What are the most effective problem-solving skills for employee training programs?

1 Define the problem

The first step in any problem-solving process is to clearly define the problem and its root causes. This requires asking the right questions, gathering relevant information, and analyzing the data. Training programs should teach employees how to use various tools and techniques to define problems, such as brainstorming, fishbone diagrams, SWOT analysis, and 5 Whys. These methods can help employees identify the main issues, the scope, the impact, and the stakeholders involved in the problem.

2 Generate alternatives

Once the problem is defined, the next step is to generate possible solutions. This requires creativity, innovation, and divergent thinking. Training programs should encourage employees to explore different perspectives, challenge assumptions, and experiment with new ideas. Some of the tools and techniques that can facilitate this process are mind mapping, SCAMPER, six thinking hats, and reverse brainstorming. These methods can help employees generate a range of alternatives that address the problem and its causes.

3 Evaluate alternatives

After generating alternatives, the next step is to evaluate them and select the best one. This requires critical thinking, logic, and convergent thinking. Training programs should teach employees how to use various criteria and methods to evaluate alternatives, such as pros and cons, feasibility, cost-benefit analysis, risk assessment, and decision matrix. These methods can help employees compare and contrast the alternatives, weigh the trade-offs, and choose the most optimal solution.

4 Implement the solution

The final step in the problem-solving process is to implement the chosen solution and monitor its results. This requires action, communication, and collaboration. Training programs should train employees how to plan, execute, and follow up on the solution, as well as how to communicate and coordinate with others involved in the problem-solving process. Some of the tools and techniques that can support this step are SMART goals, action plans, feedback loops, and PDCA cycles. These methods can help employees ensure that the solution is effective, efficient, and sustainable.

5 Learn from the experience

Problem-solving is not a one-time event, but a continuous learning process. Therefore, training programs should also help employees learn from their problem-solving experiences and improve their skills over time. This requires reflection, evaluation, and adaptation. Training programs should provide employees with opportunities to review their problem-solving process, outcomes, and feedback, as well as to identify their strengths, weaknesses, and areas for improvement. Some of the tools and techniques that can enhance this process are after-action reviews, self-assessments, peer reviews, and coaching. These methods can help employees develop a growth mindset, a positive attitude, and a willingness to learn from their mistakes and successes.

6 Enhance your skills

Problem-solving skills are not innate, but learned and developed through practice and experience. Training programs can help employees acquire and apply these skills, but they are not enough. Employees also need to take responsibility for their own learning and development, and seek out opportunities to enhance their skills. This can include reading books, articles, and blogs, watching videos and podcasts, taking online courses and webinars, joining communities and networks, and participating in projects and challenges. These activities can help employees expand their knowledge, exposure, and confidence in problem-solving.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?