ ideas without considering alternatives.
• Alternate worlds: Ask your team to consider how various personas would manage the problem. For instance, how would a pilot approach it? What about a young child? What about a seasoned engineer?

It can be tempting to fall back on how problems have been solved before, especially if they worked well. However, if you’re striving for innovation, relying on existing systems can stunt your company’s growth.

Related: How to Be a More Creative Problem-Solver at Work: 8 Tips

Why Is Problem-Solving Important for Leaders?

While obstacles’ specifics vary between industries, strong problem-solving skills are crucial for leaders in any field.

Whether building a new product or dealing with internal issues, you’re bound to come up against challenges. Having frameworks and tools at your disposal when they arise can turn issues into opportunities.

As a leader, it’s rarely your responsibility to solve a problem single-handedly, so it’s crucial to know how to empower employees to work together to find the best solution.

Your job is to guide them through each step of the framework and set the parameters and prompts within which they can be creative. Then, you can develop a list of ideas together, test the best ones, and implement the chosen solution.

Related: 5 Design Thinking Skills for Business Professionals

4 Problem-Solving Skills All Leaders Need

1. problem framing.

One key skill for any leader is framing problems in a way that makes sense for their organization. Problem framing is defined in Design Thinking and Innovation as determining the scope, context, and perspective of the problem you’re trying to solve.

“Before you begin to generate solutions for your problem, you must always think hard about how you’re going to frame that problem,” Datar says in the course.

For instance, imagine you work for a company that sells children’s sneakers, and sales have plummeted. When framing the problem, consider:

• What is the children’s sneaker market like right now?
• Should we improve the quality of our sneakers?
• Should we assess all children’s footwear?
• Is this a marketing issue for children’s sneakers specifically?
• Is this a bigger issue that impacts how we should market or produce all footwear?

While there’s no one right way to frame a problem, how you do can impact the solutions you generate. It’s imperative to accurately frame problems to align with organizational priorities and ensure your team generates useful ideas for your firm.

To solve a problem, you need to empathize with those impacted by it. Empathy is the ability to understand others’ emotions and experiences. While many believe empathy is a fixed trait, it’s a skill you can strengthen through practice.

When confronted with a problem, consider whom it impacts. Returning to the children’s sneaker example, think of who’s affected:

• Your organization’s employees, because sales are down
• The customers who typically buy your sneakers
• The children who typically wear your sneakers

Empathy is required to get to the problem’s root and consider each group’s perspective. Assuming someone’s perspective often isn’t accurate, so the best way to get that information is by collecting user feedback.

For instance, if you asked customers who typically buy your children’s sneakers why they’ve stopped, they could say, “A new brand of children’s sneakers came onto the market that have soles with more traction. I want my child to be as safe as possible, so I bought those instead.”

When someone shares their feelings and experiences, you have an opportunity to empathize with them. This can yield solutions to their problem that directly address its root and shows you care. In this case, you may design a new line of children’s sneakers with extremely grippy soles for added safety, knowing that’s what your customers care most about.

Related: 3 Effective Methods for Assessing Customer Needs

3. Breaking Cognitive Fixedness

Cognitive fixedness is a state of mind in which you examine situations through the lens of past experiences. This locks you into one mindset rather than allowing you to consider alternative possibilities.

For instance, your cognitive fixedness may make you think rubber is the only material for sneaker treads. What else could you use? Is there a grippier alternative you haven’t considered?

Problem-solving is all about overcoming cognitive fixedness. You not only need to foster this skill in yourself but among your team.

4. Creating a Psychologically Safe Environment

As a leader, it’s your job to create an environment conducive to problem-solving. In a psychologically safe environment, all team members feel comfortable bringing ideas to the table, which are likely influenced by their personal opinions and experiences.

If employees are penalized for “bad” ideas or chastised for questioning long-held procedures and systems, innovation has no place to take root.

By employing the design thinking framework and creative problem-solving exercises, you can foster a setting in which your team feels comfortable sharing ideas and new, innovative solutions can grow.

How to Build Problem-Solving Skills

The most obvious answer to how to build your problem-solving skills is perhaps the most intimidating: You must practice.

Again and again, you’ll encounter challenges, use creative problem-solving tools and design thinking frameworks, and assess results to learn what to do differently next time.

While most of your practice will occur within your organization, you can learn in a lower-stakes setting by taking an online course, such as Design Thinking and Innovation . Datar guides you through each tool and framework, presenting real-world business examples to help you envision how you would approach the same types of problems in your organization.

Are you interested in uncovering innovative solutions for your organization’s business problems? Explore Design Thinking and Innovation —one of our online entrepreneurship and innovation courses —to learn how to leverage proven frameworks and tools to solve challenges. Not sure which course is right for you? Download our free flowchart .

About the Author

The Importance of Problem Solving and How to Teach it to Kids

FamilyEducation Editorial Staff

Teach your kids to be brilliant problem solvers so they can shine.

We get so lost as parents with all the demands to do more for our children—get better grades, excel at extracurricular activities, have good relationships—that we may be overlooking one of the essential skills they need: problem-solving.

More: A Parent’s Guide to Conscious Discipline

In a Harvard Business Review study about the skills that influence a leader's success, problem-solving ranked third out of 16.

Whether you want your child to get into an Ivy League school, have great relationships, or to be able to take care of the thousands of frustrating tasks that come with adulting, don't miss this significant super-power that helps them succeed.

Our kids face challenges daily when it comes to navigating sibling conflict, a tough math question, or negative peer pressure. Our job as parents or teachers is not to solve everything for them —it is to teach them how to solve things themselves. Using their brains in this way is the crucial ability needed to become confident, smart, and successful individuals.

And the bonus for you is this: instead of giving up or getting frustrated when they encounter a challenge, kids with problem-solving skills manage their emotions, think creatively and learn persistence.

With my children (I have eight), they often pushed back on me for turning the situation back on them to solve, but with some gentle nudging, the application of many tools, and some intriguing conversations, my kids are unbeatable.

Here are some of the best, research-based practices to help your child learn problem-solving so they can build smarter brains and shine in the world:

Don’t have time to read now? Pin it for later:

1. Model Effective Problem-Solving

When you encounter a challenge, think out loud about your mental processes to solve difficulties. Showing your children how you address issues can be done numerous times a day with the tangible and intangible obstacles we all face.

2. Ask for Advice

Ask your kids for advice when you are struggling with something. Your authenticity teaches them that it's common to make mistakes and face challenges.

When you let them know that their ideas are valued, they'll gain the confidence to attempt solving problems on their own.

3. Don't Provide The Answer—Ask More Questions

By not providing a solution, you are helping them to strengthen their mental muscles to come up with their ideas.

At the same time, the task may be too big for them to cognitively understand. Break it down into small steps, and either offer multiple solutions from which they can choose, or ask them leading questions that help them reach the answers themselves.

4. Be Open-Minded

This particular point is critical in building healthy relationships. Reliable partners can hold their values and opinions while also seeing the other's perspective. And then integrate disparate views into a solution.

Teach them to continually ask, "What is left out of my understanding here?"

High-performing teams in business strive for diversity—new points of view and fresh perspectives to allow for more creative solutions. Children need to be able to assess a problem outside of immediate, apparent details, and be open to taking risks to find a better, more innovative approach. Be willing to take on a new perspective.

5. Go Out and Play

It may seem counter-intuitive, but problems get solved during play according to research.

See why independent play is vital for raising empowered children here .

Have you ever banged around an idea in your head with no solution? If so, it's time to get out of your mind and out to play.

Tech companies understand this strategy (I know, I worked at one), by supplying refreshing snacks and ping pong tables and napping pods. And while they have deadlines to meet, they don't micromanage the thinking of their employees.

Offer many activities that will take your child’s mind off of the problem so they can refuel and approach things from a fresh perspective.

Let them see you fail, learn, and try again. Show your child a willingness to make mistakes. When they are solving something, as tricky as it may be, allow your child to struggle, sometimes fail and ultimately learn from experiencing consequences.

Problems are a part of life. They grow us to reach our highest potential. Every problem is there not to make your child miserable, but to lead them closer to their dreams.

Tami Green, America’s most respected life coach, has received magical endorsements by experts from Baylor University and the past president of the American Psychiatric Association. She received her coaching certification from Oprah's enchanting life coach, Dr. Martha Beck. She is a brilliant coach who has helped thousands achieve an exhilarated life through her coaching, classes, and conferences. To see more tips like these, visit her website and join her self-help community here .

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Overview of the Problem-Solving Mental Process

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

Rachel Goldman, PhD FTOS, is a licensed psychologist, clinical assistant professor, speaker, wellness expert specializing in eating behaviors, stress management, and health behavior change.

• Identify the Problem
• Define the Problem
• Form a Strategy
• Organize Information
• Allocate Resources
• Monitor Progress
• Evaluate the Results

Frequently Asked Questions

Problem-solving is a mental process that involves discovering, analyzing, and solving problems. The ultimate goal of problem-solving is to overcome obstacles and find a solution that best resolves the issue.

The best strategy for solving a problem depends largely on the unique situation. In some cases, people are better off learning everything they can about the issue and then using factual knowledge to come up with a solution. In other instances, creativity and insight are the best options.

It is not necessary to follow problem-solving steps sequentially, It is common to skip steps or even go back through steps multiple times until the desired solution is reached.

In order to correctly solve a problem, it is often important to follow a series of steps. Researchers sometimes refer to this as the problem-solving cycle. While this cycle is portrayed sequentially, people rarely follow a rigid series of steps to find a solution.

The following steps include developing strategies and organizing knowledge.

1. Identifying the Problem

While it may seem like an obvious step, identifying the problem is not always as simple as it sounds. In some cases, people might mistakenly identify the wrong source of a problem, which will make attempts to solve it inefficient or even useless.

Some strategies that you might use to figure out the source of a problem include :

• Asking questions about the problem
• Breaking the problem down into smaller pieces
• Looking at the problem from different perspectives
• Conducting research to figure out what relationships exist between different variables

2. Defining the Problem

After the problem has been identified, it is important to fully define the problem so that it can be solved. You can define a problem by operationally defining each aspect of the problem and setting goals for what aspects of the problem you will address

At this point, you should focus on figuring out which aspects of the problems are facts and which are opinions. State the problem clearly and identify the scope of the solution.

3. Forming a Strategy

After the problem has been identified, it is time to start brainstorming potential solutions. This step usually involves generating as many ideas as possible without judging their quality. Once several possibilities have been generated, they can be evaluated and narrowed down.

The next step is to develop a strategy to solve the problem. The approach used will vary depending upon the situation and the individual's unique preferences. Common problem-solving strategies include heuristics and algorithms.

• Heuristics are mental shortcuts that are often based on solutions that have worked in the past. They can work well if the problem is similar to something you have encountered before and are often the best choice if you need a fast solution.
• Algorithms are step-by-step strategies that are guaranteed to produce a correct result. While this approach is great for accuracy, it can also consume time and resources.

Heuristics are often best used when time is of the essence, while algorithms are a better choice when a decision needs to be as accurate as possible.

4. Organizing Information

Before coming up with a solution, you need to first organize the available information. What do you know about the problem? What do you not know? The more information that is available the better prepared you will be to come up with an accurate solution.

When approaching a problem, it is important to make sure that you have all the data you need. Making a decision without adequate information can lead to biased or inaccurate results.

5. Allocating Resources

Of course, we don't always have unlimited money, time, and other resources to solve a problem. Before you begin to solve a problem, you need to determine how high priority it is.

If it is an important problem, it is probably worth allocating more resources to solving it. If, however, it is a fairly unimportant problem, then you do not want to spend too much of your available resources on coming up with a solution.

At this stage, it is important to consider all of the factors that might affect the problem at hand. This includes looking at the available resources, deadlines that need to be met, and any possible risks involved in each solution. After careful evaluation, a decision can be made about which solution to pursue.

6. Monitoring Progress

After selecting a problem-solving strategy, it is time to put the plan into action and see if it works. This step might involve trying out different solutions to see which one is the most effective.

It is also important to monitor the situation after implementing a solution to ensure that the problem has been solved and that no new problems have arisen as a result of the proposed solution.

Effective problem-solvers tend to monitor their progress as they work towards a solution. If they are not making good progress toward reaching their goal, they will reevaluate their approach or look for new strategies .

7. Evaluating the Results

After a solution has been reached, it is important to evaluate the results to determine if it is the best possible solution to the problem. This evaluation might be immediate, such as checking the results of a math problem to ensure the answer is correct, or it can be delayed, such as evaluating the success of a therapy program after several months of treatment.

Once a problem has been solved, it is important to take some time to reflect on the process that was used and evaluate the results. This will help you to improve your problem-solving skills and become more efficient at solving future problems.

A Word From Verywell​

It is important to remember that there are many different problem-solving processes with different steps, and this is just one example. Problem-solving in real-world situations requires a great deal of resourcefulness, flexibility, resilience, and continuous interaction with the environment.

Get Advice From The Verywell Mind Podcast

Hosted by therapist Amy Morin, LCSW, this episode of The Verywell Mind Podcast shares how you can stop dwelling in a negative mindset.

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You can become a better problem solving by:

• Practicing brainstorming and coming up with multiple potential solutions to problems
• Being open-minded and considering all possible options before making a decision
• Breaking down problems into smaller, more manageable pieces
• Asking for help when needed
• Researching different problem-solving techniques and trying out new ones
• Learning from mistakes and using them as opportunities to grow

It's important to communicate openly and honestly with your partner about what's going on. Try to see things from their perspective as well as your own. Work together to find a resolution that works for both of you. Be willing to compromise and accept that there may not be a perfect solution.

Take breaks if things are getting too heated, and come back to the problem when you feel calm and collected. Don't try to fix every problem on your own—consider asking a therapist or counselor for help and insight.

If you've tried everything and there doesn't seem to be a way to fix the problem, you may have to learn to accept it. This can be difficult, but try to focus on the positive aspects of your life and remember that every situation is temporary. Don't dwell on what's going wrong—instead, think about what's going right. Find support by talking to friends or family. Seek professional help if you're having trouble coping.

Davidson JE, Sternberg RJ, editors.  The Psychology of Problem Solving .  Cambridge University Press; 2003. doi:10.1017/CBO9780511615771

Sarathy V. Real world problem-solving .  Front Hum Neurosci . 2018;12:261. Published 2018 Jun 26. doi:10.3389/fnhum.2018.00261

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

Introduction to Problem Solving Skills

What is problem solving and why is it important.

The ability to solve problems is a basic life skill and is essential to our day-to-day lives, at home, at school, and at work. We solve problems every day without really thinking about how we solve them. For example: it’s raining and you need to go to the store. What do you do? There are lots of possible solutions. Take your umbrella and walk. If you don't want to get wet, you can drive, or take the bus. You might decide to call a friend for a ride, or you might decide to go to the store another day. There is no right way to solve this problem and different people will solve it differently.

Problem solving is the process of identifying a problem, developing possible solution paths, and taking the appropriate course of action.

Why is problem solving important? Good problem solving skills empower you not only in your personal life but are critical in your professional life. In the current fast-changing global economy, employers often identify everyday problem solving as crucial to the success of their organizations. For employees, problem solving can be used to develop practical and creative solutions, and to show independence and initiative to employers.

Throughout this case study you will be asked to jot down your thoughts in idea logs. These idea logs are used for reflection on concepts and for answering short questions. When you click on the "Next" button, your responses will be saved for that page. If you happen to close the webpage, you will lose your work on the page you were on, but previous pages will be saved. At the end of the case study, click on the "Finish and Export to PDF" button to acknowledge completion of the case study and receive a PDF document of your idea logs.

What Does Problem Solving Look Like?

The ability to solve problems is a skill, and just like any other skill, the more you practice, the better you get. So how exactly do you practice problem solving? Learning about different problem solving strategies and when to use them will give you a good start. Problem solving is a process. Most strategies provide steps that help you identify the problem and choose the best solution. There are two basic types of strategies: algorithmic and heuristic.

Algorithmic strategies are traditional step-by-step guides to solving problems. They are great for solving math problems (in algebra: multiply and divide, then add or subtract) or for helping us remember the correct order of things (a mnemonic such as “Spring Forward, Fall Back” to remember which way the clock changes for daylight saving time, or “Righty Tighty, Lefty Loosey” to remember what direction to turn bolts and screws). Algorithms are best when there is a single path to the correct solution.

But what do you do when there is no single solution for your problem? Heuristic methods are general guides used to identify possible solutions. A popular one that is easy to remember is IDEAL [ Bransford & Stein, 1993 ] :

• I dentify the problem
• D efine the context of the problem
• E xplore possible strategies
• A ct on best solution

IDEAL is just one problem solving strategy. Building a toolbox of problem solving strategies will improve your problem solving skills. With practice, you will be able to recognize and use multiple strategies to solve complex problems.

Watch the video

What is the best way to get a peanut out of a tube that cannot be moved? Watch a chimpanzee solve this problem in the video below [ Geert Stienissen, 2010 ].

[PDF transcript]

Describe the series of steps you think the chimpanzee used to solve this problem.

• [Page 2: What does Problem Solving Look Like?] Describe the series of steps you think the chimpanzee used to solve this problem.

Think of an everyday problem you've encountered recently and describe your steps for solving it.

• [Page 2: What does Problem Solving Look Like?] Think of an everyday problem you've encountered recently and describe your steps for solving it.

Developing Problem Solving Processes

Problem solving is a process that uses steps to solve problems. But what does that really mean? Let's break it down and start building our toolbox of problem solving strategies.

What is the first step of solving any problem? The first step is to recognize that there is a problem and identify the right cause of the problem. This may sound obvious, but similar problems can arise from different events, and the real issue may not always be apparent. To really solve the problem, it's important to find out what started it all. This is called identifying the root cause .

Example: You and your classmates have been working long hours on a project in the school's workshop. The next afternoon, you try to use your student ID card to access the workshop, but discover that your magnetic strip has been demagnetized. Since the card was a couple of years old, you chalk it up to wear and tear and get a new ID card. Later that same week you learn that several of your classmates had the same problem! After a little investigation, you discover that a strong magnet was stored underneath a workbench in the workshop. The magnet was the root cause of the demagnetized student ID cards.

The best way to identify the root cause of the problem is to ask questions and gather information. If you have a vague problem, investigating facts is more productive than guessing a solution. Ask yourself questions about the problem. What do you know about the problem? What do you not know? When was the last time it worked correctly? What has changed since then? Can you diagram the process into separate steps? Where in the process is the problem occurring? Be curious, ask questions, gather facts, and make logical deductions rather than assumptions.

Watch Adam Savage from Mythbusters, describe his problem solving process [ ForaTv, 2010 ]. As you watch this section of the video, try to identify the questions he asks and the different strategies he uses.

Adam Savage shared many of his problem solving processes. List the ones you think are the five most important. Your list may be different from other people in your class—that's ok!

• [Page 3: Developing Problem Solving Processes] Adam Savage shared many of his problem solving processes. List the ones you think are the five most important.

“The ability to ask the right question is more than half the battle of finding the answer.” — Thomas J. Watson , founder of IBM

Voices From the Field: Solving Problems

In manufacturing facilities and machine shops, everyone on the floor is expected to know how to identify problems and find solutions. Today's employers look for the following skills in new employees: to analyze a problem logically, formulate a solution, and effectively communicate with others.

In this video, industry professionals share their own problem solving processes, the problem solving expectations of their employees, and an example of how a problem was solved.

Meet the Partners:

• Taconic High School in Pittsfield, Massachusetts, is a comprehensive, fully accredited high school with special programs in Health Technology, Manufacturing Technology, and Work-Based Learning.
• Berkshire Community College in Pittsfield, Massachusetts, prepares its students with applied manufacturing technical skills, providing hands-on experience at industrial laboratories and manufacturing facilities, and instructing them in current technologies.
• H.C. Starck in Newton, Massachusetts, specializes in processing and manufacturing technology metals, such as tungsten, niobium, and tantalum. In almost 100 years of experience, they hold over 900 patents, and continue to innovate and develop new products.
• Nypro Healthcare in Devens, Massachusetts, specializes in precision injection-molded healthcare products. They are committed to good manufacturing processes including lean manufacturing and process validation.

Making Decisions

Now that you have a couple problem solving strategies in your toolbox, let's practice. In this exercise, you are given a scenario and you will be asked to decide what steps you would take to identify and solve the problem.

Scenario: You are a new employee and have just finished your training. As your first project, you have been assigned the milling of several additional components for a regular customer. Together, you and your trainer, Bill, set up for the first run. Checking your paperwork, you gather the tools and materials on the list. As you are mounting the materials on the table, you notice that you didn't grab everything and hurriedly grab a few more items from one of the bins. Once the material is secured on the CNC table, you load tools into the tool carousel in the order listed on the tool list and set the fixture offsets.

Bill tells you that since this is a rerun of a job several weeks ago, the CAD/CAM model has already been converted to CNC G-code. Bill helps you download the code to the CNC machine. He gives you the go-ahead and leaves to check on another employee. You decide to start your first run.

What problems did you observe in the video?

• [Page 5: Making Decisions] What problems did you observe in the video?
• What do you do next?
• Try to fix it yourself.
• Ask your trainer for help.

As you are cleaning up, you think about what happened and wonder why it happened. You try to create a mental picture of what happened. You are not exactly sure what the end mill hit, but it looked like it might have hit the dowel pin. You wonder if you grabbed the correct dowel pins from the bins earlier.

You can think of two possible next steps. You can recheck the dowel pin length to make sure it is the correct length, or do a dry run using the CNC single step or single block function with the spindle empty to determine what actually happened.

• Check the dowel pins.
• Use the single step/single block function to determine what happened.

You notice that your trainer, Bill, is still on the floor and decide to ask him for help. You describe the problem to him. Bill asks if you know what the end mill ran into. You explain that you are not sure but you think it was the dowel pin. Bill reminds you that it is important to understand what happened so you can fix the correct problem. He suggests that you start all over again and begin with a dry run using the single step/single block function, with the spindle empty, to determine what it hit. Or, since it happened at the end, he mentions that you can also check the G-code to make sure the Z-axis is raised before returning to the home position.

• Run the single step/single block function.
• Edit the G-code to raise the Z-axis.

You finish cleaning up and check the CNC for any damage. Luckily, everything looks good. You check your paperwork and gather the components and materials again. You look at the dowel pins you used earlier, and discover that they are not the right length. As you go to grab the correct dowel pins, you have to search though several bins. For the first time, you are aware of the mess - it looks like the dowel pins and other items have not been put into the correctly labeled bins. You spend 30 minutes straightening up the bins and looking for the correct dowel pins.

Finally finding them, you finish setting up. You load tools into the tool carousel in the order listed on the tool list and set the fixture offsets. Just to make sure, you use the CNC single step/single block function, to do a dry run of the part. Everything looks good! You are ready to create your first part. The first component is done, and, as you admire your success, you notice that the part feels hotter than it should.

You wonder why? You go over the steps of the process to mentally figure out what could be causing the residual heat. You wonder if there is a problem with the CNC's coolant system or if the problem is in the G-code.

• Look at the G-code.

After thinking about the problem, you decide that maybe there's something wrong with the setup. First, you clean up the damaged materials and remove the broken tool. You check the CNC machine carefully for any damage. Luckily, everything looks good. It is time to start over again from the beginning.

You again check your paperwork and gather the tools and materials on the setup sheet. After securing the new materials, you use the CNC single step/single block function with the spindle empty, to do a dry run of the part. You watch carefully to see if you can figure out what happened. It looks to you like the spindle barely misses hitting the dowel pin. You determine that the end mill was broken when it hit the dowel pin while returning to the start position.

After conducting a dry run using the single step/single block function, you determine that the end mill was damaged when it hit the dowel pin on its return to the home position. You discuss your options with Bill. Together, you decide the best thing to do would be to edit the G-code and raise the Z-axis before returning to home. You open the CNC control program and edit the G-code. Just to make sure, you use the CNC single step/single block function, to do another dry run of the part. You are ready to create your first part. It works. You first part is completed. Only four more to go.

As you are cleaning up, you notice that the components are hotter than you expect and the end mill looks more worn than it should be. It dawns on you that while you were milling the component, the coolant didn't turn on. You wonder if it is a software problem in the G-code or hardware problem with the CNC machine.

It's the end of the day and you decide to finish the rest of the components in the morning.

• You decide to look at the G-code in the morning.
• You leave a note on the machine, just in case.

You decide that the best thing to do would be to edit the G-code and raise the Z-axis of the spindle before it returns to home. You open the CNC control program and edit the G-code.

While editing the G-code to raise the Z-axis, you notice that the coolant is turned off at the beginning of the code and at the end of the code. The coolant command error caught your attention because your coworker, Mark, mentioned having a similar issue during lunch. You change the coolant command to turn the mist on.

• You decide to talk with your supervisor.
• You discuss what happened with a coworker over lunch.

As you reflect on the residual heat problem, you think about the machining process and the factors that could have caused the issue. You try to think of anything and everything that could be causing the issue. Are you using the correct tool for the specified material? Are you using the specified material? Is it running at the correct speed? Is there enough coolant? Are there chips getting in the way?

Wait, was the coolant turned on? As you replay what happened in your mind, you wonder why the coolant wasn't turned on. You decide to look at the G-code to find out what is going on.

From the milling machine computer, you open the CNC G-code. You notice that there are no coolant commands. You add them in and on the next run, the coolant mist turns on and the residual heat issues is gone. Now, its on to creating the rest of the parts.

Have you ever used brainstorming to solve a problem? Chances are, you've probably have, even if you didn't realize it.

You notice that your trainer, Bill, is on the floor and decide to ask him for help. You describe the problem with the end mill breaking, and how you discovered that items are not being returned to the correctly labeled bins. You think this caused you to grab the incorrect length dowel pins on your first run. You have sorted the bins and hope that the mess problem is fixed. You then go on to tell Bill about the residual heat issue with the completed part.

Together, you go to the milling machine. Bill shows you how to check the oil and coolant levels. Everything looks good at the machine level. Next, on the CNC computer, you open the CNC G-code. While looking at the code, Bill points out that there are no coolant commands. Bill adds them in and when you rerun the program, it works.

Bill is glad you mentioned the problem to him. You are the third worker to mention G-code issues over the last week. You noticed the coolant problems in your G-code, John noticed a Z-axis issue in his G-code, and Sam had issues with both the Z-axis and the coolant. Chances are, there is a bigger problem and Bill will need to investigate the root cause .

Talking with Bill, you discuss the best way to fix the problem. Bill suggests editing the G-code to raise the Z-axis of the spindle before it returns to its home position. You open the CNC control program and edit the G-code. Following the setup sheet, you re-setup the job and use the CNC single step/single block function, to do another dry run of the part. Everything looks good, so you run the job again and create the first part. It works. Since you need four of each component, you move on to creating the rest of them before cleaning up and leaving for the day.

It's a new day and you have new components to create. As you are setting up, you go in search of some short dowel pins. You discover that the bins are a mess and components have not been put away in the correctly labeled bins. You wonder if this was the cause of yesterday's problem. As you reorganize the bins and straighten up the mess, you decide to mention the mess issue to Bill in your afternoon meeting.

You describe the bin mess and using the incorrect length dowels to Bill. He is glad you mentioned the problem to him. You are not the first person to mention similar issues with tools and parts not being put away correctly. Chances are there is a bigger safety issue here that needs to be addressed in the next staff meeting.

In any workplace, following proper safety and cleanup procedures is always important. This is especially crucial in manufacturing where people are constantly working with heavy, costly and sometimes dangerous equipment. When issues and problems arise, it is important that they are addressed in an efficient and timely manner. Effective communication is an important tool because it can prevent problems from recurring, avoid injury to personnel, reduce rework and scrap, and ultimately, reduce cost, and save money.

You now know that the end mill was damaged when it hit the dowel pin. It seems to you that the easiest thing to do would be to edit the G-code and raise the Z-axis position of the spindle before it returns to the home position. You open the CNC control program and edit the G-code, raising the Z-axis. Starting over, you follow the setup sheet and re-setup the job. This time, you use the CNC single step/single block function, to do another dry run of the part. Everything looks good, so you run the job again and create the first part.

At the end of the day, you are reviewing your progress with your trainer, Bill. After you describe the day's events, he reminds you to always think about safety and the importance of following work procedures. He decides to bring the issue up in the next morning meeting as a reminder to everyone.

In any workplace, following proper procedures (especially those that involve safety) is always important. This is especially crucial in manufacturing where people are constantly working with heavy, costly, and sometimes dangerous equipment. When issues and problems arise, it is important that they are addressed in an efficient and timely manner. Effective communication is an important tool because it can prevent problems from recurring, avoid injury to personnel, reduce rework and scrap, and ultimately, reduce cost, and save money. One tool to improve communication is the morning meeting or huddle.

The next morning, you check the G-code to determine what is wrong with the coolant. You notice that the coolant is turned off at the beginning of the code and also at the end of the code. This is strange. You change the G-code to turn the coolant on at the beginning of the run and off at the end. This works and you create the rest of the parts.

Throughout the day, you keep wondering what caused the G-code error. At lunch, you mention the G-code error to your coworker, John. John is not surprised. He said that he encountered a similar problem earlier this week. You decide to talk with your supervisor the next time you see him.

You are in luck. You see your supervisor by the door getting ready to leave. You hurry over to talk with him. You start off by telling him about how you asked Bill for help. Then you tell him there was a problem and the end mill was damaged. You describe the coolant problem in the G-code. Oh, and by the way, John has seen a similar problem before.

Your supervisor doesn't seem overly concerned, errors happen. He tells you "Good job, I am glad you were able to fix the issue." You are not sure whether your supervisor understood your explanation of what happened or that it had happened before.

The challenge of communicating in the workplace is learning how to share your ideas and concerns. If you need to tell your supervisor that something is not going well, it is important to remember that timing, preparation, and attitude are extremely important.

It is the end of your shift, but you want to let the next shift know that the coolant didn't turn on. You do not see your trainer or supervisor around. You decide to leave a note for the next shift so they are aware of the possible coolant problem. You write a sticky note and leave it on the monitor of the CNC control system.

How effective do you think this solution was? Did it address the problem?

In this scenario, you discovered several problems with the G-code that need to be addressed. When issues and problems arise, it is important that they are addressed in an efficient and timely manner. Effective communication is an important tool because it can prevent problems from recurring and avoid injury to personnel. The challenge of communicating in the workplace is learning how and when to share your ideas and concerns. If you need to tell your co-workers or supervisor that there is a problem, it is important to remember that timing and the method of communication are extremely important.

You are able to fix the coolant problem in the G-code. While you are glad that the problem is fixed, you are worried about why it happened in the first place. It is important to remember that if a problem keeps reappearing, you may not be fixing the right problem. You may only be addressing the symptoms.

You decide to talk to your trainer. Bill is glad you mentioned the problem to him. You are the third worker to mention G-code issues over the last week. You noticed the coolant problems in your G-code, John noticed a Z-axis issue in his G-code, and Sam had issues with both the Z-axis and the coolant. Chances are, there is a bigger problem and Bill will need to investigate the root cause .

Over lunch, you ask your coworkers about the G-code problem and what may be causing the error. Several people mention having similar problems but do not know the cause.

You have now talked to three coworkers who have all experienced similar coolant G-code problems. You make a list of who had the problem, when they had the problem, and what each person told you.

When you see your supervisor later that afternoon, you are ready to talk with him. You describe the problem you had with your component and the damaged bit. You then go on to tell him about talking with Bill and discovering the G-code issue. You show him your notes on your coworkers' coolant issues, and explain that you think there might be a bigger problem.

You supervisor thanks you for your initiative in identifying this problem. It sounds like there is a bigger problem and he will need to investigate the root cause. He decides to call a team huddle to discuss the issue, gather more information, and talk with the team about the importance of communication.

Root Cause Analysis

Root cause analysis ( RCA ) is a method of problem solving that identifies the underlying causes of an issue. Root cause analysis helps people answer the question of why the problem occurred in the first place. RCA uses clear cut steps in its associated tools, like the "5 Whys Analysis" and the "Cause and Effect Diagram," to identify the origin of the problem, so that you can:

• Determine what happened.
• Determine why it happened.
• Fix the problem so it won’t happen again.

RCA works under the idea that systems and events are connected. An action in one area triggers an action in another, and another, and so on. By tracing back these actions, you can discover where the problem started and how it developed into the problem you're now facing. Root cause analysis can prevent problems from recurring, reduce injury to personnel, reduce rework and scrap, and ultimately, reduce cost and save money. There are many different RCA techniques available to determine the root cause of a problem. These are just a few:

• Root Cause Analysis Tools
• 5 Whys Analysis
• Fishbone or Cause and Effect Diagram
• Pareto Analysis

How Huddles Work

Communication is a vital part of any setting where people work together. Effective communication helps employees and managers form efficient teams. It builds trusts between employees and management, and reduces unnecessary competition because each employee knows how their part fits in the larger goal.

One tool that management can use to promote communication in the workplace is the huddle . Just like football players on the field, a huddle is a short meeting where everyone is standing in a circle. A daily team huddle ensures that team members are aware of changes to the schedule, reiterated problems and safety issues, and how their work impacts one another. When done right, huddles create collaboration, communication, and accountability to results. Impromptu huddles can be used to gather information on a specific issue and get each team member's input.

The most important thing to remember about huddles is that they are short, lasting no more than 10 minutes, and their purpose is to communicate and identify. In essence, a huddle’s purpose is to identify priorities, communicate essential information, and discover roadblocks to productivity.

Who uses huddles? Many industries and companies use daily huddles. At first thought, most people probably think of hospitals and their daily patient update meetings, but lots of managers use daily meetings to engage their employees. Here are a few examples:

• Brian Scudamore, CEO of 1-800-Got-Junk? , uses the daily huddle as an operational tool to take the pulse of his employees and as a motivational tool. Watch a morning huddle meeting .
• Fusion OEM, an outsourced manufacturing and production company. What do employees take away from the daily huddle meeting .
• Biz-Group, a performance consulting group. Tips for a successful huddle .

Brainstorming

One tool that can be useful in problem solving is brainstorming . Brainstorming is a creativity technique designed to generate a large number of ideas for the solution to a problem. The method was first popularized in 1953 by Alex Faickney Osborn in the book Applied Imagination . The goal is to come up with as many ideas as you can in a fixed amount of time. Although brainstorming is best done in a group, it can be done individually. Like most problem solving techniques, brainstorming is a process.

• Define a clear objective.
• Have an agreed a time limit.
• During the brainstorming session, write down everything that comes to mind, even if the idea sounds crazy.
• If one idea leads to another, write down that idea too.
• Combine and refine ideas into categories of solutions.
• Assess and analyze each idea as a potential solution.

When used during problem solving, brainstorming can offer companies new ways of encouraging staff to think creatively and improve production. Brainstorming relies on team members' diverse experiences, adding to the richness of ideas explored. This means that you often find better solutions to the problems. Team members often welcome the opportunity to contribute ideas and can provide buy-in for the solution chosen—after all, they are more likely to be committed to an approach if they were involved in its development. What's more, because brainstorming is fun, it helps team members bond.

• Watch Peggy Morgan Collins, a marketing executive at Power Curve Communications discuss How to Stimulate Effective Brainstorming .
• Watch Kim Obbink, CEO of Filter Digital, a digital content company, and her team share their top five rules for How to Effectively Generate Ideas .

Importance of Good Communication and Problem Description

Communication is one of the most frequent activities we engage in on a day-to-day basis. At some point, we have all felt that we did not effectively communicate an idea as we would have liked. The key to effective communication is preparation. Rather than attempting to haphazardly improvise something, take a few minutes and think about what you want say and how you will say it. If necessary, write yourself a note with the key points or ideas in the order you want to discuss them. The notes can act as a reminder or guide when you talk to your supervisor.

Tips for clear communication of an issue:

• Provide a clear summary of your problem. Start at the beginning, give relevant facts, timelines, and examples.
• Avoid including your opinion or personal attacks in your explanation.
• Avoid using words like "always" or "never," which can give the impression that you are exaggerating the problem.
• If this is an ongoing problem and you have collected documentation, give it to your supervisor once you have finished describing the problem.
• Remember to listen to what's said in return; communication is a two-way process.

Not all communication is spoken. Body language is nonverbal communication that includes your posture, your hands and whether you make eye contact. These gestures can be subtle or overt, but most importantly they communicate meaning beyond what is said. When having a conversation, pay attention to how you stand. A stiff position with arms crossed over your chest may imply that you are being defensive even if your words state otherwise. Shoving your hands in your pockets when speaking could imply that you have something to hide. Be wary of using too many hand gestures because this could distract listeners from your message.

The challenge of communicating in the workplace is learning how and when to share your ideas or concerns. If you need to tell your supervisor or co-worker about something that is not going well, keep in mind that good timing and good attitude will go a long way toward helping your case.

Like all skills, effective communication needs to be practiced. Toastmasters International is perhaps the best known public speaking organization in the world. Toastmasters is open to anyone who wish to improve their speaking skills and is willing to put in the time and effort to do so. To learn more, visit Toastmasters International .

Methods of Communication

Communication of problems and issues in any workplace is important, particularly when safety is involved. It is therefore crucial in manufacturing where people are constantly working with heavy, costly, and sometimes dangerous equipment. As issues and problems arise, they need to be addressed in an efficient and timely manner. Effective communication is an important skill because it can prevent problems from recurring, avoid injury to personnel, reduce rework and scrap, and ultimately, reduce cost and save money.

There are many different ways to communicate: in person, by phone, via email, or written. There is no single method that fits all communication needs, each one has its time and place.

In person: In the workplace, face-to-face meetings should be utilized whenever possible. Being able to see the person you need to speak to face-to-face gives you instant feedback and helps you gauge their response through their body language. Be careful of getting sidetracked in conversation when you need to communicate a problem.

Email: Email has become the communication standard for most businesses. It can be accessed from almost anywhere and is great for things that don’t require an immediate response. Email is a great way to communicate non-urgent items to large amounts of people or just your team members. One thing to remember is that most people's inboxes are flooded with emails every day and unless they are hyper vigilant about checking everything, important items could be missed. For issues that are urgent, especially those around safety, email is not always be the best solution.

Phone: Phone calls are more personal and direct than email. They allow us to communicate in real time with another person, no matter where they are. Not only can talking prevent miscommunication, it promotes a two-way dialogue. You don’t have to worry about your words being altered or the message arriving on time. However, mobile phone use and the workplace don't always mix. In particular, using mobile phones in a manufacturing setting can lead to a variety of problems, cause distractions, and lead to serious injury.

Written: Written communication is appropriate when detailed instructions are required, when something needs to be documented, or when the person is too far away to easily speak with over the phone or in person.

There is no "right" way to communicate, but you should be aware of how and when to use the appropriate form of communication for your situation. When deciding the best way to communicate with a co-worker or manager, put yourself in their shoes, and think about how you would want to learn about the issue. Also, consider what information you would need to know to better understand the issue. Use your good judgment of the situation and be considerate of your listener's viewpoint.

Did you notice any other potential problems in the previous exercise?

• [Page 6:] Did you notice any other potential problems in the previous exercise?

Summary of Strategies

In this exercise, you were given a scenario in which there was a problem with a component you were creating on a CNC machine. You were then asked how you wanted to proceed. Depending on your path through this exercise, you might have found an easy solution and fixed it yourself, asked for help and worked with your trainer, or discovered an ongoing G-code problem that was bigger than you initially thought.

When issues and problems arise, it is important that they are addressed in an efficient and timely manner. Communication is an important tool because it can prevent problems from recurring, avoid injury to personnel, reduce rework and scrap, and ultimately, reduce cost, and save money. Although, each path in this exercise ended with a description of a problem solving tool for your toolbox, the first step is always to identify the problem and define the context in which it happened.

There are several strategies that can be used to identify the root cause of a problem. Root cause analysis (RCA) is a method of problem solving that helps people answer the question of why the problem occurred. RCA uses a specific set of steps, with associated tools like the “5 Why Analysis" or the “Cause and Effect Diagram,” to identify the origin of the problem, so that you can:

Once the underlying cause is identified and the scope of the issue defined, the next step is to explore possible strategies to fix the problem.

If you are not sure how to fix the problem, it is okay to ask for help. Problem solving is a process and a skill that is learned with practice. It is important to remember that everyone makes mistakes and that no one knows everything. Life is about learning. It is okay to ask for help when you don’t have the answer. When you collaborate to solve problems you improve workplace communication and accelerates finding solutions as similar problems arise.

One tool that can be useful for generating possible solutions is brainstorming . Brainstorming is a technique designed to generate a large number of ideas for the solution to a problem. The method was first popularized in 1953 by Alex Faickney Osborn in the book Applied Imagination. The goal is to come up with as many ideas as you can, in a fixed amount of time. Although brainstorming is best done in a group, it can be done individually.

Depending on your path through the exercise, you may have discovered that a couple of your coworkers had experienced similar problems. This should have been an indicator that there was a larger problem that needed to be addressed.

In any workplace, communication of problems and issues (especially those that involve safety) is always important. This is especially crucial in manufacturing where people are constantly working with heavy, costly, and sometimes dangerous equipment. When issues and problems arise, it is important that they be addressed in an efficient and timely manner. Effective communication is an important tool because it can prevent problems from recurring, avoid injury to personnel, reduce rework and scrap, and ultimately, reduce cost and save money.

One strategy for improving communication is the huddle . Just like football players on the field, a huddle is a short meeting with everyone standing in a circle. A daily team huddle is a great way to ensure that team members are aware of changes to the schedule, any problems or safety issues are identified and that team members are aware of how their work impacts one another. When done right, huddles create collaboration, communication, and accountability to results. Impromptu huddles can be used to gather information on a specific issue and get each team member's input.

To learn more about different problem solving strategies, choose an option below. These strategies accompany the outcomes of different decision paths in the problem solving exercise.

• View Problem Solving Strategies Select a strategy below... Root Cause Analysis How Huddles Work Brainstorming Importance of Good Problem Description Methods of Communication

Communication is one of the most frequent activities we engage in on a day-to-day basis. At some point, we have all felt that we did not effectively communicate an idea as we would have liked. The key to effective communication is preparation. Rather than attempting to haphazardly improvise something, take a few minutes and think about what you want say and how you will say it. If necessary, write yourself a note with the key points or ideas in the order you want to discuss them. The notes can act as a reminder or guide during your meeting.

• Provide a clear summary of the problem. Start at the beginning, give relevant facts, timelines, and examples.

In person: In the workplace, face-to-face meetings should be utilized whenever possible. Being able to see the person you need to speak to face-to-face gives you instant feedback and helps you gauge their response in their body language. Be careful of getting sidetracked in conversation when you need to communicate a problem.

There is no "right" way to communicate, but you should be aware of how and when to use the appropriate form of communication for the situation. When deciding the best way to communicate with a co-worker or manager, put yourself in their shoes, and think about how you would want to learn about the issue. Also, consider what information you would need to know to better understand the issue. Use your good judgment of the situation and be considerate of your listener's viewpoint.

"Never try to solve all the problems at once — make them line up for you one-by-one.” — Richard Sloma

Problem Solving: An Important Job Skill

Problem solving improves efficiency and communication on the shop floor. It increases a company's efficiency and profitability, so it's one of the top skills employers look for when hiring new employees. Recent industry surveys show that employers consider soft skills, such as problem solving, as critical to their business’s success.

The 2011 survey, "Boiling Point? The skills gap in U.S. manufacturing ," polled over a thousand manufacturing executives who reported that the number one skill deficiency among their current employees is problem solving, which makes it difficult for their companies to adapt to the changing needs of the industry.

In this video, industry professionals discuss their expectations and present tips for new employees joining the manufacturing workforce.

Quick Summary

• [Quick Summary: Question1] What are two things you learned in this case study?
• What question(s) do you still have about the case study?
• [Quick Summary: Question2] What question(s) do you still have about the case study?
• Is there anything you would like to learn more about with respect to this case study?
• [Quick Summary: Question3] Is there anything you would like to learn more about with respect to this case study?

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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, what is lateral thinking 7 techniques to encourage creative ideas, 31 examples of problem solving performance review phrases, learn what process mapping is and how to create one (+ examples), leadership activities that encourage employee engagement, how much do distractions cost 8 effects of lack of focus, can dreams help you solve problems 6 ways to try, 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, 3 problem statement examples and steps to write your own, 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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Why Every Educator Needs to Teach Problem-Solving Skills

Strong problem-solving skills will help students be more resilient and will increase their academic and career success .

Want to learn more about how to measure and teach students’ higher-order skills, including problem solving, critical thinking, and written communication?

Problem-solving skills are essential in school, careers, and life.

Problem-solving skills are important for every student to master. They help individuals navigate everyday life and find solutions to complex issues and challenges. These skills are especially valuable in the workplace, where employees are often required to solve problems and make decisions quickly and effectively.

Problem-solving skills are also needed for students’ personal growth and development because they help individuals overcome obstacles and achieve their goals. By developing strong problem-solving skills, students can improve their overall quality of life and become more successful in their personal and professional endeavors.

Problem-Solving Skills Help Students…

   develop resilience.

Problem-solving skills are an integral part of resilience and the ability to persevere through challenges and adversity. To effectively work through and solve a problem, students must be able to think critically and creatively. Critical and creative thinking help students approach a problem objectively, analyze its components, and determine different ways to go about finding a solution.  

This process in turn helps students build self-efficacy . When students are able to analyze and solve a problem, this increases their confidence, and they begin to realize the power they have to advocate for themselves and make meaningful change.

When students gain confidence in their ability to work through problems and attain their goals, they also begin to build a growth mindset . According to leading resilience researcher, Carol Dweck, “in a growth mindset, people believe that their most basic abilities can be developed through dedication and hard work—brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.”

    Set and Achieve Goals

Students who possess strong problem-solving skills are better equipped to set and achieve their goals. By learning how to identify problems, think critically, and develop solutions, students can become more self-sufficient and confident in their ability to achieve their goals. Additionally, problem-solving skills are used in virtually all fields, disciplines, and career paths, which makes them important for everyone. Building strong problem-solving skills will help students enhance their academic and career performance and become more competitive as they begin to seek full-time employment after graduation or pursue additional education and training.

  Resolve Conflicts

In addition to increased social and emotional skills like self-efficacy and goal-setting, problem-solving skills teach students how to cooperate with others and work through disagreements and conflicts. Problem-solving promotes “thinking outside the box” and approaching a conflict by searching for different solutions. This is a very different (and more effective!) method than a more stagnant approach that focuses on placing blame or getting stuck on elements of a situation that can’t be changed.

While it’s natural to get frustrated or feel stuck when working through a conflict, students with strong problem-solving skills will be able to work through these obstacles, think more rationally, and address the situation with a more solution-oriented approach. These skills will be valuable for students in school, their careers, and throughout their lives.

    Achieve Success

We are all faced with problems every day. Problems arise in our personal lives, in school and in our jobs, and in our interactions with others. Employers especially are looking for candidates with strong problem-solving skills. In today’s job market, most jobs require the ability to analyze and effectively resolve complex issues. Students with strong problem-solving skills will stand out from other applicants and will have a more desirable skill set.

In a recent opinion piece published by The Hechinger Report , Virgel Hammonds, Chief Learning Officer at KnowledgeWorks, stated “Our world presents increasingly complex challenges. Education must adapt so that it nurtures problem solvers and critical thinkers.” Yet, the “traditional K–12 education system leaves little room for students to engage in real-world problem-solving scenarios.” This is the reason that a growing number of K–12 school districts and higher education institutions are transforming their instructional approach to personalized and competency-based learning, which encourage students to make decisions, problem solve and think critically as they take ownership of and direct their educational journey.

Problem-Solving Skills Can Be Measured and Taught

Research shows that problem-solving skills can be measured and taught. One effective method is through performance-based assessments which require students to demonstrate or apply their knowledge and higher-order skills to create a response or product or do a task.

What Are Performance-Based Assessments?

With the No Child Left Behind Act (2002), the use of standardized testing became the primary way to measure student learning in the U.S. The legislative requirements of this act shifted the emphasis to standardized testing, and this led to a  decline in nontraditional testing methods .

But   many educators, policy makers, and parents have concerns with standardized tests. Some of the top issues include that they don’t provide feedback on how students can perform better, they don’t value creativity, they are not representative of diverse populations, and they can be disadvantageous to lower-income students.

While standardized tests are still the norm, U.S. Secretary of Education Miguel Cardona is encouraging states and districts to move away from traditional multiple choice and short response tests and instead use performance-based assessment, competency-based assessments, and other more authentic methods of measuring students abilities and skills rather than rote learning. 

Performance-based assessments  measure whether students can apply the skills and knowledge learned from a unit of study. Typically, a performance task challenges students to use their higher-order skills to complete a project or process. Tasks can range from an essay to a complex proposal or design.

Preview a Performance-Based Assessment

Want a closer look at how performance-based assessments work?  Preview CAE’s K–12 and Higher Education assessments and see how CAE’s tools help students develop critical thinking, problem-solving, and written communication skills.

Performance-Based Assessments Help Students Build and Practice Problem-Solving Skills

In addition to effectively measuring students’ higher-order skills, including their problem-solving skills, performance-based assessments can help students practice and build these skills. Through the assessment process, students are given opportunities to practically apply their knowledge in real-world situations. By demonstrating their understanding of a topic, students are required to put what they’ve learned into practice through activities such as presentations, experiments, and simulations. 

This type of problem-solving assessment tool requires students to analyze information and choose how to approach the presented problems. This process enhances their critical thinking skills and creativity, as well as their problem-solving skills. Unlike traditional assessments based on memorization or reciting facts, performance-based assessments focus on the students’ decisions and solutions, and through these tasks students learn to bridge the gap between theory and practice.

Performance-based assessments like CAE’s College and Career Readiness Assessment (CRA+) and Collegiate Learning Assessment (CLA+) provide students with in-depth reports that show them which higher-order skills they are strongest in and which they should continue to develop. This feedback helps students and their teachers plan instruction and supports to deepen their learning and improve their mastery of critical skills.

Explore CAE’s Problem-Solving Assessments

CAE offers performance-based assessments that measure student proficiency in higher-order skills including problem solving, critical thinking, and written communication.

• College and Career Readiness Assessment (CCRA+) for secondary education and
• Collegiate Learning Assessment (CLA+) for higher education.

Our solution also includes instructional materials, practice models, and professional development.

We can help you create a program to build students’ problem-solving skills that includes:

• Measuring students’ problem-solving skills through a performance-based assessment    
• Using the problem-solving assessment data to inform instruction and tailor interventions
• Teaching students problem-solving skills and providing practice opportunities in real-life scenarios
• Supporting educators with quality professional development

Get started with our problem-solving assessment tools to measure and build students’ problem-solving skills today! These skills will be invaluable to students now and in the future.

Ready to Get Started?

Learn more about cae’s suite of products and let’s get started measuring and teaching students important higher-order skills like problem solving..

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Everybody can benefit from having good problem solving skills as we all encounter problems on a daily basis. Some of these problems are obviously more severe or complex than others.

It would be wonderful to have the ability to solve all problems efficiently and in a timely fashion without difficulty, unfortunately though there is no one way in which all problems can be solved.

You will discover, as you read through our pages on problem solving, that the subject is complex.

However well prepared we are for problem solving, there is always an element of the unknown. Although planning and structuring will help make the problem solving process more likely to be successful, good judgement and an element of good luck will ultimately determine whether problem solving was a success.

Interpersonal relationships fail and businesses fail because of poor problem solving.

This is often due to either problems not being recognised or being recognised but not being dealt with appropriately.

Problem solving skills are highly sought after by employers as many companies rely on their employees to identify and solve problems.

A lot of the work in problem solving involves understanding what the underlying issues of the problem really are - not the symptoms. Dealing with a customer complaint may be seen as a problem that needs to be solved, and it's almost certainly a good idea to do so. The employee dealing with the complaint should be asking what has caused the customer to complain in the first place, if the cause of the complaint can be eliminated then the problem is solved.

In order to be effective at problem solving you are likely to need some other key skills, which include:

Creativity. Problems are usually solved either intuitively or systematically. Intuition is used when no new knowledge is needed - you know enough to be able to make a quick decision and solve the problem, or you use common sense or experience to solve the problem. More complex problems or problems that you have not experienced before will likely require a more systematic and logical approach to solve, and for these you will need to use creative thinking. See our page on Creative Thinking for more information.

Researching Skills. Defining and solving problems often requires you to do some research: this may be a simple Google search or a more rigorous research project. See our Research Methods section for ideas on how to conduct effective research.

Team Working. Many problems are best defined and solved with the input of other people. Team working may sound like a 'work thing' but it is just as important at home and school as well as in the workplace. See our Team-Working page for more.

Emotional Intelligence. It is worth considering the impact that a problem and/or its solution has on you and other people. Emotional intelligence, the ability to recognise the emotions of yourself and others, will help guide you to an appropriate solution. See our Emotional Intelligence pages for more.

Risk Management. Solving a problem involves a certain amount of risk - this risk needs to be weighed up against not solving the problem. You may find our Risk Management page useful.

Decision Making . Problem solving and decision making are closely related skills, and making a decision is an important part of the problem solving process as you will often be faced with various options and alternatives. See Decision Making for more.

The measure of success is not whether you have a tough problem to deal with, but whether it is the same problem you had last year.

John Foster Dulles, Former US Secretary of State.

What is a Problem?

The Concise Oxford Dictionary (1995) defines a problem as:

“ A doubtful or difficult matter requiring a solution ”

“ Something hard to understand or accomplish or deal with.”

It is worth also considering our own view of what a problem is.

We are constantly exposed to opportunities in life, at work, at school and at home. However many opportunities are missed or not taken full advantage of. Often we are unsure how to take advantage of an opportunity and create barriers - reasons why we can't take advantage. These barriers can turn a potentially positive situation into a negative one, a problem.

Are we missing the 'big problem'? It is human nature to notice and focus on small, easy to solve problems but much harder to work on the big problems that may be causing some of the smaller ones.

It's useful to consider the following questions when faced with a problem.

Is the problem real or perceived?

Is this problem really an opportunity?

Does the problem need solving?

All problems have two features in common: goals and barriers.

Problems involve setting out to achieve some objective or desired state of affairs and can include avoiding a situation or event.

Goals can be anything that you wish to achieve, or where you want to be. If you are hungry then your goal is probably to eat something. If you are the head of an organisation (CEO), then your main goal may be to maximise profits and this main goal may need to be split into numerous sub-goals in order to fulfil the ultimate aim of increasing profits.

If there were no barriers in the way of achieving a goal, then there would be no problem. Problem solving involves overcoming the barriers or obstacles that prevent the immediate achievement of goals.

Following our examples above, if you feel hungry then your goal is to eat. A barrier to this may be that you have no food available - so you take a trip to the supermarket and buy some food, removing the barrier and thus solving the problem. Of course for the CEO wanting to increase profits there may be many more barriers preventing the goal from being reached. The CEO needs to attempt to recognise these barriers and remove them or find other ways to achieve the goals of the organisation.

Our problem solving pages provide a simple and structured approach to problem solving.

The approach referred to is generally designed for problem solving in an organisation or group context, but can also be easily adapted to work at an individual level at home or in education.

Trying to solve a complex problem alone however can be a mistake. The old adage " A problem shared is a problem halved " is sound advice.

Talking to others about problems is not only therapeutic but can help you see things from a different point of view, opening up more potential solutions.

Stages of Problem Solving

Effective problem solving usually involves working through a number of steps or stages, such as those outlined below.

Problem Identification:

This stage involves: detecting and recognising that there is a problem; identifying the nature of the problem; defining the problem.

The first phase of problem solving may sound obvious but often requires more thought and analysis. Identifying a problem can be a difficult task in itself. Is there a problem at all? What is the nature of the problem, are there in fact numerous problems? How can the problem be best defined? By spending some time defining the problem you will not only understand it more clearly yourself but be able to communicate its nature to others, which leads to the second phase.

Structuring the Problem:

This stage involves: a period of observation, careful inspection, fact-finding and developing a clear picture of the problem.

Following on from problem identification, structuring the problem is all about gaining more information about the problem and increasing understanding. This phase is all about fact finding and analysis, building a more comprehensive picture of both the goal(s) and the barrier(s). This stage may not be necessary for very simple problems but is essential for problems of a more complex nature.

Looking for Possible Solutions:

During this stage you will generate a range of possible courses of action, but with little attempt to evaluate them at this stage.

From the information gathered in the first two phases of the problem solving framework it is now time to start thinking about possible solutions to the identified problem. In a group situation this stage is often carried out as a brain-storming session, letting each person in the group express their views on possible solutions (or part solutions). In organisations different people will have different expertise in different areas and it is useful, therefore, to hear the views of each concerned party.

Making a Decision:

This stage involves careful analysis of the different possible courses of action and then selecting the best solution for implementation.

This is perhaps the most complex part of the problem solving process. Following on from the previous step it is now time to look at each potential solution and carefully analyse it. Some solutions may not be possible, due to other problems like time constraints or budgets. It is important at this stage to also consider what might happen if nothing was done to solve the problem - sometimes trying to solve a problem that leads to many more problems requires some very creative thinking and innovative ideas.

Finally, make a decision on which course of action to take - decision making is an important skill in itself and we recommend that you see our pages on decision making .

Implementation:

This stage involves accepting and carrying out the chosen course of action.

Implementation means acting on the chosen solution. During implementation more problems may arise especially if identification or structuring of the original problem was not carried out fully.

Monitoring/Seeking Feedback:

The last stage is about reviewing the outcomes of problem solving over a period of time, including seeking feedback as to the success of the outcomes of the chosen solution.

The final stage of problem solving is concerned with checking that the process was successful. This can be achieved by monitoring and gaining feedback from people affected by any changes that occurred. It is good practice to keep a record of outcomes and any additional problems that occurred.

Continue to: Identifying and Structuring Problems Social Problem Solving

See also: Project Management Risk Management Effective Decision Making

Benefits of Problem-Solving in the K-12 Classroom

Posted October 5, 2022 by Miranda Marshall

From solving complex algebra problems to investigating scientific theories, to making inferences about written texts, problem-solving is central to every subject explored in school. Even beyond the classroom, problem-solving is ranked among the most important skills for students to demonstrate on their resumes, with 82.9% of employers considering it a highly valued attribute. On an even broader scale, students who learn how to apply their problem-solving skills to the issues they notice in their communities – or even globally –  have the tools they need to change the future and leave a lasting impact on the world around them.

Problem-solving can be taught in any content area and can even combine cross-curricular concepts to connect learning from all subjects. On top of building transferrable skills for higher education and beyond, read on to learn more about five amazing benefits students will gain from the inclusion of problem-based learning in their education:

• Problem-solving is inherently student-centered.

Student-centered learning refers to methods of teaching that recognize and cater to students’ individual needs. Students learn at varying paces, have their own unique strengths, and even further, have their own interests and motivations – and a student-centered approach recognizes this diversity within classrooms by giving students some degree of control over their learning and making them active participants in the learning process.

Incorporating problem-solving into your curriculum is a great way to make learning more student-centered, as it requires students to engage with topics by asking questions and thinking critically about explanations and solutions, rather than expecting them to absorb information in a lecture format or through wrote memorization.

• Increases confidence and achievement across all school subjects.

As with any skill, the more students practice problem-solving, the more comfortable they become with the type of critical and analytical thinking that will carry over into other areas of their academic careers. By learning how to approach concepts they are unfamiliar with or questions they do not know the answers to, students develop a greater sense of self-confidence in their ability to apply problem-solving techniques to other subject areas, and even outside of school in their day-to-day lives.

The goal in teaching problem-solving is for it to become second nature, and for students to routinely express their curiosity, explore innovative solutions, and analyze the world around them to draw their own conclusions.

• Encourages collaboration and teamwork.

Since problem-solving often involves working cooperatively in teams, students build a number of important interpersonal skills alongside problem-solving skills. Effective teamwork requires clear communication, a sense of personal responsibility, empathy and understanding for teammates, and goal setting and organization – all of which are important throughout higher education and in the workplace as well.

• Increases metacognitive skills.

Metacognition is often described as “thinking about thinking” because it refers to a person’s ability to analyze and understand their own thought processes. When making decisions, metacognition allows problem-solvers to consider the outcomes of multiple plans of action and determine which one will yield the best results.

Higher metacognitive skills have also widely been linked to improved learning outcomes and improved studying strategies. Metacognitive students are able to reflect on their learning experiences to understand themselves and the world around them better.

• Helps with long-term knowledge retention.

Students who learn problem-solving skills may see an improved ability to retain and recall information. Specifically, being asked to explain how they reached their conclusions at the time of learning, by sharing their ideas and facts they have researched, helps reinforce their understanding of the subject matter.

Problem-solving scenarios in which students participate in small-group discussions can be especially beneficial, as this discussion gives students the opportunity to both ask and answer questions about the new concepts they’re exploring.

At all grade levels, students can see tremendous gains in their academic performance and emotional intelligence when problem-solving is thoughtfully planned into their learning.

Interested in helping your students build problem-solving skills, but aren’t sure where to start? Future Problem Solving Problem International (FPSPI) is an amazing academic competition for students of all ages, all around the world, that includes helpful resources for educators to implement in their own classrooms!

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Why are problem solving skills in the workplace so important? Subskills, benefits, scenarios

Test your candidates' problem-solving skills with testgorilla.

The importance of problem-solving skills in the workplace can’t be overstated. Every business and job role has its problems. From entry-level hires to senior staffers, every one of your employees will face challenges that don’t can’t be answered by doing a quick Google search – or asking ChatGPT to come up with solutions.

That’s why employers must hire people with excellent problem-solving skills, especially for roles that require dealing with complex business challenges, tight deadlines, and changing variables – for example, when recruiting leaders .

But what are problem-solving skills? What role do they play in the workplace? 

And, most importantly, how can you evaluate candidates’ skills before you hire them?

Table of contents

What are problem solving skills, the benefits of problem solving skills: why are problem solving skills important , examples of problems at the workplace – and how problem solving skills can help, how to assess problem solving skills, evaluate problem solving skills and hire candidates who can think for themselves.

To fully understand the importance of problem-solving skills in the workplace, it’s important first to understand the broad skill set that we commonly refer to as “problem solving skills”. 

Generally, problem-solving refers to a person’s ability to successfully manage and find solutions for complex and unexpected situations. 

Candidates with great problem-solving skills have a combination of analytical and creative thinking. They’re comfortable with making decisions and confident enough to rise to challenges in the workplace.

These candidates possess a combination of analytical, creative, and critical-thinking skills – and a high level of attention to detail . As a result, they will quickly identify problems when they arise and identify the most effective solutions. 

They’ll also identify the factors and forces that might have caused the problem and instigate changes to mitigate future challenges.

There are six key problem-solving skills that you should look for when assessing job candidates: 

1. Listening skills

Active listeners are generally great problem solvers. 

They can listen to those around them to gather the information needed to solve the problem at hand. They also recognize the importance of valuing others’ opinions and experiences to help understand why the problem occurred and define the best course of action to remedy it. 

2. Analytical thinking skills 

Analytical thinkers can identify the logical reasons why a problem occurred, what the long-term effects of the issue could be, and identify how effective different solutions might be to select the most practical one. 

That’s why it’s essential to assess analytical thinking skills during recruitment.

3. Creative thinking skills

Creative thinkers can balance their analytical skills with creative approaches to challenges. Creative thinking skills enable individuals to uncover innovative and progressive solutions to problems. 

In this way, they’re able to provide new perspectives and provide imaginative and experimental solutions to all kinds of problems. 

4. Communication skills 

Problem solvers should also possess great communication skills . The ability to effectively relay complex information thoroughly yet succinctly is a huge benefit for employers working in fast-paced environments. 

5. Decision-making skills 

Those with problem-solving skills will also possess the ability to make decisions and be confident in them. This is important, because most problem-solving involves making firm decisions to reach a successful outcome. 

6. Teamwork

Although problem-solvers need to be independent thinkers, it’s also vital for them to work well as part of a team . 

Determining the best solution often requires collaboration, so it’s important that candidates can demonstrate how they can motivate others to come up with the best solutions and work with them to help develop and implement solutions. 

Problem-solving skills enable you to find candidates who are cognitively equipped to handle anything their jobs throw at them.

Problem solvers can observe, judge, and act quickly when difficulties arise when they inevitably do. Moreover, they are not afraid of the unknown, which is invaluable to employers who rely on their employees to identify and solve problems. 

There are several important benefits of problem-solving skills in the workplace. Below, we’ll go through five of the most significant ones that all problem solvers can bring to their roles and workplaces: 

1. Ability to organize their time intelligently 

Time management skills can often be underlooked as one of the benefits of problem-solving skills in the workplace. 

However, those with problem-solving abilities also typically possess stellar time-management skills. The ability to manage their time wisely and laser-focus on what’s important to the business will lead to better decision-making and business impact. 

2. Ability to prioritize, plan, and execute strategies

Problem solvers have no issue with carefully assessing customer and business needs and deciding how to prioritize, plan, and execute strategies to meet them. They can manage all moving parts and strategize to meet multiple unique demands.

3. Ability to think outside the box

Problem solvers can often identify hidden opportunities in problems. Thinking outside of the box is an important problem-solving skill in the workplace, because it can often lead to better outcomes than the originally expected ones. 

4. Ability to work under pressure

This is often one of the most important benefits of problem-solving skills in the workplace. Problem solvers often work well under pressure, for example when dealing with short deadlines and changing project requirements.

Depending on your workplace culture, you might prefer someone who can deliver quick solutions or someone who takes their time to identify the next steps. Both are valid and important problem solving qualities. 

5. Ability to address risk

Planning is an important problem-solving skill. Problem solvers are not just equipped to deal with the problem at hand but are also able to anticipate problems that will arise in the future based on trends, patterns, experience, and current events.

Let’s now look at some specific examples of problems that could arise at the workplace – at any workplace, really – and how employees’ problem solving skills can help address each issue. 

Below, you’ll find five typical scenarios where problem solving skills are essential.

Conflict between team members

Poor team dynamics or lack of a collaborative spirit might result in frequent workplace conflicts – especially within larger teams.

For example, members of cross-functional teams might disagree on the way they should address a particular issue or even on the priority they should give to it. 

How problem solving skills can help: 

Teamwork is essential when solving conflict – and a cornerstone of effective cross-functional team leadership .

For this, coworkers need to share a common understanding of the team’s goals and also be willing to work towards achieving them, even when they disagree on the specific approaches to each goal.  The ability to understand others’ perspectives, analyze information critically, and come up with a few different solutions is key to finding a common ground and making progress on the team’s objectives.

Inefficient processes

Outdated, inefficient processes can reduce productivity and frustrate employees.

Multi-step approval processes are a typical example of this. Having multiple layers of approval for routine decisions can significantly slow down team progress and lead to missed opportunities.

Analytical thinking skills are key in identifying inefficiencies and building better procedures. Employees or team leads can build flowcharts that speed up decision making without having to ask a supervisor’s permission at every step of the process. 

Book a free live demo with us and learn how quick and easy it is to create an online skills assessment

Poor communication can lead to misunderstandings and lack of clarity and direction – which, in turn, can be detrimental to team performance. 

For example, if you’re a remote-first company, maintaining clear and effective remote communication can be challenging. 

The over-reliance on emails and messaging apps might make it feel like teams are communicating effectively and are always connected. However, the lack of non-verbal cues and face-to-face interactions might make it more difficult to build rapport and a positive workplace culture .

Listening skills are essential to solving communication issues – and good listeners are often excellent at solving problems by recognizing, understanding, and acknowledging others’ points of view. 

One-on-one meetings enable people to communicate more freely and effectively and solve challenges together, so consider encouraging team members to hop on a call each time they encounter a difficult challenge.

Additionally, you can help employees bond with each other with some remote team building activities to improve team cohesion. Plus, problem solving challenges can be excellent team building exercises.

Technological disruptions 

New technologies often disrupt the usual ways of doing things – and sometimes, this can be disruptive for entire teams’ work. 

For example, generative AI and automation technologies have revolutionized numerous types of work, including data analysis, marketing, customer service, and even content creation.

Creative thinking and cognitive flexibility are among the top 10 most important skills of the future , according to the World Economic Forum. Both are essential for adopting new technologies successfully – and finding ways to make the most out of each new tool to improve productivity. 

Insufficient onboarding resources 

Team members may struggle to do their best work if they haven't received proper training or resources.

For example, start-ups that experience rapid growth might hire a few employees at once – or even entire teams. 

If they fail to allocate sufficient time and resources to onboarding new hires, this might lead to lost productivity, a lacking sense of belonging, or increased turnover. That’s true not only for junior employees but also for newly hired senior leaders , as the Harvard Business Review points out.

Your leadership team’s analytical and decision-making skills are crucial in enabling them to distribute limited resources in a way that would give their teams the best chances of success. 

To build a solid onboarding process , you need leaders who are able to take ownership of it – and who have the right problem-solving skills.

Many organizations use problem-solving interview questions to identify the right candidates for their job openings. However, the most effective way to assess problem-solving skills is with pre-employment skills assessments . 

That’s because skills tests provide an objective way to quantify a candidate’s problem-solving skills in a way that isn’t possible during an interview.

How problem solving skills tests work

Tests like TestGorilla’s problem-solving skills test assist organizations in finding candidates who are able to quickly identify the key elements of the problem and work through the problem at speed without making mistakes. 

By presenting candidates with a wide range of questions related to typical problem-solving scenarios, hiring teams can rank their candidates based on an intensive assessment of each candidate’s skill level.

The test specifically evaluates whether a candidate can perform problem-solving tasks like:

Creating and adjust schedules

Prioritizing items based on a given set of rules

Interpreting data and applying logic to make decisions

Analyzing textual and numerical information to draw conclusions

As you can see, even the best interviewer would have trouble assessing each of these skill areas while still covering all the other questions that they need to ask. 

If you’re convinced of the importance of problem-solving skills in the workplace and want to build a team of employees that can think independently and solve their own problems without constant supervision, assess problem-solving skills during the hiring process. 

Problem-solving skills tests like ours are an excellent way to achieve this – especially if you combine them with other skills tests. Check out our extensive test library for other tests you can use in your talent assessment process to hire the best talent. 

Sign up for our free plan to start building your first assessment – or schedule a demo with one of our experts to see how to evaluate applicants’ problem solving skills quickly, efficiently, and without bias. 

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Problem-Solving Skills: Think Beyond the Whiteboard Test

Mastering technical problem-solving skills involving data sets and algorithms are all fine and good, but getting a handle on these other problem-solving skills are equally important.

Are you technically brilliant? Even a rock star? 

Sorry, that may not be good enough to get you hired or promoted, said Philippe Clavel, senior director of engineering at Roblox, a game development platform company based in San Mateo, California.

Mastering technical problem-solving skills involving data sets and algorithms are all fine and good, but getting a handle on these non-technical problem-solving skills are equally important, according to hiring managers.

Prior to joining Roblox, Clavel managed a technically brilliant engineer who had a toxic personality that constantly challenged others and failed to let them think, Clavel said. After giving feedback to the engineer about his behavior, Clavel paired him with someone more senior to ensure he and his teammates worked together in solving problems.

This engineer eventually started to change and realized it wasn’t so hard to temper his comments and even say hello to people. 

“The outcome was much better. He could do more with other people than what he could do alone,” Clavel told Built In. “It definitely speeded up the collaboration process by 20 percent because there was more discussion on the front end.”

More on people Management How to Make Your Next Meeting the Best Ever

How You Sabotage Yourself

Without possessing non-technical problem-solving skills, you are likely to miss out on landing your dream job or securing that promotion you’ve been seeking.

“Technical skills can be acquired. What I’m looking for when I hire someone is can they learn quickly? Technology changes very quickly and you have to stay on top of it,” said Igor Grinkin, a DevOps manager at San Francisco-based Newfront Insurance.

Roughly 50 to 60 percent of job candidates that come through Roblox’s door believe their technical prowess is the only thing of importance to land the job, Clavel said. He noted this belief is especially prevalent among new college graduates. However, Roblox’s interview process tends to weed people who lack non-technical problem-solving skills by the time they reach Clavel for an interview, he said.

“I would say a lot of people think these skills aren’t important. But I will be honest, they are wrong. We especially see this in new engineers, but even senior engineers think this way. They think, ‘I’m so good at technology, there’s nothing else I need to know.’ But, what this does is it prevents you from having the job you really want, because that will be one of the differentiators with you as a candidate. Or, if you get the job, it will block you in your career,” he warned.  

Amazon Web Services (AWS) also places a high importance on non-technical problem-solving skills, according to Caitlyn Shim, a general manager and director of AWS Organizations and Accounts at the Seattle-based company. “We don’t want brilliant jerks,” said Shim.

“You can be extremely smart, but if you can’t work with others, you’re gonna have a really hard time in the end. Ultimately, we’re trying to tackle problems that one person can’t solve alone.”

She added if you can’t work in a group, then you’re limiting yourself to solving one-person-sized problems and limiting your career. 

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Why These Non-Technical Problem-Solving Skills Are Needed

Effective communication and collaboration skills are an “absolute must” for any job at autonomous vehicle maker Waymo, said Annie Cheng, engineering director at Mountain View, California-based Waymo. She, like other hiring managers, notes that solving big problems takes more than one person.  

You also need to learn from your mistakes, as well as have an open mind, when tackling problems, Cheng added, noting these attributes rank high in non-technical problem-solving skills.

“Being able to think out of the box, looking at things from different angles and considering alternative solutions is an important problem-solving skill, especially if you’re working on a novel, or a moonshot project,” Cheng said.

10 Critical Non-Technical Problem-Solving Skills

• Active listener
• Good communicator
• Collaborator
• Open mindedness
• Accepts feedback
• Learns quickly and from mistakes
• Attains consensus
• Drive to see problems through

Making mistakes is not only inevitable but it’s a key part to developing your problem-solving ability, said Cheng, noting it leads to learning from one’s mistakes.

Driving consensus is another non-technical problem-solving skill you should master, said hiring managers.

“We have passionate people who have really strong opinions but you also have to listen to each other. Then, you have to be able to figure out how to pull the right things from everyone’s ideas so that you can all come to a good consensus in the end,” Shim said. “That’s a skill in and of itself.”

Embracing feedback will grease your problem-solving skills and prevent you from becoming stuck to one idea, no matter how much you love it and believe it smacks of brilliant innovation, said Shim, noting it’s a tough but important skill to develop.

Drive is also critical to problem-solving skills, especially complex ones.

“In computer science and software development, you have to push to the finish line. But there’s a lot of complexity that may get in your way. While it’s easy to say you want to finish, you need to go the extra mile,” Clavel said.

Curiosity is also needed for problem-solving, he added. Engineers progress by wanting to learn more and that, in turn, adds to the bench of tools you can call on to solve problems.

These non-technical problem-solving skills are important for all technical roles, hiring managers said, but they note some skills, like effective communication , have greater weight for some positions.

Engineers who work in the product feature area at Roblox, for example, need to have good communication skills because they are working closely with designers in determining what users want. Excellent communication skills can help explain your vision to product managers and designers, said Clavel.

Actionable Steps to Develop These Problem-Solving Skills

“There’s no silver bullet, as every person is unique,” Cheng said. “While some people naturally have good soft problem-solving skills, others might need to invest quite some time to develop those.”

Emotions also often overshadow the core problems you are trying to express, Cheng observed.

“One piece of advice I gave to a direct report years ago is first learn to detect whether they are in an emotional state and see if they can control their emotion while trying to express the core problem. When they find it challenging, use different communication methods, such as writing, so they can filter out emotions and focus on bringing clarity to the key problem statement,” Cheng said.

Talking to lay people in words they can understand can bolster your technical communication skills. This skill can also be developed by teaching courses or explaining your work to a fifth-grader, she added.

There are many different ways to develop your problem-solving skills — consider these five steps from authors John Bransford and Barry Stein detailed in their book, “The IDEAL Problem Solver: A Guide to Improved Thinking, Learning, and Creativity.”

IDEAL Steps

• Identify the problem
• Define the challenges
• Examine potential strategies
• Act on the strategies
• Look at the results and evaluate whether other actions are needed

Broaden your collaboration skills by going beyond the day-to-day scope of your work and try collaborating with coworkers outside your team on projects across the company, such as forming an ERG group or working with interest-based groups like a cycling or yoga group, Cheng said. She added these efforts may also improve your communication skills too.

Matching employees with other employees to help them grow is an effective solution to develop their non-technical problem-solving skills, Clavel said. 

Managers can also take other steps to help employees develop their non-technical problem-solving skills too.

Rather than telling your employee, ‘Hey, you need to focus on communicating better or improving your creativity,’ try giving examples over time, Clavel said. The combination of knowing they need to change and having examples as a framework leads to more realistic outcomes where they can develop these problem-solving skills, Clavel said.

“Engineers are smart and it’s a matter of learning how to apply your smartness to other areas.”

“You may not get all of the skills at once, but that’s OK. You may not be very good at communication, but you can compensate by your drive or creativity, or other of those skills.”

Self-discovery in developing non-technical problem-solving skills yields the best results, hiring managers said. 

That is what Shim saw at AWS.

“Someone used to present their ideas with a bunch of attitude and was kind of aggressive. But he saw when someone else would restate his ideas in a more open way, others would listen to it and were far more receptive,” Shim said. “That really helped him see it’s not necessarily what you say, but how you say it. He started to experiment with different presentation styles and found one that worked and felt natural for him.”

Recent People Management Articles

10 Ways to Strengthen Your Preschooler’s Problem-Solving Skills

As an adult, you make many decisions throughout your day without even thinking twice about some– from setting up the coffee machine at home to avoiding the long line at the drive-thru that can make you late to work to having a difficult but necessary conversation with your partner about finances. These are just a few examples of problem-solving skills and how you adapt to the situations around you and use your skills to exist on personal, professional, and social levels. 

While some problem-solving skills are innate, your ability to access a situation and take a course of action is based on the fact that when you were a child, the adults around you taught you problem-solving skills. Our Raleigh early-childhood development center is sharing our best advice for anyone looking to strengthen their pre-schoolers problem-solving skills. 

What is Problem Solving in Early Childhood?

Problem-solving refers to the ability to find a solution to a problem. For preschool-aged children, this can be difficult to learn if not modeled for them through the appropriate ways to react to the issues they face. 

For instance, if two children are playing with a toy and one pushes the other in an effort to take the toy, this is clearly an inappropriate way to react to the problem. Furthermore, screaming or yelling for the child to give them the toy is also not a proper way to solve the issue. To model mature and proper problem-solving skills, adults around the child should be practicing the concept of sharing, patience, and communication while avoiding physical and emotional reactions when they don’t get what they want.

When the child learns that they can ask the other child, “Can I play with the toy next?” or understand the concept that another child was playing with the toy first, they are exhibiting the ability to problem solve. 

Why is it Important to Develop Problem Solving Skills in Early Childhood?

Children aged 3 to 5 are developmentally experiencing growth in the following areas: 

• Cognitive 
• Emotional 
• Language 
• Sensory 
• Motor 

Because this time for preschoolers is so substantial to their intellectual, emotional, and social development, the world around them can seem overwhelming, unfair, intimidating, and even confusing. By modeling and teaching problem-solving skills to preschoolers , they can learn how to react logically, think creatively, communicate their needs, and assess how best to react to a situation at hand. 

How Can You Teach Problem Solving Skills to Your Children?

It is the responsibility of the adults who raise and teach children to provide kids with opportunities to strengthen their problem-solving skills in early childhood. If you are a parent, guardian, childcare provider, or early-childhood educator, it’s important to consider the best strategies for helping little ones adapt to the world around them and learn problem-solving skills. And remember, it can be frustrating when things do not work out as expected for anyone at any age, particularly for preschool-aged children who are just learning to adapt to their surroundings. 

When teaching your preschool-aged child how to problem solve, consider these four steps that are used in early-childhood classrooms : 

• Identify the problem
• Brainstorm solutions to the problem
• Choose and implement one of the solutions
• Evaluate how that solution resolved the problem

Following this four-step guideline can help the adults in a preschooler’s life address how a child acquires problem-solving techniques to help them navigate through the difficult and everyday situations that arise. 

When teaching problem-solving, focus on developing these key skills that relate to problem-solving: 

• Lateral thinking
• Decision-making
• Communication
• Persistence
• Negotiation
• Logical thinking
• Analytical thinking

10 Problem-Solving Activities for Preschoolers

You know that you want to guide your child through developing and strengthening strategies for problem-solving, but where do you begin? Our early-childhood development school is sharing some of our favorite ways to incorporate problem-solving activities into your life so that you can teach your child to grow on a personal and social level. 

#1 - Use Everyday Moments

You do not need a textbook or outline of how to teach your preschooler problem-solving. Simply using everyday moments to demonstrate problem-solving techniques is more useful than any “how to” book or homework assignment can teach your child. 

Going to the grocery store, driving in the car, making dinner at home, and cleaning the house are all everyday opportunities to present your child with decisions related to problem-solving. Having your child put ingredients away in the pantry while you cook, asking your child what aisle at the supermarket they think you can find a particular item, or seeing that there is a mess of toys and supplies and directing the child to initiate where they should be placed prior to starting a new activity are ways to integrate problem-solving into everyday moments. 

#2 - Look to the Child for the Solution

As your child grows up, they will not always have you by their side to solve each and every problem that arises. From issues with friends, future relationships, and future careers, the child you raise will one day become an independent adult who needs to problem-solve on their own. 

Asking children to weigh in for solutions to problems as they arise is one way to get them thinking critically early on in life. When a child is taught to not only assess an obstacle but to trust their own decision-making abilities to resolve a problem, they will be better equipped for success as they get older. 

#3 - Solve Mathematical Problems

Mathematics is a great way to engage children at an early age in problem-solving and solution-making activities. Math is logical and non-emotional, having very clear set rules and boundaries with a single solution is one prime example of problem-solving. When children are given age-appropriate mathematical problems and math word problems, they are given opportunities to troubleshoot and follow an order of operation that leads to a solution.

#4 - Ask Open-Ended Questions

As adults, we often find that the most convenient way to get through the day when caring for a preschooler is to complete tasks for them so that we can get on with our busy day. However, it’s important to pause and present your child with the opportunity to find their own solutions to problems they are faced with by using open-ended questions. 

For instance, your child cannot find their favorite pair of shoes. Rather than tear the house apart on your own looking for them, present the child with a question: “Where did you last wear those shoes?” or “When did you last see your shoes?” This requires your child to consider where they last may have placed them. Additionally, a question like, “If we can’t find those shoes right now, you’ll need to choose a different pair to wear so we aren’t late.” guides them toward finding an alternative solution to the problem. 

Giving children the opportunity to find their own solutions to issues that arise by asking open-ended questions equips them with problem-solving skills they will need throughout life when things do not always go as planned. 

#5 - Puzzles and Board Games

Puzzles and board games, much like math equations, allow children to use their cognitive problem-solving abilities to complete tasks in a fun and unique way. Pre-schoolers are often drawn to images and visual learning components as well as interactive play. Putting puzzles together allows for pattern recognition, while board games allow for interactive problem-solving techniques to be utilized through a set of rules. Incorporating puzzles and games into the lives of children are excellent ways to get them to think critically and find solutions that offer immediate results. 

#6 - Read Books and Tell Stories

Books and storytelling are always exceptional ways to build vocabulary and introduce kids to characters and situations outside of their own. When children are given the opportunity to relate to characters and situations, and then address how those characters can react and engage in their conflicts and interpersonal relationships, it not only fosters imagination and creativity but also problem-solving skills. 

#7 - Center Emotions

As adults we understand that while reacting emotionally to a situation is sometimes natural, it does not get us very far when it comes to solving a problem. Children should be taught how to center those emotions, without shame or guilt by providing an alternative to emotional responses. This is often in the form of learning communication and language. 

If your son’s best friend hurt his feelings, he should not be made to feel that he shouldn’t feel how he is feeling. Having your feelings hurt, particularly by a friend, is, well, hurtful, and there should be no shame attached to that feeling. However, when it comes to addressing those hurt feelings to the friend, it would be inappropriate to shout, “I hate you!” or “I don’t want to be your friend anymore!” Rather, providing your preschool-aged child with words and phrases for when their feelings are hurt is essential to emotional and social development. 

Teaching your son to tell his friend, “It hurts my feelings when you say that” or “I get sad when you are mean to me” are great ways to help children not only process their emotional feelings but express them in appropriate ways that lead to a resolution. 

#8 - Model Problem-Solving Behaviors

Children look to the adults in their lives for how to handle the problems they face in the world. If your child sees you politely ask a waiter to return a plate of food that was incorrectly served, they will learn that proper communication, respect, and patience lead to resolution. In contrast, if a child sees their parents speak rudely and blame a waiter for an incorrect order, they will learn that emotional reactions are the way to address problems. As a parent and caretaker, it is your responsibility to use mistakes, obstacles, and hardships as learning opportunities passed on to your preschool-aged children, demonstrating first-hand that non-emotional responses, kindness, and communication are the keys to getting most issues resolved. 

#9 - Break Down Problems into Chunks

As an adult, one of the ways to get through major projects at work is to set up a schedule that breaks down a large-scale project into smaller portions. Using this technique in childhood education and development is a successful way to teach children how doing one small task can lead to an overall greater, larger picture in the long run. Since a large task can seem overwhelming or even impossible, breaking it down into smaller, easily achievable pieces that will eventually lead to the full, complete picture is a wonderful way to help children of any age, but particularly preschool-aged, tackle large issues without feeling the weight of the big picture.

#10 - Utilize Natural Curiosities and Interests 

Using natural, organic opportunities for learning and problem-solving is always one of the best ways to foster creativity as well as logical and analytical thinking. All children are naturally drawn to some interest– whether it’s unicorns, dinosaurs, airplanes, trucks, or the color blue… every child has something that they become naturally drawn to, often to the surprise of their parents. 

For example, maybe every time your daughter sees the mailman drop off the mail, she is fascinated. Maybe her face lit up with interest and excitement to check what was left in the mailbox today. This is an opportunity to ask questions that lead to analytical thinking and problem-solving. Inquiring, “what does the mail carrier drop off at other houses?” or teaching the concept of writing a letter to grandma and how it goes through the mail can continue to foster interests while teaching logical steps, planning, and problem-solving techniques. 

Enroll Your Child in an Interactive Preschool Care System 

It’s no secret that when a child is at preschool age they are naturally curious and soak up all the information around them. By teaching your child problem-solving skills, they are better equipped to handle the everyday struggles the world has to face. However, the professionals at our preschool development center understand that busy working schedules, multiple children, and life’s responsibilities do not always make it easy for parents to dedicate time to fostering and strengthening problem-solving skills in their children. 

If you have a preschool-aged child who will benefit from emotional, social, and personal development related to problem-solving, contact Primary Beginnings to enroll your child in our 5-star preschool program in Raleigh. 

Contact us today at 919-790-6888 for our Spring Forest Rd. location or 919-785-0303 for our North Hills Dr. location, or fill out our contact form below. 

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Why It’s So Important to Learn a Problem-Solving Approach to Mathematics

was invited to the Math Olympiad Summer Program (MOP) in the 10th grade. I went to MOP certain that I must really be good at math. But in my five weeks at MOP, I encountered over sixty problems on various tests and I didn’t solve a single one. That’s right—I was 0-for-60+. I came away no longer confident that I was good at math. I assumed that most of the other kids did better at MOP because they knew more tricks than I did. My formula sheets were pretty thorough, but perhaps they were missing something. By the end of MOP, I had learned a somewhat unsettling truth. The others knew fewer tricks than I did, not more. They didn’t even have formula sheets!

At another contest later that summer, a younger student, Alex, from another school asked me for my formula sheets. In my local and state circles, students’ formula sheets were the source of knowledge, the source of power that fueled the top students and the top schools. They were studied, memorized, revered. But most of all, they were not shared. But when Alex asked for my formula sheets I remembered my experience at MOP and I realized that formula sheets are not really math . Memorizing formulas is no more mathematics than memorizing dates is history or memorizing spelling words is literature. I gave him the formula sheets. (Alex must later have learned also that the formula sheets were fool’s gold—he became a Rhodes scholar.)

The difference between MOP and many of these state and local contests I participated in was the difference between problem solving and what many people call mathematics. For these people, math is a series of tricks to use on a series of specific problems. Trick A is for Problem A, Trick B for Problem B, and so on. In this vein, school can become a routine of learn tricks for a week, use tricks on a test, forget most tricks quickly. The tricks get forgotten quickly primarily because there are so many of them, and also because the students don’t see how these ‘tricks’ are just extensions of a few basic principles.

I had painfully learned at MOP that true mathematics is not a process of memorizing formulas and applying them to problems tailor-made for those formulas. Instead, the successful mathematician possesses fewer tools, but knows how to apply them to a much broader range of problems. We use the term problem solving to distinguish this approach to mathematics from the memorize, use, forget approach.

After MOP I relearned math throughout high school. I was unaware that I was learning much more. When I got to Princeton I enrolled in organic chemistry. There were over 200 students in the course, and we quickly separated into two groups. One group understood that all we would be taught could largely be derived from a very small number of basic principles. We loved the class—it was a year-long exploration of where these fundamental concepts could take us. The other, much larger, group saw each new destination not as the result of a path from the building blocks, but as yet another place whose coordinates had to be memorized if ever they were to visit again. Almost to a student, the difference between those in the happy group and those in the struggling group was how they learned mathematics. The class seemingly involved no math at all, but those who took a memorization approach to math were doomed to do it again in chemistry. The skills the problem solvers developed in math transferred, and these students flourished.

We use math to teach problem solving because it is the most fundamental logical discipline. Not only is it the foundation upon which sciences are built, it is the clearest way to learn and understand how to develop a rigorous logical argument. There are no loopholes, there are no half-truths. The language of mathematics is as precise as it is ‘right’ and ‘wrong’ (or ‘proven’ and ‘unproven’). Success and failure are immediate and indisputable; there isn’t room for subjectivity. This is not to say that those who cannot do math cannot solve problems. There are many paths to strong problem-solving skills. Mathematics is the shortest .

Problem solving is crucial in mathematics education because it transcends mathematics. By developing problem-solving skills, we learn not only how to tackle math problems, but also how to logically work our way through any problems we may face. The memorizer can only solve problems he has encountered already, but the problem solver can solve problems she’s never seen before. The problem solver is flexible; she can diversify. Above all, she can create .

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The 5 Stages in the Design Thinking Process

Design thinking is a methodology which provides a solution-based approach to solving problems. It’s extremely useful when used to tackle complex problems that are ill-defined or unknown—because it serves to understand the human needs involved, reframe the problem in human-centric ways, create numerous ideas in brainstorming sessions and adopt a hands-on approach to prototyping and testing. When you know how to apply the five stages of design thinking you will be impowered because you can apply the methodology to solve complex problems that occur in our companies, our countries, and across the world.

Design thinking is a non-linear, iterative process that can have anywhere from three to seven phases, depending on whom you talk to. We focus on the five-stage design thinking model proposed by the Hasso Plattner Institute of Design at Stanford (the d.school) because they are world-renowned for the way they teach and apply design thinking.

What are the 5 Stages of the Design Thinking Process

The five stages of design thinking, according to the d.school, are:

Empathize : research your users' needs .

Define : state your users' needs and problems.

Ideate : challenge assumptions and create ideas.

Prototype : start to create solutions.

Test : try your solutions out.

Let’s dive into each stage of the design thinking process.

• Transcript loading…

Hasso-Platner Institute Panorama

Ludwig Wilhelm Wall, CC BY-SA 3.0 <https://creativecommons.org/licenses/by-sa/3.0>, via Wikimedia Commons

Stage 1: Empathize—Research Your Users' Needs

Empathize: the first phase of design thinking, where you gain real insight into users and their needs.

© Teo Yu Siang and the Interaction Design Foundation, CC BY-NC-SA 3.0.

The first stage of the design thinking process focuses on user-centric research . You want to gain an empathic understanding of the problem you are trying to solve. Consult experts to find out more about the area of concern and conduct observations to engage and empathize with your users. You may also want to immerse yourself in your users’ physical environment to gain a deeper, personal understanding of the issues involved—as well as their experiences and motivations . Empathy is crucial to problem solving and a human-centered design process as it allows design thinkers to set aside their own assumptions about the world and gain real insight into users and their needs.

Depending on time constraints, you will gather a substantial amount of information to use during the next stage. The main aim of the Empathize stage is to develop the best possible understanding of your users, their needs and the problems that underlie the development of the product or service you want to create.

Stage 2: Define—State Your Users' Needs and Problems

Define: the second phase of design thinking, where you define the problem statement in a human-centered manner.

In the Define stage, you will organize the information you have gathered during the Empathize stage. You’ll analyze your observations to define the core problems you and your team have identified up to this point. Defining the problem and problem statement must be done in a human-centered manner .

For example, you should not define the problem as your own wish or need of the company: “We need to increase our food-product market share among young teenage girls by 5%.”

You should pitch the problem statement from your perception of the users’ needs: “Teenage girls need to eat nutritious food in order to thrive, be healthy and grow.”

The Define stage will help the design team collect great ideas to establish features, functions and other elements to solve the problem at hand—or, at the very least, allow real users to resolve issues themselves with minimal difficulty. In this stage, you will start to progress to the third stage, the ideation phase, where you ask questions to help you look for solutions: “How might we encourage teenage girls to perform an action that benefits them and also involves your company’s food-related product or service?” for instance.

Stage 3: Ideate—Challenge Assumptions and Create Ideas

Ideate: the third phase of design thinking, where you identify innovative solutions to the problem statement you’ve created.

During the third stage of the design thinking process, designers are ready to generate ideas. You’ve grown to understand your users and their needs in the Empathize stage, and you’ve analyzed your observations in the Define stage to create a user centric problem statement. With this solid background, you and your team members can start to look at the problem from different perspectives and ideate innovative solutions to your problem statement .

There are hundreds of ideation techniques you can use—such as Brainstorm, Brainwrite , Worst Possible Idea and SCAMPER . Brainstorm and Worst Possible Idea techniques are typically used at the start of the ideation stage to stimulate free thinking and expand the problem space. This allows you to generate as many ideas as possible at the start of ideation. You should pick other ideation techniques towards the end of this stage to help you investigate and test your ideas, and choose the best ones to move forward with—either because they seem to solve the problem or provide the elements required to circumvent it.

Stage 4: Prototype—Start to Create Solutions

Prototype: the fourth phase of design thinking, where you identify the best possible solution.

The design team will now produce a number of inexpensive, scaled down versions of the product (or specific features found within the product) to investigate the key solutions generated in the ideation phase. These prototypes can be shared and tested within the team itself, in other departments or on a small group of people outside the design team.

This is an experimental phase, and the aim is to identify the best possible solution for each of the problems identified during the first three stages . The solutions are implemented within the prototypes and, one by one, they are investigated and then accepted, improved or rejected based on the users’ experiences.

By the end of the Prototype stage, the design team will have a better idea of the product’s limitations and the problems it faces. They’ll also have a clearer view of how real users would behave, think and feel when they interact with the end product.

Stage 5: Test—Try Your Solutions Out

Test: the fifth and final phase of the design thinking process, where you test solutions to derive a deep understanding of the product and its users.

Designers or evaluators rigorously test the complete product using the best solutions identified in the Prototype stage. This is the final stage of the five-stage model; however, in an iterative process such as design thinking, the results generated are often used to redefine one or more further problems. This increased level of understanding may help you investigate the conditions of use and how people think, behave and feel towards the product, and even lead you to loop back to a previous stage in the design thinking process. You can then proceed with further iterations and make alterations and refinements to rule out alternative solutions. The ultimate goal is to get as deep an understanding of the product and its users as possible.

Did You Know Design Thinking is a Non-Linear Process?

We’ve outlined a direct and linear design thinking process here, in which one stage seemingly leads to the next with a logical conclusion at user testing . However, in practice, the process is carried out in a more flexible and non-linear fashion . For example, different groups within the design team may conduct more than one stage concurrently, or designers may collect information and prototype throughout each stage of the project to bring their ideas to life and visualize the problem solutions as they go. What’s more, results from the Test stage may reveal new insights about users which lead to another brainstorming session (Ideate) or the development of new prototypes (Prototype).

It is important to note the five stages of design thinking are not always sequential. They do not have to follow a specific order, and they can often occur in parallel or be repeated iteratively. The stages should be understood as different modes which contribute to the entire design project, rather than sequential steps.

The design thinking process should not be seen as a concrete and inflexible approach to design; the component stages identified should serve as a guide to the activities you carry out. The stages might be switched, conducted concurrently or repeated several times to gain the most informative insights about your users, expand the solution space and hone in on innovative solutions.

This is one of the main benefits of the five-stage model. Knowledge acquired in the latter stages of the process can inform repeats of earlier stages . Information is continually used to inform the understanding of the problem and solution spaces, and to redefine the problem itself. This creates a perpetual loop, in which the designers continue to gain new insights, develop new ways to view the product (or service) and its possible uses and develop a far more profound understanding of their real users and the problems they face.

The Take Away

Design thinking is an iterative, non-linear process which focuses on a collaboration between designers and users. It brings innovative solutions to life based on how real users think, feel and behave.

This human-centered design process consists of five core stages Empathize, Define, Ideate, Prototype and Test.

It’s important to note that these stages are a guide. The iterative, non-linear nature of design thinking means you and your design team can carry these stages out simultaneously, repeat them and even circle back to previous stages at any point in the design thinking process.

References & Where to Learn More

Take our Design Thinking course which is the ultimate guide when you want to learn how to you can apply design thinking methods throughout a design thinking process. Herbert Simon, The Sciences of the Artificial (3rd Edition), 1996.

d.school, An Introduction to Design Thinking PROCESS GUIDE , 2010.

Gerd Waloszek, Introduction to Design Thinking , 2012.

Hero Image: © the Interaction Design Foundation, CC BY-NC-SA 3.0.

Design Thinking: The Ultimate Guide

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• Soft Skills Explained - and...

Soft Skills Explained - and the Top 7 for Your Resume

10 min read · Updated on March 27, 2024

You've heard the term “soft skills,” but do you know which employers find most valuable?

If you've ever applied for a job or used a resume, chances are that you recognize the term soft skills . A good resume will always include a balanced mix of job-related technical hard skills and key soft skills - and having the right soft skills for your resume can often be the determining factor that separates you from everyone else who applies for the job.

But do you really know what soft skills are and why they are important? Well, you can relax, because we have the answers you need! In this post, we'll explain everything you need to know about soft skills for a resume and highlight the top seven skills that can enhance your chances of landing your next job.

What are soft skills?

Soft skills include all those social and people skills that you possess, as well as aspects of your personality and key character traits. They're the interpersonal skills and work habits that you use each day to provide value for an employer. They include key skills like communication, adaptability, and the ability to collaborate with others.

Soft skills vs hard skills

When it comes to understanding soft skills, it's sometimes easier to think about them in terms of how they differ from hard skills. The latter are skills that you've learned through education , formal and informal training, and hands-on instruction. They're more technical , and can typically be measured. Examples of hard skills include machine operation, computer programming, typing, and accounting.

Soft skills are the opposite - they involve more innate, natural traits and interpersonal abilities that can span across all professions and industries. And unlike hard skills, soft skills are difficult to measure.

Why are soft skills important on a resume?

A lot of professionals in your industry likely possess many of the same hard skills that you'll list in your resume. If you're an Accountant, chances are other Accountants are proficient with the accounting software programs you use. If you're a Medical Coder, then you probably have similar, if not the same, technical skills as other Medical Coders. You get the point.

That's why focusing all your energy and resume real estate on your hard skills will make it more difficult to stand out from other job applicants. Your soft skills, however, can provide you with more of an edge.

Outside of job applications, soft skills can also help you to do your job better. They can enable you to be more proficient with time management, stress management, conflict resolution, and teamwork. If you can demonstrate that you have a strong set of soft skills that will help you to excel at your job, that can not only help you to land your dream role but could even give you an advantage when it's time for a promotion or a raise.

Top seven soft skills for your resume

As you sit down and start thinking about your soft skills, you might wonder which skills employers find the most valuable. The good news is that there are some soft skills that almost every employer wants to see on a job candidate's resume. Below are the top seven prized soft skills for your resume.

1.     Leadership

Employers are always looking for candidates who possess leadership skills, so including these soft skills in your resume is important. That's especially true for companies that prefer to promote from within. When companies hire candidates with proven leadership skills, they know that those employees will be more likely to align themselves with the firm's goals and mission.

It's important to also note that leadership is not a singular skill. It is instead a skill set that encompasses a variety of abilities that can help you to inspire others, motivate them, and build productive relationships. Some of the most desirable leadership skills include authenticity, emotional intelligence, the ability to mentor others, conflict resolution, confidence, and many other key traits and talents.

Related Post : These 14 Leadership Traits Can Fuel Your Career Success

2.     Adaptability

Many of today's employers prioritize job candidates who can demonstrate their ability to adapt to change. While technological change is obviously proceeding at a rapid pace, nearly every other aspect of business is also evolving before our very eyes. Employers need to know that you have the capacity to roll with those changes and adapt to new situations and challenges.

Adaptability skills can include everything from flexibility and consistency to patience, optimism, and a desire to learn new things. Expressing these skills in your resume can help to demonstrate your adaptability and resilience.

3.     Communication

Effective communication is essential in every industry, so make sure that you accurately convey those skills to prospective employers. Depending on the job role you're seeking, there are many distinct communication skills that you can highlight in your resume to deliver that narrative. These include verbal, written, and nonverbal communication skills, expertise in negotiation, conflict resolution, public speaking, presentation, active listening, and more.

4.     Problem-solving

Are you a critical or analytical thinker who excels at resolving problems? If so, then employers want to know about your problem-solving skills. Every business has a need for problem solvers, so make sure that you highlight key skills like risk assessment, research abilities, resourcefulness, and decision-making in your resume.

5.     Collaboration

Teamwork is an important part of any company's success, so your ability to collaborate with others may play a significant role in determining whether you can land your dream job. These skills include traits and abilities like trustworthiness, active communication, reliability, and respect for others. To highlight this skill, focus on including at least one notable achievement in your work experience section that demonstrates how your ability to collaborate provided value for a previous employer.

6.     Time management

The ability to effectively manage time is a core element of employee success and productivity - which is why employers universally value time management skills. Like other skills on this list, time management involves the use of a variety of soft skills, including organizational abilities, planning, goal setting, management of stress, and a talent for being able to prioritize tasks. Including these soft skills in your resume can be a terrific way to demonstrate your ability to productively provide real value for an employer.

Related Post: How to be More Productive: 10 Productivity Tips

7.     Attention to detail

A detail-oriented mindset can be critical for ensuring that work is done properly the first time. Employers want candidates who are focused on details, because they know that those job seekers will be likely to do more than just go through the motions each day. If your mindset emphasizes attention to detail, your work is likely to reflect that focus. Detail-oriented job seekers are often self-aware, able to concentrate on tasks, and committed to accuracy.

What soft skills do you have? How do you identify them?

Identifying your own soft skills will require some introspection. To start this process, think about the times you've excelled at your job, noting the situation and the outcome. What skills did you use to help you accomplish your goal? What praise and feedback did you receive?

You'll also want to think about any conversations you've had with managers about your overall performance. Chances are, they've praised your soft skills or perhaps identified some soft skills you can improve.

If you're still having trouble identifying your soft skills, consider reaching out to coworkers, managers, or mentors. Ask them about your soft skills and specific instances in which these skills shined.

How do you develop soft skills?

Although soft skills are typically abilities that seem natural, there are still ways to develop them. Here are a few strategies you can employ:

Seek advice: Ask your manager, co-worker, or even a friend to help you improve a particular soft skill. For example, if your co-workers seem to have no issue hitting deadlines and you find yourself struggling, ask about their time management strategies. See if you can implement any of their advice into your daily routine.

Find ways to practice: With many soft skills, the best way to develop them is to simply practice. If you want to become a better leader, seek out additional leadership opportunities. If you want to become a more creative problem solver, take on projects that require creative problem solving. The key is to develop a habit of using desired soft skills whenever you can, to hone them over time.

Take an online course: If you're struggling to improve your soft skills on your own, you can find an online course that can help. Udemy , for example, offers online courses on just about every topic, including productivity, leadership, stress management, creativity, and even self-esteem.

Work with a mentor or career coach: If you don't feel comfortable eliciting the help of your managers or co-workers, consider finding an outside mentor or career coach to help you assess and improve your soft skills.

Overall, a good rule of thumb is to be more mindful. For example, if you'd like to get better at managing your stress, take a moment in high-stress situations to sit back, breathe, and assess the situation. If you want to be better at organization, set aside 30 minutes each day to organize your physical and digital space. That mindfulness can ensure that you remain self-aware and focused on your developmental goals.

How do you show off your soft skills on your resume?

Now that you've identified your soft skills, it's time to make them shine on your resume. Remember, correctly highlighting these skills can help you to stand out from other job applicants.

One of the best ways to display your soft skills is to add a skills section to your resume. In this section, you don't necessarily want to list every single soft skill you've identified. Instead, look at the job you're applying for and take note of any skills highlighted in the role description. Make sure to focus on demonstrating those soft skills in your resume.

Then, as you assess your skills section on your resume, ask yourself these four questions:

Are these skills up to date? Make sure you keep this section updated as you participate in new training, attend seminars, and complete new projects.

Are these skills unique to me? You don't want to list the same generic soft skills as everyone else; the point is to stand apart from the crowd.

Is my skills section easy to read? Your skills section should be clear, scannable, and easy to digest. 

Can I support these skills with examples? Make sure you'll feel confident talking about your soft skills during a job interview.

In addition to your resume's skills section, you can also weave evidence of your soft skills into the job descriptions within your work history section. For example, if you want to prove your leadership skills, you can note that you have experience managing a department of 15 employees. If you want to highlight your negotiation skills, mention your biggest sales with clients, using real numbers to quantify the results you achieved.

Related Post : 47 Accomplishment Examples for Your Resume: Expert Picks

Last thoughts 

While it's tempting to focus only on job-specific hard skills in your resume, it's important to remember that other candidates will almost certainly have the same type of skills. That's why it's vital to include soft skills in your resume too, to help separate you from those rival job seekers. By including these seven key soft skills that most employers are looking for, you can increase your chances of landing the interviews you need to land a fantastic job.

If you're still not sure how to effectively include soft skills in your resume and differentiate your candidacy from your rivals, get your free resume review today.

This article was originally written by Carson Kohler and has been updated by Ken Chase. 

Recommended reading:

The Top 10 Job Skills Employers Want

“Will Robots Take My Job?” 4 Marketable Skills AI Can't Take from You

Why Hard and Soft Skills Are So Important for Your Resume

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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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Resilience in the Workplace: How to Be Resilient at Work

Chances are, like many people you imagine that the key to success at work is intelligence or going above and beyond the demands of the role such as working extra long hours or taking on extra commitments.

However, in modern workplaces characterized by staff cutbacks, deadlines, rivalry and organizational change, success relies on an individual’s capacity to cope and even thrive when faced with stress.

Broadly speaking, resilience is the ability to ‘bounce back’ when encountering the challenges that are an inevitable part of life. The workplace presents a different range of stressors to employees. What is resilience in the workplace? Why is it even important? Can individuals even become more resilient anyway?

The exciting thing about resilience is that it is a skill . Like any skill, with practice, resilience can be learned. This article describes resilience in the workplace and provides helpful tips about how people can be more resilient at work. It will define exactly what is meant by ‘resilience in the workplace’, describe some examples of developing personal resilience at work and then explore ways to enhance resilience.

Before you continue, we thought you might like to download our three Work & Career Coaching Exercises for free . These detailed, science-based exercises will help you or your clients identify opportunities for professional growth and create a more meaningful career.

This Article Contains:

What is resilience in the workplace, 5 examples of building personal resilience at work, why is resilience so important, resilience in the workplace training, how to build resilient teams, developing resilience for social work practice (book), how to be tough at work during layoffs, 10 books to read on resilience at work, most relevant youtube videos, a take-home message.

Consider a workplace that is undergoing radical change. One may expect that the effects of this ongoing stress would be detrimental to staff. After all, their livelihood may be at stake. A research study by two management consultants studied this very phenomenon.

Research Done

Over a period of twelve years, S. Maddi and D. Khoshaba studied employees of a large US telecommunications company during a time when this industry was being de-regulated. The company was constantly changing and jobs were at stake. However, what the research showed was most surprising.

During the twelve-year period in which the study took place, almost 50% of the employees lost their job and a further two-thirds experienced significant stressful life events (including divorce, mental health issues like depression and anxiety, and heart attacks). Despite this, one-third of the workers not only survived the tremendous challenge they faced, they actually flourished!

In their book, called ‘ Resilience at work: how to succeed no matter what life throws at you ’ Maddi and Khoshaba (2006) report that of the individuals they studied, the employees who retained their positions rose to the top, whilst those who were unfortunate enough to lose their job either started their own companies or took ‘strategically important’ employment in other companies.

Resilience is Dynamic

What does this study show about resilience in the workplace? Put another way, what can we learn from this study? Well, resilience is an active, dynamic process. According to the Centre for Confidence and Wellbeing (2006):

‘ the good news is that although some people seem to be born with more resilience than others, those whose resilience is lower can learn how to boost their ability to cope, thrive and flourish when the going gets tough ’. So, resilience can be enhanced!

The personality trait of hardiness has been found to buffer or lessen the negative effects of stressful events or adversity (Jackson, Frito, & Edenborough, 2007). It is possible to learn habits and strategies to increase hardiness. Furthermore, by developing effective strategies for reducing vulnerability to stress and the impact of adversity, it is possible to strengthen and develop personal resilience.

In order to understand what constitutes resilience in the workplace, perhaps the most accessible way to think about it is to consider what resilient employees do when faced with workplace adversity that sets them apart from the rest of the pack. What is it that these employees do differently?

Resilient Employees

Resilient employees build strong connections and relationships with others (Davis Laak, 2014). These high-quality relationships can be characterized by a number of features. Connections are characterized by effective communication in which an individual listens actively and is responsive to their colleague and their emotions (Davis Laak, 2014).

In positive workplace relationships, a resilient worker will do what they can to help another person to achieve success in the workplace. The resilient worker is a team-player who aims for a win-win with their fellow employees.

Social support plays an important role in workplace resilience (Jackson, Firtko, & Edenborough, 2007). It is beneficial to develop personal as well as professional networks, which can be a source of guidance and support during times of stress or simply to provide a nurturing relationship.

It is also helpful for employees to have contact with colleagues outside of their own immediate work setting. These people can provide validation to the worker, and can potentially be accessible to the individual when accessing support within their own work situation would make the employee vulnerable (Jackson et al., 2007).

Resilient employees nurture the work networks they have developed, consistently building trust with others. However, a surprising finding in the research was that resilient employees don’t take the work environment too seriously. They introduce an element of ‘play’ to the workplace, which further fosters positive emotions amongst employees.

Modern workplaces are certainly typified by stress. Technology and access to the Internet mean that, for many, work is a constant presence. No longer does one establish a career which they then stay in for the duration of their working life. Resilient employees are able to manage stress effectively so it is not overwhelming and detrimental (Davis Laak, 2014).

By actively engaging in self-care and nurturing themselves after a stressful incident, however minor, resilient employees avoid ‘burnout’.

Another characteristic of a resilient employee is that the individual is true to their ‘real’ self (Davis Laak, 2014). They are authentic and behave in a way which is in alignment with their values and beliefs. If you like, they ‘practice what they preach’. They show grit.

What is Grit?

Grit is that fighting spirit that sets some employees apart. It can be defined as ‘having the passion and perseverance to pursue your long-term goals’ (Davis Laak, 2014). However, if grit means that an employee is striving to achieve challenging goals, this will almost certainly mean that they will encounter obstacles. When this occurs, workers have the chance to show resilience, as resilience is needed to overcome these hurdles.

How resilient employees perceive their occupation and day-to-day tasks also sets them apart. These workers perceive their work as meaningful (Davis Laak, 2014). It is hardly surprising that those who feel like their toll is in an endeavor to achieve a valuable outcome are going to be better equipped to bounce back when work is particularly stressful.

Examples include medical practitioners, who see their work as leading to health outcomes for patients rather than ‘fixing’ a medical problem. Having a positive focus at work is a component of resilience.

Of course, it is not that resilient employees do not experience stress. Stress is an unavoidable aspect of life, and workplaces present a multitude of stressors. However, a characteristic of resilient workers is that they will monitor their own thoughts when they are under stress and duress (Davis Laak, 2014).

By acting mindfully , the employees who display resilience notice particular patterns in their thinking that may be impeding their chance at occupational success (Davis Laak, 2014). This awareness promotes a capacity to cope with stress and unexpected challenges.

Modern workplaces are typified by change. The climate of work imposes on employees a need to be flexible and adaptive. Resilient workers are seen to be more able to manage inevitable changes and deal with novel scenarios. They are also more skilled at dealing with setbacks and have the capacity to move on after they encounter a stumbling block.

How can an individual build their personal resilience at work? In order to address this question, think back to Maddi and Khoshaba’s study of the employees of the telecommunications company in the US. How is it that under such duress, many of the workers were able to thrive? How did they develop resilience?

Resilience is a multi-dimensional construct, and consists of a cluster of factors: behaviors, thoughts, actions, attitudes, and skills. In their study, Maddi and Khoshaba identified three variables associated with the individuals’ ability to bounce back from the immense stress they faced. These were commitment, control, and challenge.

“ Simply put these attitudes are commitment, control, and challenge. As time gets tough, if you hold these attitudes, you’ll believe that it is best to stay involved with the people and events around you (commitment) rather than to pull out, to keep trying to influence the outcomes in which you are involved (control) rather than give up, and to try and discover how you can grow through the stress (challenge) rather than to bemoan your fate ” (Maddi & Khoshaba, 2006). Let me explain further.

By committing themselves to their work, the employees were more able to dedicate themselves to the tasks at hand. This enabled the workers to make sense of what exactly was going on for them. Having a sense of control empowered the employees to enable them to behave in a way which had an influence over the changes that were happening. They also viewed change and stress as an inevitable part of life .

How can an individual build their resilience in the workplace? Jackson and colleagues (2007) argue that personal resilience can be strengthened and enhanced by developing a variety of effective strategies that reduce vulnerability and susceptibility to stress.

It can also help employees to develop and nurture skills for reducing the impact that adversity in the workplace has on them. This may include, but is not limited to, practicing mindfulness , developing mental agility, and taking regular breaks from work to ‘detach’. Jackson et al. suggest the following:

1. Positivity

By taking a positive stance at work, employees are more able to adapt to adversity and also hold on to a sense of control over their work environment. Putting energy and motivation into work, or, having ‘vigor’ – as described by Shirom (2004) – is also associated with building personal resilience. It is the ‘opposite’ of burnout, which is characterized by emotional exhaustion, physical tiredness, and cognitive fatigue or ‘weariness’.

Vigor is characterized by having the capacity to put in the maximum effort at work and thus further build personal resilience (Shirom, 2004).

2. Emotional Insight

Another example of building personal resilience at work is by developing and strengthening emotional insight. Insight is closely related to emotional intelligence . Individuals with a level of insight have a level of awareness about the full range of emotions they experience, from ‘negative’ through to ‘positive’.

They will also consider the ramifications of their own reactions and behavior and the effects their own actions have on others. Psychologically resilient individuals can be described as emotionally intelligent (Tugade & Fredrickson, 2004).

Individuals can build personal resilience at work by achieving a healthy work-life balance . This is especially challenging in the world we are living in. Technology can mean that employees may have access to work 24 hours a day, 7 days a week.

In order to be able to bounce back from stressful situations, i.e. to be resilient , workers need to have the energy that can be easily depleted if a healthy work-life balance is not in place. Workers need time to relax, unwind and recuperate.

4. Spirituality

Having a sense of spirituality has been linked to developing resilience at work. This may be related to reducing vulnerability and the impact that adversity in the workplace has on the individual. Finding meaning in work, and feeling that this work is contributing to a greater good, can buffer against the effect of stress.

It may also be because spirituality may lead employees to view even stressful situations as having positive aspects, or ‘purpose’, and appreciating potential benefits.

5. Reflection

Becoming more reflective is another way individuals can build resilience at work. In other words, being in tune with one’s emotions and emotional reactions can serve to buffer against the effect of stress. Being aware of possible ‘ triggers ’ to stress can provide individuals with the opportunity to prepare and gather resources so they are better able to ‘bounce back’.

If an employee knows that a particular circumstance will be especially challenging, they can then implement coping strategies, such as seeking support.

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Resilience is a critical life-skill that has roots in the key to humankind’s survival. The ability to cope with stress and unexpected challenges, and even to thrive in such situations, is adaptive. This is not news to anyone! What about the workplace? Why is resilience so important in the work environment?

For starters, workplaces are embedded with stress. Occupational stress affects personal and performance outcomes (Rees, Breen, Cusack, and Hegney, 2015). Furthermore, workplace stress is correlated with high levels of depression and anxiety, and burnout (Rees et al, 2015).

As early as 1978, the effects of a stressful workplace were reported by Pines and Maslach, who introduced the term ‘burnout’ to describe a state whereby employees experience physical and emotional exhaustion, depersonalization, and a sense of low personal accomplishment.

Burnout has a heavy toll on workplaces, both productively and economically. Burnout is associated with increased rates of absenteeism and reduced productivity – not to mention the negative impact it has on employees. Psychologically resilient employees are better able to cope with stress, and less likely to suffer from ‘burnout’. Clearly this is of benefit to the employer!

Resilience has been associated with various positive states, including optimism, zest, curiosity, energy and openness to experience (Tugade & Fredrickson, 2004). These positive emotional states are of tremendous value to the workplace. In addition to the more immediate value of positive states, Fredrickson (2004) put forward the argument that positive emotions lead to ‘thought-action repertoires’ which then result in an urge to think/act in a certain direction.

To put this simply, the experience of positive emotions (fostered by resilience) can expand activity, open an employees’ eyes to a range of possibilities, and increase the likelihood of more creative solutions for workplace behaviors (Fredrickson, 2004).

Positive emotions also serve as a ‘buffer’ against workplace stress (Tugade & Fredrickson, 2004). How? Well, positive emotions enable individuals to make positive appraisals of what otherwise may have been a stressful situation.

Also, those who experience positive affect are more likely to use problem-focused coping which is of great benefit in the work environment. When individuals feel more positive, they tend to also interpret seemingly ordinary events and experiences as positive. Thus, positive emotions foster positivity in the workplace.

Resilience is not only important for its impact on psychosocial factors such as burnout, adaptive workplace behaviors and buffering against workplace stress. Resilience has also been implicated in physical wellbeing. Tugade and Fredrickson (2004) found that “the psychological mindset involved with resilience is reflected in the body as well”.

Naturally, if employees have better physical wellbeing, they will have a greater capacity to undertake their work, and – in turn – be better placed to further adapt to adversity! It is a win-win situation.

So, it is clear that resilience is highly important in the workplace. How can businesses encourage resilience in the workplace? What can be done?

Well, workplace training has been found to be effective. Studies support the positive impact of resilience training. But what does that exactly entail, and is resilience in the workplace training really beneficial to employees and businesses?

Resilience training has been found to have a positive impact on mental health and subjective wellbeing (Robertson, Cooper, Sarkar & Curran, 2015). Research suggests that resilience training may play an important part in public health and health prevention (Joyce, Shand, Bryant, Lal & Harvey, 2018). This is because resilience training has the power to protect the long-term health and wellbeing of employees.

Resilience training varies according to the content of the material presented, and the way in which the training is delivered. Resilience training may take a variety of forms – including online training, group-based training , one-to-one training and a combination of group-based and one-to-one training (Robertson et al., 2015).

The length of resilience in the workplace training varies widely, from a single 90-minute session to 13 weekly sessions. In a systematic review of resilience training in the workplace, the authors identified four broad categories of outcomes that were measured:

• Mental health and subjective wellbeing outcomes
• Physical/biological outcomes
• Psychosocial outcomes
• Performance outcomes

Robertson et al. (2015) reviewed 14 studies, and they found that 12 studies reported a beneficial effect of resilience training. However, a limitation of their review was that only 6 studies directly measured resilience (of which, three showed a significant, positive effect).

The authors also found that resilience training was especially effective for positive mental health and subjective wellbeing outcomes (including stress, depression, anxiety, and negative mood/affect/emotion).

An example of a resilience training program was developed at the University of Pennsylvania, called the Pennsylvania Resilience Program (PRP). This particular program aimed to enhance protective factors associated with resilience in the workplace, including optimism, self-efficacy, problem-solving, self-regulation, flexibility, emotional awareness, empathy and the development of strong relationships (Robertson et al., 2015).

What does a resilience training program look like? Resilience training may consist of skills-based coaching, developmental/executive coaching or mindfulness and compassion-based practices (Robertson et al., 2015).

Researchers in the field of resilience have turned their attention to evidence-based therapies from which to develop resilience training. For example, research training has been developed from ACT (Acceptance and Commitment Therapy), CBT (Cognitive Behavior Therapy), Mindfulness-based Cognitive Therapy, and Mindfulness-based Stress Reduction (Joyce et al., 2018).

A more novel approach to resilience training has seen workers utilize technology to self-regulate stress responses (Robertson et al., 2015).

Studies have supported the role of mindfulness training on psychological resilience, therefore making it a helpful intervention in resilience training in the workplace (Joyce et al., 2018). Mindfulness-based resilience training typically involves the teaching of cognitive strategies, mindfulness training , provision of psycho-educational material, and goal setting (Joyce et al., 2018).

The findings from one study of resilience training were reported by Joyce and colleagues (2018). Their resilience training was delivered to 29 full-time firefighters. The training, called “Resilience @ Work” (RAW) consisted of 6 internet-based sessions. The training was mindfulness-based and was delivered to the participants online. Compared to baseline measures, participants were found to have increased resilience after the RAW training.

This finding was valuable, as many resilience training programs are delivered via multiple face-to-face sessions. Most commonly, resilience training is delivered to groups over a 10 – 11-week period. This mode of delivery is disruptive to business and is extremely costly both in time and in resources.

The success of Joyce et al.’s intervention offers promise for more cost-effective resilience training options available to workplaces.

At face value, it appears that resilience training is an effective way to increase employees’ capacity to deal effectively with stress and overcome challenges. However, it should be kept in mind that the effectiveness of training – like any educational program – is moderated by the nature of the training.

There is a range of possible ways to develop resilience in work-teams. Resilient teams are able to withstand and overcome difficulties whilst sustaining performance and cohesion of the team, or even strengthen the team. Some ways to build resilient teams, described by Alliger and colleagues (2015), that can be applied for any type of team, are described below:

1. Checklists and Guides

Some common challenges and stressors can be anticipated at work. To develop resilience in team-members, checklists and guides are a helpful way to provide employees with a resource they can turn to when dealing with the challenge. The resource can be a ‘go-to’ guide for staff.

The resource might include tips for troubleshooting, guidelines for escalation (if necessary) and the key questions to consider in difficult situations.

A good idea is also to document ‘standard operating procedures’ for the workplace. As well as providing invaluable information for new staff, having these procedures written down and accessible means that the team can maintain their basic work tasks as efficiently as possible. Therefore, when unexpected challenges arise, the staff have freed up some capacity to deal with the stressor.

In any team, experts may at times need to be called upon. A valuable resource is a table/spreadsheet that contains the names and contact details for people who are in the position to support the team when particular challenges arise.

2. Training

In order to develop the resilience of any team, it is worthwhile to conduct team resilience training (as was described in the previous section), such as facilitated group sessions. The benefit of training for a team is that it helps the team members develop a group understanding, which promotes cohesion of the team and promotes positive team coordination.

Some tasks that are physical in nature can be practiced, by handling simulated challenges. This sort of training has been used extensively in training of medical professionals. It is also good for team-members to consider any resilience behaviors that they displayed during the simulation, and an observer may also be involved to provide feedback to individuals.

Obviously, due to practicalities and safety reasons, it may not be possible to ‘re-create’ a challenge. In this circumstance, cognitive tasks may be helpful. For example, the person in charge of training could provide the team with a scenario for a possible event (i.e. an emergency) and ask them to think about the problem and discuss what they would do in the scenario. Again, feedback is helpful throughout this process.

3. Debriefing Sessions

After any challenge or stressful event, it is valuable for a workplace to offer its’ employees ‘post-challenge’ debriefing. These sessions will encourage reflection about the experience. It is also helpful to facilitate team discussion about the challenge and how employees coped. This also facilitates team members supporting one another. This process can also include action planning for the team.

As well as being a helpful process following a particularly stressful event, team debriefing can also be a valuable thing to do after a period of time when there has been a string of low-level chronic challenges, which tend to deplete teams and are draining.

4. Work Culture

Finally, the culture of a team is a key to promoting resilience. This forms the basis for “team resilience”. It is the responsibility of a team-leader, or supervisor, to create the right atmosphere for his/her team. They can facilitate the development of positive work culture by consistently demonstrating behaviors (described shortly) and also reinforce the behaviors in employees.

A culture of resilience includes team members being encouraged to:

• Speak up, and ask any questions
• Openly share bad news, and report early warning signs of potential problems
• Maintain composure during ‘emergencies’ and times of heightened stress
• In case of needing further support, seek out expertise rather than simply relying on another worker’s rank or seniority
• Keep an eye on one’s work colleagues, and be there to offer support throughout the challenge – before (to minimize the impact of the stressor), during (to manage the heightened stress) and after the stressor (to ‘mend’ once the stress has passed)
• Be able to express when there is a need in the workplace to switch to and from ‘emergency’ modes of operating.
• Lastly, but importantly, once the challenge has passed, to encourage resilience team members to thank others for their help, and discuss any other challenges.

By putting these strategies into place, a resilient team can slowly but surely be developed.

Louise Grant and Gail Kinman edited this handbook, which was published in 2014. It is designed for social work students and practitioners, to provide them with tools and strategies they can use to maintain wellbeing in an emotionally demanding profession. It aims to help students and practitioners alike to build the skills which will help develop emotional resilience.

Whilst traditionally in social work resilience has been studied in relation to those who have survived trauma, especially children, it is now understood that social workers also need a range of skills in order to effectively manage the emotional demands of their job. In other words, social workers need to be resilient!

This book is an engaging text that provides social workers and students with practical tools and strategies which can be used by the reader to manage their own wellbeing and to develop resilience.

The book is grounded in theory and practice. The interventions and strategies introduced are evidence-based, and because it is written by practitioners, the audience is in a position where they are more likely to relate to the issues and themes introduced. A feature of this text is the case-studies included throughout, which really bring the book to life for its’ readers.

Included in the text are a range of topics relevant to social work students and practitioners. For example, some of the issues explored include boundaries, personal organization, and time management. The book also looks at the role of critical reflection and reflective supervision in developing resilience.

It explores Cognitive Behavior-based strategies, and the chapter on mindfulness can also help readers develop skills for coping with a highly stressful work environment. It covers peer support, peer coaching, and how to increase self-knowledge, develop coping skills and stress resistance. Finally, the book presents an integrated approach to resilient individuals and organizations.

Louise Grant has spent the last seven years teaching both qualifying and post-qualifying social workers. She is the principal lecturer at The University of Bedfordshire. From her experience, Louise has developed an awareness of the complexities of social work practice, its’ demanding nature and what is required to achieve wellbeing and develop emotional resilience in practice.

Gail Kinman is a psychologist, with a particular interest in the area of Occupational Health Psychology. She is involved in a variety of research projects. However, her most significant focus is on the wellbeing of people who work in emotionally demanding professions.

Perhaps one of the most stressful situation workers can encounter is when layoffs are imminent. At this time, more than ever, the need to be resilient is tremendous.

Even workplaces that are generally quite friendly become super competitive when staff are being made redundant. Staff may begin gossiping, and engage in self-promotion – even at the expense of others.

However, although this situation is undoubtedly extremely challenging, Lynze Wardle Lenio has come up with some suggestions for things that employees can do to survive a layoff, or, to cope if they are in the unfortunate position of losing their job:

Preparation is the key to dealing with so many stressful situations. After all, if we mentally prepare by planning for the ‘worst-case scenario’ this can help us develop coping strategies. It helps employees to cope with the stress of layoffs if they are ready to ‘bounce back’ should they actually lose their job.

It can help employees to have a plan of action, a ‘plan B’. It is always a good idea to have a back-up plan! It is also helpful for staff to ensure they are up-to-date professionally in case they need to look for a new position. This may involve updating profiles, such as ‘LinkedIn’ and other social networks. It is invaluable to have personal and professional connections when seeking employment.

It is also a good idea for employees to review their skills in order to be competitive. This may also involve taking part in additional training or certification or completing professional development.

If the employee is fortunate enough not to lose their position, these extra qualifications and skills look impressive on the CV regardless!

It is wise during times of layoffs for workers to be financially cautious… ’just in case’. It is sensible to avoid spending money on unnecessary ‘extras’ or big-ticket items. At this time, Wardle Lenio advises employees to be especially responsible with their money and using credit cards carefully.

2. Maintain Positive Relationships at Work

Even if under extreme pressure in the workplace, it is advisable for employees to avoid toxic workplace discussions and gossip. Even if stressed, it is probably also better to avoid talking at any length about layoffs to your superiors.

Engaging in ‘worry talk’ at work will only strengthen the experience of stress and anxiety. It is best for workers to continue fostering positive engagement with colleagues and aim to protect their professional network.

It can be helpful for employees to remind themselves of the reason they are at work… in other words, to do their job. They should do their best to try not to waste time at work worrying about something that may not even happen. At work, an employee’s first priority needs to be doing the job they are being paid to do!

3. Prove your Worth

At this time, employees may be under scrutiny. It is therefore worthwhile for employees to prove that they ‘earn their keep’ and that they are a valuable asset to the business. By making hard-work and dedication to performance their number one priority, this will actually help reduce stress in the workplace.

It is great for workers to make success their focus – to ensure that they work thoroughly and conscientiously, and to make sure they meet any deadlines. Furthermore, employees can prove their worth by going the extra mile and taking the initiative to complete extra work.

If it is at all possible, workers are wise to make the hard work they are doing known about! During layoffs, it is worthwhile for employees to prove that they are a valuable employee.

Many reasons lie behind why layoffs are made, and many are out of our control. However, workers can give themselves the best chance of retention by being the best employee they possibly can. It is best to prepare thoroughly, maximize relationships in the workplace and in the professional network and, finally, to work hard. At the end of the day, this will put employees in good to stead to achieve the career goals they have for themselves.

Would you like to read more on the topic of resilience at work? There are some excellent books available! Here are a few:

• Career resilience in a changing workplace. Betsy Collard. 1996 ( Google )
• Building resilience at work. Kathryn McEwen. 2011 ( Amazon )
• Resilience at work: how to succeed no matter what life throws at you. Salvatore Maddi & Deborah Khoshaba. 2005 ( Amazon )
• Building resilience for success: a resource for managers and organizations. C. Cooper, J Flint-Taylor, M Pearn. 2013 ( Amazon )
• The mindful workplace: developing resilient individuals and resonant organizations with MBSP. Michael Chaskalson. 2011 ( Amazon )
• Fearless at work: timeless teachings for awakening confidence, resilience, and creativity in the face of life’s demands. Michael Carroll. 2012 ( Amazon )
• The authority guide to emotional resilience in business: strategies to manage stress and weather storms in the workplace. Robin Hills. 2016 ( Amazon )
• Happiness at work : be resilient, motivated and successful – no matter what. Srikumar S. Rao. 2010 ( Amazon )
• The resilient employee: the essential guide to coping with change and thriving in today’s workplace. Rosalind Cardinal. 2016 ( Amazon )
• Resilience at work: practical tools for career success. Kathryn Jackson. 2018 ( Amazon )

Still keen to learn more?! These are a few relevant YouTube videos. Enjoy!

Resilience in the Workplace:

Resilience, Wellbeing and Performance in the Workplace:

I hope that you have found this article relevant and interesting. The importance of resilience in the workplace cannot be underestimated! Given that we spend roughly one-third of our day at work, this means that being able to ‘ bounce back ’ when presented with the inevitable challenges work presents is a very important issue to consider.

Having the capacity to deal with ongoing stress at work, to adapt efficiently to change, to cope with the threat of job loss, and to handle the pressure of deadlines is important not only for succeeding at work but also contributes to our overall health and wellbeing.

Hopefully this article has shed light on what it means to be resilient at work and provided helpful tips to becoming more resilient at work. Maybe now would be a good time to reflect upon your own resilience in the workplace. What could you do to cope more effectively with workplace stress?

Feel free to refer to this piece when considering how not only to cope at work, but ideally, to thrive! Comments and ideas about resilience at work are welcomed.

We hope you enjoyed reading this article. Don’t forget to download our three Work & Career Coaching Exercises for free .

• Alliger, G. M., Cerasoli, C. P., Tannenbaum, S. I. & Vessey, W. B. (2015). Team resilience: How teams flourish under pressure. Organizational Dynamics, 44 , 176-184.
• Centre for Confidence and Wellbeing (2006). Resilience at work. Retrieved from http://www.centreforconfidence.co.uk .
• Davis-Laack, P. (2014). Seven things resilient employees do differently. Psychology Today . Retrieved from https://www.psychologytoday.com/us/blog/pressure-proof/201410/seven-things-resilient-employees-do-differently
• Fredrickson B. (2004) The broaden‐and‐build theory of positive emotions. Philosophical Transactions of the Royal Society London B Biological Sciences 359 , 1367–1377.
• Jackson, D., Firtko, A., & Edenborough, M. (2007). Personal resilience as a strategy for surviving and thriving in the face of workplace adversity: a literature review. Journal of Advanced Nursing, 60 , 1 – 9.
• Joyce, S., Shand, F., Bryant, R. A., Lal, T. J., & Harvey, S. B. (2018). Mindfulness based resilience training in the workplace: Pilot study of the internet-based Resilience @ Work (RAW) mindfulness program. Journal of Medical Internet Research, 20 , e10326.
• Maddi, S., & Khoshaba, D. (2005). Resilience at work: how to succeed no matter what life throws at you . New York: American Management Association.
• Pines, A., & Maslach, C. (1978). Characteristics of staff burnout in mental health settings. Hospital and Community Psychiatry, 29 , 233 – 237.
• Rees, C. S., Breen, L. J., Cusack, L., & Hegney, D. (2015). Understanding individual resilience in the workplace: the international collaboration of workforce resilience model. Frontiers in Psychology .
• Robertson, I. T., Cooper, C. L., Sarkar, M., & Curran, T. (2015). Resilience training in the workplace from 2003 to 2014: A systematic review. Journal of Occupational and Organizational Psychology .
• Shirom A. (2004) Feeling vigorous at work? The study of positive affect in organizations. Emotional and physiological processes and positive intervention strategies. Research in Occupational Stress and Well Being 3 , 135–164.
• Tugade, M. M., & Fredrickson, B. L. (2004). Resilient individuals use positive emotions to bounce back from negative emotional experiences. Journal of Personality and Social Psychology , 86, 320 – 333.
• Wardle Lenio, L. (2018). Staying on board: 3 steps to surviving a round of layoffs. Retrieved from https://www.themuse.com/advice/staying-on-board-3-steps-to-surviving-a-round-of-layoffs

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What our readers think.

Thank-you for the article, there are some really great points in here. I do wonder: is it possible for someone’s resilience to be abused or taken for granted? Is there a concept where a toxic work environment could actually overwhelm a person’s resiliency, and: is that a reflection on the work environment or the individual? Are there times when it’s good or okay to not be resilient? Is resilience enough, or does it need to be paired with self-worth? Can you be considered resilient, even without a strong sense of self-worth? I think every employer wants to have resilient employees, however, I find it tough to rationalize asking for resilient employees if one is not able to work with that person to make the environment better.

very helpful information

Great Read.

very interesting and helpful

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The Most Important Soft Skill for Developers & How to Get Better at It

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At its core, programming is just solving problems so a computer can execute a task. Or, as one of our engineers Nick Duckwiler aptly put it: “A lot of engineering is just solving headaches.” Indeed, between fixing bugs and dreaming up app ideas that can address real world difficulties, devs need to be enthusiastic about solving problems of all sizes.   

On top of all the technical knowledge that’s required for engineering roles, you also should work on soft skills, which are personal attributes that enable you to work well with others. Problem solving is one of the most essential soft skills to have in technical positions , and luckily, there are plenty of ways to get better at tackling challenges and finding solutions.

Next month, we’re hosting an exclusive three-part livestream series all about developing core soft skills: problem solving, planning, setting priorities, and critical thinking. The events will be led by Merri Lemmex, a management and leadership expert who has decades of experience training people who work in tech and business. The first session on November 1 is focused on problem solving approaches and tools. Be sure to register today for the virtual events and read on to learn more about the problem-solving strategies that developers use in their work.

Learn something new for free

Intro to chatgpt, write out the problem.

Your problem won’t always come right out and say: “It’s me, hi. I’m the problem , it’s me.” In fact, something that often gets in the way of solving a problem is that we zero in on the wrong problem.

When pinpointing a problem, you can try borrowing a UX research technique that’s part of the design thinking process. After you’ve done some initial research or information gathering, you delineate your problem space and write a problem statement, which is a concise couple of sentences that succinctly define the task and offer a clear sense of direction. Write out the who, what, where, when, and why of your problem.

Getting to the core of your fundamental issue will make addressing the symptoms much easier. You can learn more about this strategy in our free course Learn Design Thinking: Ideation .

Don’t try to solve it alone

Rather than spinning your wheels trying to fix a problem on your own, consider having other people weigh in. Set up a brainstorming session for the problem you’re trying to solve, see if anyone can pair program with you, or send a Slack message to your team and see what your collective intelligence can accomplish.

It’s easy to get tunnel vision when you’re working on a project and become fixated on one part of it. Getting more people involved in the problem-solving process will enable you to address blind spots, consider fresh perspectives, and ultimately get valuable feedback and validation for your idea. Not to mention, you’ll get experience collaborating with other people, which is a soft skill in and of itself.

Say it out loud

Ever seen a rubber duck on a programmer’s desk and wondered what it’s doing there? There’s a popular debugging technique called “ rubberducking ,” where you describe out loud what your code is supposed to do to the duck. As you verbally articulate your code and thoughts to the silent, non-judgmental duck, you may identify issues or problems that you skipped over before. Though you might have to work up the courage to talk to an inanimate object at your desk, you’ll be surprised how effective and practical rubberducking can be when it comes to pinpointing a problem.

See how other people approached the problem

Remember: You’re probably not the first person to have experienced this problem. There’s a plethora of resources that developers use to ask questions, get feedback, or crowd-source solutions for bugs. Go to Stack Overflow and see if someone else has experienced your issue and created a workaround. Or look through Docs , our open-contribution code documentation for popular languages, to see if you can find a solution. (Better yet, once you figure your issue out, you could take what you learned and contribute a Doc for folks to reference in the future.)

Learn problem-solving skills in our new course

Join us next month for an engaging three-part livestream series dedicated to honing essential soft skills, including problem solving, strategic planning, priority setting, and critical thinking. These skills are your secret sauce for nailing your next job interview, making an impression on your team leader, or feeling confident at a networking event. By the end of the livestream series, you’ll have a soft skills toolkit that you can continue to refine throughout your whole career.

Our first session on November 1 delves into effective problem-solving techniques and tools. Secure your spot for these virtual events today. Quick note: These are only available to Codecademy Pro and Codecademy Plus members, so make sure you upgrade your account or start a free seven-day trial to attend.

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