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Advanced Methods for Effective Problem Solving

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Advanced Methods for Effective Problem Solving Training by Tonex

problem solving training for professionals

This comprehensive training program, facilitated by Tonex, delves into advanced methods for problem-solving, equipping participants with a robust toolkit to navigate complex challenges. Through interactive sessions, real-world case studies, and practical exercises, attendees will enhance their problem-solving skills, fostering a proactive approach to addressing organizational issues.

The Advanced Methods for Effective Problem Solving course by Tonex is a dynamic program designed to empower professionals with advanced tools and strategies for tackling complex challenges.

Participants will delve into sophisticated problem-solving frameworks, sharpen critical thinking skills, and explore innovative approaches to address issues strategically. Root cause analysis techniques and collaboration strategies will be emphasized, providing a holistic understanding of problem-solving dynamics.

This course goes beyond conventional methods, encouraging creativity and offering hands-on application of tools through practical exercises and real-world case studies. Elevate your problem-solving proficiency and contribute decisively to organizational success with this comprehensive training.

Learning Objectives:

  • Master advanced problem-solving frameworks.
  • Develop critical thinking skills for nuanced decision-making.
  • Acquire techniques for root cause analysis and strategic issue identification.
  • Cultivate innovative problem-solving approaches.
  • Strengthen collaboration and teamwork in problem-solving scenarios.
  • Apply advanced problem-solving tools to real-world challenges.

Audience: Professionals seeking to elevate their problem-solving proficiency, including managers, team leaders, project managers, analysts, and anyone involved in strategic decision-making within their organization.

Course Outline:

Advanced Problem-Solving Frameworks

  • Overview of advanced problem-solving models
  • Integration of diverse frameworks for comprehensive solutions
  • Case studies illustrating successful implementation

Critical Thinking for Effective Decision-Making

  • Enhancing critical thinking skills
  • Analyzing decision-making biases
  • Practical exercises to apply critical thinking to problem-solving

Root Cause Analysis and Issue Identification

  • Techniques for identifying underlying issues
  • Root cause analysis methodologies
  • Case studies demonstrating successful issue identification

Innovative Problem-Solving Approaches

  • Encouraging creativity in problem-solving
  • Design thinking for innovative solutions
  • Practical exercises to foster innovation

Collaboration and Teamwork in Problem Solving

  • Building effective problem-solving teams
  • Communication strategies for collaborative problem-solving
  • Team exercises to enhance collaboration skills

Application of Advanced Problem-Solving Tools

  • Hands-on application of tools to real-world challenges
  • Case simulations for practical skill development
  • Feedback and refinement for continuous improvement

Equip yourself with the skills needed to tackle complex problems head-on with the Advanced Methods for Effective Problem Solving training by Tonex.

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Fekra

Learn Problem Solving to Eliminate the Causes for Failures and Overload

Problem solving training for result-driven managers and functional specialists to effectively eliminate the root causes of variability, gaps, defects, frustrations, and stress., cases, when to use:.

  • Frustration from never-ending fire-fighting
  • Excessive defects, uncontrolled variability
  • Stress from unhappy boss, customer, spouse
  • Working too hard, too late, risking burnout

Clients, for whom:

  • Department managers and team leaders
  • Functional specialists, engineers, controllers
  • Consultants and improvement champions
  • Anyone struggling with too many problems

Process, how it works:

  • Online training course with personal coaching
  • Apply 5 shifts to successfully address any problem
  • Eliminate causes at physical, human, system root
  • Learn proven strategies; practical templates included

Benefits, what to gain:

  • Status and recognition as expert problem solver
  • Become indispensable to the organization
  • Free time to spend with family, friends, hobby
  • Strategy for better pay and career advancement

Course Content - What You Will Learn

  • Systematically solve safety, quality, reliability issues
  • Define issue statements based on data, observations
  • Learn proven tools and techniques to tackle deviations
  • Use basic PDCA and 5-Why analysis for simple issues
  • Use Causal Factor Analysis (CFA) for disasters, accidents
  • Use Fault Tree Analysis (FTA) for rule-based problems
  • Identify cause-effect relationships between factors
  • Provide evidence to confirm or reject assumptions
  • Drill down causes at the physical, human, latent root
  • Develop actions to remove, reduce, control causes

Why Did the Titanic Sink?

Titanic root-cause analysis poster for problem-solving training.

The 13 Reasons for Formal Problem Solving

  • Undesirable condition
  • Deviation, defect, failure
  • Safety accident, incident, major risk
  • Product failure due to strength, performance, reliability
  • Line stop event
  • Regulatory non-compliance
  • Customer dissatisfaction or request
  • Cost overrun
  • Equipment breakdown
  • Process failure
  • Behavioral issue, noncompliant, disengaged
  • Repetitive or transferable problem
  • Detection failure

Ineffective Trouble Shooting

Ineffective Problem Solving

  • Fire fighting
  • Going from crisis to crisis
  • Stagnant or declining performance
  • No time for deeper analysis
  • Look for the guilty party: ”Who did that?”
  • Jumping from problem into actions
  • Generate laundry list of actions to firefight symptoms
  • Sub-optimizing one area, spot scope
  • Focus on lagging metrics (yield, sales, profits) and hope processes will improve as a result

Effective Problem Solving

Effective Problem Solving

  • Systems thinking
  • Continuous improvement
  • Systematic root cause elimination
  • Better performance after each problem
  • Allocate time to analyze, dialogue, conclude
  • Seek deep understanding: “How did that happen?”
  • Acting after understanding cause-effect relationships
  • Addressing all factors of the failure tree
  • Optimizing the value stream, enterprise scope
  • Focus on improving processes (capability) that effect actual performance metrics

The Problem Solving Training Gets You Certified

The  Beginner Problem Solving Training helps anyone to get started with systematic problem solving. Within a few days, you will learn the basic methods and tools, and apply them to solve a difficult situation in five steps: (1) Describe Gap, (2) Analyze Issues, (3) Identify Causes, (4) Address Causes, (5) Evaluate Results. Quizzes and self-evaluation forms help you to test your skills and evaluate solution the effectiveness of your solutions. 

The Advanced Problem Solving Training is for managers, supervisors, and functional specialists to build their their problem-solving skills. The course focuses on systematic root-cause analysis and developing countermeasures to effectively contain, correct, and prevent failures from reoccurring. The advanced course is supported by a coach, helping students through the process, while providing feedback to get the analysis right.

The Expert Problem Solving Training is for engineers, managers, and quality professionals to build expert skills in systematic problem solving. The course covers the deep analysis of event-based problems, rule-based problems and human failures. The expert toolkit allows you tackling deviations and defects at the system level by eliminating, reducing, and controlling the entire set of causes, identified on the logic tree – assisted by an experienced coach.

Problem Solving Training Certificate for Beginner Level

Problem Solver | Basic Skills

Online course for beginners to build foundational skills to identify, describe, contain, correct, and prevent simple problems from reoccurring.

Problem Solving Training Certificate for Advanced Level

Problem Solver | Advanced Skills

Coaching-supported advanced course to strengthen problem-solving skills, to deeply analyze and effectively address identified root causes.

Problem Solving Training Certificate for Expert Level

Problem Solver | Expert Skills

Coaching-supported expert course to solve complex problems by systematically reducing, eliminating, or controlling direct causes and root causes.

Basic Problem Solver

  • 100% online and self-certified, without coaching
  • Build basic skills in systematic problem solving
  • Ideal for beginners from any function, any level
  • Formally analyze and solve a basic problem
  • Takes 2-5 days effort during a 1-month period
  • Get access to basic videos, templates, toolkit
  • Apply multi-5-why to identify root causes
  • Formally implement a solution using PDCA
  • Create financial benefits; typ. $3k or more
  • Get your certificate "Problem Solver"

Advanced Problem Solver

  • Coaching sessions for business case and impact
  • Build advanced skills in problem-solving
  • Ideal for managers, supervisors, specialists
  • Solve an advanced problem and get feedback
  • Takes 5-10 days effort during a 2-month period
  • Get access to advanced videos, templates, tools
  • Perform root cause analysis and test robustness
  • Formally implement solutions, test effectiveness
  • Create financial benefits; typ. $30k or more
  • Get your certificate "Advanced Problem Solver"

Expert Problem Solver

  • Coaching sessions, expert validation, live support
  • Build expert skills in systematic problem solving
  • For engineers. managers, quality professionals
  • Solve a major problem, supported by a coach
  • Takes 10-20 days effort during a 3-month period
  • Get access to expert videos, templates, toolkit
  • Identify physical, human, and latent causes
  • Formally eliminate, reduce, control causes
  • Create financial benefits; typ. $60k or more
  • Get your certificate "Expert Problem Solver"

problem solving training for professionals

  • Problem Solving

Learn problem solving with online courses and programs

What is problem solving.

Problem solving is the process of finding effective solutions to challenges, obstacles, or complex situations. It involves identifying the problem, analyzing its root causes, and devising strategies to overcome it. Effective problem solving requires critical thinking, creativity, and a systematic approach to evaluate potential options and make informed decisions. The process may involve gathering information, brainstorming ideas, testing hypotheses, and adapting approaches based on feedback. Problem solving is a fundamental skill in various aspects of life, from personal dilemmas to professional tasks. It enables individuals to tackle problems methodically, adapt to changing circumstances, and find innovative solutions to improve outcomes and achieve desired goals.

Problem Solving | Introduction Image

Browse online problem-solving courses   New

Problem-solving course curriculum.

Do you need help tackling tough challenges? Learn the skills necessary to overcome obstacles in an online problem-solving course. 

A beginner course on problem solving may teach you the basic process for understanding a problem, as well as evaluating and implementing potential solutions. More specialized classes may focus on developing specific skills that can help you address problems like negotiating, effectively communicating with different stakeholders, leading teams, and managing your resources. You may also delve into specific project management methodologies like Agile. 

Problem-solving skills are transferable and can contribute to success in any environment. In the workplace, problem solvers can stand out among the competition. In personal life, problem-solving skills can help you to resolve conflicts, make better decisions, and improve relationships.

edX offers online courses that allow learners to study different topics that can help hone their problem-solving skills or any of a variety of disciplines.‌ Sign up for an accelerated boot camp or enroll in a full degree program and start working toward a bachelor's degree or (for more advanced learners) a master’s degree in a relevant subject. You can also explore executive education programs specifically designed for busy professionals.

How problem-solving skills can help your career

Job candidates with solid problem-solving skills are adaptable, resourceful, and resilient. Organizations value problem solvers for: 

Efficiency and productivity. When employees are able to solve problems quickly and efficiently, they can free up their time to focus on other tasks. 

Risk reduction. By identifying and resolving problems early on, employers can avoid costly mistakes and negative consequences. 

Resilience. In today's ever-changing world, businesses can benefit from employees who are able to adapt to change and solve problems as they arise.

Taking a course on problem solving could better prepare you for any career. Learning how to find solutions can help create better managers, employers, and individual contributors. Explore the suite of online courses made available through edX and expand your transferable problem-solving skills.

More opportunities for you to learn

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Executive Education

Master's degrees, bachelor's degrees.

Last updated August 2023

  • Open training
  • Team training

Critical Thinking and Problem Solving for Effective Decision-Making

Professional development and personal effectiveness.

An essential competency in today’s workplace

Mastering critical thinking and problem-solving skills can help you make better decisions or recommendations- an essential competency in today’s knowledge workplaces. Critical thinking helps you to examine and improve thought processes, ask the right questions, challenge assumptions and consider varying viewpoints. Effective problem-solving helps you to properly identify and systematically work through a problem in a comprehensive manner, ensuring clarity when it comes time to make decisions or recommendations.

This course will demonstrate how critical thinking, problem-solving and decision-making work optimally together, and will provide hands-on practice with tools that you can apply to your everyday workday tasks, big or small.

Learning outcomes

By the end of this seminar, you will be able to:

  • Define critical thinking and identify your critical thinking styles
  • Work through the critical thinking process to build, analyze and evaluate varying viewpoints
  • Improve key critical thinking skills, including active listening and questioning
  • Analyze context and information to clearly understand and identify a problem
  • Apply problem solving steps and tools
  • Identify appropriate solutions using specific approaches
  • Select the best technique for making decisions
  • Avoid common decision-making mistakes

Workshop topics

Maximizing the Power of Your Brain

  • Critical thinking and problem-solving the key to effective decision making
  • The Iceberg Principle and the Understanding-Resolution Ration

Critical Thinking

  • Definition of a Critical Thinker
  • Critical thinking behaviours: active listening, probing, Empty Your Bucket
  • Identify and evaluate issues and viewpoints
  • The 3 C’s: context, credibility, and consistency
  • Critical thinking worksheet- practice it!
  • Problem Solving
  • The problem-solving process- various models
  • Obstacles and counterproductive approaches
  • Problem-solving techniques for groups and individuals
  • Applying a problem-solving model to a workplace scenario

Decision Making

  • Individual and collective decision-making traps
  • How to choose: criteria, goals and vision-based decision-making
  • Individual and group decision-making tools and techniques
  • Decision-making – practical application to a workplace scenario

Prerequisites

There are no prerequisites for this course

Who should attend this course?

Anyone who is required to problem solve on the job or make important project, department or organizational decisions or recommendations

Does this course address your competency development needs?

This workshop addresses:

  • Achievement / Results Oriented
  • Adaptability / Flexibility
  • Analytical Thinking
  • Change Management / Leadership
  • Creative Thinking
  • Decision Making / Decisiveness
  • Engagement and Motivation
  • Impact / Influence
  • Innovation and Initiative
  • Self Confidence / Self Esteem
  • Strategic Thinking
  • Teamwork and Cooperation
  • Working with Others

To learn more about core competencies, click here .

$ 595 plus tax

Choose my session

  • Instructor: Barbara Odenwald

The advantages of team sessions

  • Learn and grow together as a team
  • Location and time of your choice
  • Sessions can be customized to fit your objectives
  • Surprisingly cost effective

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10 Problem Solving Training Courses for Better Solutions

Problems are almost always inevitable in your organization. Your team may end up getting into a conflict with co-workers, and customers may have problems with your product or services, among others. Luckily, we’ve listed the best problem solving training courses to help your team come up with better solutions when faced with these problems.

EdApp Problem solving training courses

1. Problem Solver by EdApp

At the heart of every problem is the desire of each side to solve the problem together and come up with solutions agreeable to everyone. EdApp’s Problem Solver teaches them how to do precisely that.

This problem solving training course gives your team creative conflict resolution solutions that are structured, reasonable, and data-driven. This program begins with an explanation of the significance of problem-solving and creativity, as well as not being bound by functional fixedness.

It also dives into many concepts and types of collaboration, as well as innovative problem-solving tactics, to better equip your teams for any challenges that may arise during problem discussions. Finally, it covers how to tackle the problem by identifying the main cause to avoid implementing band-aid approaches.

The great thing about taking an EdApp course is that there’ll be a series of quizzes included for better retention. They're presented in game formats, such as matching words, true or false, missing words, the traditional multiple-choice format, and more. These strategies make sure your team will have an enjoyable and engaging learning experience.

  • Scope: Creative problem solving, principles of problem-solving, different kinds of problem-solving, kinds of decision making

Created by EdApp

EdApp Problem Solving Training Course - Creating a Problem Statement for Your Organization

2. Creating a Problem Statement for Your Organization by EdApp

The core mission of a nonprofit organization is to solve societal, environmental, and ethical problems. But as a budding organization, it can be tough to choose which problem you and your team want to address and solve. EdApp’s Creating a Problem Statement for Your Organization can help narrow down your organization’s choices.

This problem solving training course dives into the heart of a problem statement each organization should have. It talks about the importance of narrowing down what your organization aims to solve, which can help your team focus on issues better. It also gives different examples of problem statements to help you and your team identify the strengths and weaknesses of each. This will also give them a better idea of what to use and what not to use for your organization’s problem statement.

  • Scope: Importance of a problem statement, how to write a problem statement, creating a problem statement

Created By EdApp

EdApp Problem Solving Training Course - Improving Your First Call Resolution (FCR)

3. Improving Your First Call Resolution (FCR) by EdApp

The first call resolution is a critical indicator in the customer service sector. If your support employees can fix your customers' concerns at the initial point of contact, they’ll be able to build stronger relationships with them and have a more positive experience with your company. Improving Your First Call Resolution by EdApp walks your learners through the process of reaching that goal.

This problem solving training course explains what FCR is and why it is vital for them to get one. It then supplies your team with an understanding of how to determine whether or not a problem was truly handled and how well the client experience was throughout the conversation. Finally, it offers advice on how to enhance and optimize their conversations so that any customer conflicts are handled on the first contact.

  • Scope: First call resolution overview, how to calculate FCR, how to improve FCR

EdApp Problem Solving Training Course - Handling Irate Customers (Call Center)

4. Handling Irate Customers (Call Center) by EdApp

Handling Irate Customers (Call Center) by EdApp educates your staff on how to handle and resolve client calls. This problem solving training course is ideal for your support workers that are dealing with difficult clients and tough problems. It covers how to listen to upset customers so that they can learn how to give them better solutions to their problems and even build a better relationship with your organization.

This training also includes call resolution suggestions and tactics that your team may use on their next difficult call. At the end of the course, they’ll have the opportunity to practice several mock call conversations and hone their communication skills so they can better implement these approaches in their day-to-day support interactions.

  • Scope: Call resolutions, mock call conversations examples

EdApp Problem Solving Training Course - Managing Difficult Conversations

5. Managing Difficult Conversations by EdApp

This EdApp problem solving training teaches your employees the vital information and resources they need to handle challenging and problematic talks. When a problem arises, everyone's voice should be heard. Managing Difficult Conversations teaches them how to actively listen to those they’re speaking with and check that everyone is heard. It covers subjects including prioritizing tough talks, addressing and tackling awkward interactions, offering constructive feedback, and apologizing honestly. It also teaches them how to spot frequent blunders during dispute resolution discussions.

  • Scope: Handling difficult conversations, offering negative feedback, delivering authentic apologies

Explore our library including problem solving training courses.

EdApp Problem Solving Training Course - Handling Objections with Emotional Intelligence

6. Handling Objections with Emotional Intelligence by EdApp

Keeping a cool head can go a long way toward solving problems within and outside your organization. EdApp’s Handling Objections with Emotional Intelligence will teach your team how to do just that.

This problem solving training will teach them how emotional intelligence can help them resolve collective difficulties and arguments professionally and respectfully. It demonstrates how paying attention to another person's body language and attentively listening may help them have more productive conversations. Learners will also get a module on problem resolution and constructive criticism using the appropriate emotional approach.

  • Scope: Active listening, body language, resolving conflicts

EdApp Problem Solving Training Course - Active Listening

7. Active Listening by EdApp

Problems can only be solved if your team knows how to actively listen to the people they’re interacting with. EdApp’s Active Listening details the steps and techniques they can take today to improve their active listening skills.

This problem solving training program teaches the principles of active listening to your team, which is great if they lack a basic grasp of this ability. It reviews the important listening strategies that can help people in improving their communication and relationship with one another. The second half of this course is dedicated to avoiding bad listening habits at all costs. These poor behaviors include listening to what isn't being said and speaking without making direct eye contact. It also digs into the difficulties of active listening and suggests ways to overcome them while dealing with conflict and problems.

  • Scope: Active listening strategies, bad listening practices

EdApp Problem Solving Training Course - Retail Services - Communication

8. Retail Services - Communication by EdApp

Communication is key to being able to smoothly navigate through problematic situations. This is especially true in retail services. That’s why EdApp designed a communication course dedicated to helping your retail teams get out of sticky situations.

In this course, your employees will learn how to actively listen to customers to better understand them and the possible issues they may have. They'll also become acquainted with open and closed-type inquiries, allowing them to select the best question type for various scenarios and interaction goals.

By the end of this training, your retail teams will be more engaged and strategic in their work. Observe how they engage and communicate with clients more effectively and often, resulting in greater sales and happier customers.

  • Scope: Active listening, differences betweenopen vs closed questions, how to use open questions

EdApp Problem Solving Training Course - Effective Communication in Customer Service

9. Effective Communication in Customer Service by EdApp

EdApp's Effective Communication in Customer Service course was developed to improve customer service workers' listening abilities for better and faster problem resolution. So, if you manage a team in a similar field, this is an ideal course to consider.

This problem solving program comprises three short sessions that address themes, such as empathy, the function of active listening in developing a great customer connection, and the impediments to successful listening. It walks your team through the process of active listening and presents listening tips and tactics. Some examples are using verbal signals to demonstrate attention while interacting with customers and clarifying by summarizing and asking open-ended questions. There's also a lesson that emphasizes some of the typical issues that will keep your team from actively listening, even if they're using the strategies you've taught them.

  • Scope: Active listening, active listening in customer interactions

EdApp Problem Solving Training Course - Expectations Setting

10. Expectations Setting by EdApp

Knowing how to properly set different people’s expectations can go a long way in solving and avoiding problems in your organization. EdApp’s Expectations Setting will teach your team the tips and tricks for how to appropriately set expectations.

The problem solving course helps your learners avoid the pitfalls of having unreasonable expectations, which typically lead to disappointment, problems, frustration, and broken relationships. They'll learn how to deal with collaborative goal setting so that everyone feels consulted and heard, including outlining expectations for each party.

  • Scope: Elements of expectations, avoiding unrealistic expectations

Create better solutions with problem solving training courses

In both a professional and personal setting, problems are almost always unavoidable. People with different opinions, backgrounds, and personalities can clash and create problems and conflicts inside and outside your organization. As a leader, it’s vital to equip your team with the right problem solving skills so they know how to get themselves out of sticky situations and create better solutions for everyone. Read our list of problem solving courses to get started on problem solving skills training today.

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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 :

4 Stages of Design Thinking

  • 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 .

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Problem Solving Skills Corporate Training Course

Problem-solving is essential in every aspect of life, especially in the workplace, where it determines an organization's success. Edstellar's Problem-Solving Skills Training enables professionals to identify and analyze problems, create and evaluate solutions, and make informed choices by developing a problem-solving mindset.

Problem Solving Skills Training

Drive Team Excellence with Problem Solving Skills Corporate Training

On-site or Online Problem Solving Skills Training - Get the best Problem Solving Skills training from top-rated instructors to upskill your teams.

Problem-solving is an essential skill in every aspect of life, particularly in the workplace, where it plays a critical role in determining the success of an organization. Edstellar's Problem-Solving Skills Training focuses on building a problem-solving mindset that is essential to successfully navigate the challenges that arise in the workplace so that employees identify and analyze problems, generate and evaluate potential solutions, and make effective decisions.

The training program emphasizes developing the analytical, critical thinking, and creative skills needed to solve complex problems in the workplace with the help of various interactive learning activities, including simulations, case studies, and group discussions.

With a team of experienced trainers, Edstellar offers annual training tailored to meet the specific needs of different organizations.

How does Problem-Solving Skills Training benefit professionals?

  • Assists professionals in analyzing difficult challenges.
  • Improves self-confidence by applying problem-solving methods to their work.
  • Enables professionals to analyze alternatives and make informed judgments.
  • Problem identification, data analysis, and solution generation improve as professionals gain problem-solving abilities.
  • Enhances teamwork and problem-solving.
  • Raises the productivity graph and increases customer satisfaction by strengthening problem-solving abilities.
  • Encourages adaptivity and resilience to unanticipated situations.
  • Strong problem-solvers make valued employees and leaders.
  • Finally, problem-solving skills inculcate happiness by making professionals feel more capable of handling obstacles.

Problem-solving skills training is an investment every business needs to make to stay competitive in today's fast-paced and complicated business world. By investing in Edstellar's Problem-Solving Skills Training, organizations expect to significantly improve overall performance and achieve long-term success.

Problem Solving Skills Training for Employees: Key Learning Outcomes

Develop essential skills from Edstellar, an industry-recognized Problem Solving Skills training provider. Professionals who complete Problem Solving Skills training will be able to:

  • Increased awareness and sensitivity to diverse perspectives and solutions.
  • Enhanced resilience to overcome obstacles and persist in finding solutions.
  • Improved self-confidence and self-efficacy in approaching and solving problems.
  • Greater adaptability and flexibility to adjust problem-solving strategies as needed.
  • Greater ability to manage and prioritize tasks and resources for effective problem-solving.
  • Increased creativity and innovation to generate new and unique ideas for problem-solving.
  • More effective communication skills to collaborate with others and share ideas and solutions.
  • Improved analytical skills to better understand complex issues and identify potential solutions.
  • Enhanced critical thinking abilities to evaluate and weigh different options and make informed decisions.

Key Benefits of the Training

Following are some of the key benefits of Edstellar's onsite / virtual Problem Solving Skills training:

  • Get this training in the language you prefer
  • Track multiple training projects on the Edstellar platform
  • Shortlist and select the best problem-solving skills trainer(s)
  • Internationally qualified and verified problem-solving skills trainers
  • An instructor-led platform for in-person or virtual training across the globe
  • Dedicated instructor-led training management solution to plan annual training programs
  • End-to-end training design, plan, operations, and execution with dedicated project coordinators from Edstellar

Problem Solving Skills Training Topics and Outline

Our virtual and on-premise Problem Solving Skills training curriculum is designed by experts according to current industry requirements. This training program provides an interactive learning experience focused on the dynamic demands of the field, making it relevant and practical for every participant.

Introduction to Problem-Solving

The first module covers the basics of how to solve problems and explains why problem-solving skills are important and their role in an organization's success.

Strategies for Investigating Problems

Team members learn how to look into and analyze problems in a structured and methodical way through this module, collect and analyze data to find root causes, and use tools like flowcharts and fishbone diagrams to see and organize information.

Barriers to Problem-Solving

As part of this module, employees learn about common aspects that get in the way of solving problems well and how to get around them, recognize cognitive biases, and approach problems with an open mind.

Tactics for Solving Problems and Crossover Tactics

This module dives deeper into exploring specific tactics for solving problems and how to apply them in different situations. Crossover strategies are also investigated, which borrow methods from one area for use in another.

Problem-Solving Cycle

This module focuses on the problem-solving cycle and how to use it to approach problems in a structured and methodical way. Teams learn how to identify problems, gather and analyze data, develop and implement solutions, and evaluate how well it works.

Applying Critical Thinking to Everyday Problems

An in-depth look at how to apply critical thinking to common workplace issues is provided in this module. The team members learn how to weigh arguments and evidence, spot assumptions and biases, and make decisions based on good information.

Improving Decision-Making Skills

In this final module, professionals learn how to improve their decision-making skills in the workplace, use decision-making models, such as the decision matrix, and use data and information to make informed decisions.

This Corporate Training for Problem Solving Skills is ideal for:

What sets us apart, problem solving skills corporate training prices.

Elevate your team's Problem Solving Skills skills with our Problem Solving Skills corporate training course. Choose from transparent pricing options tailored to your needs. Whether you have a training requirement for a small group or for large groups, our training solutions have you covered.

Request for a quote to know about our Problem Solving Skills corporate training cost and plan the training initiative for your teams. Our cost-effective Problem Solving Skills training pricing ensures you receive the highest value on your investment.

Our customized corporate training packages offer various benefits. Maximize your organization's training budget and save big on your Problem Solving Skills training by choosing one of our training packages. This option is best suited for organizations with multiple training requirements. Our training packages are a cost-effective way to scale up your workforce skill transformation efforts..

125 licenses

64 hours of training (includes VILT/In-person On-site)

Tailored for SMBs

350 licenses

160 hours of training (includes VILT/In-person On-site)

Ideal for growing SMBs

900 licenses

400 hours of training (includes VILT/In-person On-site)

Designed for large corporations

Unlimited licenses

Unlimited duration

Edstellar's problem-solving skills training is beneficial for all corporate employees.

Prerequisites for Problem Solving Skills Training

The course does not require any experience.

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Bringing you the best problem solving skills trainers in the industry.

The instructor-led Problem Solving Skills Training training is conducted by certified trainers with extensive expertise in the field. Participants will benefit from the instructor's vast knowledge, gaining valuable insights and practical skills essential for success in Problem Solving Skills practices.

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An all-in-one platform for all Instructor-led corporate training, delivered on-site/virtually, for global teams. With an extensive catalog of over 1000 tailored programs across various disciplines (Technical, Behavioral, Management, Compliance, Leadership and Social Impact)

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HBR IdeaCast podcast series

Stuck on a Problem? Try Switching Up Your Approach

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Top 15 Problem-Solving Activities for Your Team to Master

May 27, 2022 - 10 min read

Brianna Hansen

Some people see problems as roadblocks, others see them as opportunities! Problem-solving activities are a great way to get to know how members of your team work, both individually and together. It’s important to teach your team strategies to help them quickly overcome obstacles in the way of achieving project goals.

In this article, you’ll explore 15 problem-solving activities designed to enhance collaboration and creativity. Additionally, if you want to discuss the insights and outcomes with your team after the activities, you can use Wrike’s actionable meeting notes template. This template allows you to record meeting discussions, assign action items, and ensure that everyone is on the same page.

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

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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 training for professionals

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 Hansen

Brianna is a content marketing manager at 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.

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Users can set "do not disturb" hours so they won’t receive distracting notifications, and use a batching system to take care of all secondary communication outside of their focus times.  Asynchronous communication gives employees the freedom to focus without that fear of missing out on important decisions. When companies empower employees to communicate within dedicated time frames, they send the message that they appreciate when employees focus on single tasks, rather than splitting their attention between communication and assignments.  3. Implement: "No Agenda, No Meeting" It’s many people’s worst office nightmare: a meeting with no plan. Requiring that all meetings — no matter how trivial or informal — have at least a bullet point outline puts both planners and attendees at ease.  Agendas also keep your teams focused on outcomes. Teams that plan in advance and share agendas stay on track and reduce distractions that can devolve into lost time and unhelpful disagreements. Build policies about tangential discussions and how to deal with disagreements, so your employees know how to handle new and uncomfortable situations. Meeting agendas protect meaningful individual work time, and helps the group stay on task. This reduces friction due to off-topic talking, lets attendees collect their thoughts and ideas before the meeting, and defines the scope of work so all participants understand what’s expected. Collaboration is much easier when everyone knows what’s required.  Once the group completes the agenda, release employees to check off the items on their personal to-do lists. You can always schedule follow-up meetings to resolve new issues.  4. Build an Inclusive Remote Work Infrastructure Finding top talent is harder than ever, and ensuring that your employees have a good work-life balance is an HR necessity. The Federal Bureau of Labor Statistics reported that 24% of employees worked from home at least part of the time in 2015. Working remotely from a home office or co-working space in a different city can increase employee happiness and productivity and limit distractions from office shenanigans (looking at you, Sales Departments).  Companies that allow remote work or work from home policies need to build communication and collaboration into the lifestyle of the company. Use video conferencing, chat programs, screensharing & remote desktop access, and project management tools to bring employees together virtually around your  goals.  Ensure that not only workers but also managers and executives understand how to use the remote technology, and are comfortable engaging with the crew. Use your video calls for 1:1 weekly meetings to check in, and build chat channels where your whole team can hang out. Allow teams to build their own chat channels around shared interests (Trivia, Fantasy Football, great restaurants, etc.) to cultivate a connected culture and engage employees during downtime. These connections remind us that our colleagues are more than their work projects, they are people too. Humanizing remote teammates helps to foster empathy, which in turn smooths out whatever rough patches you'll hit during collaboration.  5. Build Relationships via Tough Conversations Whether collaboration takes place in the office or remotely, in real time or asynchronously, in a conference room or in the middle of an open office, it’s important to build communication policies that promote openness and honesty. Conflict and criticism are inevitable, but collaboration doesn’t have to suffer: the whole team can communicate with emotional intelligence.  By planning for the inevitable, you can ensure that tough conversations happen with sensitivity—building relationships among team members, instead of eroding them.  Designate mediators for teams, plan regular communication skills workshops (quarterly, not just once a year), and discuss different communication styles.  Collaboration is More Than Seating Arrangements  Improved team collaboration takes more than sticking everyone in a room and hoping individual genius will compound in a group setting. Real business-oriented collaboration requires careful planning, investment in technology, and breaking down outdated ideas of what teamwork and productivity look like.  About the Author: Tamara Scott is an analyst at TechnologyAdvice, a research company that connects buyers and sellers of business technology. She writes about project management, marketing, sales, CRM, and many other technology verticals.

Making Mistakes at Work: What to Do if You're in the Wrong

Making Mistakes at Work: What to Do if You're in the Wrong

All of us have felt the fear of admitting when we’ve made a mistake at work. We may be terrified to tell our manager, or nervous about the impact our mistake could have on the business. But mistakes are completely normal and should be viewed as an opportunity to grow. This article aims to provide a deeper insight into why this fear of making mistakes at work exists and how to overcome it. We’ll also provide advice to managers on how to react and problem solve collaboratively as a team.  Why is there a fear of making mistakes at work? Making mistakes at work can be scary. This is especially true if you’re the sole breadwinner of your household or rely on your position for everyday expenses like rent. When the stakes are high, it’s normal to worry about what-if scenarios when something goes wrong. In rare cases, extreme perfectionism is diagnosed as atelophobia which is the extreme fear of making mistakes.  While these are all valid reactions, making mistakes at work can actually improve your relationship with management and provide opportunities for self-improvement. But first things first, you have to adjust your mindset and overcome those fear-based feelings that are keeping you paralyzed.  Overcoming the anxiety of making mistakes at work If you’re like most people, you probably feel a knot in your stomach when something goes wrong at work. It could have been a minor mishap that no one noticed or a major mistake that cost your company a huge sum of money.  Regardless of what happened, overcoming the anxiety of making mistakes at work is the first step to finding a solution. If you skip this part of the process, you may find yourself covering up issues that could have been fixed, making things worse long-term, or even getting found out by your boss. Follow these steps to overcoming work-related stress and bounce back stronger than before after you’ve messed up:  Step 1: Process your emotions It’s natural to feel frustrated and embarrassed when something goes wrong at work. But, after a few seconds, the feeling should pass and you can begin to think logically. If it doesn’t happen quickly, take some time to process these emotions. Talk it out with a trusted friend, voice journal about it in your car, or take a walk outside to get some fresh air before starting fresh.  It can be hard to maintain a sense of balance when you’re upset. Try to make sure that your emotional response is proportional to the mistake you made. Step 2: Keep perspective If you make an error at work, it’s likely not a life-or-death situation. Most of the time, it can be corrected or resolved quickly. If you don’t find the right perspective, your mind may get too focused on the negative consequences of your mistake, which can trigger more errors in the future. Step 3: Acknowledge the mistake If you need to apologize for an error, do it quickly and politely. If it’s a small issue, a sentence or two via email or chat messenger is enough to make amends. If it’s a larger issue, consider holding a meeting or giving your manager a quick phone call. Also, make sure to tell your boss about how you intend to prevent this mistake in the future. Step 4: Review your response It’s so easy to get distracted by all your other goals and projects that you can forget about anything else that went wrong before you got to this point. Taking the time to review your response to the mistake helps you improve in case it ever happens again.  Ask yourself questions. Do you make the same mistake over and over again? If so, what changes can you make to prevent this from happening? Step 5: Practice self-care Getting back into a healthy routine can help you release pent-up energy and prevent making mistakes at work in the future.  To some, the concept of self-care may seem like a trend or luxury. But making sure you’re feeling your best is critical for improving your confidence and your performance at work.  Issues such as sleep deprivation, poor nutrition, and dehydration can lead to mistakes you otherwise wouldn’t have made if you had been taking better care of yourself.  Step 6: Evaluate your own performance The easiest way to earn people's trust is to consistently deliver stellar work. Even though you may have failed in the past, there's still time to move on and create a successful and rich working life. Remember, a mistake or two over the course of an otherwise successful period will not make or break your career.  How should managers react to mistakes at work? Managers are responsible for reacting to and assisting employees with mistakes at work. Even in the most high-pressure situations, doing so with care is not only good for morale but will prevent similar mistakes in the future. How a manager reacts to mistakes at work can make all the difference between transformational leadership and losing otherwise great employees.  Great managers understand that we can all learn from our mistakes. Mistakes help us develop as individuals and as a team.  Great managers can also recognize when they themselves have made mistakes. Before you approach a team member, take a close look at yourself to see if you're really worried about their work. If so, what do you think about their performance? Who is responsible for their work so far?  You may find that you’ve contributed to the environment, the process, or the miscommunication that made the mistake possible. Reflecting on this ahead of time will relieve everyone of playing the blame game and instead solve the problem from a fair and level-headed place.  Additionally, managers should make sure that each mistake is a teaching moment. It may be hard but don't try to fix the problem. Instead, frame it as an opportunity to improve and develop.  When approaching an employee who has made a mistake, start by being curious about it. Ask questions about what happened and what their perspective is on the situation. Use active listening skills when speaking to team members, as it will let them know that you are paying attention. They may fess up immediately. If they take the blame for something that wasn’t their fault, which is pretty common, address that. If they don’t admit to making a mistake, approach the situation with care and focus on the issue, not placing blame.  Give the team members the autonomy to figure it out on their own. Then, provide your feedback in a fair and balanced manner. Afterward, encourage them to learn from it and avoid repeating the same mistake. When communicating with an employee who has made a mistake, in-person meetings are often best. However, many teams are now made up of contractors, gig workers, and freelancers who work remotely so a physical location is not always accessible. If that’s the case, lean on digital tools to illustrate the issue.  For example, reports and individual task assignment lists from project management tools. These can also be used to prevent future mistakes, as managers can easily use them to communicate the actions and behaviors expected of team members and improve the overall work management process.  There may be times when mistakes happen over and over again. If that’s the case, the employee may be engaging in a pattern of behavior that keeps them from performing at their best. Managers can step in and provide ideas for healthy habits that will prevent the same type of mistake from cropping up again.  For example, you can ask a marketing team member to overcome a common marketing mistake of missing a content publishing deadline by writing a to-do list every day. This will help them stay on top of their tasks while also motivating them to finish their work at the same time.  In a nutshell, it’s important to understand that punishment for infrequent mistakes is unfair and ineffective. These mistakes offer opportunities to improve, which both managers and employees can embrace. How to admit a mistake in a professional environment You may end up in a situation in a professional environment where an apology is needed. And when it comes to making mistakes at work, honesty is the best policy. Certain actions can break trust, but an apology can help rebuild it.  In your explanation, it's important to detail why you acted the way you did. It shows that you care about how those around you are affected by your actions. It's important to address the person you're apologizing to by name, regardless of their status. Having an open conversation can help both of you understand the other person better, and it can prevent an insincere apology from happening. If the mistake you made affected someone personally, it's important to validate the feelings of the other person. Having the courage to admit that you're sorry can make a huge difference in how people treat you.  Take responsibility for your actions and have a plan in place for how to make amends before you approach the appropriate person or people.  Having a plan in place shows that you're thinking about how to make things right. You may even want to read about examples of taking responsibility at work and model your behavior on whichever feels appropriate for the situation.  However, don’t get carried away and make promises you can’t keep. It's important to set goals that are realistic so that you can avoid repeating the mistake.  If your apology is accepted, you can then try negotiating a solution by asking the other person to reflect on the situation and consider their feelings.  After you apologize, make a greater effort to keep your promises and not repeat the same mistake. Doing so can help improve the situation and make the other person feel more comfortable. How to learn from mistakes at work It's important to come clean and admit your mistake, but it's also important to move forward with a positive mindset. You'll most likely feel a bit down about your mistake right after it happens. But by learning from it, you can improve and become more resilient in the long run.  Start by creating a plan for improvement. If you made a minor mistake, then creating personal goals and action plans will help you put those lessons into action. You can learn a universal lesson from nearly any situation, no matter how unique it is. For example, if you learned that a mistake was made because of your forgetfulness, implementing organizational strategies to improve your memory could help. Next, keep track of progress over time in a notebook or virtual document. Be sure to note the highlights along with the lowlights. Look for patterns. As they come up, add them to your action plan or personal goals list.  Monitor whether or not these changes have led to better, more consistent outcomes. If not, adjust and keep going.  Lastly, don't be afraid to ask for help if you're unsure which strategy or tool will work best for you. Managers are there to support your performance. If you approach them with honesty and vulnerability, they’ll likely be flattered you thought to ask. They may even offer advice or make changes that will improve productivity for you and the rest of the team.  In conclusion The pressure to perform at a high level can often result in mistakes and inefficient habits. Learn from your mistakes and take ownership of them. Communicate in an open and honest manner. Ask for or provide help when needed and remember that every new mistake is also an opportunity for better performance. How Wrike can help you avoid unnecessary mistakes at work With so many files, folders, updates, and chat threads to keep track of, mistakes are easily made when you try to get through your day without a work management platform. Wrike offers a variety of features to help you stay on top of your workload easily, and avoid unnecessary confusion that can lead to mistakes at work. Full project visibility, including real-time updates and approvals, means that you can ensure every stakeholder is informed of what you're working on, with your tasks going to the correct approver every time. One shared space with over 400 app integrations means communication has never been easier, no matter where you or your team are based. And Wrike's Automation Engine allows you to streamline your processes and automate the time-consuming admin tasks that, when tackled manually, can easily be done incorrectly.  Try it out for yourself with a free two-week trial.

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One-hour Webinar

Problem Solving and Decision Making for Administrative Professionals

Great decision-making is a skill you can learn to perfect with training & practice.

problem solving training for professionals

Apr 9 • 6:00 PM Coordinated

Webinar Event + Digital Download

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Bundle and save—get both the event and the digital download and save $100!

If you’re looking to further your administrative career, there’s a handful of skills that will help you stand out. Experts say problem-solving and decision-making skills top the list.

That why's we developed this one-hour webinar. It provides the essential training you need to confidently solve everyday problems and make decisions that result in better outcomes.

See for yourself when you sign up for Problem Solving and Decision Making for Administrative Professionals.  By sharpening these important skills, you'll be better equipped to advance your career. Here’s a look at your agenda:

  • Easy techniques for  solving problems systematically  with less stress
  • 6-step foolproof process  for solving any problem
  • How to  gain more confidence  in your decision-making skills
  • Problem-solving under pressure  and fighting your fear of failure
  • How  brainstorming impacts problem solving  and your decision-making process
  • When it’s okay to trust your gut  on a decision — and when it’s not
  • Plus much more, including  how to   avoid the common pitfalls  of problem solving and decision making

Questions? Check out our Webinar FAQs to learn more

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Top 22 Virtual Problem-Solving Activities to Strengthen Any Team

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We live in a fast-paced environment where challenges often arise, both personally and professionally.

Especially in today’s workplace, professionals have to deal with social, ethical, and organisational problems.

This is where problem-solving skills come into play.

Strong problem-solving tactics can improve creativity and help team members make efficient and informed decisions.

While every professional might not be a natural born problem-solver, there are a lot of resources to help develop these skills.

In this article, we’ll go over the definition of problem-solving activities, their main benefits, and examples that can be put into practice in the workplace.

What Are Problem-Solving Activities?

What are problem solving activities

These activities require problem-solving skills, which help find solutions for difficult situations.

Like any other skill, these tactics are best learnt through practice.

To make problem-solving activities worth the ride, participants have to be open-minded, listen to others, and accept alternative ideas and solutions.

An agile mindset can also be beneficial when participating in such activities because they’re based on understanding, collaborating , learning and staying flexible.

As problem-solving games are group activities, participants must be willing to collaborate and embrace agility and flexibility.

Another critical aspect is creating the mindset that there are no winners or losers.

The goal of these activities is to share strategies and learn from each other, rather than compete against one another.

The Four P’s to Problem-Solving

The four Ps to problem solving

By following the four P’s in the problem-solving guide, one can resolve almost any problem that comes along.

Problem-solving activities begin with a discovery phase, where the problem is identified.

This is the step where you understand, dissect, and learn about the problem you’re trying to solve.

Until the problem has been well defined, you can’t move forward and prepare to form the right solution.

After you’ve analysed the problem, you have to develop several courses of action to solve the issue.

This is the phase where you generate several possibilities to ultimately decide on the best course of action for your problem.

After the problem has been defined and resolutions have been listed, it’s time to take action.

This is the step where you find the best approach and implement a plan that needs to be followed with precision.

You need to first visualise your plan and then execute it.

When the problem has been solved, you need to evaluate the plan and assess whether it could be improved for future situations.

While you should do your best to solve the issue, the truth is that there is always room for growth.

Reviewing and checking for room for further improvement is essential because it can help you achieve even greater results in the future.

Benefits of Developing Problem-Solving Skills in the Workplace

Benefits of developing problem solving skills in the workplace

Employees are often asked to think outside the box for projects or find alternative solutions for work problems.

Problem-solving tactics are a great way to practice valuable skills relevant in the workplace.

There are a lot of situations where processes and workflow in organisations need improvement. Or, when deadlines are tight, team members have to find ways to deliver on time.

These are the exact scenarios that can be overcome if the team is able to turn problems into actionable solutions.

After all, performance is closely related to employee efficiency as achieving companies’ goals on time is crucial to success.

Having team members with good problem-solving skills means they can use critical thinking to make better decisions and ultimately increase business productivity and growth.

There are a wealth of advantages that problem-solving activities can bring to teams.

Here are a few benefits you can expect from employees well equipped with problem-solving skills:

Better risk management

Simply put, risk management skills help people know what could go wrong, assess risks, and finally take action to solve an issue.

Some people are very good at handling risk, while others are afraid of risky situations.

Whichever way your team members are naturally inclined, problem-solving techniques are here to help.

Participating in problem-solving tasks trains the mind to handle stressful situations better.

It’s impossible to avoid risk, and this is why it’s essential to be confident that your team knows how to handle risk and turn it into opportunity.

Better thinking

Better thinking

Team problem-solving techniques stimulate better thinking by pushing people to find progressive alternatives.

Better thinking also develops analytical skills, which help people find logical explanations for problems and identify practical solutions.

Better communication skills

As mentioned earlier, problem-solving activities are group tasks that can only be performed if participants work together.

Humans are competitive by nature which can be problematic when trying to create a cohesive team. Problem-solving skills nurture understanding and collaboration within a company.

By solving problems together, employees learn how to better communicate and listen to others.

Having transparent and effective communication improves engagement and productivity and leads to better relationships .

Increased team cohesion

If your team already has good communication skills , this will likely lead to increased team cohesion .

Regardless of your business’s profile or size, success comes from having a united team.

Team cohesion reduces anxiety, brings motivation, and increases employee satisfaction.

Being on a cohesive team means that employees work together for the same goal, and everyone contributes to the group’s overall success.

People are social creatures, so it’s imperative that everybody feels heard, understood, and included.

Efficiency / increased productivity

Exercising problem-solving activities can boost performance and workplace productivity, leading to overall growth and profits.

Having solid problem-solving skills equips employees with the ability to find efficient solutions promptly.

By reducing the time spent solving specific problems, companies benefit from improved workplace productivity , leading to better profit margins.

creativity

Problem-solving activities foster creativity and encourage team members to express their ideas.

Creative thinkers know how to find the balance between analytical skills and innovative solutions, thus providing new perspectives.

No matter how well-established company processes are, there are always situations that require alternative ways of thinking.

Creative thinking skills boost people’s confidence in putting forth unique ideas.

List of the Top 22 Virtual Problem-Solving Activities

Virtual problem-solving activities for teams are meant to challenge participants to think outside the box and find solutions to problems while also having fun. Remember that these exercises should be playful and enjoyable.

Here is a list of virtual problem-solving activities that teams of any size can play:

  • Dumbest Idea First
  • Brainstorm Ideas
  • End in Mind
  • Stop, Start, Continue
  • Idea Mock-Ups
  • Be a Character
  • Crossword Puzzles
  • Online Escape Rooms
  • Murder Mysteries
  • Virtual Hackathons
  • Treasure Hunts
  • Moral Challenge
  • Improv Games
  • Poem/Story Challenge
  • What Would You Do?
  • Lost at Sea
  • Coworker Feud
  • Virtual Code Break
  • War of the Wizards
  • Ultimate Game Show

Online problem-solving activities can be played through video conferencing platforms, such as Zoom, Skype, Google Meet, Webex, etc.

Let’s take a closer look:

1. Dumbest Idea First

Dumbest Idea First, as the name suggests, is a problem-solving exercise in which participants are asked to think of the dumbest possible solutions to the problem presented.

After all ideas have been presented, look through the list.

You might be surprised to find that some ideas are not as dumb as first thought!

Helps with : creative problem-solving .

2. Brainstorm Ideas

One of the most common problem-solving activities is brainstorming ideas with your team.

Brainstorming ideas’ objective is to generate as many ideas as possible.

After the list is complete, team members review them and decide which is most suitable for the given scenario.

There are a lot of methods to aid the brainstorming process.

You can play word games, create a mood board, play improv games, or even doodle.

Helps with : lateral thinking.

3. End in Mind

The End in Mind technique is an excellent activity for solving group problems that require participants to start with the end.

In this exercise, you have to backtrack, finding solutions for the issue.

It challenges team members to think of the “what,” “why,” and “how” of a problem, thus coming up with alternative approaches.

Helps with : analytical thinking.

4. Stop, Start, Continue

“Stop, Start, Continue” is a technique used for delivering or requesting feedback.

This problem-solving activity consists of a list of three categories that each member has to think about:

  • Stop: three things that the team should stop doing
  • Start: three things that the team should start doing
  • Continue: three things that the team should continue doing

This exercise aims to solve problems in new ways while also having fun.

Helps with : team cohesion, critical thinking.

5. Idea Mock-Ups

Idea mock-ups are processes in which solutions to problems are found via mock-ups.

It’s a virtual solving problem activity as you can use images from the internet that can be easily shared with the team members.

This exercise aims to have players try out a bunch of different scenarios until the perfect match for the problem is found.

6. Be a Character

Be a Character

Have you ever dreamed of being a character from a movie or a book? Then this is the perfect exercise for you.

By playing this group game, participants impersonate a character and approach problems through that person’s mindset.

Helps with : creativity , thinking outside the box.

7. Idea Trial

The Idea Trial is another fun virtual problem-solving activity that encourages participants to find solutions for a particular problem.

Players need to present their ideas to the “court.”

They can go through the entire process, such as opening and closing statements, and call witnesses to support their ideas.

Helps with : risk management, communication skills.

8. Crossword Puzzles

Everybody has heard of crossword puzzles, but not everyone has thought of transforming them into a virtual problem-solving activity.

All you have to do is use an online crossword puzzle to create a custom puzzle for your team.

To make it more exciting and engaging for your team, you should consider your company’s niche and your teammates’ interests.

Helps with : critical thinking.

9. Online Escape Rooms

Like in-person escape rooms, their online counterpart requires participants to escape rooms and work together to solve puzzles virtually.

Digital escape rooms provide two alternatives for players: either a Zoom room led by a host or from a specialised website.

These are significant virtual problem-solving activities that are both fun and challenging.

Helps with : cooperation, communication.

10. Murder Mysteries

Murder mysteries are story-based problem-solving activities that require participants to take on the roles of suspects and detectives.

The aim of the game is to identify the killer by searching for clues and occasionally solving small puzzles.

These group exercises are complex because they require players to be observant and search for hidden clues using logic.

Luckily for you, there are many options for playing murder mystery games online .

Helps with : observation, logical thinking.

11. Virtual Hackathons

Hackathons are events where a group of people pitch a product or service in a given period.

Even though it originated in the programming world, hackathons can be easily applied to any industry.

Virtual hackathons refer to the online version of these events, where participants work together via online meeting software to design solutions.

These are great virtual team problem-solving activities because they don’t require much organisational work.

You just have to announce the event’s theme, explain the problem when the hackathon begins, and set a timeline.

Helps with : efficiency, cooperation.

12. Treasure Hunts

Like escape rooms or murder mysteries, treasure hunts are group games that require players to find hidden objects by following a trail of clues.

Treasure hunts are fun problem-solving activities that teach participants how to collaborate and communicate with each other.

They can have specific themes or be a more general hunt.

Helps with : communication, cooperation.

13. Moral Challenge

While most group problem-solving activities focus more on finding alternative problem resolutions, moral challenges lean more towards ethics.

These group techniques are just as important as the others as not all problems are factual; some are ethical.

Moral challenge exercises are better played in a group because each participant can represent a different opinion or moral belief.

The moral issue becomes harder to resolve and implicitly forces team members to find common ground.

Moral challenges are equally important in decision-making processes as rational thinking.

Some of the most well-known moral challenges online are the Moral Machine or the Dilemma .

Helps with : communication skills.

14. Improv Games

Improv games have their roots in acting and comedy and are group activities designed around participants’ acting without a script, or improvising.

These problem-solving activities force players to keep the story going in an entertaining and logical way.

This kind of group exercise helps build collaborative skills while boosting team members’ confidence.

Helps with : collaboration, imagination.

15. Poem/Story Challenge

If most of the problem-solving activities mentioned are based on logical thinking, the poem/story challenge revolves around writing skills.

While not all businesses rely on this, it’s still an excellent exercise for groups, as it stimulates the imagination and improves public speaking.

All you have to do is ask participants to create a story or a poem using a limited word bank.

After they have crafted their stories, they read them aloud in front of the group.

Helps with : creativity, public speaking.

16. What Would You Do?

“What Would You Do?” is a hypothetical problem-solving activity that challenges your team to brainstorm ideas and react to different scenarios.

To play this game with your team members, prepare some problem-solving stories in advance, then read them one by one.

Participants have to say what they would do in these circumstances.

Helps with : lateral thinking, imagination.

17. Lost at Sea

Lost at Sea, also known as Stranded at Sea, is a team-building activity that encourages interaction and teamwork.

Give participants a scenario where they’re stranded on an island with just a handful of objects.

To increase their chances of survival, they need to rate the objects based on their utility.

Players should work individually first and then together to decide which objects are most important.

If multiple groups play this game, the moderator can ask each group to compare their individual and collective rankings.

They should also consider why any scores differ.

At the end of the game, players reflect and feedback on their choices.

Helps with : decision making, collaboration, critical thinking.

18. The Hunt

Treasure Hunts

Its purpose is to challenge players to collaborate under pressure as they compete for glory.

This is a virtual problem-solving activity suitable for a business of any size.

It works best played in small teams of four or five, so players have the opportunity to interact with one another.

Helps with : team decision making, lateral thinking, creativity.

19. Coworker Feud

Coworker Feud

This game is a new take on the classic game show Family Feud, and it consists of multiple rapid rounds.

The players are asked to provide fast answers to a fun assortment of questions the host presents.

The aim is to guess the five most popular answers to win points for the round.

The team with the most points is declared the winner of the game.

Helps with : fast-thinking, communication.

20. Virtual Code Break

Virtual Code Break is a virtual team-building activity specially designed for remote players.

Its purpose is to challenge players to think outside the box, improve problem-solving skills, and leverage their own and each other’s skills.

This game uses an intelligent video conferencing solution so that teams of all sizes can play from anywhere globally.

Players compete against each other by answering trivia questions and solving riddles and puzzles.

Helps with : better thinking, collaboration.

21. War of the Wizards

War of the Wizards is a 90-minutes virtual team-building activity that promises to be both fun and creative.

To play this game, participants roleplay as powerful wizards to conquer evil forces through the power of storytelling.

They have to play mini-games and competitions, develop their characters, and make decisions together to win.

Helps with : teamwork, imagination.

22. Ultimate Game Show

Ultimate Game Show

In this 90-minute virtual event, players bond together as a team while playing different quizzes to win the final prize.

This competition works for hybrid teams, as well as for fully remote teams.

Helps with : collaboration, fast-thinking.

Plenty of organisations face daily challenges that affect team productivity and get in the way of attaining business goals.

While it’s impossible to avoid those situations, there are many ways to train team members to work collaboratively to resolve problems effectively.

Problem-solving activities act as educational tools that bring all participants closer as a team and help them develop problem-solving skills. By nurturing solution-generating capabilities, your team learns to communicate better, act fast in risky situations, and find creative solutions.

The virtual problem-solving activities listed in this article are excellent practices for real-life conflict resolution that can benefit everyone within an organisation.

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Stefan is a Co-Founder and a President of Brosix. His many years experience as a programmer, give him an unique perspective to lead the team and build Brosix in a way to best serve the customers.

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  • Assets and Maintenance

Problem Solving & Decision Making Skills for Engineers and Technical Professionals

Problem Solving & Decision Making Skills for Engineers and Technical Professionals

An Intensive 5-Day Training Course

Better Analysis, Solutions, Recommendation and Sustainable Improvements

Scheduled Dates

Are the scheduled dates matching with your needs.

We provide a wider range of training options. Tailored and customized, we can deliver your organization’s training needs anytime, anywhere.

Why Choose this Training Course?

This PetroKnowledge Problem Solving & Decision Making Skills training course will focus on the best practice methods in describing, analysing and solving any problem, incident, issue or complaint from a daily practice – technical or non-technical. This highly interactive training course will also help the delegates provide recommendations or make decisions, with the highest quality and maximum acceptance. It will help you guarantee flawless execution of actions, regardless if it is a single activity or a complex project.

The world around us is getting more and more complex than ever and so does our daily engineering & maintenance work. Every day we are confronted with a wide variety of problems and decisions that require a rational response. Skills for complex problem solving, decision making and risk analysis are therefore key to remain successful.

Applying a structured approach to problem solving and decision making enables you to choose and implement the best solutions for your problems and improve the quality of your decision making process that will mitigate your risks and save time and money significantly.

This training course will highlight:

  • The increasing relevance of problem solving and decision making methods in general as well as in asset management
  • Classic issues and pitfalls in problem solving and decision making
  • A generic approach for every issue to solve and decision to make
  • Rational and creative methods to support this approach: Event Mapping, Problem Analysis, Human Factor Analysis, Decision Analysis and Risk Analysis
  • Effective application and implementation of these methods in daily practice

What are the Goals?

Problem Solving and Decision Making skills for Engineers and Technical Professionals presents a structured and transparent approach with methods to help you to describe, analyse, solve and prevent problems effectively and to make the best decisions with maximum acceptance.

By the end of this training course, participants will be able to:

  • Understand the increasing necessity of using sound methods for problem solving and decision making
  • Involve the right people in the right way in any analysis
  • Solve and prevent issues and problems more rapidly and effectively
  • Make better decisions and recommendations
  • Communicate and present analysis, solutions and recommendations with maximum understanding and acceptance
  • Apply and implement the methods learned in daily practice immediately after the training

Who is this Training Course for?

You work at tactical or management level and want to increase your effectiveness in problem solving and decision making. You are therefore looking for a structured and easy to apply approach to any issue.  This training course is suitable to a wide range of professionals but will greatly benefit:

  • All professionals involved in problem solving and decision making within maintenance, engineering, technology and production
  • Anyone who wishes to update themselves on problem solving and decision making, judge the suitability of these methods for their needs, and learn how to implement them for the benefit of their organizations

How will this Training Course be Presented?

Participants to this training course will receive a thorough training on the subjects covered by the seminar outline, with a combination of theory, practical examples, many exercises and application on issues from their own work environment. Besides a comprehensive training manual, participants will receive additional materials like process cards, work sheets, case descriptions, sample solutions, etc.

Organisational Impact

By attending this training course, your organization will get sustainable results:

  • Issues and problems will be analysed to the full extend and presented in a holistic, visual and therefore easy to understand way
  • Complex problems will be solved more rapidly and more effectively, preventing recurrence and providing tangible contribution to business performance
  • Business decisions will be better, with maximum acceptance of all stakeholders
  • Projects or other plans will be implemented with a minimum of problems and risks
  • The structured approach for solving problems, making decision and managing risks will enhance communication and collaboration between all people involved
  • The methods presented, enables the organisation to significantly improve any existing continuous improvement approach

Personal Impact

By attending this training course the participants will:

  • Understand the increasing importance of problem solving and decision making skills
  • Learn about their own pitfalls while solving problems and making decisions
  • Be skilled to describe, analyse, solve and prevent any issue or problem in daily practice
  • Be skilled to make better decisions and provide better recommendations
  • Be skilled to assess any plan or activity and make it more robust  
  • Gain many ideas about the way the problem solving and decision making methods could be used and best implemented in practice
  • Significantly improve their personal effectiveness and boost their future career opportunities

Daily Agenda

Day one: introduction.

  • Introduction to the program
  • Introduction: Problem Solving & Decision Making
  • Introduction: Generic Approaches for Problem Solving and Continuous Improvement (Deming circle, Kaizen, 8D, DEMAIC, RATIO)
  • Introduction of Problem Solving Methods (5 Why, Ishikawa, Fault tree, Apollo, etc.)
  • Introduction: RATIO-approach
  • Introduction: Case and Demo

Day Two: Reflect on your Problem

  • Theory: RATIO-step - Reflect
  • Introduction case to determine the root cause
  • Theory: Event Mapping
  • Event Mapping exercises
  • Application of Event Mapping in daily practice

Day Three: Analyse Technical Problems

  • Theory: RATIO-step - Analyse
  • Theory: Problem Analysis - Describe the problem (IS/IS-NOT)
  • Theory: Problem Analysis - Determine possible causes (brainstorming, using characteristics and changes, using Ishikawa-diagram)
  • Theory: Problem Analysis - Determine true cause(s)
  • Exercises in Problem Analysis
  • Completion of Event Map with outcome of Problem Analysis

Day Four: Analyse Human or Organizational Problems – Determine Best Solutions

  • Theory: Human Factor Analysis
  • Exercise: Human Factor Analysis
  • Theory: RATIO-step - Target (alternative and best solutions)
  • Theory: Decision Analysis
  • Exercise: Decision Analysis
  • Completion of Event Map with outcome of Human Factor Analysis and Decision Analysis

Day Five: Implement, Observe and Evaluate Results

  • Theory: RATIO-step - Implement
  • Theory: Risk Analysis
  • Exercise: Risk Analysis
  • Theory: RATIO-step - Observe and Evaluate
  • Implementation of problem solving & decision making methods in daily practice
  • Evaluation and closure of training

Also available under the title - Effective Problem Solver and Decision Maker

Certificate

  • On successful completion of this training course, a PetroKnowledge Certificate will be awarded to the delegates

In Association With

GLOMACS Training

GLOMACS Training

Our collaboration with GLOMACS aims to provide the best training services and benefits for our valued clients

The Energy Training Centre

The Energy Training Centre

Our collaboration with The Energy Training Centre aims to provide the best training services and benefits for our valued clients.

Other Training Courses You Might Be Interested In

Accredited course, optimising equipment maintenance & replacement decisions, root cause analysis, root cause analysis (rca) facilitator training, innovative root cause analysis, frequently asked questions, how can i register for a training course.

  • To register online through our website, please click “Enroll Now” on the course page, complete and submit the form. A confirmation e-mail and instructions will be sent to the participant’s e-mail.
  • You may also get in touch with our Registration Team on +971 50 981 7386 | +971 2 557 7389 or send an email to [email protected]

When and how do I arrange payments?

  • Payments can be made in USD or UAE local currency AED (Arab Emirates Dirhams) either by Bank Transfer or by Credit Card. Our Bank Account details will be provided on the invoice.
  • Course fees are payable upon booking unless a valid, authorized Purchase Order is provided and accepted.
  • Invoices will be sent via email/courier to the ID/name and address provided.
  • The course fee shall be settled prior to course start date. Corporate payments with existing payment policy shall be relayed to us in advance.

When should I expect to receive confirmation of registration?

Upon successful registration online, enrolment on the respective training course will be confirmed by Registration Team by e-mail along with the invoice and joining instruction.

Is there a discount for more than one registrant/course?

For corporate fees and group registration, please send your query to [email protected] .

Download PDF © 2024. Material published by PetroKnowledge shown here is copyrighted. All rights reserved. Any unauthorized copying, distribution, use, dissemination, downloading, storing (in any medium), transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.

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  • MyU : For Students, Faculty, and Staff

Jacquelyn Burt Earns 2024 John Tate Award for Excellence in Undergraduate Advising

Department of Computer Science & Engineering Undergraduate Academic Advisor Jacquelyn Burt was awarded the 2024 John Tate Award for Excellence in Undergraduate Advising. Named in honor of John Tate, Professor of Physics and first Dean of University College (1930-41), the Tate Awards serve to recognize and reward high-quality academic advising, calling attention to the contribution academic advising makes to helping students formulate and achieve intellectual, career, and personal goals.

“I thought it was a trick when I got the email that I was being nominated,” said Jacquelyn. “Within the advising field, this award is a big deal; I described it to my parents as ‘the advising Grammys’. Part of what makes it so cool is the nomination process, which involves several letters of support from students and colleagues as well as putting together a kind of portfolio of some of the programs and resources I’ve helped develop. So many different people contributed to that on my behalf, so it was really powerful to be reminded of the impact of my work and the amazing colleagues and students I get to love!”

Jacquelyn is a lifelong Gopher, earning her B.S. in business marketing education in 2014 and her M.Ed. in education policy and leadership in 2019. She joined the CS&E student services team in 2019, where she quickly developed a reputation as a staunch ally and advocate for her students. In 2021, Jacquelyn received the Gopher Spirit Award , recognizing the U of M advisor who contributes to a positive office culture, is inclusive, and brings others up. “I feel the most useful when a student or colleague is misunderstanding something, or experiencing a lot of stress, and I am able to help separate it into smaller pieces or come up with a different way of looking at it,” said Jacquelyn. “If I can shine light on something, help shift a lens or perspective, or give an idea or experience a bit of breathing room, I’m doing my job.”

When asked about what inspired her to work in advising, Jacquelyn replied, “When I first came to the University of Minnesota as a freshman, I was a family and social sciences major - I love relationships and helping, and so figured a career in marriage and family therapy sounded good. However, I’ve also always loved education and felt most at home at school - when I finished my undergraduate degree, I didn’t want to leave college because I loved it so much! Student advising seemed like a cool sweet spot between classroom teaching, advocacy, and being in a helping role. Ultimately, I’ve really come to see advising as facilitation work: I help students identify and navigate barriers to their goals, experiences, and personal development.”

As an undergraduate advisor, Jacquelyn manages a caseload of over 450 students in multiple majors, minors and other departmental programs. On top of her advising duties, Jacquelyn has undertaken a number of projects to better the undergraduate student experience, including establishing a weekly newsletter; designing, promoting, and executing departmental events and programs; and developing and teaching students through a variety of training and credit-bearing coursework. Most notably, Jacquelyn created and now facilitates mandatory implicit bias training for all 200+ undergraduate teaching assistants, as well as teaching CSCI 2915: Teaching Methods in Computer Science (a leadership and communication skills seminar) each semester.

“Within our student services team, we’ve developed a great culture of initiative and problem-solving: like, if you identify a problem and have or can create tools to help address it, amazing - you go get it!” said Jacquelyn. “We all believe that students deserve to have positive and supportive experiences while they are here, and we’ve built an advising team that trusts each of us to help bear that belief out. I definitely could not do my job without the collaboration, encouragement, and love of the whole team.”

On top of her work within CS&E, Jacquelyn has personally designed advising resources that have made an impact for undergraduate students across the entire university. Her “Explore & Expand” tool (originally developed for the college’s major/minor expo) is used widely throughout the entire University, particularly within the Center for Academic Planning and Exploration office. Additionally, her “Academic Progress Audit System Guide” resource (originally used within the departmental “Welcome to the Major” workshops) has been used in advisor training and onboarding. Above all, Jacquelyn has a keen eye for making connections, and for communicating things that can be overwhelmingly complex with both clarity and compassion.

“When I applied for this job, I had to come up with an ‘advising philosophy,’” said Jacquelyn. “What I landed on is anytime a student leaves an interaction with me, I want them to feel a little bit more seen, supported, and celebrated. I am a naturally celebratory person, which I’ve learned to embrace - and this award is a wonderful way to celebrate the work of advising!”

Learn more about the John Tate Award at the Provost website . 

Jacquelyn Burt headshot

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  • Computing Ethics Project Receives $400,000 Grant
  • Kelly Thomas wins 2022 Outstanding Community Service Award
  • CS&E’s Jacquelyn Burt wins Gopher Spirit Award
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‘A nightmare’: Special counsel’s assessment of Biden’s mental fitness triggers Democratic panic

WASHINGTON — President Joe Biden sidestepped any criminal charges as the investigation into his handling of classified documents concluded, but the political blowback from the special counsel’s report Thursday could prove even more devastating, reinforcing impressions that he is too old and impaired to hold the highest office.

Special counsel Robert Hur’s portrait of a man who couldn’t remember when he served as Barack Obama’s vice president, or the year when his beloved son Beau died, dealt a blow to Biden’s argument that he is still sharp and fit enough to serve another four-year term.

In deciding not to charge Biden with any crimes, the special counsel wrote that in a potential trial, “Mr. Biden would likely present himself to a jury, as he did during our interview with him, as a sympathetic, well-meaning, elderly man with a poor memory.”

It was tough enough for Biden to reassure voters about his health before Hur’s report hit like a thunderclap Thursday afternoon, prompting members of his own party to question whether he could remain the nominee in November.

“It’s a nightmare,” said a Democratic House member who asked to speak anonymously to provide a frank assessment, adding that “it weakens President Biden electorally, and Donald Trump would be a disaster and an authoritarian.”

“For Democrats, we’re in a grim situation.”

Biden wasted little time before attempting to minimize the fallout. He held an unexpected exchange with reporters in the White House on Thursday night, in which he disputed Hur's assessment of his mental acuity.

Biden grew emotional when invoking the part of the report addressing the date of his son's death.

"How in the hell dare you raise that?" Biden said. "Frankly, when I was asked the question I thought to myself, 'It wasn't any of their damn business.' "

‘Beyond devastating’

Polling has long shown that age looms as Biden’s greatest liability in his expected rematch with Trump. A January poll by NBC News found that 76% of voters have major or moderate concerns about Biden’s mental and physical health.

“It’s been a problem since way before this ever happened,” said a longtime Democratic operative who noted that when focus groups are asked to apply one word to Biden, it is often “old.”

Just this week, Biden twice referred to conversations he’s had as president with foreign leaders who’ve long since died. In his remarks Thursday night defending his competency, while talking about the war in Gaza, he referred to Egyptian President Abdel Fattah el-Sissi as being the head of Mexico. White House press aides have downplayed such lapses as the sort of mistake anyone in public life can make.

The Hur report strips away the defenses that Biden’s press operation has used to protect him and raises fresh doubts about whether Biden is up to the rigors of the presidency, Democratic strategists said in interviews.

“This is beyond devastating,” said another Democratic operative, speaking on condition of anonymity to talk candidly about Biden’s shortcomings. “It confirms every doubt and concern that voters have. If the only reason they didn’t charge him is because he’s too old to be charged, then how can he be president of the United States?”

Asked if Hur’s report changes the calculus for Democrats who expect Biden to be the party’s nominee, this person said: “How the f--- does it not?”

Another Biden ally called it “the worst day of his presidency.”

“I think he needs to show us this is a demonstrably false characterization of him and that he has what it takes to win and govern.”

Biden has overwhelmingly won the first primary contests — notching victories in New Hampshire, South Carolina and Nevada. It would be virtually impossible for anyone else to challenge him at this point; the deadline has passed in more than 30 states to get on primary ballots.

Some of the president’s allies were quick to defend him. They pointed to the timing of the interview with the special counsel — days after Hamas’ attack on Israel, which had captured much of the president’s focus. Others said that in their own dealings with Biden, he shows no sign of infirmity.

“He did so well in this discussion with members,” Rep. Susan Wild, D-Pa., told NBC News after seeing the president on Thursday. “He’s very sharp, no memory issues, and his only stumbling is when he trips over words consistent with his lifelong speech impediment.”

‘Prejudicial language’

Though Biden was fortunate to escape indictment, the special counsel report may give Trump additional fodder as he fights charges for allegedly mishandling classified records at his Mar-a-Lago social club. Republicans are already accusing Biden of benefiting from a double standard . Trump will likely brandish the Hur report as proof that Biden has “weaponized” the Justice Department for political advantage.

What’s more, Democrats will now be hard-pressed to capitalize on Trump’s indictment over retaining classified records. Before Hur’s report came out, Democrats argued that the two cases were very different. Whereas Trump failed to turn over classified records even after he was asked to do so, Biden willingly cooperated with authorities and relinquished all the material he had, Biden allies had argued.

“The public understands the essential difference between presidents or vice presidents like Joe Biden who occasionally behaved in sloppy ways with respect to where they were taking documents, and a president like Trump, who deliberately makes off with hundreds of classified government documents and then hides them and refuses to return them,” Rep. Jamie Raskin, D-Md., said on Wednesday, before the report was released. (Trump has denied any wrongdoing.)

Now, the distinctions may be harder for Biden allies to draw, given that Hur wrote that there was evidence Biden “willfully retained and disclosed classified material after his vice presidency when he was a private citizen.”

The report mentions an instance in February 2017, when he was no longer vice president, when Biden read notes containing classified information “nearly verbatim” to a ghostwriter helping him with his book, “Promise Me, Dad.”

Storage of sensitive government secrets was haphazard. The report describes certain classified records involving the war in Afghanistan in Biden’s Delaware garage inside a “badly damaged box surrounded by household detritus.”

Before the report was released, Biden aides had been bracing for a finding that he had simply been careless in his treatment of classified records, a person familiar with the White House’s thinking said.

The political fallout from the report, though, is likely to be “worse,” this person said. What will stick in people’s minds is what Hur said about Biden’s memory, the person added.

Biden’s lawyers disputed the report’s description of Biden’s forgetfulness.

“We do not believe that the report’s treatment of President Biden’s memory is accurate or appropriate,” two of his lawyers wrote in a letter to Hur. “The report uses highly prejudicial language to describe a commonplace occurrence among witnesses: a lack of recall of years-old events.”

In the hours after the report was released, people close to the Biden campaign rolled out a different rebuttal. Jim Messina, who ran Obama’s 2012 re-election campaign, wrote on X, the site formerly known as Twitter, that Hur is a Republican who “knew exactly how his swipes could hurt Biden politically.”

That’s a familiar argument. Trump has also claimed that law enforcement is trying to sway the election, meaning both sides are now claiming victimization at the hands of partisan prosecutors.

“Hur knew exactly what he was doing here,” Stephanie Cutter, a veteran Democratic operative, wrote on X. “To provide political cover for himself for not prosecuting, he gratuitously leveled a personal (not legal) charge against the president that he absolutely knows is a gift to Trump. And, guess what we are all talking about?”

problem solving training for professionals

Peter Nicholas is a senior national political reporter for NBC News.

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The Role of the Workforce System in Addressing the Opioid Crisis: A Literature Review

Publication info, research methodology, description, other products.

This literature review describes findings from studies on various employment and training interventions to 1) assist individuals in recovery, 2) provide assistance to employers preventing opioid use disorder and creating a recovery-friendly workplace, and 3) develop the health care workforce to address the opioid crisis. The review was developed as part of an implementation evaluation of six Dislocated Worker Demonstration Grants to address the National Health Emergency (NHE) of the opioid crisis. Products form the study also include a resource guide, final report, and four short briefs on promising strategies.

As this review notes, the evidence base for employment interventions specifically aimed at or tested with people with opioid use disorder is limited and, that, while some of the approaches have been rigorously tested, others have not yet been evaluated but are seen as potentially promising practices. The research reviewed covers such approaches as:

  • Intensive case management, as found in various models, such as the individual placement and support (IPS) model, a counseling model based on the interpersonal cognitive problem solving (ICPS) method; and a strategy based on the customized employment support (CES) vocational model;
  • Use of "contingency management," a treatment approach that provides privileges or rewards to participants who exhibit desired behaviors;
  • "Lighter-touch" employment or vocational services for people receiving substance use disorder treatment;
  • Workplace prevention initiatives, employee assistance programs, recovery-friendly workplace initiatives, and modifications in workplace drug testing; and
  • Innovative methods to increase the reach and breadth of training for health care professionals, strategies to support provider training on using medication-assisted treatment, and use of nontraditional providers (such as peer recovery specialists).

The literature notes that, overall, the research on employment-related interventions for people with opioid use disorder is still in its infancy, and for that reason, opportunities for building evidence should be capitalized upon by any organization providing services to address it, and in so doing, lay the groundwork for more rigorous studies.

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    Systematic problem solving is a foundational sill, and by working as a professional, you are required to address performance and behavioral issues to boost safety, quality, efficiency, and customer satisfaction. ... The Expert Problem Solving Training is for engineers, managers, and quality professionals to build expert skills in systematic ...

  6. Best Online Problem Solving Courses and Programs

    Problem-solving course curriculum Do you need help tackling tough challenges? Learn the skills necessary to overcome obstacles in an online problem-solving course. A beginner course on problem solving may teach you the basic process for understanding a problem, as well as evaluating and implementing potential solutions.

  7. How to Train or Coach Employees on Problem-Solving and ...

    How do you develop employee problem-solving and decision-making competencies through training or coaching? Powered by AI and the LinkedIn community 1 Identify the gaps Be the first to add...

  8. Critical Thinking and Problem Solving for Effective ...

    Mastering critical thinking and problem-solving skills can help you make better decisions or recommendations- an essential competency in today's knowledge. ... PMC Training 858 Bank Street, Suite 109 Ottawa, Ontario K1S 3W3 Canada. ... Professional development training courses since 1982. ©2014-2023 PMC Training / Performance Management ...

  9. 10 Problem Solving Training Courses for Better Solutions

    4. Handling Irate Customers (Call Center) by EdApp. Handling Irate Customers (Call Center) by EdApp educates your staff on how to handle and resolve client calls. This problem solving training course is ideal for your support workers that are dealing with difficult clients and tough problems.

  10. Why Problem-Solving Skills Are Essential for Leaders

    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

  11. Problem Solving Skills Corporate Training Course

    Problem-solving is essential in every aspect of life, especially in the workplace, where it determines an organization's success. Edstellar's Problem-Solving Skills Training enables professionals to identify and analyze problems, create and evaluate solutions, and make informed choices by developing a problem-solving mindset.

  12. Best Critical Thinking Courses & Certificates Online [2024]

    In summary, here are 10 of our most popular critical thinking courses. Creative Thinking: Techniques and Tools for Success: Imperial College London. Introduction to Logic and Critical Thinking: Duke University. Critical Thinking Skills for the Professional: University of California, Davis. Mindware: Critical Thinking for the Information Age ...

  13. Critical Thinking & Problem-solving Skills

    Register now for our one-hour Webinar, Critical Thinking & Problem-solving Skills. This training introduces you to true critical thinking. It explores thinking barriers and gives you advice for coming up with fresh and innovative ideas that solve problems every time. It sets you on your way to becoming a master decision maker!

  14. Problem Solving In Modern eLearning Environments

    The Brain Game: How To Add Problem-Solving Activities In Online Lessons. Analyzing issues, devising innovative solutions, and adapting to changing environments help people thrive in life. As an L&D professional, you have the opportunity to help learners navigate complex issues by incorporating activities that will sharpen problem-solving skills.

  15. Tips to Improve Team Problem Solving Skills for HR

    1 Define the problem clearly 2 Apply a systematic approach 3 Involve your team members 4 Manage conflict constructively 5 Reflect and improve 6 Here's what else to consider Problem solving is...

  16. Stuck on a Problem? Try Switching Up Your Approach

    Decision-making expert Cheryl Strauss Einhorn says the first step is to understand your personal problem-solving style. Then she explains a framework to assess the situation and select the best ...

  17. Top 15 Problem-Solving Activities for Your Team to Master

    Article content. The importance of problem-solving skills in today's workplace. Classic team-building, problem-solving activities. 1. A Shrinking Vessel. 2. Marshmallow Spaghetti Tower. Creative problem-solving activities. Quick and easy problem-solving activities.

  18. Problem Solving and Decision Making for Administrative Professionals

    It provides the essential training you need to confidently solve everyday problems and make decisions that result in better outcomes. See for yourself when you sign up for Problem Solving and Decision Making for Administrative Professionals. By sharpening these important skills, you'll be better equipped to advance your career.

  19. Top 22 Virtual Problem-Solving Activities For Teams

    2. Brainstorm Ideas. One of the most common problem-solving activities is brainstorming ideas with your team. Brainstorming ideas' objective is to generate as many ideas as possible. After the list is complete, team members review them and decide which is most suitable for the given scenario.

  20. Importance of Problem Solving Training in IT Industry

    Benefits of Training for Problem Solving Skills. Training for problem solving skills has numerous benefits. It enhances decision making, promotes creativity, improves communication, and boosts overall productivity. In addition, it allows IT professionals to handle pressure situations with ease and confidence. Significance of Critical Thinking ...

  21. Problem Solving & Decision Making Skills Training Course

    By the end of this training course, participants will be able to: Understand the increasing necessity of using sound methods for problem solving and decision making. Involve the right people in the right way in any analysis. Solve and prevent issues and problems more rapidly and effectively. Make better decisions and recommendations.

  22. TIRR Memorial Hermann Researchers Lead Study of Digital Problem-Solving

    The current project, Development and Pilot Testing of eHealth Problem Solving Training for Adults with TBI, builds on the combined work of Drs. Juengst and Bell. PST is an intervention technique that teaches a standard, step-by-step strategy that can be used to solve problems or achieve goals. 1 There are six steps: A = Assess ; B = Brainstorm

  23. Jacquelyn Burt Earns 2024 John Tate Award for Excellence in

    Department of Computer Science & Engineering Undergraduate Academic Advisor Jacquelyn Burt was awarded the 2024 John Tate Award for Excellence in Undergraduate Advising. Named in honor of John Tate, Professor of Physics and first Dean of University College (1930-41), the Tate Awards serve to recognize and reward high-quality academic advising, calling attention to the contribution academic ...

  24. 'A nightmare': Special counsel's assessment of Biden's mental fitness

    Polls have long found that questions about his age and mental abilities have plagued Biden's standing with the public.

  25. The Role of the Workforce System in Addressing the Opioid Crisis: A

    This literature review describes findings from studies on various employment and training interventions to 1) assist individuals in recovery, 2) provide assistance to employers preventing opioid use disorder and creating a recovery-friendly workplace, and 3) develop the health care workforce to address the opioid crisis. The review was developed as part of an implementation evaluation of six ...