problem solving training goals

20+ Training & Development Goal Examples for L&D

Lauren Farrell
March 10, 2023

goal examples for training and development

Training and development are critical components of any organization’s success. With rapidly evolving industries and markets, keeping up with the latest trends, technologies, and best practices is essential.

Organizations that invest in training and development programs for their employees see better employee retention rates, improved performance, and increased profitability. But to achieve these results, L&D teams need to carefully set goals that set themselves, the learners, and the organization up for success.

In this post, you’ll find some training and development goals examples at all levels of the strategic planning and learning deployment phases to align all your efforts and produce business impact.

Training goals and business performance
L&D strategy goals
Training goals at the course level
Professional development goals

Examples of training goals as they relate to overall business performance

When developing training programs , it’s essential to keep in mind the overall business goals and objectives. L&D can be led by business partners to understand the strategic goals and target their training needs to support. But here are some examples of training goals that align with improving overall business performance:

Increase productivity

To provide employees with training that enhances their skills and abilities, making them more productive in their roles.
To teach employees time management techniques that can help them work more efficiently and effectively.
To provide employees with training that helps them work more collaboratively and improve teamwork.
To reduce the number of errors and mistakes in the workplace by providing training that teaches employees how to perform their jobs correctly and safely.

Improve customer satisfaction

To provide employees with training that enhances their communication and interpersonal skills, allowing them to build better relationships with customers.
To teach employees how to handle customer complaints effectively and professionally.
To provide employees with training that enhances their product knowledge and allows them to provide better recommendations and support to customers.
To ensure that employees are able to deliver high-quality service consistently and meet customer expectations.

Increase sales and revenue

To provide sales teams with training that enhances their communication and negotiation skills, allowing them to close deals more effectively.
To teach sales teams how to identify customer needs and pain points, allowing them to provide better solutions and increase sales conversions.
To provide sales teams with training that enhances their product knowledge and allows them to provide better product recommendations and support to customers.
To ensure that sales teams are able to deliver high-quality service and maintain strong customer relationships.

Reduce turnover and improve employee retention

To provide employees with training that enhances their skills and abilities, allowing them to take on new roles and responsibilities within the organization.
To provide employees with career development opportunities, such as leadership training, that help them grow and advance within the organization.
To ensure that employees are engaged and motivated by providing training that enhances their job satisfaction and helps them feel valued.
To provide employees with training that enhances their work-life balance and helps them manage stress and avoid burnout.

Reduce business risk and associated costs

To provide employees with training that enhances their knowledge and understanding of organizational policies and procedures, reducing the risk of costly legal or financial penalties resulting from noncompliance.
To provide employees with cybersecurity training that teaches them how to identify and prevent cyber threats, reducing the risk of data breaches and associated costs.
To provide employees with safety training that teaches them how to identify and prevent workplace hazards, reducing the risk of accidents and associated costs.
To provide employees with training that teaches them how to handle confidential information, reducing the risk of data leaks or breaches that can damage the company’s reputation and result in legal or financial penalties.

By setting training goals that align with the overall business performance, learning and development professionals can help organizations achieve their objectives and improve their bottom line.

Learning and Development Strategic Goals

Like any function, learning and development will have their own departmental objectives to consider. Through these goals, L&D can ensure better prioritization of training requests and focus on high-impact work that showcases their value:

Improve technical skills

One of the most common training and development goals for employees is to improve their technical skills. In today’s world, technology is continually advancing, and employees must keep up with these changes to remain competitive.

Technical skills include computer literacy, programming languages, and software proficiency. Organizations can provide employees with training on the latest software tools, programming languages, or other technical skills needed for their specific job roles.

For instance, a company can organize a training session for their IT staff to learn about new cybersecurity technologies, such as cloud-based firewalls, data encryption, and multi-factor authentication. This training will enable the IT staff to enhance their technical skills and protect the company’s data and network from cyber-attacks.

Enhance soft skills

Soft skills refer to the non-technical skills that employees require to succeed in their job roles. These include communication skills, teamwork, leadership, time management, and problem-solving skills. Employees with excellent soft skills can build better relationships with their colleagues, communicate effectively with clients, and deliver high-quality work.

Organizations can provide employees with training programs that focus on enhancing their soft skills. For instance, a company can organize a workshop for their sales team to improve their communication skills, negotiation skills, and customer service skills. This training will enable the sales team to interact better with clients, understand their needs, and offer them personalized solutions.

Provide cross-training opportunities

Cross-training refers to the practice of teaching employees how to perform multiple job roles within an organization. Cross-training is an excellent way to develop employees’ skills, enhance their job satisfaction, and increase organizational flexibility. Cross-training also prepares employees for career advancement opportunities and reduces the risk of losing valuable talent due to retirement or resignation.

Organizations can provide cross-training opportunities by creating a job rotation program, where employees switch job roles periodically. For instance, a company can rotate employees between the finance and marketing departments, giving them the opportunity to learn about different aspects of the business. This cross-training will enhance employees’ skills, broaden their perspectives, and improve their problem-solving abilities.

Create leadership development programs

Leadership development programs are designed to prepare employees for leadership roles within an organization. These programs provide employees with the skills, knowledge, and experience needed to lead teams, manage projects, and make strategic decisions. Leadership development programs also help organizations identify and develop their future leaders, reducing the risk of leadership vacancies.

Organizations can create leadership development programs by providing employees with mentorship opportunities, coaching sessions, and training programs on leadership best practices. For instance, a company can organize a leadership development program for their junior managers, providing them with mentorship from senior executives, coaching sessions on project management, and training on strategic decision-making.

Encourage continuous learning, upskilling, and reskilling

Continuous learning refers to the practice of acquiring new knowledge and skills throughout one’s career. Continuous learning is essential for employees to remain relevant and competitive in their job roles. Organizations can encourage continuous learning by providing employees with access to training and development resources, such as online courses, conferences, and workshops.

For instance, a company can provide their employees with access to online courses on industry-specific topics, such as digital marketing or project management. The employees can complete these courses during their free time, enhancing their skills and knowledge. This continuous learning will enable employees to remain up-to-date with the latest industry trends and technologies.

Examples of SMART goals for training and development

SMART is an acronym for Specific, Measurable, Achievable, Relevant, and Time-bound. Here are a few examples of SMART training and development goals :

Increase sales by 10% in the next quarter by providing sales teams with training on effective negotiation techniques.
Improve employee retention by 15% in the next year by implementing a leadership development program.
Reduce customer complaints by 20% in the next six months by providing customer service representatives with training on effective communication and problem-solving skills.
Increase employee productivity by 5% in the next quarter by providing time management training.
Improve employee engagement by 10% in the next six months by providing training on work-life balance and stress management techniques.

By setting SMART goals, learning and development professionals can ensure that training and development programs are designed to meet specific objectives and achieve measurable results.

Training and development goals examples at the course level

When designing a new training course, it’s important to establish clear learning objectives that will guide the course content and ensure that learners achieve specific outcomes. Here are some examples of learning objectives or training goals for various types of training courses:

Leadership development training

To enhance leadership skills and abilities.
To develop strategies for motivating and engaging employees.
To increase emotional intelligence and improve communication skills.
To build effective teams and improve collaboration among team members.
To develop strategic planning and decision-making skills.

Sales training

To enhance product knowledge and understanding of customer needs.
To develop effective communication and negotiation skills.
To increase confidence and ability to handle objections.
To improve closing techniques and increase sales conversions.
To develop relationship-building and customer retention strategies.

Diversity and inclusion training

To increase awareness and understanding of diversity and inclusion issues.
To develop skills for communicating and collaborating with diverse colleagues and customers.
To promote empathy and respect for different perspectives and backgrounds.
To identify and overcome unconscious biases.
To develop strategies for promoting diversity and inclusion in the workplace.

Technical training

To enhance technical skills and knowledge in a specific area.
To develop proficiency in using specific software or tools.
To increase understanding of technical concepts and principles.
To develop problem-solving and troubleshooting skills.
To prepare for technical certification exams.

Compliance training

To increase awareness and understanding of regulatory requirements and company policies.
To develop skills for identifying and reporting compliance violations.
To promote ethical behavior and decision-making.
To reduce the risk of compliance-related fines and legal actions.
To promote a culture of compliance and accountability.

These are just a few examples of learning objectives or training goals that can be established for different types of training courses. By clearly defining these objectives, learning and development professionals can ensure that their courses are effective, relevant, and aligned with the needs of their learners and their organizations.

Providing managers and employees with guidance on developing professional development goals

Developing training goals for professional development is an important aspect of career growth and can help individuals improve their skills, knowledge, and competencies to advance in their careers. Here are some considerations when developing training goals for professional development:

Identify personal and career goals

Before developing training goals, individuals should identify their personal and career goals. This can help them select the training courses and programs that align with their aspirations and interests.

Assess skill gaps

Individuals can assess their current skill set and identify areas where they would like to improve. This can help them select training courses that address their skill gaps and help them achieve their professional development goals.

Seek feedback

Individuals can seek feedback from managers, colleagues, or mentors to identify areas where they can improve and set training goals that align with their feedback.

Choose relevant training programs

Individuals can select training programs that align with their career goals and interests. This can include attending conferences, taking online courses, participating in workshops, or enrolling in formal education programs.

Make sure your training and development goals stay on track

Training and development goals need to be created in partnership with business stakeholders and carefully crafted to ensure your team’s focus is on driving value and impact.

With Cognota’s LearnOps platform, you get a training intake portal to create training request forms and collaborate with business partners to develop training goals and learning objectives. Plus, the training intake portal connects to a project and capacity planning board, design, and shareable insights to demonstrate your team’s impact.

Want to learn more? Get started for free or speak with the Cognota team today.

Tags: elearning goals , learning and development goals , learning and development objectives , training goals

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

Business man leading team in problem-solving exercise with white board

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.

Design Thinking and Innovation | Uncover creative solutions to your business problems | Learn More

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

19 Ways to Improve Your Problem Solving Skills at Work

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

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

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

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

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

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

TABLE OF CONTENTS

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

1. Defining the problem

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

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

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

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

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

2. Finding out what caused the problem/Conducting research

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

Some questions to ask include the following:

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

3. Analyzing the impact of the problem

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

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

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

4. Brainstorming possible solutions

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

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

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

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

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

5. Evaluating alternatives/solutions

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

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

Identify the advantages and disadvantages of the top choices.

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

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

6. Choosing the best option

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

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

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

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

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

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

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

7. Developing an action plan/Execution strategy

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

Break down the solution into smaller manageable steps.

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

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

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

8. Implementing the solution/Taking action

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

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

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

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

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

9. Monitoring progress

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

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

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

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

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

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

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

10. Evaluating the results

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

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

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

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

11. If the solution does not work

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

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

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

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

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

12. Problem solving mistakes

Below are examples of problem solving mistakes:

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

13. Ways to increase your problem solving skills

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

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

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

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

Other ways of increasing problem solving skills include the following:

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

14. Challenges and obstacles in problem solving

Reasons why problems might not be solved include:

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

15. Causes of problems at work

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

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

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

16. Problem solving skills

Skills that can aid in improving problem solving include:

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

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

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

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

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

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

17. Learning from others who have solved similar problems

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

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

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

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

18. Examples of problems at work

Typical problems faced at the workplace include the following:

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

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

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

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

19. Best practices for problem solving

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

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

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

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

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

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

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

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

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35 problem-solving techniques and methods for solving complex problems

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How do you identify problems?

How do you identify the right solution.

Tips for more effective problem-solving

Complete problem-solving methods

Problem-solving techniques to identify and analyze problems
Problem-solving techniques for developing solutions

Problem-solving warm-up activities

Closing activities for a problem-solving process.

Before you can move towards finding the right solution for a given problem, you first need to identify and define the problem you wish to solve.

Here, you want to clearly articulate what the problem is and allow your group to do the same. Remember that everyone in a group is likely to have differing perspectives and alignment is necessary in order to help the group move forward.

Identifying a problem accurately also requires that all members of a group are able to contribute their views in an open and safe manner. It can be scary for people to stand up and contribute, especially if the problems or challenges are emotive or personal in nature. Be sure to try and create a psychologically safe space for these kinds of discussions.

Remember that problem analysis and further discussion are also important. Not taking the time to fully analyze and discuss a challenge can result in the development of solutions that are not fit for purpose or do not address the underlying issue.

Successfully identifying and then analyzing a problem means facilitating a group through activities designed to help them clearly and honestly articulate their thoughts and produce usable insight.

With this data, you might then produce a problem statement that clearly describes the problem you wish to be addressed and also state the goal of any process you undertake to tackle this issue.

Finding solutions is the end goal of any process. Complex organizational challenges can only be solved with an appropriate solution but discovering them requires using the right problem-solving tool.

After you’ve explored a problem and discussed ideas, you need to help a team discuss and choose the right solution. Consensus tools and methods such as those below help a group explore possible solutions before then voting for the best. They’re a great way to tap into the collective intelligence of the group for great results!

Remember that the process is often iterative. Great problem solvers often roadtest a viable solution in a measured way to see what works too. While you might not get the right solution on your first try, the methods below help teams land on the most likely to succeed solution while also holding space for improvement.

Every effective problem solving process begins with an agenda . A well-structured workshop is one of the best methods for successfully guiding a group from exploring a problem to implementing a solution.

In SessionLab, it’s easy to go from an idea to a complete agenda . Start by dragging and dropping your core problem solving activities into place . Add timings, breaks and necessary materials before sharing your agenda with your colleagues.

The resulting agenda will be your guide to an effective and productive problem solving session that will also help you stay organized on the day!

Tips for more effective problem solving

Problem-solving activities are only one part of the puzzle. While a great method can help unlock your team’s ability to solve problems, without a thoughtful approach and strong facilitation the solutions may not be fit for purpose.

Let’s take a look at some problem-solving tips you can apply to any process to help it be a success!

Clearly define the problem

Jumping straight to solutions can be tempting, though without first clearly articulating a problem, the solution might not be the right one. Many of the problem-solving activities below include sections where the problem is explored and clearly defined before moving on.

This is a vital part of the problem-solving process and taking the time to fully define an issue can save time and effort later. A clear definition helps identify irrelevant information and it also ensures that your team sets off on the right track.

Don’t jump to conclusions

It’s easy for groups to exhibit cognitive bias or have preconceived ideas about both problems and potential solutions. Be sure to back up any problem statements or potential solutions with facts, research, and adequate forethought.

The best techniques ask participants to be methodical and challenge preconceived notions. Make sure you give the group enough time and space to collect relevant information and consider the problem in a new way. By approaching the process with a clear, rational mindset, you’ll often find that better solutions are more forthcoming.

Try different approaches

Problems come in all shapes and sizes and so too should the methods you use to solve them. If you find that one approach isn’t yielding results and your team isn’t finding different solutions, try mixing it up. You’ll be surprised at how using a new creative activity can unblock your team and generate great solutions.

Don’t take it personally

Depending on the nature of your team or organizational problems, it’s easy for conversations to get heated. While it’s good for participants to be engaged in the discussions, ensure that emotions don’t run too high and that blame isn’t thrown around while finding solutions.

You’re all in it together, and even if your team or area is seeing problems, that isn’t necessarily a disparagement of you personally. Using facilitation skills to manage group dynamics is one effective method of helping conversations be more constructive.

Get the right people in the room

Your problem-solving method is often only as effective as the group using it. Getting the right people on the job and managing the number of people present is important too!

If the group is too small, you may not get enough different perspectives to effectively solve a problem. If the group is too large, you can go round and round during the ideation stages.

Creating the right group makeup is also important in ensuring you have the necessary expertise and skillset to both identify and follow up on potential solutions. Carefully consider who to include at each stage to help ensure your problem-solving method is followed and positioned for success.

Document everything

The best solutions can take refinement, iteration, and reflection to come out. Get into a habit of documenting your process in order to keep all the learnings from the session and to allow ideas to mature and develop. Many of the methods below involve the creation of documents or shared resources. Be sure to keep and share these so everyone can benefit from the work done!

Bring a facilitator

Facilitation is all about making group processes easier. With a subject as potentially emotive and important as problem-solving, having an impartial third party in the form of a facilitator can make all the difference in finding great solutions and keeping the process moving. Consider bringing a facilitator to your problem-solving session to get better results and generate meaningful solutions!

Develop your problem-solving skills

It takes time and practice to be an effective problem solver. While some roles or participants might more naturally gravitate towards problem-solving, it can take development and planning to help everyone create better solutions.

You might develop a training program, run a problem-solving workshop or simply ask your team to practice using the techniques below. Check out our post on problem-solving skills to see how you and your group can develop the right mental process and be more resilient to issues too!

Design a great agenda

Workshops are a great format for solving problems. With the right approach, you can focus a group and help them find the solutions to their own problems. But designing a process can be time-consuming and finding the right activities can be difficult.

Check out our workshop planning guide to level-up your agenda design and start running more effective workshops. Need inspiration? Check out templates designed by expert facilitators to help you kickstart your process!

In this section, we’ll look at in-depth problem-solving methods that provide a complete end-to-end process for developing effective solutions. These will help guide your team from the discovery and definition of a problem through to delivering the right solution.

If you’re looking for an all-encompassing method or problem-solving model, these processes are a great place to start. They’ll ask your team to challenge preconceived ideas and adopt a mindset for solving problems more effectively.

Six Thinking Hats
Lightning Decision Jam
Problem Definition Process
Discovery & Action Dialogue

Design Sprint 2.0

Open Space Technology

1. Six Thinking Hats

Individual approaches to solving a problem can be very different based on what team or role an individual holds. It can be easy for existing biases or perspectives to find their way into the mix, or for internal politics to direct a conversation.

Six Thinking Hats is a classic method for identifying the problems that need to be solved and enables your team to consider them from different angles, whether that is by focusing on facts and data, creative solutions, or by considering why a particular solution might not work.

Like all problem-solving frameworks, Six Thinking Hats is effective at helping teams remove roadblocks from a conversation or discussion and come to terms with all the aspects necessary to solve complex problems.

2. Lightning Decision Jam

Featured courtesy of Jonathan Courtney of AJ&Smart Berlin, Lightning Decision Jam is one of those strategies that should be in every facilitation toolbox. Exploring problems and finding solutions is often creative in nature, though as with any creative process, there is the potential to lose focus and get lost.

Unstructured discussions might get you there in the end, but it’s much more effective to use a method that creates a clear process and team focus.

In Lightning Decision Jam, participants are invited to begin by writing challenges, concerns, or mistakes on post-its without discussing them before then being invited by the moderator to present them to the group.

From there, the team vote on which problems to solve and are guided through steps that will allow them to reframe those problems, create solutions and then decide what to execute on.

By deciding the problems that need to be solved as a team before moving on, this group process is great for ensuring the whole team is aligned and can take ownership over the next stages.

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

3. Problem Definition Process

While problems can be complex, the problem-solving methods you use to identify and solve those problems can often be simple in design.

By taking the time to truly identify and define a problem before asking the group to reframe the challenge as an opportunity, this method is a great way to enable change.

Begin by identifying a focus question and exploring the ways in which it manifests before splitting into five teams who will each consider the problem using a different method: escape, reversal, exaggeration, distortion or wishful. Teams develop a problem objective and create ideas in line with their method before then feeding them back to the group.

This method is great for enabling in-depth discussions while also creating space for finding creative solutions too!

Problem Definition #problem solving #idea generation #creativity #online #remote-friendly A problem solving technique to define a problem, challenge or opportunity and to generate ideas.

4. The 5 Whys

Sometimes, a group needs to go further with their strategies and analyze the root cause at the heart of organizational issues. An RCA or root cause analysis is the process of identifying what is at the heart of business problems or recurring challenges.

The 5 Whys is a simple and effective method of helping a group go find the root cause of any problem or challenge and conduct analysis that will deliver results.

By beginning with the creation of a problem statement and going through five stages to refine it, The 5 Whys provides everything you need to truly discover the cause of an issue.

The 5 Whys #hyperisland #innovation This simple and powerful method is useful for getting to the core of a problem or challenge. As the title suggests, the group defines a problems, then asks the question “why” five times, often using the resulting explanation as a starting point for creative problem solving.

5. World Cafe

World Cafe is a simple but powerful facilitation technique to help bigger groups to focus their energy and attention on solving complex problems.

World Cafe enables this approach by creating a relaxed atmosphere where participants are able to self-organize and explore topics relevant and important to them which are themed around a central problem-solving purpose. Create the right atmosphere by modeling your space after a cafe and after guiding the group through the method, let them take the lead!

Making problem-solving a part of your organization’s culture in the long term can be a difficult undertaking. More approachable formats like World Cafe can be especially effective in bringing people unfamiliar with workshops into the fold.

World Cafe #hyperisland #innovation #issue analysis World Café is a simple yet powerful method, originated by Juanita Brown, for enabling meaningful conversations driven completely by participants and the topics that are relevant and important to them. Facilitators create a cafe-style space and provide simple guidelines. Participants then self-organize and explore a set of relevant topics or questions for conversation.

6. Discovery & Action Dialogue (DAD)

One of the best approaches is to create a safe space for a group to share and discover practices and behaviors that can help them find their own solutions.

With DAD, you can help a group choose which problems they wish to solve and which approaches they will take to do so. It’s great at helping remove resistance to change and can help get buy-in at every level too!

This process of enabling frontline ownership is great in ensuring follow-through and is one of the methods you will want in your toolbox as a facilitator.

Discovery & Action Dialogue (DAD) #idea generation #liberating structures #action #issue analysis #remote-friendly DADs make it easy for a group or community to discover practices and behaviors that enable some individuals (without access to special resources and facing the same constraints) to find better solutions than their peers to common problems. These are called positive deviant (PD) behaviors and practices. DADs make it possible for people in the group, unit, or community to discover by themselves these PD practices. DADs also create favorable conditions for stimulating participants’ creativity in spaces where they can feel safe to invent new and more effective practices. Resistance to change evaporates as participants are unleashed to choose freely which practices they will adopt or try and which problems they will tackle. DADs make it possible to achieve frontline ownership of solutions.

7. Design Sprint 2.0

Want to see how a team can solve big problems and move forward with prototyping and testing solutions in a few days? The Design Sprint 2.0 template from Jake Knapp, author of Sprint, is a complete agenda for a with proven results.

Developing the right agenda can involve difficult but necessary planning. Ensuring all the correct steps are followed can also be stressful or time-consuming depending on your level of experience.

Use this complete 4-day workshop template if you are finding there is no obvious solution to your challenge and want to focus your team around a specific problem that might require a shortcut to launching a minimum viable product or waiting for the organization-wide implementation of a solution.

8. Open space technology

Open space technology- developed by Harrison Owen – creates a space where large groups are invited to take ownership of their problem solving and lead individual sessions. Open space technology is a great format when you have a great deal of expertise and insight in the room and want to allow for different takes and approaches on a particular theme or problem you need to be solved.

Start by bringing your participants together to align around a central theme and focus their efforts. Explain the ground rules to help guide the problem-solving process and then invite members to identify any issue connecting to the central theme that they are interested in and are prepared to take responsibility for.

Once participants have decided on their approach to the core theme, they write their issue on a piece of paper, announce it to the group, pick a session time and place, and post the paper on the wall. As the wall fills up with sessions, the group is then invited to join the sessions that interest them the most and which they can contribute to, then you’re ready to begin!

Everyone joins the problem-solving group they’ve signed up to, record the discussion and if appropriate, findings can then be shared with the rest of the group afterward.

Open Space Technology #action plan #idea generation #problem solving #issue analysis #large group #online #remote-friendly Open Space is a methodology for large groups to create their agenda discerning important topics for discussion, suitable for conferences, community gatherings and whole system facilitation

Techniques to identify and analyze problems

Using a problem-solving method to help a team identify and analyze a problem can be a quick and effective addition to any workshop or meeting.

While further actions are always necessary, you can generate momentum and alignment easily, and these activities are a great place to get started.

We’ve put together this list of techniques to help you and your team with problem identification, analysis, and discussion that sets the foundation for developing effective solutions.

Let’s take a look!

The Creativity Dice
Fishbone Analysis
Problem Tree
SWOT Analysis
Agreement-Certainty Matrix
The Journalistic Six
LEGO Challenge
What, So What, Now What?
Journalists

Individual and group perspectives are incredibly important, but what happens if people are set in their minds and need a change of perspective in order to approach a problem more effectively?

Flip It is a method we love because it is both simple to understand and run, and allows groups to understand how their perspectives and biases are formed.

Participants in Flip It are first invited to consider concerns, issues, or problems from a perspective of fear and write them on a flip chart. Then, the group is asked to consider those same issues from a perspective of hope and flip their understanding.

No problem and solution is free from existing bias and by changing perspectives with Flip It, you can then develop a problem solving model quickly and effectively.

Flip It! #gamestorming #problem solving #action Often, a change in a problem or situation comes simply from a change in our perspectives. Flip It! is a quick game designed to show players that perspectives are made, not born.

10. The Creativity Dice

One of the most useful problem solving skills you can teach your team is of approaching challenges with creativity, flexibility, and openness. Games like The Creativity Dice allow teams to overcome the potential hurdle of too much linear thinking and approach the process with a sense of fun and speed.

In The Creativity Dice, participants are organized around a topic and roll a dice to determine what they will work on for a period of 3 minutes at a time. They might roll a 3 and work on investigating factual information on the chosen topic. They might roll a 1 and work on identifying the specific goals, standards, or criteria for the session.

Encouraging rapid work and iteration while asking participants to be flexible are great skills to cultivate. Having a stage for idea incubation in this game is also important. Moments of pause can help ensure the ideas that are put forward are the most suitable.

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

11. Fishbone Analysis

Organizational or team challenges are rarely simple, and it’s important to remember that one problem can be an indication of something that goes deeper and may require further consideration to be solved.

Fishbone Analysis helps groups to dig deeper and understand the origins of a problem. It’s a great example of a root cause analysis method that is simple for everyone on a team to get their head around.

Participants in this activity are asked to annotate a diagram of a fish, first adding the problem or issue to be worked on at the head of a fish before then brainstorming the root causes of the problem and adding them as bones on the fish.

Using abstractions such as a diagram of a fish can really help a team break out of their regular thinking and develop a creative approach.

Fishbone Analysis #problem solving ##root cause analysis #decision making #online facilitation A process to help identify and understand the origins of problems, issues or observations.

12. Problem Tree

Encouraging visual thinking can be an essential part of many strategies. By simply reframing and clarifying problems, a group can move towards developing a problem solving model that works for them.

In Problem Tree, groups are asked to first brainstorm a list of problems – these can be design problems, team problems or larger business problems – and then organize them into a hierarchy. The hierarchy could be from most important to least important or abstract to practical, though the key thing with problem solving games that involve this aspect is that your group has some way of managing and sorting all the issues that are raised.

Once you have a list of problems that need to be solved and have organized them accordingly, you’re then well-positioned for the next problem solving steps.

Problem tree #define intentions #create #design #issue analysis A problem tree is a tool to clarify the hierarchy of problems addressed by the team within a design project; it represents high level problems or related sublevel problems.

13. SWOT Analysis

Chances are you’ve heard of the SWOT Analysis before. This problem-solving method focuses on identifying strengths, weaknesses, opportunities, and threats is a tried and tested method for both individuals and teams.

Start by creating a desired end state or outcome and bare this in mind – any process solving model is made more effective by knowing what you are moving towards. Create a quadrant made up of the four categories of a SWOT analysis and ask participants to generate ideas based on each of those quadrants.

Once you have those ideas assembled in their quadrants, cluster them together based on their affinity with other ideas. These clusters are then used to facilitate group conversations and move things forward.

SWOT analysis #gamestorming #problem solving #action #meeting facilitation The SWOT Analysis is a long-standing technique of looking at what we have, with respect to the desired end state, as well as what we could improve on. It gives us an opportunity to gauge approaching opportunities and dangers, and assess the seriousness of the conditions that affect our future. When we understand those conditions, we can influence what comes next.

14. Agreement-Certainty Matrix

Not every problem-solving approach is right for every challenge, and deciding on the right method for the challenge at hand is a key part of being an effective team.

The Agreement Certainty matrix helps teams align on the nature of the challenges facing them. By sorting problems from simple to chaotic, your team can understand what methods are suitable for each problem and what they can do to ensure effective results.

If you are already using Liberating Structures techniques as part of your problem-solving strategy, the Agreement-Certainty Matrix can be an invaluable addition to your process. We’ve found it particularly if you are having issues with recurring problems in your organization and want to go deeper in understanding the root cause.

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

Organizing and charting a team’s progress can be important in ensuring its success. SQUID (Sequential Question and Insight Diagram) is a great model that allows a team to effectively switch between giving questions and answers and develop the skills they need to stay on track throughout the process.

Begin with two different colored sticky notes – one for questions and one for answers – and with your central topic (the head of the squid) on the board. Ask the group to first come up with a series of questions connected to their best guess of how to approach the topic. Ask the group to come up with answers to those questions, fix them to the board and connect them with a line. After some discussion, go back to question mode by responding to the generated answers or other points on the board.

It’s rewarding to see a diagram grow throughout the exercise, and a completed SQUID can provide a visual resource for future effort and as an example for other teams.

SQUID #gamestorming #project planning #issue analysis #problem solving When exploring an information space, it’s important for a group to know where they are at any given time. By using SQUID, a group charts out the territory as they go and can navigate accordingly. SQUID stands for Sequential Question and Insight Diagram.

16. Speed Boat

To continue with our nautical theme, Speed Boat is a short and sweet activity that can help a team quickly identify what employees, clients or service users might have a problem with and analyze what might be standing in the way of achieving a solution.

Methods that allow for a group to make observations, have insights and obtain those eureka moments quickly are invaluable when trying to solve complex problems.

In Speed Boat, the approach is to first consider what anchors and challenges might be holding an organization (or boat) back. Bonus points if you are able to identify any sharks in the water and develop ideas that can also deal with competitors!

Speed Boat #gamestorming #problem solving #action Speedboat is a short and sweet way to identify what your employees or clients don’t like about your product/service or what’s standing in the way of a desired goal.

17. The Journalistic Six

Some of the most effective ways of solving problems is by encouraging teams to be more inclusive and diverse in their thinking.

Based on the six key questions journalism students are taught to answer in articles and news stories, The Journalistic Six helps create teams to see the whole picture. By using who, what, when, where, why, and how to facilitate the conversation and encourage creative thinking, your team can make sure that the problem identification and problem analysis stages of the are covered exhaustively and thoughtfully. Reporter’s notebook and dictaphone optional.

The Journalistic Six – Who What When Where Why How #idea generation #issue analysis #problem solving #online #creative thinking #remote-friendly A questioning method for generating, explaining, investigating ideas.

18. LEGO Challenge

Now for an activity that is a little out of the (toy) box. LEGO Serious Play is a facilitation methodology that can be used to improve creative thinking and problem-solving skills.

The LEGO Challenge includes giving each member of the team an assignment that is hidden from the rest of the group while they create a structure without speaking.

What the LEGO challenge brings to the table is a fun working example of working with stakeholders who might not be on the same page to solve problems. Also, it’s LEGO! Who doesn’t love LEGO!

LEGO Challenge #hyperisland #team A team-building activity in which groups must work together to build a structure out of LEGO, but each individual has a secret “assignment” which makes the collaborative process more challenging. It emphasizes group communication, leadership dynamics, conflict, cooperation, patience and problem solving strategy.

19. What, So What, Now What?

If not carefully managed, the problem identification and problem analysis stages of the problem-solving process can actually create more problems and misunderstandings.

The What, So What, Now What? problem-solving activity is designed to help collect insights and move forward while also eliminating the possibility of disagreement when it comes to identifying, clarifying, and analyzing organizational or work problems.

Facilitation is all about bringing groups together so that might work on a shared goal and the best problem-solving strategies ensure that teams are aligned in purpose, if not initially in opinion or insight.

Throughout the three steps of this game, you give everyone on a team to reflect on a problem by asking what happened, why it is important, and what actions should then be taken.

This can be a great activity for bringing our individual perceptions about a problem or challenge and contextualizing it in a larger group setting. This is one of the most important problem-solving skills you can bring to your organization.

W³ – What, So What, Now What? #issue analysis #innovation #liberating structures You can help groups reflect on a shared experience in a way that builds understanding and spurs coordinated action while avoiding unproductive conflict. It is possible for every voice to be heard while simultaneously sifting for insights and shaping new direction. Progressing in stages makes this practical—from collecting facts about What Happened to making sense of these facts with So What and finally to what actions logically follow with Now What . The shared progression eliminates most of the misunderstandings that otherwise fuel disagreements about what to do. Voila!

20. Journalists

Problem analysis can be one of the most important and decisive stages of all problem-solving tools. Sometimes, a team can become bogged down in the details and are unable to move forward.

Journalists is an activity that can avoid a group from getting stuck in the problem identification or problem analysis stages of the process.

In Journalists, the group is invited to draft the front page of a fictional newspaper and figure out what stories deserve to be on the cover and what headlines those stories will have. By reframing how your problems and challenges are approached, you can help a team move productively through the process and be better prepared for the steps to follow.

Journalists #vision #big picture #issue analysis #remote-friendly This is an exercise to use when the group gets stuck in details and struggles to see the big picture. Also good for defining a vision.

Problem-solving techniques for developing solutions

The success of any problem-solving process can be measured by the solutions it produces. After you’ve defined the issue, explored existing ideas, and ideated, it’s time to narrow down to the correct solution.

Use these problem-solving techniques when you want to help your team find consensus, compare possible solutions, and move towards taking action on a particular problem.

Improved Solutions
Four-Step Sketch
15% Solutions
How-Now-Wow matrix
Impact Effort Matrix

21. Mindspin

Brainstorming is part of the bread and butter of the problem-solving process and all problem-solving strategies benefit from getting ideas out and challenging a team to generate solutions quickly.

With Mindspin, participants are encouraged not only to generate ideas but to do so under time constraints and by slamming down cards and passing them on. By doing multiple rounds, your team can begin with a free generation of possible solutions before moving on to developing those solutions and encouraging further ideation.

This is one of our favorite problem-solving activities and can be great for keeping the energy up throughout the workshop. Remember the importance of helping people become engaged in the process – energizing problem-solving techniques like Mindspin can help ensure your team stays engaged and happy, even when the problems they’re coming together to solve are complex.

MindSpin #teampedia #idea generation #problem solving #action A fast and loud method to enhance brainstorming within a team. Since this activity has more than round ideas that are repetitive can be ruled out leaving more creative and innovative answers to the challenge.

22. Improved Solutions

After a team has successfully identified a problem and come up with a few solutions, it can be tempting to call the work of the problem-solving process complete. That said, the first solution is not necessarily the best, and by including a further review and reflection activity into your problem-solving model, you can ensure your group reaches the best possible result.

One of a number of problem-solving games from Thiagi Group, Improved Solutions helps you go the extra mile and develop suggested solutions with close consideration and peer review. By supporting the discussion of several problems at once and by shifting team roles throughout, this problem-solving technique is a dynamic way of finding the best solution.

Improved Solutions #creativity #thiagi #problem solving #action #team You can improve any solution by objectively reviewing its strengths and weaknesses and making suitable adjustments. In this creativity framegame, you improve the solutions to several problems. To maintain objective detachment, you deal with a different problem during each of six rounds and assume different roles (problem owner, consultant, basher, booster, enhancer, and evaluator) during each round. At the conclusion of the activity, each player ends up with two solutions to her problem.

23. Four Step Sketch

Creative thinking and visual ideation does not need to be confined to the opening stages of your problem-solving strategies. Exercises that include sketching and prototyping on paper can be effective at the solution finding and development stage of the process, and can be great for keeping a team engaged.

By going from simple notes to a crazy 8s round that involves rapidly sketching 8 variations on their ideas before then producing a final solution sketch, the group is able to iterate quickly and visually. Problem-solving techniques like Four-Step Sketch are great if you have a group of different thinkers and want to change things up from a more textual or discussion-based approach.

Four-Step Sketch #design sprint #innovation #idea generation #remote-friendly The four-step sketch is an exercise that helps people to create well-formed concepts through a structured process that includes: Review key information Start design work on paper, Consider multiple variations , Create a detailed solution . This exercise is preceded by a set of other activities allowing the group to clarify the challenge they want to solve. See how the Four Step Sketch exercise fits into a Design Sprint

24. 15% Solutions

Some problems are simpler than others and with the right problem-solving activities, you can empower people to take immediate actions that can help create organizational change.

Part of the liberating structures toolkit, 15% solutions is a problem-solving technique that focuses on finding and implementing solutions quickly. A process of iterating and making small changes quickly can help generate momentum and an appetite for solving complex problems.

Problem-solving strategies can live and die on whether people are onboard. Getting some quick wins is a great way of getting people behind the process.

It can be extremely empowering for a team to realize that problem-solving techniques can be deployed quickly and easily and delineate between things they can positively impact and those things they cannot change.

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

25. How-Now-Wow Matrix

The problem-solving process is often creative, as complex problems usually require a change of thinking and creative response in order to find the best solutions. While it’s common for the first stages to encourage creative thinking, groups can often gravitate to familiar solutions when it comes to the end of the process.

When selecting solutions, you don’t want to lose your creative energy! The How-Now-Wow Matrix from Gamestorming is a great problem-solving activity that enables a group to stay creative and think out of the box when it comes to selecting the right solution for a given problem.

Problem-solving techniques that encourage creative thinking and the ideation and selection of new solutions can be the most effective in organisational change. Give the How-Now-Wow Matrix a go, and not just for how pleasant it is to say out loud.

How-Now-Wow Matrix #gamestorming #idea generation #remote-friendly When people want to develop new ideas, they most often think out of the box in the brainstorming or divergent phase. However, when it comes to convergence, people often end up picking ideas that are most familiar to them. This is called a ‘creative paradox’ or a ‘creadox’. The How-Now-Wow matrix is an idea selection tool that breaks the creadox by forcing people to weigh each idea on 2 parameters.

26. Impact and Effort Matrix

All problem-solving techniques hope to not only find solutions to a given problem or challenge but to find the best solution. When it comes to finding a solution, groups are invited to put on their decision-making hats and really think about how a proposed idea would work in practice.

The Impact and Effort Matrix is one of the problem-solving techniques that fall into this camp, empowering participants to first generate ideas and then categorize them into a 2×2 matrix based on impact and effort.

Activities that invite critical thinking while remaining simple are invaluable. Use the Impact and Effort Matrix to move from ideation and towards evaluating potential solutions before then committing to them.

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

27. Dotmocracy

If you’ve followed each of the problem-solving steps with your group successfully, you should move towards the end of your process with heaps of possible solutions developed with a specific problem in mind. But how do you help a group go from ideation to putting a solution into action?

Dotmocracy – or Dot Voting -is a tried and tested method of helping a team in the problem-solving process make decisions and put actions in place with a degree of oversight and consensus.

One of the problem-solving techniques that should be in every facilitator’s toolbox, Dot Voting is fast and effective and can help identify the most popular and best solutions and help bring a group to a decision effectively.

Dotmocracy #action #decision making #group prioritization #hyperisland #remote-friendly Dotmocracy is a simple method for group prioritization or decision-making. It is not an activity on its own, but a method to use in processes where prioritization or decision-making is the aim. The method supports a group to quickly see which options are most popular or relevant. The options or ideas are written on post-its and stuck up on a wall for the whole group to see. Each person votes for the options they think are the strongest, and that information is used to inform a decision.

All facilitators know that warm-ups and icebreakers are useful for any workshop or group process. Problem-solving workshops are no different.

Use these problem-solving techniques to warm up a group and prepare them for the rest of the process. Activating your group by tapping into some of the top problem-solving skills can be one of the best ways to see great outcomes from your session.

Check-in/Check-out
Doodling Together
Show and Tell
Constellations
Draw a Tree

28. Check-in / Check-out

Solid processes are planned from beginning to end, and the best facilitators know that setting the tone and establishing a safe, open environment can be integral to a successful problem-solving process.

Check-in / Check-out is a great way to begin and/or bookend a problem-solving workshop. Checking in to a session emphasizes that everyone will be seen, heard, and expected to contribute.

If you are running a series of meetings, setting a consistent pattern of checking in and checking out can really help your team get into a groove. We recommend this opening-closing activity for small to medium-sized groups though it can work with large groups if they’re disciplined!

Check-in / Check-out #team #opening #closing #hyperisland #remote-friendly Either checking-in or checking-out is a simple way for a team to open or close a process, symbolically and in a collaborative way. Checking-in/out invites each member in a group to be present, seen and heard, and to express a reflection or a feeling. Checking-in emphasizes presence, focus and group commitment; checking-out emphasizes reflection and symbolic closure.

29. Doodling Together

Thinking creatively and not being afraid to make suggestions are important problem-solving skills for any group or team, and warming up by encouraging these behaviors is a great way to start.

Doodling Together is one of our favorite creative ice breaker games – it’s quick, effective, and fun and can make all following problem-solving steps easier by encouraging a group to collaborate visually. By passing cards and adding additional items as they go, the workshop group gets into a groove of co-creation and idea development that is crucial to finding solutions to problems.

Doodling Together #collaboration #creativity #teamwork #fun #team #visual methods #energiser #icebreaker #remote-friendly Create wild, weird and often funny postcards together & establish a group’s creative confidence.

30. Show and Tell

You might remember some version of Show and Tell from being a kid in school and it’s a great problem-solving activity to kick off a session.

Asking participants to prepare a little something before a workshop by bringing an object for show and tell can help them warm up before the session has even begun! Games that include a physical object can also help encourage early engagement before moving onto more big-picture thinking.

By asking your participants to tell stories about why they chose to bring a particular item to the group, you can help teams see things from new perspectives and see both differences and similarities in the way they approach a topic. Great groundwork for approaching a problem-solving process as a team!

Show and Tell #gamestorming #action #opening #meeting facilitation Show and Tell taps into the power of metaphors to reveal players’ underlying assumptions and associations around a topic The aim of the game is to get a deeper understanding of stakeholders’ perspectives on anything—a new project, an organizational restructuring, a shift in the company’s vision or team dynamic.

31. Constellations

Who doesn’t love stars? Constellations is a great warm-up activity for any workshop as it gets people up off their feet, energized, and ready to engage in new ways with established topics. It’s also great for showing existing beliefs, biases, and patterns that can come into play as part of your session.

Using warm-up games that help build trust and connection while also allowing for non-verbal responses can be great for easing people into the problem-solving process and encouraging engagement from everyone in the group. Constellations is great in large spaces that allow for movement and is definitely a practical exercise to allow the group to see patterns that are otherwise invisible.

Constellations #trust #connection #opening #coaching #patterns #system Individuals express their response to a statement or idea by standing closer or further from a central object. Used with teams to reveal system, hidden patterns, perspectives.

32. Draw a Tree

Problem-solving games that help raise group awareness through a central, unifying metaphor can be effective ways to warm-up a group in any problem-solving model.

Draw a Tree is a simple warm-up activity you can use in any group and which can provide a quick jolt of energy. Start by asking your participants to draw a tree in just 45 seconds – they can choose whether it will be abstract or realistic.

Once the timer is up, ask the group how many people included the roots of the tree and use this as a means to discuss how we can ignore important parts of any system simply because they are not visible.

All problem-solving strategies are made more effective by thinking of problems critically and by exposing things that may not normally come to light. Warm-up games like Draw a Tree are great in that they quickly demonstrate some key problem-solving skills in an accessible and effective way.

Draw a Tree #thiagi #opening #perspectives #remote-friendly With this game you can raise awarness about being more mindful, and aware of the environment we live in.

Each step of the problem-solving workshop benefits from an intelligent deployment of activities, games, and techniques. Bringing your session to an effective close helps ensure that solutions are followed through on and that you also celebrate what has been achieved.

Here are some problem-solving activities you can use to effectively close a workshop or meeting and ensure the great work you’ve done can continue afterward.

One Breath Feedback
Who What When Matrix
Response Cards

How do I conclude a problem-solving process?

All good things must come to an end. With the bulk of the work done, it can be tempting to conclude your workshop swiftly and without a moment to debrief and align. This can be problematic in that it doesn’t allow your team to fully process the results or reflect on the process.

At the end of an effective session, your team will have gone through a process that, while productive, can be exhausting. It’s important to give your group a moment to take a breath, ensure that they are clear on future actions, and provide short feedback before leaving the space.

The primary purpose of any problem-solving method is to generate solutions and then implement them. Be sure to take the opportunity to ensure everyone is aligned and ready to effectively implement the solutions you produced in the workshop.

Remember that every process can be improved and by giving a short moment to collect feedback in the session, you can further refine your problem-solving methods and see further success in the future too.

33. One Breath Feedback

Maintaining attention and focus during the closing stages of a problem-solving workshop can be tricky and so being concise when giving feedback can be important. It’s easy to incur “death by feedback” should some team members go on for too long sharing their perspectives in a quick feedback round.

One Breath Feedback is a great closing activity for workshops. You give everyone an opportunity to provide feedback on what they’ve done but only in the space of a single breath. This keeps feedback short and to the point and means that everyone is encouraged to provide the most important piece of feedback to them.

One breath feedback #closing #feedback #action This is a feedback round in just one breath that excels in maintaining attention: each participants is able to speak during just one breath … for most people that’s around 20 to 25 seconds … unless of course you’ve been a deep sea diver in which case you’ll be able to do it for longer.

34. Who What When Matrix

Matrices feature as part of many effective problem-solving strategies and with good reason. They are easily recognizable, simple to use, and generate results.

The Who What When Matrix is a great tool to use when closing your problem-solving session by attributing a who, what and when to the actions and solutions you have decided upon. The resulting matrix is a simple, easy-to-follow way of ensuring your team can move forward.

Great solutions can’t be enacted without action and ownership. Your problem-solving process should include a stage for allocating tasks to individuals or teams and creating a realistic timeframe for those solutions to be implemented or checked out. Use this method to keep the solution implementation process clear and simple for all involved.

Who/What/When Matrix #gamestorming #action #project planning With Who/What/When matrix, you can connect people with clear actions they have defined and have committed to.

35. Response cards

Group discussion can comprise the bulk of most problem-solving activities and by the end of the process, you might find that your team is talked out!

Providing a means for your team to give feedback with short written notes can ensure everyone is head and can contribute without the need to stand up and talk. Depending on the needs of the group, giving an alternative can help ensure everyone can contribute to your problem-solving model in the way that makes the most sense for them.

Response Cards is a great way to close a workshop if you are looking for a gentle warm-down and want to get some swift discussion around some of the feedback that is raised.

Response Cards #debriefing #closing #structured sharing #questions and answers #thiagi #action It can be hard to involve everyone during a closing of a session. Some might stay in the background or get unheard because of louder participants. However, with the use of Response Cards, everyone will be involved in providing feedback or clarify questions at the end of a session.

Save time and effort discovering the right solutions

A structured problem solving process is a surefire way of solving tough problems, discovering creative solutions and driving organizational change. But how can you design for successful outcomes?

With SessionLab, it’s easy to design engaging workshops that deliver results. Drag, drop and reorder blocks to build your agenda. When you make changes or update your agenda, your session timing adjusts automatically , saving you time on manual adjustments.

Collaborating with stakeholders or clients? Share your agenda with a single click and collaborate in real-time. No more sending documents back and forth over email.

Explore how to use SessionLab to design effective problem solving workshops or watch this five minute video to see the planner in action!

Over to you

The problem-solving process can often be as complicated and multifaceted as the problems they are set-up to solve. With the right problem-solving techniques and a mix of creative exercises designed to guide discussion and generate purposeful ideas, we hope we’ve given you the tools to find the best solutions as simply and easily as possible.

Is there a problem-solving technique that you are missing here? Do you have a favorite activity or method you use when facilitating? Let us know in the comments below, we’d love to hear from you!

thank you very much for these excellent techniques

Certainly wonderful article, very detailed. Shared!

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The importance of problem-solving skills in today’s workplace

According to a 2019 report by McKinsey , soft skills are increasingly important in today's world — and problem-solving is the top area in which skills are lacking. A company or team’s success weighs heavily on the willingness of managers to help employees improve their problem-solving abilities. Team building activities targeting focus areas like communication and collaboration, adaptability, or strengthening decision-making techniques help.

All problem-solving processes start with identifying the problem. Next, the team must assess potential courses of action and choose the best way to tackle the problem. This requires a deep understanding of your team and its core strengths. A problem-solving exercise or game helps identify those strengths and builds problem-solving skills and strategies while having fun with your team.

Problem-solving games aren't for just any team. Participants must have an open mind and accept all ideas and solutions . They must also have an Agile mindset and embrace different structures, planning, and processes. Problems usually arise when we least expect them, so there's no better way to prepare than to encourage agility and flexibility.

Another aspect to keep in mind when engaging in problem-solving games and activities: There are no winners or losers. Sure, some games might end with a single winner, but the true goal of these exercises is to learn how to work together as a team to develop an Agile mindset. The winning team of each game should share their strategies and thought processes at the end of the exercise to help everyone learn.

Here’s a list of fun problem-solving activity examples to try with your team. From blindfolds to raw eggs, these problem-solving, team-building activities will have your team solving problems faster than Scooby and the gang.

Classic team-building, problem-solving activities

1. a shrinking vessel.

Helps with: Adaptability

Why adaptability is important for problem-solving: Adaptability is highly associated with cognitive diversity, which helps teams solve problems faster , according to the Harvard Business Review. Innovation and disruption are happening faster than ever before . People, teams, and organizations that can adapt will come out on top.

What you’ll need:

A rope or string

Instructions:

1. Using the rope, make a shape on the floor everyone can fit into.

2. Slowly shrink the space over 10-15 minutes.

3. Work together to figure out how to keep everyone within the shrinking boundaries.

2. Marshmallow Spaghetti Tower

Helps with: Collaboration

Why collaboration is important for problem-solving: “Collectively, we can be more insightful, more intelligent than we can possibly be individually,” writes Peter Senge in The Fifth Discipline . We can solve problems better as a team than we can alone, which means developing your team’s collaboration skills will lead to better problem-solving outcomes.

What you’ll need (per team):

20 sticks of uncooked spaghetti
1 roll of masking tape
1 yard of string
1 marshmallow

1. The goal of this exercise is to see which team can use the materials provided to build the tallest tower within an allotted time period. The tower must be able to stand on its own.

2. To make this exercise more challenging, try adding a marshmallow to the top of the tower. This team problem-solving exercise helps people think on their toes while building camaraderie and leadership.

3. Egg Drop

Helps with: Collaboration, decision-making

Why decision-making is important for problem-solving: Making decisions isn’t easy , but indecision leads to team paralysis, stagnant thinking, and unsolved problems. Decision-making activities help your team practice making quick, effective choices. Train your team’s decision-making muscles and they will become more adept at problem-solving.

A carton of eggs
Basic construction materials such as newspapers, straws, tape, plastic wrap, balloons, rubber bands, popsicle sticks, etc., tarp, or drop cloth
A parking lot, or some other place you don’t mind getting messy!

1. Each team gets an egg and must select from the construction materials.

2. Give everyone 20-30 minutes to construct a carrier for the egg and protect it from breaking.

3. Drop each egg carrier off a ledge (i.e. over a balcony) and see whose carrier protects the egg from breaking.

4. If multiple eggs survive, keep increasing the height until only one egg is left.

4. Stranded

Helps with: Communication, decision-making

Why communication is important for problem-solving: More employees work remotely than ever before. Good communication skills are vital to solving problems across virtual teams . Working on communication skills while your team is together will help them solve problems more effectively when they’re apart.

Here's the setting: Your team has been stranded in the office. The doors are locked, and knocking down the doors or breaking the windows is not an option. Give your team 30 minutes to decide on ten items in the office they need for survival and rank them in order of importance. The goal of the game is to have everyone agree on the ten items and their rankings in 30 minutes.

Creative problem-solving activities

Helps with: Communication

What you'll need:

1. Divide everyone into small teams of two or more.

2. Select an overseer who isn't on a team to build a random structure using Lego building blocks within ten minutes.

3. The other teams must replicate the structure exactly (including size and color) within 15 minutes. However, only one member from each group may look at the original structure. They must figure out how to communicate the size, color, and shape of the original structure to their team.

4. If this is too easy, add a rule that the member who can see the original structure can't touch the new structure.

A lockable room
5-10 puzzles or clues (depending on how much time you want to spend on the game)

1. The goal of this exercise is to solve the clues, find the key, and escape a locked room within the time allotted.

2. Hide the key and a list of clues around the room.

3. Gather the team into the empty room and "lock" the door.

4. Give them 30 minutes to an hour to find the key using the clues hidden around the room.

7. Frostbite

Helps with: Decision-making, adaptability

A blindfold
1 packet of construction materials (such as card stock, toothpicks, rubber bands, and sticky notes) for each team
An electric fan

Instructions: Your employees are Arctic explorers adventuring across an icy tundra! Separate them into teams of four or five and have them select a leader to guide their exploration. Each team must build a shelter from the materials provided before the storm hits in 30 minutes. However, both the team leader’s hands have frostbite, so they can’t physically help construct the shelter, and the rest of the team has snow blindness and is unable to see. When the 30 minutes is up, turn on the fan and see which shelter can withstand the high winds of the storm.

8. Minefield

An empty room or hallway
A collection of common office items

1. Place the items (boxes, chairs, water bottles, bags, etc.) around the room so there's no clear path from one end of the room to the other.

2. Divide your team into pairs and blindfold one person on the team.

3. The other must verbally guide that person from one end of the room to the other, avoiding the "mines."

4. The partner who is not blindfolded can't touch the other.

5. If you want to make the activity more challenging, have all the pairs go simultaneously so teams must find ways to strategically communicate with each other.

9. Blind Formations

1. Have the group put on blindfolds and form a large circle.

2. Tie two ends of a rope together and lay it in a circle in the middle of the group, close enough so each person can reach down and touch it.

3. Instruct the group to communicate to create a shape with the rope — a square, triangle, rectangle, etc.

4. If you have a very large group, divide them into teams and provide a rope for each team. Let them compete to see who forms a particular shape quickest.

Quick and easy problem-solving activities

10. line up blind.

1. Blindfold everyone and whisper a number to each person, beginning with one.

2. Tell them to line up in numerical order without talking.

3. Instead of giving them a number, you could also have them line up numerically by height, age, birthday, etc.

11. Reverse Pyramid

Helps with: Adaptability, collaboration

1. Have everyone stand in a pyramid shape, horizontally.

2. Ask them to flip the base and the apex of the pyramid moving only three people.

3. This quick exercise works best when smaller groups compete to see who can reverse the pyramid the fastest.

12. Move It!

Chalk, rope, tape, or paper (something to mark a space)

1. Divide your group into two teams and line them up front to back, facing each other.

2. Using the chalk, tape, rope, or paper (depending on the playing surface), mark a square space for each person to stand on. Leave one extra empty space between the two facing rows.

3. The goal is for the two facing lines of players to switch places.

4. Place these restrictions on movement:

Only one person may move at a time.
A person may not move around anyone facing the same direction.
No one may not move backward.
A person may not move around more than one person on the other team at a time.

13. Human Knot

1. Have everyone stand in a circle, and ask each person to hold hands with two people who aren’t directly next to them.

2. When everyone is tangled together, ask them to untangle the knot and form a perfect circle — without letting go of anyone's hand.

Our last two problem-solving activities work best when dealing with an actual problem:

14. Dumbest Idea First

Helps with: Instant problem-solving

1. "Dumb" ideas are sometimes the best ideas. Ask everyone to think of the absolute dumbest possible solution to the problem at hand.

2. After you have a long list, look through it and see which ones might not be as dumb as you think.

3. Brainstorm your solutions in Wrike. It's free and everyone can start collaborating instantly!

15. What Would X Do

1. Have everyone pretend they're someone famous.

2. Each person must approach the problem as if they were their chosen famous person. What options would they consider? How would they handle it?

3. This allows everyone to consider solutions they might not have thought of originally.

Looking for more team-building and virtual meeting games? Check out these virtual icebreaker games or our Ultimate Guide to Team Building Activities that Don't Suck.

Additional resources on problem-solving activities

Problem-Solving Model : Looking for a model to provide a problem-solving structure? This detailed guide gives you the tools to quickly solve any problem.
The Simplex Process: Popularized by Min Basadur's book, The Power of Innovation , the Simplex Process provides training and techniques for each problem-solving stage. It helps frame problem-solving as a continuous cycle, rather than a “one and done” process.
Fun Problem-Solving Activities and Games : Looking for more ideas? Check out this list of interesting and creative problem-solving activities for adults and kids!
The Secret to Better Problem-Solving: This article provides tips, use cases, and fresh examples to help you become a whiz at solving the toughest problems.

How to organize problem-solving activities with Wrike

If you want to make problem-solving activities more effective, consider using team collaboration software such as Wrike.

Wrike’s pre-built actionable meeting notes template helps you keep track of meeting discussions, assign action items, and keep everyone in the loop. It’s an effective tool to streamline your problem-solving sessions and turn insights into real projects.

Brianna Hansen

Brianna is a former Content Marketing Manager of Wrike. When she’s not writing about collaboration and team building games, you’ll find her in the kitchen testing out the latest recipes, sharing her favorite wine with friends, or playing with her two cats.

7 Teamwork Terrors and How to Conquer Them

Since the dawn of man, teamwork and cooperation has been the preferred method of getting things done. From the pyramids of Giza to the Golden Gate Bridge, we rely heavily on teams of engineers and architects to create such majestic masterpieces. However, where there is teamwork, there is work required to be a team. Too many voices and conflicting opinions can lead to a giant headache and bring productivity to a grinding halt. Throw in egos, politics, and laziness and you've got a recipe for disaster. Here are 7 barriers that harm the harmony of your team: 1. Anchoring Have you ever been part of a group brainstorming session where, once two or three ideas have been shared, new ideas stop flowing and the group sort of shuts down? That’s anchoring. Teams get mentally stuck on the first few ideas and stop thinking of new solutions. Avoid the anchoring trap with these 7 brainstorming tricks, including brain writing. Be sure to keep all types of workers in mind with team building exercises for remote workers, so everyone feels included in the creative conversation. 2. Groupthink This teamwork barrier occurs when a majority of the group conforms to one idea despite their own concerns and insights, perhaps due to laziness, fear of judgement, time limitations, or being subjected to peer pressure from other members of the group. Because this is another common brainstorming risk, techniques like Stepladder and Round Robin brainstorming encourage everyone in the group to share their thoughts before settling on a course of action. 3. Social Loafing "If I don't get around to it, then someone on my team will just do it for me." If you've said this to yourself, then you're guilty of social loafing. Don't pat your lazy self on the back quite yet, you might have just cost your team some valuable productivity! Social loafing is the act of putting in less effort for a team project than you would for a solo task. This forces other team members to pick up the slack and possibility grow to resent you. One way to avoid this is by breaking a project into individual tasks and holding each team member accountable for certain steps. See how Wrike can help you assign tasks and delegate big projects. 4. Unresolvable Conflict Even the most successful teams sometimes experience conflict due to differences in opinion, perspectives, and experiences. However, if there is no way to resolve the conflict, then conflict harms your project's outcome. Unresolvable conflict can be caused by unclear goals and expectations for the project at hand, so avoid it by clearly communicating goals with the team and helping everyone understand their role. 5. Confirmation Bias Confirmation bias is the tendency to only accept information or evidence that confirms your own preconceptions. This bias can quickly become a roadblock when trying to iron out team conflict or justify a decision, and it can potentially lead to the Halo/Horn Effect (see below) and compromise good decision-making. To ward off this bias, challenge your beliefs and play devil's advocate. The Six Thinking Hats technique can also help you see a different perspective on the issue. 6. Halo/Horn Effect The way you perceive an individual strongly affects how you interact with them. If they made a poor first impression, or an offhand comment rubbed you the wrong way, you may have a subconscious bias against them. When that individual voices an opinion, you might automatically be more critical than you normally would. This can work to the opposite effect too. When someone you like shares their opinion, you might have a tendency to agree. When making big team decisions, try to be aware of this bias and focus on the best outcome for the team. 7. Overconfidence Effect Your perceptions and experiences inevitably shape who you are — but they can also lead to subtle mental biases that result in flawed decision making. The Overconfidence Effect happens when you accept or reject an idea based purely off a hunch with no evidence to back you up. (In fact, studies show that entrepreneurs are more likely to fall for this mental fallacy, rejecting others' ideas because of the false belief that they know what's best.) Don't fall for this mental trap! Always research new information and seek objective evidence to combat confirmation bias (and hopefully learn something new as well). What other teamwork barriers have you experienced? We'd love to hear how you resolved your teamwork troubles in the comments!

13 Awesome Team-Building Games (Infographic)

Whether you want to do new hire orientation icebreakers or just bond your team closer together, check out our list of awesome team building games that you and your team will want to play over and over again.

6 Different Team Effectiveness Models to Understand Your Team Better

Understanding these 6 team effectiveness models can help you figure out which model to adopt for your own team. Or it may simply help shed light into what's working in your own group, and how to help improve what's lacking.

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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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Problem management: 8 steps to better p ...

Problem management: 8 steps to better problem solving

Problem management is an 8 step framework most commonly used by IT teams. You can use problem management to solve for repeating major incidents. By organizing and structuring your problem solving, you can more effectively get to the root cause of high-impact problems—and devise a solution. Solving the root cause prevents recurrence and creates a repeatable solution to use on similar errors in the future.

In an IT department, errors and mishaps are part of the job. You can't always control these problems, but you can control how you respond to them with problem management. Problem management helps you solve larger problems and reduce the risk that they’ll happen again by identifying all connected problems, solving them, and planning for the future.

What is problem management?

Problem management is an 8 step framework most commonly used by IT teams. Your team can use problem management to solve for repeating major incidents. By organizing and structuring your problem solving, you can more effectively get to the root cause of high-impact problems—and devise a solution. Problem management is a process—used mostly by IT teams—to identify, react, and respond to issues. It’s not for every problem, but it’s a useful response when multiple major incidents occur that cause large work interruptions. Unlike problem solving, problem management goes beyond the initial incident to discover and dissect the root causes, preventing future incidents with permanent solutions.

The goals of problem management are to:

Prevent problems before they start.

Solve for repetitive errors.

Lessen each incident’s impact.

Problem management vs. incident management

Example: Someone leaves their unprotected laptop in a coffee shop, causing a security breach. The security team can use incident management to solve for this one, isolated event. In this case, the team could manually shut down the accounts connected to that laptop. If this continues to happen, IT would use problem management to solve the root of this issue—perhaps installing more security features on each company laptop so that if employees lose them, no one else can access the information.

Problem management vs. problem solving

While similar in name, problem management differs slightly from problem-solving. Problem management focuses on every aspect of the incident—identifying the root cause of the problem, solving it, and prevention. Problem solving is, as the name implies, focused solely on the solution step.

Example: You’re launching a new password management system when it crashes—again. You don’t know if anything leaked, but you know it could contain confidential information. Plus, it’s happened before. You start the problem management process to ensure it doesn’t happen again. In that process, you’ll use problem solving as a step to fix the issue. In this case, perhaps securing confidential information before you try to launch a new software.

Problem management vs. change management

Change management targets large transitions within your workplace, good and bad. These inevitable changes aren’t always negative, so you can’t always apply problem management as a solution. That’s where change management comes in—a framework that helps you adjust to any new scenario.

Example: Your company is transitioning to a new cloud platform. The transition happens incident-free—meaning you won’t need problem management—but you can ease the transition by implementing some change management best practices. Preparing and training team members in the new software is a good place to start.

Problem management vs. project management

Project management is the framework for larger collections of work. It’s the overarching method for how you work on any project, hit goals, and get results. You can use project management to help you with problem management, but they are not the same thing. Problem management and project management work together to solve issues as part of your problem management process.

Example: During problem management, you uncover a backend security issue that needs to be addressed—employees are using storage software with outdated security measures. To solve this, you create a project and outline the tasks from start to finish. In this case, you might need to alert senior executives, get approval to remove the software, and alert employees. You create a project schedule with a defined timeline and assign the tasks to relevant teams. In this process, you identified a desired outcome—remove the unsafe software—and solved it. That’s project management.

The 8 steps of problem management

It’s easy to get upset when problems occur. In fact, it’s totally normal. But an emotional response is not always the best response when faced with new incidents. Having a reliable system—such as problem management—removes the temptation to respond emotionally. Proactive project management gives your team a framework for problem solving. It’s an iterative process —the more you use it, the more likely you are to have fewer problems, faster response times, and better outputs.

1. Identify the problem

During problem identification, you’re looking at the present—what’s happening right now? Here, you’ll define what the incident is and its scale. Is this a small, quick-fix, or a full overhaul? Consider using problem framing to define, prioritize, and understand the obstacles involved with these more complex problems.

2. Diagnose the cause

Use problem analysis or root cause analysis to strategically look at the cause of a problem. Follow the trail of issues all the way back to its beginnings.

To diagnose the underlying cause, you’ll want to answer:

What factors or conditions led to the incident?

Do you see related incidents? Could those be coming from the same source?

Did someone miss a step? Are processes responsible for this problem?

3. Organize and prioritize

Now it’s time to build out your framework. Use an IT project plan to organize information in a space where everyone can make and see updates in real time. The easiest way to do this is with a project management tool where you can input ‌tasks, assign deadlines, and add dependencies to ensure nothing gets missed. To better organize your process, define:

What needs to be done?

Who’s responsible for each aspect? If no one is, can we assign someone?

When does each piece need to be completed?

What is the final number of incidents related to this problem?

Are any of these tasks dependent on another one? Do you need to set up dependencies ?

What are your highest priorities? How do they affect our larger business goals ?

How should you plan for this in the future?

4. Create a workaround

If the incident has stopped work or altered it, you might need to create a workaround. This is not always necessary, but temporary workarounds can keep work on track and avoid backlog while you go through the problem management steps. When these workarounds are especially effective, you can make them permanent processes.

5. Update your known error database

Every time an incident occurs, create a known error record and add it to your known error database (KEDB). Recording incidents helps you catch recurrences and logs the solution, so you know how to solve similar errors in the future.

[product ui] Incident log example (lists)

6. Pause for change management (if necessary)

Larger, high-impact problems might require change management. For example, if you realize the problem’s root cause is a lack of staff, you might dedicate team members to help. You can use change management to help them transition their responsibilities, see how these new roles fit in with the entire team, and determine how they will collaborate moving forward.

7. Solve the problem

This is the fun part—you get to resolve problems. At this stage, you should know exactly what you’re dealing with and the steps you need to take. But remember—with problem management, it’s not enough to solve the current problem. You’ll want to take any steps to prevent this from happening again in the future. That could mean hiring a new role to cover gaps in workflows , investing in new softwares and tools, or training staff on best practices to prevent these types of incidents.

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

8. Reflect on the process

The problem management process has the added benefit of recording the process in its entirety, so you can review it in the future. Once you’ve solved the problem, take the time to review each step and reflect on the lessons learned during this process. Make note of who was involved, what you needed, and any opportunities to improve your response to the next incident. After you go through the problem management process a few times and understand the basic steps, stakeholders, workload, and resources you need, create a template to make the kickoff process easier in the future.

5 benefits of problem management

Problem management helps you discover every piece of the problem—from the current scenario down to its root cause. Not only does this have an immediate positive impact on the current issue at hand, it also promotes collaboration and helps to build a better product overall.

Here are five other ways ‌problem management can benefit your team:

Avoids repeat incidents. When you manage the entire incident from start to finish, you will address the foundational problems that caused it. This leads to fewer repeat incidents.

Boosts cross-functional collaboration. Problem management is a collaborative process. One incident might require collaboration from IT, the security team, and legal. Depending on the level of the problem, it might trickle all the way back down to the product or service team, where core changes need to be made.

Creates a better user experience. It’s simple—the fewer incidents you have, the better your customer’s experience will be. Reducing incidents means fewer delays, downtime, and frustrations for your users, and a higher rate of customer satisfaction.

Improves response time. As you develop a flow and framework with a project management process, you’ll be better equipped to handle future incidents—even if they’re different scenarios.

Organizes problem solving. Problem management provides a structured, thoughtful approach to solving problems. This reduces impulsive responses and helps you keep a better problem record of incidents and solutions.

Problem management leads to better, faster solutions

IT teams will always have to deal with incidents, but they don’t have to be bogged down by them. That’s because problem management works. Whether you employ a full problem management team or choose to apply these practices to your current IT infrastructure, problem management—especially when combined with a project management tool—saves you time and effort down the road.

With IT project plans, we’ve made it easier than ever to track your problem management work in a shared tool. Try our free IT project template to see your work come together, effortlessly.

Related resources

How Asana uses work management to optimize resource planning

How Asana uses work management for organizational planning

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Problem Solving: 15 Examples for Setting Performance Goals

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

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

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

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

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

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

These articles may interest you

What Is Problem-Solving Therapy?

Arlin Cuncic, MA, is the author of The Anxiety Workbook and founder of the website About Social Anxiety. She has a Master's degree in clinical psychology.

Daniel B. Block, MD, is an award-winning, board-certified psychiatrist who operates a private practice in Pennsylvania.

Verywell / Madelyn Goodnight

Problem-Solving Therapy Techniques

How effective is problem-solving therapy, things to consider, how to get started.

Problem-solving therapy is a brief intervention that provides people with the tools they need to identify and solve problems that arise from big and small life stressors. It aims to improve your overall quality of life and reduce the negative impact of psychological and physical illness.

Problem-solving therapy can be used to treat depression , among other conditions. It can be administered by a doctor or mental health professional and may be combined with other treatment approaches.

At a Glance

Problem-solving therapy is a short-term treatment used to help people who are experiencing depression, stress, PTSD, self-harm, suicidal ideation, and other mental health problems develop the tools they need to deal with challenges. This approach teaches people to identify problems, generate solutions, and implement those solutions. Let's take a closer look at how problem-solving therapy can help people be more resilient and adaptive in the face of stress.

Problem-solving therapy is based on a model that takes into account the importance of real-life problem-solving. In other words, the key to managing the impact of stressful life events is to know how to address issues as they arise. Problem-solving therapy is very practical in its approach and is only concerned with the present, rather than delving into your past.

This form of therapy can take place one-on-one or in a group format and may be offered in person or online via telehealth . Sessions can be anywhere from 30 minutes to two hours long.

Key Components

There are two major components that make up the problem-solving therapy framework:

Applying a positive problem-solving orientation to your life
Using problem-solving skills

A positive problem-solving orientation means viewing things in an optimistic light, embracing self-efficacy , and accepting the idea that problems are a normal part of life. Problem-solving skills are behaviors that you can rely on to help you navigate conflict, even during times of stress. This includes skills like:

Knowing how to identify a problem
Defining the problem in a helpful way
Trying to understand the problem more deeply
Setting goals related to the problem
Generating alternative, creative solutions to the problem
Choosing the best course of action
Implementing the choice you have made
Evaluating the outcome to determine next steps

Problem-solving therapy is all about training you to become adaptive in your life so that you will start to see problems as challenges to be solved instead of insurmountable obstacles. It also means that you will recognize the action that is required to engage in effective problem-solving techniques.

Planful Problem-Solving

One problem-solving technique, called planful problem-solving, involves following a series of steps to fix issues in a healthy, constructive way:

Problem definition and formulation : This step involves identifying the real-life problem that needs to be solved and formulating it in a way that allows you to generate potential solutions.
Generation of alternative solutions : This stage involves coming up with various potential solutions to the problem at hand. The goal in this step is to brainstorm options to creatively address the life stressor in ways that you may not have previously considered.
Decision-making strategies : This stage involves discussing different strategies for making decisions as well as identifying obstacles that may get in the way of solving the problem at hand.
Solution implementation and verification : This stage involves implementing a chosen solution and then verifying whether it was effective in addressing the problem.

Other Techniques

Other techniques your therapist may go over include:

Problem-solving multitasking , which helps you learn to think clearly and solve problems effectively even during times of stress
Stop, slow down, think, and act (SSTA) , which is meant to encourage you to become more emotionally mindful when faced with conflict
Healthy thinking and imagery , which teaches you how to embrace more positive self-talk while problem-solving

What Problem-Solving Therapy Can Help With

Problem-solving therapy addresses life stress issues and focuses on helping you find solutions to concrete issues. This approach can be applied to problems associated with various psychological and physiological symptoms.

Mental Health Issues

Problem-solving therapy may help address mental health issues, like:

Chronic stress due to accumulating minor issues
Complications associated with traumatic brain injury (TBI)
Emotional distress
Post-traumatic stress disorder (PTSD)
Problems associated with a chronic disease like cancer, heart disease, or diabetes
Self-harm and feelings of hopelessness
Substance use
Suicidal ideation

Specific Life Challenges

This form of therapy is also helpful for dealing with specific life problems, such as:

Death of a loved one
Dissatisfaction at work
Everyday life stressors
Family problems
Financial difficulties
Relationship conflicts

Your doctor or mental healthcare professional will be able to advise whether problem-solving therapy could be helpful for your particular issue. In general, if you are struggling with specific, concrete problems that you are having trouble finding solutions for, problem-solving therapy could be helpful for you.

Benefits of Problem-Solving Therapy

The skills learned in problem-solving therapy can be helpful for managing all areas of your life. These can include:

Being able to identify which stressors trigger your negative emotions (e.g., sadness, anger)
Confidence that you can handle problems that you face
Having a systematic approach on how to deal with life's problems
Having a toolbox of strategies to solve the issues you face
Increased confidence to find creative solutions
Knowing how to identify which barriers will impede your progress
Knowing how to manage emotions when they arise
Reduced avoidance and increased action-taking
The ability to accept life problems that can't be solved
The ability to make effective decisions
The development of patience (realizing that not all problems have a "quick fix")

Problem-solving therapy can help people feel more empowered to deal with the problems they face in their lives. Rather than feeling overwhelmed when stressors begin to take a toll, this therapy introduces new coping skills that can boost self-efficacy and resilience .

Other Types of Therapy

Other similar types of therapy include cognitive-behavioral therapy (CBT) and solution-focused brief therapy (SFBT) . While these therapies work to change thinking and behaviors, they work a bit differently. Both CBT and SFBT are less structured than problem-solving therapy and may focus on broader issues. CBT focuses on identifying and changing maladaptive thoughts, and SFBT works to help people look for solutions and build self-efficacy based on strengths.

This form of therapy was initially developed to help people combat stress through effective problem-solving, and it was later adapted to address clinical depression specifically. Today, much of the research on problem-solving therapy deals with its effectiveness in treating depression.

Problem-solving therapy has been shown to help depression in:

Older adults
People coping with serious illnesses like cancer

Problem-solving therapy also appears to be effective as a brief treatment for depression, offering benefits in as little as six to eight sessions with a therapist or another healthcare professional. This may make it a good option for someone unable to commit to a lengthier treatment for depression.

Problem-solving therapy is not a good fit for everyone. It may not be effective at addressing issues that don't have clear solutions, like seeking meaning or purpose in life. Problem-solving therapy is also intended to treat specific problems, not general habits or thought patterns .

In general, it's also important to remember that problem-solving therapy is not a primary treatment for mental disorders. If you are living with the symptoms of a serious mental illness such as bipolar disorder or schizophrenia , you may need additional treatment with evidence-based approaches for your particular concern.

Problem-solving therapy is best aimed at someone who has a mental or physical issue that is being treated separately, but who also has life issues that go along with that problem that has yet to be addressed.

For example, it could help if you can't clean your house or pay your bills because of your depression, or if a cancer diagnosis is interfering with your quality of life.

Your doctor may be able to recommend therapists in your area who utilize this approach, or they may offer it themselves as part of their practice. You can also search for a problem-solving therapist with help from the American Psychological Association’s (APA) Society of Clinical Psychology .

If receiving problem-solving therapy from a doctor or mental healthcare professional is not an option for you, you could also consider implementing it as a self-help strategy using a workbook designed to help you learn problem-solving skills on your own.

During your first session, your therapist may spend some time explaining their process and approach. They may ask you to identify the problem you’re currently facing, and they’ll likely discuss your goals for therapy .

Keep In Mind

Problem-solving therapy may be a short-term intervention that's focused on solving a specific issue in your life. If you need further help with something more pervasive, it can also become a longer-term treatment option.

Get Help Now

We've tried, tested, and written unbiased reviews of the best online therapy programs including Talkspace, BetterHelp, and ReGain. Find out which option is the best for you.

Shang P, Cao X, You S, Feng X, Li N, Jia Y. Problem-solving therapy for major depressive disorders in older adults: an updated systematic review and meta-analysis of randomized controlled trials . Aging Clin Exp Res . 2021;33(6):1465-1475. doi:10.1007/s40520-020-01672-3

Cuijpers P, Wit L de, Kleiboer A, Karyotaki E, Ebert DD. Problem-solving therapy for adult depression: An updated meta-analysis . Eur Psychiatry . 2018;48(1):27-37. doi:10.1016/j.eurpsy.2017.11.006

Nezu AM, Nezu CM, D'Zurilla TJ. Problem-Solving Therapy: A Treatment Manual . New York; 2013. doi:10.1891/9780826109415.0001

Owens D, Wright-Hughes A, Graham L, et al. Problem-solving therapy rather than treatment as usual for adults after self-harm: a pragmatic, feasibility, randomised controlled trial (the MIDSHIPS trial) . Pilot Feasibility Stud . 2020;6:119. doi:10.1186/s40814-020-00668-0

Sorsdahl K, Stein DJ, Corrigall J, et al. The efficacy of a blended motivational interviewing and problem solving therapy intervention to reduce substance use among patients presenting for emergency services in South Africa: A randomized controlled trial . Subst Abuse Treat Prev Policy . 2015;10(1):46. doi:doi.org/10.1186/s13011-015-0042-1

Margolis SA, Osborne P, Gonzalez JS. Problem solving . In: Gellman MD, ed. Encyclopedia of Behavioral Medicine . Springer International Publishing; 2020:1745-1747. doi:10.1007/978-3-030-39903-0_208

Kirkham JG, Choi N, Seitz DP. Meta-analysis of problem solving therapy for the treatment of major depressive disorder in older adults . Int J Geriatr Psychiatry . 2016;31(5):526-535. doi:10.1002/gps.4358

Garand L, Rinaldo DE, Alberth MM, et al. Effects of problem solving therapy on mental health outcomes in family caregivers of persons with a new diagnosis of mild cognitive impairment or early dementia: A randomized controlled trial . Am J Geriatr Psychiatry . 2014;22(8):771-781. doi:10.1016/j.jagp.2013.07.007

Noyes K, Zapf AL, Depner RM, et al. Problem-solving skills training in adult cancer survivors: Bright IDEAS-AC pilot study . Cancer Treat Res Commun . 2022;31:100552. doi:10.1016/j.ctarc.2022.100552

Albert SM, King J, Anderson S, et al. Depression agency-based collaborative: effect of problem-solving therapy on risk of common mental disorders in older adults with home care needs . The American Journal of Geriatric Psychiatry . 2019;27(6):619-624. doi:10.1016/j.jagp.2019.01.002

By Arlin Cuncic, MA Arlin Cuncic, MA, is the author of The Anxiety Workbook and founder of the website About Social Anxiety. She has a Master's degree in clinical psychology.

Grades 6-12
School Leaders

Learn How to Support Stressed and Anxious Students.

Free IEP Goal Bank With More Than 110 Goals

All the goals you need, when you need them.

When given up to 10 objects, [STUDENT] will count and state how many objects there are (verbally, pointing).

There are as many IEP goals as there are students. But the longer you teach special education, the more you’ll find yourself searching for just the right reading comprehension goal for a student with a learning disability or a behavior goal for a kid who has ADHD. That’s where an IEP goal bank, also known as a goal database, comes in.

IEP Goals 101

IEP goals should be specific enough to be implemented by anyone who reads them. They should address aspects of the general curriculum but at the student’s functional level. And the goals should be actionable and measurable.

Set goals SMART (specific, measurable, attainable, recorded, timely) colorful sticky notes on cork bulletin board.

The goals should also include the accuracy and number of trials that the student needs to complete to show mastery. The accuracy and number of trials will depend on the student’s ability, strengths, and skills. (Typical accuracy and trials are 80% 4-out-of-5 trials.)

Finally, the goals should include the level of support the student needs. Should they be demonstrating the skill independently, or do they need a few prompts or maximum support? Build that into the goal too.

So, a finished goal might be: When given a pile of coins (all one type), Jaime will count the coins and find the total with no more than two prompts with 70% accuracy in 3 out of 5 trials.

Flow chart featuring a formula for writing IEP goals for your goal bank.

IEP Goals for Your Database

A lot of thought goes into each IEP goal, so here are more than 100 goals that every special education teacher should have in their bank.

Reading Comprehension IEP Goal Bank

Reading comprehension is a skill that many students struggle with it. Choose a goal that helps students reach the next level of reading comprehension so they can understand and enjoy what they read.

When given a story at their reading level, [STUDENT] will use a storyboard or story map to outline the story’s main elements.
When given a nonfiction text at their reading level, [STUDENT] will select and use the appropriate graphic organizer to identify key information.
When given a paragraph at their reading level, [STUDENT] will apply the RAP strategy ( R eading a single paragraph, A sking oneself to define the main idea and supporting details, P utting the information into the reader’s language).

When given a passage at their reading level, [STUDENT] will use an outline strategy to summarize the content or retell the story.
When given a text at their reading level, [STUDENT] will read and demonstrate literal knowledge by answering five literal questions.
[STUDENT] will demonstrate understanding of text using total communication (AAC devices, PECS, verbalization, sign language) to answer five literal questions about the text.
When presented with a passage at their reading level, [STUDENT] will use context clues to identify the meaning of unknown words.
When given a passage at their instructional level, [STUDENT] will make a prediction and read to confirm or adjust their prediction with information from the text.
When given a text at their reading level, [STUDENT] will identify the main idea and two supporting details.

Given a sentence, [STUDENT] will combine background knowledge with information from the text to infer the author’s meaning.
Given a passage at their reading level, [STUDENT] will answer five inferential questions.
After reading a passage with visual supports (e.g., highlighting), [STUDENT] will answer literal questions with minimal assistance.
After reading a passage at their reading level, [STUDENT] will identify the author’s purpose for writing.
Given a list of author’s purposes and a text, [STUDENT] will select the correct author’s purpose for writing.

Math IEP Goal Bank

Students may be working on numeracy or word problems. Whatever their focus, choose a math goal that helps them progress.

[STUDENT] will identify a one- or two-digit number (verbally, pointing, written).
[STUDENT] will rote-count from 1 to 25 (or higher).
[STUDENT] will skip-count by 2, 3, 5, 10 to 50 (verbal or written).

Given 10 addition problems, [STUDENT] will independently add single-digit numbers with (or without) regrouping.
[STUDENT] will independently subtract a single-digit number from a double-digit number with (or without) regrouping.
Given 10 subtraction problems, [STUDENT] will independently subtract double-digit numbers from double-digit numbers with (or without) regrouping.
[STUDENT] will independently tell time to the half hour (or quarter hour, etc.) on an analog clock (verbal or written).
[STUDENT] will independently identify the next dollar amount when given a price, determine how much is needed to make a purchase, and count out the necessary amount using school money.
Given a quarter, dime, nickel, and penny, [STUDENT] will identify the coin and value.
Given a random amount of coins (all one type or mixed), [STUDENT] will independently count the coins.

When given two-digit (or three- or four-digit) numbers, [STUDENT] will round to the nearest tens (or hundreds or thousands).
Given two numbers (pictures, groups of items), [STUDENT] will determine which number is greater than/less than/equal to by selecting or drawing the appropriate symbol.
Given data and a graph (bar, pie), [STUDENT] will complete the graph to display the data.
Given a graph (bar, pie, line), [STUDENT] will answer three questions about the data.
[STUDENT] will identify the numerator and denominator in a fraction.
When given a picture of a shape divided into parts, [STUDENT] will color the correct number of sections to represent the fraction given.

[STUDENT] will solve one-step word problems using addition and subtraction (or multiplication and division).
[STUDENT] will independently solve 15 multiplication facts (up to 9).
Given a fact-fluency tracker, [STUDENT] will track mastery of multiplication facts up to 12.
Given a problem-solving checklist, [STUDENT] will use the checklist to solve a one-step or two-step word problem.

Writing IEP Goal Bank

Here are writing IEP goals for organization, fluency, and editing.

Given a topic, [STUDENT] will write a sentence that accurately addresses the topic.
Given a word bank, [STUDENT] will select the appropriate words to complete a sentence or paragraph about a topic.
[STUDENT] will use a keyword outline to write a paragraph with at least [number of] sentences, including an introduction/topic sentence and conclusion sentence.

[STUDENT] will dictate a response to a question and use talk-to-text to communicate at least three sentences about a topic.
[STUDENT] will write a three-paragraph essay about a topic that includes a clear introductory sentence, main idea, supporting details, and conclusion.
[STUDENT] will select and use the appropriate graphic organizers to organize ideas in response to a writing topic.

When given a paragraph to revise, [STUDENT] will add transitional words and phrases to connect ideas in sentences (or paragraphs).
When given a prompt, [STUDENT] will maintain writing for [amount of time] as measured by observation and student writing output.

Behavior IEP Goal Bank

Everything we see in school is behavior, from working to engaging in class to maintaining self-control and managing emotions. If a student has an IEP for ADHD, an emotional disability, autism, or other categories, they may be working on behavior goals to improve their ability to succeed in school.

Given a self-monitoring checklist, [STUDENT] will demonstrate self-regulation during [# of sessions] across [# of months].

Given a token board, [STUDENT] will follow class rules to earn [# of tokens] for each 30-minute period in special and general education settings.
Given a self-regulation strategy (e.g., zones of regulation), [STUDENT] will identify when they are moving from green to red, and apply a self-regulation strategy to maintain their self-regulation.
Given support and a visual model, [STUDENT] will implement an organizational system for their locker/desk/backpack/binder.

Given scripts and reminders, [STUDENT] will manage frustration and disruptions to their routine during classroom activities.
Given a social story, [STUDENT] will be able to adjust to new routines and procedures in the classroom.
By the end of the IEP, [STUDENT] will manage conflicts, independent of teacher support, 4 out of 5 occurrences over a ___ time period.
Given a work assignment, [STUDENT] will initiate work tasks as measured by observation and work completion.
Given a work assignment, [STUDENT] will complete work tasks as measured by observation and work completion.
Given a token board and visual or rules, [STUDENT] will follow rules and earn tokens throughout the total school environment.

Social Skills IEP Goal Bank

Social skills may not seem academic, but how students engage with others can be an important outcome for students who have deficits in this area. Here are goals that can support their progression in forming relationships with peers and adults.

During unstructured class time, [STUDENT] will engage in respectful conversation with peers (maintain personal space, use respectful voice).
During unstructured class time or play time (e.g., recess), [STUDENT] will engage with peers (participate, share, follow rules, take turns) for > 10 minutes with minimal adult prompting.

During a preferred activity, [STUDENT] will invite a peer to join in during recess.
During a preferred activity, [STUDENT] will engage in appropriate conversation (ask appropriate questions, respond to questions, take turns) for > five turns.
When frustrated or involved in a conflict, [STUDENT] will resolve the conflict without aggression, but will apply a problem-solving strategy (walk away, tell a teacher).
[STUDENT] will demonstrate five back-and-forth exchanges with peers during structured play activities.

[STUDENT] will engage in appropriate turn-taking with peers in classroom discussion.
[STUDENT] will decrease inappropriate verbal comments to once per day (or week) or less as measured by teacher observation and behavior checklist.
Given a pre-activity checklist, [STUDENT] will identify one peer they would like to engage with and how they are going to engage (e.g., ask a question, invite to play).

Social-Emotional Skills Goal Bank

Identifying and managing feelings is another important school outcome for students who have deficits in this area. Here are goals that help students advance in social-emotional skills.

[STUDENT] will work cooperatively with peers in small-group settings (e.g., share materials, engage in conversation, accept others’ ideas).

[STUDENT] will identify appropriate social rules and expectations for various social situations.
[STUDENT] will refrain from interrupting others.
[STUDENT] will identify emotions presented in picture form.

[STUDENT] will engage in communication with others by asking questions when provided with the opportunities.
[STUDENT] will increase or maintain conversation about a preferred or nonpreferred topic.
Given a strategy and visual prompts, [STUDENT] will identify the signs of anxiety and apply a strategy to address feelings of anxiety in real and simulated situations.
Given a picture scale, [STUDENT] will identify the level of anxiety they are feeling.

Executive Functioning Goal Bank

Executive functioning skills are skills like planning, working memory, attention, problem-solving, mental flexibility, and self-regulation that help kids be successful in school. Students with poor executive functioning have a hard time with time management, organization, getting started with or finishing work, and connecting past experiences with current actions. (Know any kids like this?)

Given visual cues, [STUDENT] will implement an organizational system for organizing their backpack (locker, binder).
Given a task and a list of materials, [STUDENT] will gather the needed items to complete the task.

[STUDENT] will arrive at class with necessary materials (paper, pen, computer).
[STUDENT] will use a checklist (visual schedule) to independently complete classwork.
[STUDENT] will respond appropriately to oral commands.
[STUDENT] will ask for clarification and further explanation when needed.
[STUDENT] will request desired objects or instructional materials and equipment using [picture prompts, sign language, AAC device, etc.].

[STUDENT] will express needs, wants, and feelings using [picture prompts, sign language, verbalization, etc.].
[STUDENT] will create a daily visual schedule (or checklist or to-do list) and complete it.
By the end of the IEP, [STUDENT] will demonstrate the ability to follow multiple-step directions (two or three steps) with minimal (1 or 2) adult prompts.
By the end of the IEP, [STUDENT] will refer to their checklist for task completion to finish assigned work.

Self-Advocacy IEP Goal Bank

Self-advocacy goals are for skills from decision-making to goal attainment, asking for help, and self-advocacy. These are important skills that students need to develop, especially as they transition into independent living, college, and career.

[STUDENT] will effectively communicate their needs and preferences in the classroom by [raising their hand, writing a note].
[STUDENT] will use a communication notebook to write questions and concerns to the teacher one time per week.
[STUDENT] will identify a goal, create a list of steps to achieve the goal, and work through the steps.
Given a task that involves a choice (e.g., the school lunch menu, a list of books) [STUDENT] will select between the options available.
Given a challenging situation to solve, [STUDENT] will define the problem and come up with two possible solutions.
[STUDENT] will create a list of three personal strengths and three areas for improvement.
[STUDENT] will actively participate in the development of their IEP goals and accommodations.
[STUDENT] will identify one IEP goal and three objectives to support that goal.
When faced with an academic challenge, [STUDENT] will seek assistance by raising their hand or using the classroom procedure for seeking help.
[STUDENT] will advocate for accommodations and/or modifications in the classroom using an appropriate time, tone of voice, and language.
[STUDENT] will demonstrate understanding of their learning preferences using a checklist, verbal communication, or another method of communication.
[STUDENT] will engage in positive self-talk daily with and without teacher support.
By the end of the IEP, [STUDENT] will learn and apply two self-advocacy strategies.
By the end of the IEP, [STUDENT] will demonstrate the ability to ask for help when needed.
By the end of the IEP, [STUDENT] will identify and communicate two environmental requirements (e.g., “I need a movement break”).
By the end of the IEP, [STUDENT] will engage in three conferences and/or meetings where the student will communicate their educational needs.
[STUDENT] will explain and advocate for testing accommodations through the classroom teacher, testing center, school counselor, etc.
[STUDENT] will reflect on their academic progress and will determine which accommodations are supporting their learning.

Special education teachers are the best! Here are our favorite TikToks to make you feel seen .

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Examples of IEP accommodations including proving pencil grips and extended allotted test time.

140+ IEP Accommodations Every Special Ed Teacher Should Bookmark

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10 Problem Solving IEP Goals for Real Life

Written by:

Rebekah Pierce

Filed under: IEPs , Executive Functioning , Problem Solving

Published: April 2, 2022

Last Reviewed: April 11, 2024

READING TIME: ~ minutes

This article is designed to be utilized with the utmost professional integrity and ethical consideration. It is imperative to acknowledge that directly copying and pasting example goals into student’s IEPs from any external source, including ours, undermines the individualized nature of IEP planning and does not serve the best interests of students.

This resource aims to inspire the development of IEP goals that address executive functioning needs, not a substitute for the detailed, student-centered IEP goal setting process. Educators and IEP teams are urged to use this as a tool for ideation, basing final goals on student assessments and collaborative IEP team insights.

We all have problems – but when it comes to solving problems, how good is your child at solving them?

For many parents and teachers who work with children with executive functioning issues, it quickly becomes clear that problem-solving is essential for succeeding in school and the workplace.

Problem-solving not only requires being able to identify when a problem exists, but also being able to come up with reasonable solutions to fix them.

If you’re planning on writing IEP goals that address problem-solving skills, this post should serve as a helpful starting place.

What is Problem Solving?

Problem-solving is simply our ability to identify and describe a problem and then come up with solutions to resolve it.

What exactly defines “a problem”?” It’s any time you want something and there is something that stands in the way, in essence. When you have good problem-solving skills, you are able to evaluate this problem and figure out possible steps forward.

As is the case with all other executive functioning skills, including task initiation and organization, a child’s ability to problem solve relates closely to other executive functioning skills.

Ask yourself the following questions to figure out whether problem-solving is an area that needs some work in your child:

Can he or she complete games and puzzles to accomplish a goal?
Is he or she able to identify all parts of a problem, including where it originated and why?
Can your child break apart a larger problem into smaller parts? Can the student identify problems in many different contexts, like work versus school versus social contexts?
Will your child seek guidance from others when looking for help in solving a problem?
Does the child persist in coming up with new strategies when the original ones are not successful?

Being a good problem solver doesn’t just come down to being able to “figure things out” in real life. A child who struggles with problem-solving skills may also develop problem behaviors. They might talk back, demonstrate aggression, or engage in other self-destructive behaviors when frustrated with a challenging task.

Therefore, coming up with IEP goals that address this “problem” of not being able to solve problems head-on is essential.

Sample IEP Goals for Problem Solving

Here are a few sample IEP goals for problem-solving to give you some inspiration.

Adaptive Goals

By the end of the school year, when given a written scenario in which a problem needs to be solved, the student will provide two appropriate solutions with 80% accuracy in 4 out of 5 opportunities, according to teacher observation.
By the end of the school year, the student will practice problem-solving techniques when dealing with personal or school experiences 100% of the time, according to teacher observation.

Social Goals

By the end of the IEP term, when given pre-taught behavioral strategies to decrease or avoid escalating behaviors, the students will complete at least one activity with positive behavioral results, according to teacher observation.
By the end of the school year, the student will solve problems by apologizing in conflict situations 90% of the time, based on teacher observation.

Reading Goals

By the end of the IEP term, when presented with text at his instructional level, the student will use context clues to determine the meaning of unknown words with 80% accuracy, as measured by written work samples.
By the end of the school year, the students will read a short story and answer who, what, where, why, and how questions with 90% accuracy in four out of five recorded opportunities, based on teacher observation.
By the end of the IEP term, when given a word problem, the student will independently determine which operation is to be used with 100% accuracy on 4 out of 5 trials, measured quarterly by teacher observation.
By the end of the school year, the student will independently solve two-step word problems (mixed addition and subtraction) with 100% accuracy on 4 out of 5 trials based on teacher observation.

Writing Goals

By the end of the school year, when given a writing assignment, the student will independently create a keyword outline that includes the main topic and three supporting points as a basis for the essay, based on a rubric, 90% of the time.
By the end of the IEP term, the student will create five-paragraph essays with proper essay structure that clearly address a question in an assignment, based on a rubric, 100% of the time.

Tips on Setting Goals for Problem Solving

Here are a few tips to help you come up with effective goals that work toward better problem-solving skills.

Do a Behavioral Observation

Behavioral observations can be useful for identifying all kinds of skills deficits, but particularly in the area of problem-solving. Take the time to sit down and observe the child at work.

What do they do when they encounter a problem? What are their strengths and weaknesses? What are they able to solve independently – and in what areas do they consistently require support?

A skills assessment can also be helpful. The Real Life Executive Functioning Skills Assessment is a great place to start, since it will help you see where your child is struggling in particular.

Get the Whole Team Involved

Writing problem-solving goals should not be an independent process. It should involve all members of your child’s care team, including family members, coaches, teachers, and other professionals. You’ll need their input to see if the child is struggling with problem-solving across the board, or just in one or two isolated areas.

Play to Their Interests

Motivation plays a major role in teaching new executive functioning skills so do your best to make sure your student stays motivated! Incorporate their favorite activities into learning and have conversations about your child’s favorite movie character, sports figure, or other celebrities. What sorts of problems have they encountered? How did the person solve these problems successfully?

Try Role Playing

Give your child the opportunity to practice his new problem-solving skills in every walk of life. Using role-play cards that prompt your child to solve problems in certain situations (like when you have a large homework assignment due tomorrow or even something as simple as you don’t know what to eat) is highly effective. You can find templates and helpful examples for how to get started with these scenarios in the Real Life Executive Functioning Workbook (coupon code LSA20 for 20% off at checkout).

Try the IDEAL Method

The IDEAL Method is one strategy you can use to help your child become a better problem solver. This method can be used while you are working toward any of the sample goals listed above (or any that you come up with on your own). You can learn more about it here and in the Real Life Executive Functioning Workbook .

Know When to Ask For Help

None of us is an island. We all need help from time to time. Knowing when – and who – to ask for help is essential. Encourage your child to brainstorm a list of people who can help in a pinch and be sure to try the Phone a Friend exercise in the Real Life Executive Functioning Workbook.

How to Address Each Goal

When working on problem-solving skills, the most important thing to remember is that you need to be focused on other areas in which your child struggles, too.

Problem-solving is often viewed as a collection of executive functioning skills rather than one individual skill. To help your child become better at solving problems, he needs to develop other executive functioning skills as well.

Problem-solving requires the ability to evaluate and outline different strategies – aka, planning. They need to be able to take action – task initiation. They might also need to use attentional control, organization, and time management skills. A holistic approach to addressing these problem-solving goals is essential.

Our Executive Functioning Assessment is a great place to start. It will show you where your child is at and what they need in order to improve. This assessment isn’t just for teachers – it’s also a helpful resource for parents, administrators, and even the student himself or herself.

Problem Solved! Here’s How to Write the Best Problem-Solving IEP Goals

If you find the process of writing IEP goals for problem-solving to be…well, a major problem, then you need to consider these tips. If you aren’t sure where to start, get organized! Start by giving your student the Executive Functioning Assessment and use the Real Life Executive Functioning Workbook as a guide to help point you in the direction of what skills to target.

Start by writing down what you want them to be able to do. Be as specific as possible, and use terms that your student can understand.

Once you have a good list of goals, work on breaking them down into smaller steps that will help your student reach their ultimate goal.

Remember to make sure these steps are achievable, measurable, and time-based so you can track your student’s progress and give them the support they need along the way.

Problem solved!

Looking For More Executive Functioning IEP Goal Ideas?

Visit our EF IEP Goal Resource Hub or check out our other skill-specific IEP goal articles:

8 Impulse Control IEP Goals
8 Attentional Control IEP Goals
8 Self-Monitoring IEP Goals
10 Problem Solving IEP Goals
10 Working Memory IEP Goals
9 Emotional Control IEP Goals
7 Cognitive Flexibility IEP Goals
10 Organization IEP Goals
12 Task Initiation IEP Goals
10 Time Management IEP Goals
15 Planning IEP Goals

About The Author

Rebekah pierce.

Rebekah is a New York writer and teacher who specializes in writing in the education, gardening, health, and natural food niches. In addition to teaching and writing, she also owns a farm and is the author of the blog J&R Pierce Family Farm .

Understanding the adhd iceberg: a comprehensive guide for parents and educators, 7 cognitive flexibility iep goals for real life, how to track the effectiveness of a new routine, 5 time management mistakes & how to avoid them in the new year, building flexibility: activities to teach diverse learners how to adapt to change, how to make your living spaces executive function friendly.

Life Skills Advocate is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to Amazon.com. Some of the links in this post may be Amazon.com affiliate links, which means if you make a purchase, Life Skills Advocate will earn a commission. However, we only promote products we actually use or those which have been vetted by the greater community of families and professionals who support individuals with diverse learning needs.

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Environmental Education, Reading and Fun: Community Event Incorporates Them All

An orange and black butterfly perches on a flowering plant

The U.S. Fish and Wildlife Service is committed to creating a lasting base of environmental literacy, stewardship, and problem-solving skills for today's youth. One way the service works towards this goal is by participating in community events where environmental education can be promoted. Wolf Creek National Fish Hatchery is always excited for opportunities in the community to provide such encounters.

Marsha Hart, Environmental Education and Outreach Specialist at Wolf Creek National Fish Hatchery, attended the local “Read Across Russell County” event held at the Russell County Public Library on March 14, 2024. Wolf Creek NFH, along with other community partners, created an atmosphere where children and youth could have fun while reading and learning about various topics.

Wolf Creek NFH set up to focus on pollination including topics such as what are pollinators, what is the process of pollination, the importance of pollination, and what can be done to help pollinators. To incorporate reading and fun, participants would spin a large wheel that would land on a question or topic about pollination for them to read aloud, and then answer or discuss the topic. It was wonderful to hear children share what they already know about pollinators, and be eager to learn more! Parents also joined in on the fun, with some telling of flowers they plant that attract pollinators and others telling about enjoying watching butterflies as they move from flower to flower.

The event was a success, with over 450 in attendance. Events like this provide the opportunity for us to join in community partnerships, and engage children and youth in environmental literacy.

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Title: Chairman of the Joint Chiefs of Staff Discusses International Conflict, Defense and Leadership on the Hilltop

On Thursday April 25, 2024 Georgetown students gathered in the Healey Family Student Center Social Room to hear from General Charles Q. Brown, Jr., Chairman of the Joint Chiefs of Staff about the role of the U.S. military in U.S. politics and the world. As the most senior-ranking military officer in the U.S. and military advisor to the President , General Brown shared his experiences as a military leader and students had the opportunity to ask questions.

Vilda Westh Blanc (SFS‘27), a student who was on Dan Lamothe’s Student Strategy Team this semester, introduced the event. She welcomed Brown to the stage as well as current GU Politics Fellow Dan Lamothe to moderate the conversation.

Lamothe started the conversation by asking Brown about the current state of U.S. military operations and the threats to national security. “What makes this time uniquely dangerous, uniquely challenging?” Lamothe asked.

Brown emphasized the complex dynamics of this moment for U.S. national security, noting the significance of threats from North Korea, China, Russia and Iran. He explained that before coming to his current position he championed the phrase “Accelerate change or lose.”

“Personally and professionally, I do not play for second place. And I am very focused on ensuring we have all the capabilities to ensure our national security,” Brown said.

Outlining his priorities for the U.S. military, Brown highlighted the importance of training skilled service members, embracing the modernization of capabilities, and creating a foundation of trust with communities and elected officials.

On the importance of maintaining trust with American people, Brown said “Having that trust is hugely important to ensure that we do the things the nation calls us to do as military members.”

Next, Lamothe asked Brown how the Israel-Hamas conflict shapes the priorities of the U.S. military.

On the tension between current crises and future threats, Brown said “You’ve got to balance risk over time.”

“You never want to take short-term satisfaction at the expense of your long-term goals,” Brown said.

Continuing to discuss the conflict in the Middle East, Lamothe asked Brown about what it takes to deal with such a volatile situation and what strategies the military is utilizing to keep the conflict contained.

“From the very beginning, we looked at how do we deter a future conflict and at the same time protect our armed forces and support Israel to defend itself,” Brown said. “In addition to that is making sure we were providing humanitarian assistance and minimizing collateral damage.”

“This has been a theme throughout: how do we deter a broader conflict,” Brown said. Brown further emphasized the military’s preparedness, the efforts of the U.S. National Security Council, and the role of other foreign nations.

Lamothe then asked about what initial concerns Brown had regarding Iran’s attack on Israel on April 13th.

“First thing I’ll tell you is that I didn’t have a lot of concern because I have complete confidence in our force and they were well-prepared,” Brown said. He emphasized the work of the U.S. military in the week leading up to the April 13th attack and explained the communication and collaboration between the Pentagon and White House that happened the day of.

Turning to the topic of Ukraine, Lamothe noted that despite the recent aid package approved by the U.S. Congress, many think that “Ukraine will continue to be outgunned this year. What do you see as the likely outcome this summer?”

“When Ukraine is supplied, they have been able to be effective,” Brown said, stressing the importance of continuing to provide support.

“Even broader than this: what happens in one corner of the world does not stay in one corner of the world,” Brown added. “Unchecked aggression provides opportunity for future aggression.”

Next, Lamothe asked about building trust in the U.S. military. “We’re in a time where there is dwindling support for the U.S. military in a lot of polls. There are concerns about American democracy at large. What does it take to build new faith in the American military?” Lamothe asked.

“Trust is the foundation of our profession. And part of that, my focus, is not only maintaining the trust we have but to continue to build upon it.” Brown added, “I think the most important thing I can do is lead by example.”

Brown also emphasized the importance of being non-partisan as a military member. “Our oath is to the Constitution of the United States, to an ideal— not to a leader, not to an office,” Brown said.

Students then had the opportunity to ask Brown questions.

Captain Trevor Barton, Omar Bradley Fellow and McCourt Student studying national security issues asked: “What is your assessment, as the Chairman of the Joint Chiefs, of the current health of the defense industrial base related to our production capability, and what can policymakers do to increase the resiliency of the defense industrial base?”

“There’s key things, from a policymaker standpoint, that I think are very important. Consistency is probably top of the notch,” Brown said. “What I mean by that is that there’s consistency in our demand signal from the Department of Defense in what we need. And then consistency in resourcing. When you have that consistency, that helps predictability for the defense industrial base.”

MJ Ninal (C’24), a cadet in the Air Force ROTC , asked Brown about his advice for young lieutenants in this unique time of international threats and political polarization.

“Whatever job you’re going into, get really good at it. That’s probably the most important thing you can do. I’d also say ask a lot of questions. There are no dumb questions,” Brown said. “And when you ask tough questions of your leaders, it challenges us.”

One student asked Brown about the challenges of advising political leaders and what his advice was for fostering mutual understanding of perspectives and positions.

“When providing advice, you need to understand your boss, and your boss’s boss, and their intent and what their focused on,” Brown said. He emphasized that the perfect military solution does not always line up with what is going on geopolitically, economically and diplomatically, but understanding the bigger picture is key to effective conversations and problem-solving.

Lewis Williams III (S’28), a student studying applied intelligence at Georgetown’s School of Continuing Studies asked Brown, “What are some of your role models or individuals that have inspired you, whether civilian or military?”

Brown talked about the influence of his father, who was in the Army and encouraged Brown to apply. “This is all his idea,” Brown said.

“I think the other thing that has been an inspiration to me has been the Tuskegee Airmen,” Brown said, referring to the first African American military aviators in the U.S. “Just in general, what they were able to do leading up to World War II and during World War II.”

Brown recounted his experience getting to talk to some of the Tuskegee Airmen and hear their stories. He remembered Brigadier General Charles McGee and reflected on the honor it was to meet him.

Brown also answered student questions about cybersecurity, use of innovative technologies in Ukraine, climate change as a national security threat, and promoting cooperation between branches of the U.S. military.

Luke Hughes (SFS‘27) asked Brown what his message would be to incoming Georgetown students who are considering joining the ROTC.

On reasons to join, “I would say two things: One, the opportunity to serve your nation but the opportunity to gain some valuable experience,” Brown noted.

Brown emphasized the opportunities for growing as a leader, building meaningful relationships, and giving back to your community through involvement in the military.

“We need you, whether you serve in uniform or you serve in some other part of government, that’s what makes our democracy so strong,” Brown said.

GU Politics extends its gratitude to the Walsh School of Foreign Service , the SFS Security Studies Program , the Georgetown University Military and Veterans Resource Center and the National Defense Policy Initiative for co-sponsoring this event.

This article was written by Jane Wright , a first-year graduate student in the McCourt School of Public Policy.

Watch the full recording below.

Lamothe asks General Brown a question as he listens.

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