problem solving in the workplace scenarios

Culture Development

Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture. In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates, as employees seek a healthier and more supportive work environment.

In conclusion, workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s fast-paced and dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

In conclusion, problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness the collective problem-solving abilities of an organization, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

In today’s dynamic work environment, workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

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7 Examples of Problem-Solving Scenarios in the Workplace (With Solutions)

What is problem-solving anyway, problem-solving scenario #1: tight deadlines and heavy workload.

• Problem-solving Scenario #2: Handling a Product Launch

Problem-solving Scenario #3: Internal Conflicts in the Team

Problem-solving scenario #4: team not meeting targets, problem-solving scenario #5: team facing high turnover, problem-solving scenario #6: team member facing discrimination, problem-solving scenario #7: new manager unable to motivate a team, building an effective problem-solving framework, wrapping up, frequently asked questions for managers.

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Problem-Solving Scenarios for Managers

• Talk to the team members: John begins by asking what’s holding them back. Based on their responses, he realizes that he needs to delegate better. Immediately, John schedules meetings to  clarify each member’s expectations , priorities, and roles and ensure everyone is on the same page. He also makes a note to work on his delegation skills.
• Plan things: John creates a project timeline or task list that outlines the deadlines and deliverables for each team member and shares this with the team to ensure that everyone is aware of what is expected of them.
• Support the team: The team sits together to establish regular check-ins or progress updates to ensure members can ask questions or raise concerns.

Problem-solving Scenario # 2 : Handling a Product Launch

• Review and redraw plans:  Emily revisited the project plan and identified areas where the team could reduce the scope or prioritize features to meet the budget constraints.
• Go for alternatives:  The team then explored alternative resources or suppliers to find cost-effective options. Are there any underutilized resources, equipment, or personnel from other projects or departments that can be temporarily assigned to this project? Moreover, they revisited their suppliers and negotiated further.
• Outsourcing parts of the project:  Emily considered outsourcing some project functions to external contractors or freelancers. Eventually, they outsourced the marketing to another team and continued working on the core features.
• Upgrade the available capacity:  Emily and her team invested in upskilling the present workforce with additional skills. It allowed some team members to explore exciting areas and supplemented the team.
• Get both sides onboard: Taylor begins the conflict resolution process by talking to both team members. She recognizes the issue and first goes into individual discussions with both. Later, she sets up a meeting for both to share their perspectives.
• Mediation:  In the next step, the manager encourages the two team members to talk to each other and resolve the conflict independently. Taylor describes how the optimal contribution can look different for different team members. Additionally, she encourages them to be more open and collaborative so that they understand what the other one does.
• Preventing mistakes again:  The team holds a meeting to discuss the issue and allow other team members to express their thoughts and feelings. By not hiding the problem that happened in front of everyone, Taylor acknowledges the issues and shows that she cares about the things happening inside the team. Further, by discussing and sharing, they can build a healthy relationship to prevent similar issues in the future. 
• Use formal tools: Lastly, they establish clear guidelines and expectations for behavior and communication within the team to prevent future conflicts. Training and coaching are also added to help team members improve their communication and conflict-resolution skills.
• Discussions with the Sales Representatives: Donna starts by having one-on-one conversations with each team member to understand their perspectives on why the targets are not being met. After gathering insights from personal discussions, Donna calls for a team meeting. During the session, she allows team members to share their experiences, challenges, and suggestions openly. 
• Analysis of Sales Process: Donna conducts a detailed sales process analysis, from lead generation to closing deals. She identifies bottlenecks and areas where the team might be facing difficulties. This analysis helps her pinpoint specific stages that need improvement. 
• Setting Realistic Targets: Donna understands that overly ambitious targets might be demotivating. She collaborates with her team to develop more achievable yet challenging sales targets based on their current performance and market conditions. She organizes training sessions and workshops to help team members develop the necessary skills and knowledge to excel. 
• Recognition and Incentives: Donna introduces a recognition program and incentives for meeting and exceeding targets to motivate the team. This helps boost morale and encourages healthy competition within the team. She closely monitors the team’s progress toward the revised targets. 
• Conduct Exit Interviews:  As the stream of resignation continues, Neil adopts a realistic approach and starts by attempting to understand the issues his former team members face. He conducts exit interviews with the people leaving and tries to determine what’s wrong. 
• Understand the current team:  In the next step, Neil tries to learn the perspectives of staying people. Through surveys and conversations, he lists the good parts of working in his team and emphasizes them. He also finds the challenges and works on reducing them. 
• Change and adapt to employee needs:  These conversations help Neil enable a better work environment to help him contain turnover and attract top talent. Moving forward, he ensures that pay is competitive and work is aligned with the employee’s goals. He also involves stakeholders to create development and growth opportunities for his team.
• Be approachable and open: Erica first ensures she can gather all the details from the team members. She provides them with a safe space and comfort to express their concern and ensures that action will be taken. She supports the targeted team members, such as access to counselling or other resources.
• Adopt and follow an official policy: Developing and enforcing anti-discrimination policies that clearly state the organization’s commitment to diversity and inclusion is the first step to creating a safe workplace. Erica refers to the policy and takes immediate action accordingly, including a thorough investigation.
• Reiterating commitment and goals: Providing diversity and inclusion training to all team members to help them understand the impact of discrimination and how to prevent it is essential to create a safe workplace. Erica ensures that the team members are aware of the provisions, the DEI goals set by the organization, and 
• Connect with the team: Andrew starts by conducting one-on-one meetings with team members to understand their personal and professional goals, challenges, and strengths. Observing team dynamics and identifying any issues or obstacles hindering motivation and productivity also helps.
• Involving team members in the process: Seeking feedback from team members on what motivates them and what they want to see from their manager to feel more inspired.
• Enabling and empowering: Offering opportunities for growth and development, such as training, mentoring, or leadership roles, helped Andrew contribute to his team’s development. 
• Take help from Merlin: Andrew reached out to Merlin, the AI chatbot of Risely, to get tips whenever he got stuck. Merlin sought details about his issues and shared some tips to help out Andrew. Here is what it looked like: 

• Develop a problem-solving process: To get problem-solving right for multiple scenarios repeatedly, the key is to remember and set a problem-solving approach that works across the board. A wide-ranged problem-solving process that begins with identification and concludes at the resolution helps managers navigate various challenges the profession throws us. 
• Learn to identify problems: The key to solving problems is placing them at the right moment. If you let some problems pester for long, they can become more significant issues for the teams. Hence, building the understanding to identify issues is essential for managers.
• Think from multiple perspectives: As a problem-solver, you must care for various parties and stakeholders. Thus, thinking from numerous perspectives and considering ideas from a broad spectrum of people is a core skill. 
• Consistently work on skills: Like other managerial skills, problem-solving skills need constant practice and review. Over time, your skills can become more robust with the help of assessments and toolkits. Tools like Risely can help you with resources and constant guidance to overcome managerial challenges. Check out Risely today to start reaching your true potential.

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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

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

Sounds familiar, doesn’t it?

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

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

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

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

Common Workplace Problems Businesses Experience

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

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

Communication breakdowns

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

Some examples of communication breakdowns include:

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

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

Conflicting priorities and resource allocation

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

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

Employee performance issues

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

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

Customer satisfaction challenges

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

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

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

Adapting to change

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

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

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

How to Identify Workplace Problems

A problem-free workplace doesn’t exist.

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

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

Recognizing the Signs of Potential Issues

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

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

Proactive Problem Identification Strategies

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

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

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

Seeking Input from Various Sources

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

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

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

Problem-Solving Scenario Examples and Solutions

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

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

Scenario 1: Resolving communication issues within a team

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

Scenario 2: Balancing conflicting priorities and resource constraints

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

Scenario 3: Addressing employee performance concerns

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

Scenario 4: Improving customer satisfaction

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

Scenario 5: Managing change and uncertainty

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

Scenario 6: Navigating team conflicts

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

Scenario 7: Overcoming deadline pressure and time management challenges

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

Scenario 8: Tackling low employee morale and engagement

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

Developing Problem-Solving Skills in the Workplace

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

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

Soft Skills

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

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

Examples of soft skills include:

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

Hard Skills

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

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

Examples of hard skills include:

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

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

Boosting Your Problem-Solving Skills in the Workplace

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

To effectively improve these skills, consider the following strategies:

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

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

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

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

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

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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

 A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter. 

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

• Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
• Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
• Tailor your interview answer with the specific skills and qualifications outlined in the job description.
• Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills? 

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

• Critical thinking
• Analytical skills
• Decision making
• Research skills
• Technical skills
• Communication skills
• Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow. 

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve. 

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams. 

Examples of Problem-Solving in the Workplace

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. 

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description. 

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities. 

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution. 

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”  

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce. 

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence 

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

 When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

• 3 Answers to “How Do You Handle Stress?”
• How to Answer “How Do You Handle Conflict?” (Interview Question)
• Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

Read more articles by Biron Clark

About the Contributor

Kyle Elliott , career coach and mental health advocate, transforms his side hustle into a notable practice, aiding Silicon Valley professionals in maximizing potential. Follow Kyle on LinkedIn .

About the Editor

Hayley Jukes is the Editor-in-Chief at CareerSidekick with five years of experience creating engaging articles, books, and transcripts for diverse platforms and audiences.

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25+ Good Examples of Problem Solving in the Workplace

Problem-solving is a necessary skill for success in any workplace situation, but it’s especially important when you’re working with other people.

However, this skill seems to be a lost art nowadays. More and more employees— even some leaders —find it difficult to efficiently solve problems and navigate challenging situations.

According to professionals, here are good examples of problem-solving in the workplace:

Lisa Bahar, MA, LMFT, LPCC

Licensed Marriage and Family Therapist | Philosophy of Global Leadership and Change Ph.D. Student, Pepperdine University

How are workplace environment problems assessed and evaluated?

Workplace environments problems are assessed and evaluated by completing an environmental scan conducted by an internal or external consultant .

The consultant assesses the workspace, employee interaction, culture, and leadership approaches to identify the problem and the elements supporting the issue.

There are methods and models associated with environmental scans that change experts and problem solvers use to conduct a thorough analysis of the organization for the purposes of change.

Using the effective method of Change Models

The consultant determines effective methods defined as “Change Models,” selected based on the organization’s objectives and strategic goals.

The consultant considers results from an evaluation process that provides a greater understanding of the organization on a micro-level by reviewing social, political, economic, legal, intercultural, and technology elements of the organization SPELIT (Schmeider-Ramirez and Mallette, 2007).

Implement the appropriate Change Model

SPELIT is one of several methods to use in the evaluation process of an organization. Once the consultant completes the evaluation and the problem(s) are identified, the next step is implementing the appropriate Change Model.

For example, an eight-step change model by Kotter is an easy-to-understand approach to identifying change steps in an organization (Kotter, 1996).

The Kotter model can be combined with a training approach, for example, Kirkpatrick’s four levels of training (Kirkpatrick, J.D., and Kirkpatrick, W.K., 2016).

Learn and identify the problem

An example of a learning problem could be a clinical setting needing to transition to electronic notes for client care and experiencing resistance to the change by the organization’s employees.

The evaluation is to identify if it is a:

• Reaction problem
• Learning problem
• Behavior problem
• Result problem

A consultant may start interviewing leadership, team manager, and workers to gain knowledge and comprehension of the problem.

Bloom’s Taxonomy (Bloom, 1972) can be used as a tool by the consultant to evaluate and identify the learning problem and the objectives that need to be implemented to create change.

The consultant will assess with surveys, interviews, discussions and design and implement training that supports the organization’s staff goals using electronic notes versus handwritten notes to maintain compliance with regulatory standards.

References:

Bloom, B. S. (1972). Taxonomy of educational objectives: The classification of educational goals. Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Kirkpatrick’s four levels of training evaluation. Association for Talent Development. Kotter, J. P. (1996). Leading change. Harvard Business Press. Schmieder-Ramirez, J. H., D., J. S., & Mallette, L. A. (2007). The Spelit power matrix: Untangling the organizational environment with the Spelit leadership tool. Createspace Independent Pub.

Nick Seidel

Safety and Health Specialist, Nick to the Plus

As a Safety and Health Specialist in a million square foot warehouse with 200 material handling equipment on the floor, we have reduced our OSHA Recordable Injuries by over 70% in four years.

I would say keep it simple , trust your team , and know your leading indicators .

Keep it simple and trust your team — don’t overcomplicate problems and solutions

Many new “Leaders” in the workplace want to make an impression. While they are trying to make this impression, they overcomplicate problems and solutions.

They try to reinvent the wheel. Many times this will cause confusion, frustration, and double work.

An example of keeping it simple is (if you are a new Leader in a workplace):

• Know that your team are the experts and have seen many of you come through.
• Ask your team what we can do to make your process more accessible or better.
• Let your team know that you trust them by giving them ownership in their process, and that will foster trust in you.
• When your team comes to you with suggestions and/or problems, make sure you follow through with their requests.
• Crowdsource or mastermind the problem, let the team solve the problem, and provide the resources.

Know your leading indicators and how to measure them

A VP told me one time that you can improve something if you aren’t measuring. To solve problems in the workplace , you first need to know the issues and how to measure them.

For example, in safety, I know my leading indicators are:

• Have a Safety Team that meets regularly with a structured outline to follow.
• Are we up to date with safety training?
• Do we have leadership commitment? What are our follow up and follow through ratings?
• Are employees engaged in safety? Do they feel comfortable reporting hazards or injuries?
• Are we tracking near-miss incidents and correcting the hazards before it becomes an incident?
• Do we have consistent and clean housekeeping?

So in closing, keep it simple, trust your team, and know your leading indicators to solve problems in the workplace.

Matthew Carter

Attorney,  Inc and Go

Give your good employees more face time with clients. Not all problems relate to clients or customers, but many of them do.

Give your workers the presence and authority to fix client problems

The first step to solving those as they come up is to give your trusted workers the presence and authority to fix client problems.

That means making your worker the company’s “face” to a particular client and giving them the latitude to make decisions. That can empower both the worker and the client to solve problems before getting involved.

Of course, you still need to be on hand for big issues, but those should lessen as time goes on.

Have fewer formal meetings

Nothing stifles creativity faster than another boring all-hands meeting. Throw in a PowerPoint Presentation and a long agenda, and your workers have completely checked out.

Sometimes meetings are necessary, but real problem-solving more often takes place in smaller, unstructured brainstorming sessions with the most personally invested in a problem.

It’s essential that you maintain personal relationships with your workers. If they are having trouble with a particular project or presentation, you can stop by their office for a few minutes to hash out a solution.

Give your ideas time to marinate

In today’s business environment, we often prize speed above all else. After you have brainstormed a solution, it’s often good to get it on paper and then let it sit for a night before coming back with a clear head .

That’s not usually a good recipe for creativity.

If your project is time-sensitive, at least take an hour before returning to it . Creative problem-solving often needs time to work, so when you give ideas time to marinate, you and your clients will probably be happier with the solutions.

Steven Walker

CEO,  Spylix

Meet with your boss to evaluate the problem before it worsens

Problem-solving skills help you find the cause of a problem and an effective solution . In any case, how to reliably perceive problem-solving is very similar to its limitations, and the other related skills are significantly increased.

Problem-solving is a system that involves understanding tests and finding valuable solutions in the workplace. In everything that matters, every ally needs a worker with these qualities to consider their problem-solving skills and aid in a pleasant cycle in their everyday work.

Following are some skills for problem-solving in the workplace:

• Fully fixed duty skill
• Evaluation skill
• Research skill
• Imagination/implementation skill

Following are some examples of problem-solving in the workplace:

• Whether it be you or someone else, it promotes bad things .
• Overcoming management delays through problem-solving and response.
• Troubleshooting problematic or dissatisfied customers
• Overcome the problems associated with limited spending plans and now use creative problem solving to devise unusual action plans.
• Overcome the need to prepare/complete your workplace to deliver great work anyway.
• Exploring and solving apparent problems.
• Supervision and Dispute Resolution through Assistants.
• Solve all problems related to cash, settlement with customers, accounting, etc.
• Be truthful when other assistants miss or miss something important.
• Go ahead and meet with your boss to evaluate the problem before it worsens.

Christopher Liew, CFA

Creator,  Wealth Awesome

Surprisingly, approximately 85% of American employees have experienced conflicts with peers and colleagues in their workplace.

It’s why we need to teach people problem-solving techniques in the workplace efficiently and effectively.

Use the consensus decision-making technique frequently

This type of problem-solving technique allows everyone to agree that a particular problem needs to be discussed thoroughly and needs to be solved immediately .

Ideas, opinions, suggestions, solutions, or violent reactions are voiced freely. The goal of this problem-solving technique is to make a list of recommendations that are acceptable to all members of the company.

After that, they further develop the best solution from one of the recommendations that they have all agreed on previously.

It can significantly increase group cohesion and team unity since the consensus decision-making technique allows everyone to participate freely without being judged harshly .

Use the devil’s advocate decision-making technique accordingly and moderately

This type of problem-solving technique allows the business organization to form a panel that will thoroughly scrutinize a group’s ideas and suggestions within the company.

The goal is to uncover weaknesses in the ideas and suggestions presented instantly.

However, this type of decision-making technique can only be implemented efficiently and effectively if the group presenting an idea, suggestion, or solution is open to receiving feedback and constructive criticisms.

It should be used moderately as this decision-making technique could sometimes add tension among group members within the company.

Magda Klimkiewicz

Senior HR Business Partner,  Zety

Make the current process faster, more efficient, or more accurate

One of my all-time favorite ways of problem-solving in the workplace is making the current process faster, more efficient, or more accurate.

Personally, I call this “operation consolidation,” and despite the corny nickname, trust me, when completed, everyone will be appreciative (at least in the long term).

The level of inefficiency and room for improvement is never-ending .

Every dashboard, database, or process often grows in size and complexity over time as everyone is interested in adding that extra field, messing with that new factor without stopping and thinking, “Do we still need and are we using some of the original ones?”

Evolution is constant and makes sense ; however, as the new fields are populated, and processes added, it makes sense to stop and do some much-needed spring cleaning.

This is similar to Coca-Cola’s recent culling of almost half of its portfolio (which only accounted for 5% of its sales). Likewise, every organization looks to subtract before adding on new ones.

So always look to simplify , cut in half , and get rid of the excess fat , whether meetings, overblown dashboards, or processes with too many layers and stakeholders – triage ruthlessly and watch the magic happen.

Stephan Baldwin

Founder,  Assisted Living Center

Allow each party to voice their solutions to the problem through brain dumping

Brain dumping allows each party to voice their solutions to the problem. Most conflicts involve an offender , defender , and mediator who decides on a resolution.

But opening the floor to suggestions helps implicated employees feel heard and understood, even if you don’t settle for their idea in the end.

Some people prefer to express their preferences in private, so you may want to conduct individual discussions before regrouping to resolve the issue.

All suggestions can remain anonymous to avoid the appearance of bias

From there, all suggestions can remain anonymous to avoid the appearance of bias. Hash out each option with everyone and decide upon a compromise that works best for the majority.

Implement the 5-whys technique

Problem resolution can also take a coach’s approach by implementing the 5-whys technique. The 5-whys allows employees to discover the root of their conflict without directly involving the mediator.

Start the conversation by asking one party why they reacted to the situation offensively. Then, follow up their response by inquiring why they felt or thought that way.

By the time you get to the fifth “why,” everyone should have a clearer picture of how things unraveled.

It can transform the conflict into a collaboration development exercise

This technique can transform the conflict into a collaboration development exercise by allowing colleagues to understand each other’s points of view.

Overall, it encourages more empathy and reasoning in the problem-solving process.

Adam Crossling

Marketing Manager,  Zenzero

Make meaningful time to interact with your staff

Set a high standard for communication to solve this problem. Face-to-face communication is preferable whenever possible.

Phone conversations, emails, and texts are acceptable in an emergency, but they are insufficient to replace an utterly present dialogue.

Set suitable objectives and expectations

Make sure your staff grasps the essentials by referring to job descriptions. Convene a brainstorming session for unique initiatives and auxiliary goals, and define goals as a team .

Your staff could surprise you by establishing more challenging goals for themselves than you do.

Demonstrate your worth to a new team or yourself

Share your work description with your staff to solve the problem. Seriously, if you don’t already have one, make one .

It might be a once-in-a-lifetime opportunity. Communicate your priorities, and follow through on what you say you’ll do.

Kyle Kroeger

Founder,  The Impact Investor

Implementing workplace synchrony

This concept that I call workplace synchrony is something that other forms of working may not offer. For example, it is something that the newly introduced remote work culture cannot sufficiently prove to be an alternative.

Workplace synchrony is the impeccable order of operations in which specific departments in the workplace run their proceedings.

For example, I want you to consider this; the production team in a textile factory ensures that the conveyor belt functions correctly, products are manufactured in an orderly manner, and the daily target is met.

However, if it were not for the quality control department, there would be no one to approve of the items’ standards.

Alternatively, as is self-explanatory, there is no job left for quality control inspection teams to do without the production line workers.

This is a testament to the synchrony and flow of how multiple teams get together to solve problems in a sequence and help workplaces flourish.

Brainstorming as a group regarding challenges that the company may face

Another affordance that in-person, and to some extent its remote work counterpart, also provides is the ability to brainstorm as a group regarding challenges that the company may face.

For example, there may be a demand by the labor union to increase wage rates, and also a potential that there may be a strike or a peaceful protest for the same reason.

Group meetings in workplaces allow all the potential stakeholders to be impacted by a possible decision, to be present at one moment, and put their needs, demands, and terms forward.

Hence, in the case that wages are considered to be increased , production costs are going to be deemed to increase .

Managers may talk about possible increases in price. In contrast, customer relations department employees might want to chip in to negotiate on the matter with the managers, not compromise the needs of consumers.

This is how all stakeholders walkout in content, knowing their needs are recognized.

Manage the problem with patience and tact

Emotions and perspectives like self-importance, overconfidence, and arrogance can arise even in our best coworkers, clients, and people we report to.

These people may be very good at their job, but everyone occasionally gets it wrong . Stress, burnout, ill health, fear, and feelings of insecurity can be the causes of underlying disputes, poor judgment, and mistakes in the workplace.

It is important not to lose respect for them and remember they are not only as good as their last job. You can build trust by weathering the storm with them.

If you come out the other side together as partners because you managed the problem with patience and tact, the relationship will be strengthened, and cooperation will hopefully improve.

Some problems become unmanageable, and a person’s stubbornness and refusal to cooperate seem insurmountable. Money matters can be some of the most explosive issues of all.

One thing that can be done is to draw the person’s attention to the critical facts that decide the way forward in terms of financial concerns, rather than anyone enforcing a decision on others.

Monika Dmochowska

Talent Acquisition Specialist,  Tidio

Implementing a goal-setting system

Problem : Goal-setting and expectations-management.

No doubt, sometimes it’s hard for individual employees and whole teams to set appropriate goals and make relevant expectations.

This can be solved by implementing a goal-setting system (e.g., OKRs) for every employee individually or at least team-wide.

Using a time management system

Problem : Poor time management.

It’s a very common work problem with many solutions working for everyone individually.

A good example would be using a time management system (e.g., Pomodoro), keeping track of all tasks in a project management tool like Jira, and adding all meetings and appointments to the calendar.

Related: 42 Best Productivity and Time Management Books

Identify a mentor that you can turn to for advice and help

Problem : Asking for help.

Unfortunately, it’s challenging for many people to ask for help even if the team encourages them.

An excellent solution to this would be to identify a mentor or a buddy – the person you can turn to for advice and help.

This will be a mutually valuable relationship. You will receive the help you need, and the person will gain experience in mentoring someone.

Related: How to Ask Someone to Be Your Mentor

CEO,  Champion Leadership Group LLC

Managers and coworkers will regard you as a valuable resource if you can efficiently address challenges at work. Problem-solving may draw together teams, expedite processes, create a more efficient workplace, and boost productivity.

It could also help you save expenses and raise income — two crucial areas where your boss will be pleased to see improvement.

Require a robust business-wide interaction

To guarantee that you can perform correctly every day, you require a robust business-wide interaction. It’s necessary for long-term development .

When adequate linkages are not present, processes might fall through the cracks, resulting in significant performance concerns.

Addressing communication challenges at work entails guaranteeing a two-way approach to help build a culture of accountability and transparency.

Ensure that employees are treated fairly

Extroverts with a lot of confidence are usually correlated with business success. More extroverted business owners may find it difficult to comprehend their more reserved personnel.

Some may even see the scenario as having introvert issues at work, which is a drawback in some businesses but a valuable asset.

So keep in mind that individuals with more introspective personality qualities bring various aspects to their positions, especially in creative contexts .

You must ensure that employees are treated fairly . Don’t show favoritism to anybody. Also, keep an eye out for nepotism.

Kimberly Back

Senior Job Data Content Producer,  Virtual Vocations

Prioritize open communication and employee feedback

Solving workplace problems should be a goal for every business, but the process starts with understanding which workplace stressors affect employees most.

Virtual Vocations surveyed 1,158 U.S. workers and found that the biggest workplace confidence killer, which also negatively impacts productivity and employee well-being, is a micromanager boss .

Related: How to Deal With Micromanagers

Micromanaging and other common workplace problems like poor company culture , lack of transparency , and unrealistic performance expectations can be solved by prioritizing open communication and employee feedback .

Conducting employee surveys, holding the regular team and individual meetings, demonstrating respect for employees, and showing an interest in employees beyond work are all ways to keep employees engaged and ensure their ideas are heard.

When employees have a say in how they work and how they are managed, they are much more likely to perform well and stay longer .

Ahren A. Tiller, Esq.

Founder and Supervising Attorney,  Bankruptcy Law Center

Confront the conflict but actively listen to what the other person says

Communication is very important to any relationship or team. Many issues arise due to lack or absence of communication .

When there is conflict, my staff doesn’t like to beat around the bush. Good problem-solvers don’t act based on their emotions. They confront the conflict but actively listen to what the other person says.

Understand the situation and consider the options to make up for the errors

It doesn’t matter whether one employee or another is at fault; correcting a mistake comes naturally to good problem-solvers.

Self-reflection is an excellent way to assess your own actions—were they helpful?

Look at your own point of view, and the other person’s to understand the situation and consider the options to make up for the errors. Rectifying a mistake requires strategy and creativity .

Ouriel Lemmel

CEO and Founder,  WinIt

Use your creative side to identify new or unusual alternatives

Using your creative side to identify new or unusual alternatives is an excellent way to problem-solve in the workplace.

Too often, you can get stuck in a pattern of thinking about what has been successful in the past, but when you are faced with a new problem , you may find it challenging to generate new ideas.

If you have a problem that seems to have no solution, try out some different techniques. Play “What if” games, for example:

“What if money was no object? How would that change the solution?”

You may find an answer you weren’t thinking of. Permit yourself to think of ideas that may seem outlandish or appear to break the rules; you may end up having a stroke of genius.

David Farkas

CEO and Founder,  The Upper Ranks

Raise the bar for effective communication

Making meaningful time to speak with your staff is a common concern. The best way to resolve this issue is to raise the bar for effective communication . Face-to-face communication is the best way to get things done.

There is no alternative to a face-to-face conversation, yet phone conversations, emails, and messages are okay in a pinch. Online aptitude, psychometric, and ability tests are a few examples of the exams that companies could administer to see how well you solve problems.

These are often administered as part of the application process, although they may be given again at an assessment center. Situational judgment assessments and logic tests like inductive reasoning or diagrammatic reasoning will probably gauge how well you solve problems.

Effective issue resolution indeed takes both time and attention . A problem that hasn’t been solved requires more time and attention. Taking the time to slow down is all that is necessary for success .

There are no straight lines in life. You’ll be in good shape on the next straightaway if you get this one correctly. You may not be in the best shape if you move too rapidly .

Employees can weather the storm by planning for the worst-case scenario in every situation. There are a variety of approaches you may take, but the most critical is learning how to overcome the obstacle.

A workplace may be prepared for both the best and worst of times, whether a common cold or an overflowing workload.

Sales Director,  VEM Tooling

It is common to face many problems in your organization several times. But what is not common is how to deal with that problem to rise above your previous self.

When we talk about a workplace, there are several difficulties that a person needs to deal with in it. Here is one of my examples of problem-solving at the workplace that I find perfect.

Observe which is more important for your business

Problem : Balance between growth and quality

When I first encountered this problem at the end of 2021. I thought it would be a lot difficult to deal with. But as time passed and I gave my thoughts on this problem repeatedly.

I found a way to deal with it. First, I need to see which is more important for my business, growth or quality.

As we all know, nothing in this world is perfect, but as a new developing firm in the market, I need to ensure my business provides quality to its customers.

When I figured it all out, I found that I would grow my organization if I could provide my customers with good quality satisfaction. That’s how I learned how to balance growth and quality to solve the problem.

Frequently Asked Questions 

How can i improve my problem-solving skills.

To improve your problem-solving skills, you need to practice and be intentional. Here are some things you can do to strengthen this skill:

Identify and analyze problems as soon as possible.  Once you identify a problem, try to understand it thoroughly, gather information from reliable sources, and consider possible solutions.

Think outside the box.  Don’t be afraid to approach problems in unconventional ways. Draw inspiration from unrelated fields or industries.

Collaborate.  Work with your colleagues to find solutions. Two heads are better than one!

Learn from your experiences.  Take time to reflect on how you solved problems in the past and learn from your successes and mistakes.

Can I be a successful problem solver without being creative?

Yes, you can be a successful problem solver without being creative. While creativity can help you develop unique solutions to problems, it is not the only skill needed for problem-solving.

Logical thinking, research, analytical skills, and collaboration can also help you solve problems successfully.

These skills require a deep understanding of the problem, identifying the cause and origin of the problem, gathering information, analyzing it, and finally developing a solution based on the information gathered.

A successful problem solver is one who can objectively analyze a problem and derive optimal and workable solutions that are reasonable and achievable. Thinking outside the box and being creative can be an advantage, but it is not an essential requirement for solving problems in the workplace.

How can I encourage my team to engage in problem-solving activities?

Encouraging your team to engage in problem-solving activities can help foster a culture of innovation and continuous improvement. Some ways to encourage problem-solving in the workplace include:

– Scheduling time for team brainstorming sessions or problem-solving workshops – Encouraging team members to share their ideas and perspectives – Providing opportunities for skill-building and professional development – Recognizing and rewarding team members who contribute to problem-solving efforts – Leading by example and demonstrating a commitment to problem-solving

How can I convince my employer that I have problem-solving skills?

To convince your employer that you have problem-solving skills, you need to demonstrate them in action. Here are some tips to help you showcase your skills:

Point out instances where you have successfully solved a problem:  In your resume or interview, cite specific examples of difficult workplace problems you faced and solved. Explain the steps you took, the approach you used, and the results you achieved.

Explain your problem-solving approach:  Employers are looking for a systematic approach to problem-solving that will help them achieve their goals. Describe the steps you take when confronted with a problem and how you use data and other resources to determine the root cause of the problem.

Quantify your successes:  Be as specific as possible about the results you achieved in solving a problem. Did you increase the company’s revenue or save them money? Provide data that shows the impact of your solution.

Market yourself as a lifelong learner:  Employers know that not every problem has a defined solution. Therefore, it is valuable to have a candidate who is willing to learn and adapt to changes in the company.

Highlight this by talking about additional training or certifications you are pursuing to further enhance your problem-solving skills.

How can I tell if my problem-solving efforts are successful?

The success of a problem-solving effort can be measured in different ways, depending on the problem you’re trying to solve. However, there are some signs that your problem-solving is on the right track:

Clarity:  You have a clear understanding of the problem and what you’re trying to accomplish.

Solution:  You have found a solution that is effective and has already been implemented.

Feedback:  You have received feedback from colleagues, supervisors, or customers that the problem has been solved.

Continuous improvement:  You continuously reflect on and improve your problem-solving tactics and approaches.

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

Picture this, you're handling your daily tasks at work and your boss calls you in and says, "We have a problem." 

Unfortunately, we don't live in a world in which problems are instantly resolved with the snap of our fingers. Knowing how to effectively solve problems is an important professional skill to hone. If you have a problem that needs to be solved, what is the right process to use to ensure you get the most effective solution?

In this article we'll break down the problem-solving process and how you can find the most effective solutions for complex problems.

What is problem solving? 

Problem solving is the process of finding a resolution for a specific issue or conflict. There are many possible solutions for solving a problem, which is why it's important to go through a problem-solving process to find the best solution. You could use a flathead screwdriver to unscrew a Phillips head screw, but there is a better tool for the situation. Utilizing common problem-solving techniques helps you find the best solution to fit the needs of the specific situation, much like using the right tools.

Decision-making tools for agile businesses

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

4 steps to better problem solving

While it might be tempting to dive into a problem head first, take the time to move step by step. Here’s how you can effectively break down the problem-solving process with your team:

1. Identify the problem that needs to be solved

One of the easiest ways to identify a problem is to ask questions. A good place to start is to ask journalistic questions, like:

Who : Who is involved with this problem? Who caused the problem? Who is most affected by this issue?

What: What is happening? What is the extent of the issue? What does this problem prevent from moving forward?

Where: Where did this problem take place? Does this problem affect anything else in the immediate area? 

When: When did this problem happen? When does this problem take effect? Is this an urgent issue that needs to be solved within a certain timeframe?

Why: Why is it happening? Why does it impact workflows?

How: How did this problem occur? How is it affecting workflows and team members from being productive?

Asking journalistic questions can help you define a strong problem statement so you can highlight the current situation objectively, and create a plan around that situation.

Here’s an example of how a design team uses journalistic questions to identify their problem:

Overarching problem: Design requests are being missed

Who: Design team, digital marketing team, web development team

What: Design requests are forgotten, lost, or being created ad hoc.

Where: Email requests, design request spreadsheet

When: Missed requests on January 20th, January 31st, February 4th, February 6th

How : Email request was lost in inbox and the intake spreadsheet was not updated correctly. The digital marketing team had to delay launching ads for a few days while design requests were bottlenecked. Designers had to work extra hours to ensure all requests were completed.

In this example, there are many different aspects of this problem that can be solved. Using journalistic questions can help you identify different issues and who you should involve in the process.

2. Brainstorm multiple solutions

If at all possible, bring in a facilitator who doesn't have a major stake in the solution. Bringing an individual who has little-to-no stake in the matter can help keep your team on track and encourage good problem-solving skills.

Here are a few brainstorming techniques to encourage creative thinking:

Brainstorm alone before hand: Before you come together as a group, provide some context to your team on what exactly the issue is that you're brainstorming. This will give time for you and your teammates to have some ideas ready by the time you meet.

Say yes to everything (at first): When you first start brainstorming, don't say no to any ideas just yet—try to get as many ideas down as possible. Having as many ideas as possible ensures that you’ll get a variety of solutions. Save the trimming for the next step of the strategy. 

Talk to team members one-on-one: Some people may be less comfortable sharing their ideas in a group setting. Discuss the issue with team members individually and encourage them to share their opinions without restrictions—you might find some more detailed insights than originally anticipated.

Break out of your routine: If you're used to brainstorming in a conference room or over Zoom calls, do something a little different! Take your brainstorming meeting to a coffee shop or have your Zoom call while you're taking a walk. Getting out of your routine can force your brain out of its usual rut and increase critical thinking.

3. Define the solution

After you brainstorm with team members to get their unique perspectives on a scenario, it's time to look at the different strategies and decide which option is the best solution for the problem at hand. When defining the solution, consider these main two questions: What is the desired outcome of this solution and who stands to benefit from this solution? 

Set a deadline for when this decision needs to be made and update stakeholders accordingly. Sometimes there's too many people who need to make a decision. Use your best judgement based on the limitations provided to do great things fast.

4. Implement the solution

To implement your solution, start by working with the individuals who are as closest to the problem. This can help those most affected by the problem get unblocked. Then move farther out to those who are less affected, and so on and so forth. Some solutions are simple enough that you don’t need to work through multiple teams.

After you prioritize implementation with the right teams, assign out the ongoing work that needs to be completed by the rest of the team. This can prevent people from becoming overburdened during the implementation plan . Once your solution is in place, schedule check-ins to see how the solution is working and course-correct if necessary.

Implement common problem-solving strategies

There are a few ways to go about identifying problems (and solutions). Here are some strategies you can try, as well as common ways to apply them:

Trial and error

Trial and error problem solving doesn't usually require a whole team of people to solve. To use trial and error problem solving, identify the cause of the problem, and then rapidly test possible solutions to see if anything changes. 

This problem-solving method is often used in tech support teams through troubleshooting.

The 5 whys problem-solving method helps get to the root cause of an issue. You start by asking once, “Why did this issue happen?” After answering the first why, ask again, “Why did that happen?” You'll do this five times until you can attribute the problem to a root cause. 

This technique can help you dig in and find the human error that caused something to go wrong. More importantly, it also helps you and your team develop an actionable plan so that you can prevent the issue from happening again.

Here’s an example:

Problem: The email marketing campaign was accidentally sent to the wrong audience.

“Why did this happen?” Because the audience name was not updated in our email platform.

“Why were the audience names not changed?” Because the audience segment was not renamed after editing. 

“Why was the audience segment not renamed?” Because everybody has an individual way of creating an audience segment.

“Why does everybody have an individual way of creating an audience segment?” Because there is no standardized process for creating audience segments. 

“Why is there no standardized process for creating audience segments?” Because the team hasn't decided on a way to standardize the process as the team introduced new members. 

In this example, we can see a few areas that could be optimized to prevent this mistake from happening again. When working through these questions, make sure that everyone who was involved in the situation is present so that you can co-create next steps to avoid the same problem. 

A SWOT analysis

A SWOT analysis can help you highlight the strengths and weaknesses of a specific solution. SWOT stands for:

Strength: Why is this specific solution a good fit for this problem? 

Weaknesses: What are the weak points of this solution? Is there anything that you can do to strengthen those weaknesses?

Opportunities: What other benefits could arise from implementing this solution?

Threats: Is there anything about this decision that can detrimentally impact your team?

As you identify specific solutions, you can highlight the different strengths, weaknesses, opportunities, and threats of each solution. 

This particular problem-solving strategy is good to use when you're narrowing down the answers and need to compare and contrast the differences between different solutions. 

Even more successful problem solving

After you’ve worked through a tough problem, don't forget to celebrate how far you've come. Not only is this important for your team of problem solvers to see their work in action, but this can also help you become a more efficient, effective , and flexible team. The more problems you tackle together, the more you’ll achieve. 

Looking for a tool to help solve problems on your team? Track project implementation with a work management tool like Asana .

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How to scale your creative and content production with Asana

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35 problem-solving techniques and methods for solving complex problems

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All teams and organizations encounter challenges as they grow. There are problems that might occur for teams when it comes to miscommunication or resolving business-critical issues . You may face challenges around growth , design , user engagement, and even team culture and happiness. In short, problem-solving techniques should be part of every team’s skillset.

Problem-solving methods are primarily designed to help a group or team through a process of first identifying problems and challenges , ideating possible solutions , and then evaluating the most suitable .

Finding effective solutions to complex problems isn’t easy, but by using the right process and techniques, you can help your team be more efficient in the process.

So how do you develop strategies that are engaging, and empower your team to solve problems effectively?

In this blog post, we share a series of problem-solving tools you can use in your next workshop or team meeting. You’ll also find some tips for facilitating the process and how to enable others to solve complex problems.

Let’s get started! 

How do you identify problems?

How do you identify the right solution.

• Tips for more effective problem-solving

Complete problem-solving methods

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

Problem-solving warm-up activities

Closing activities for a problem-solving process.

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

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

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

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

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

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

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

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

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

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

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

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

Tips for more effective problem solving

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

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

Clearly define the problem

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

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

Don’t jump to conclusions

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

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

Try different approaches  

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

Don’t take it personally 

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

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

Get the right people in the room

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

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

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

Document everything

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

Bring a facilitator 

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

Develop your problem-solving skills

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

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

Design a great agenda

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

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

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

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

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

Design Sprint 2.0

• Open Space Technology

1. Six Thinking Hats

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

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

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

2. Lightning Decision Jam

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

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

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

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

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

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

3. Problem Definition Process

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

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

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

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

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

4. The 5 Whys 

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

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

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

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

5. World Cafe

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

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

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

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

6. Discovery & Action Dialogue (DAD)

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

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

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

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

7. Design Sprint 2.0

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

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

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

8. Open space technology

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

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

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

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

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

Techniques to identify and analyze problems

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

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

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

Let’s take a look!

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

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

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

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

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

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

10. The Creativity Dice

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

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

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

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

11. Fishbone Analysis

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

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

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

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

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

12. Problem Tree 

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

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

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

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

13. SWOT Analysis

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

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

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

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

14. Agreement-Certainty Matrix

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

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

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

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

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

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

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

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

16. Speed Boat

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

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

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

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

17. The Journalistic Six

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

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

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

18. LEGO Challenge

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

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

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

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

19. What, So What, Now What?

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

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

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

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

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

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

20. Journalists  

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

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

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

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

Problem-solving techniques for developing solutions 

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

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

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

21. Mindspin  

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

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

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

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

22. Improved Solutions

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

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

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

23. Four Step Sketch

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

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

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

24. 15% Solutions

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

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

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

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

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

25. How-Now-Wow Matrix

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

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

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

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

26. Impact and Effort Matrix

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

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

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

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

27. Dotmocracy

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

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

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

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

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

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

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

28. Check-in / Check-out

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

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

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

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

29. Doodling Together  

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

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

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

30. Show and Tell

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

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

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

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

31. Constellations

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

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

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

32. Draw a Tree

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

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

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

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

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

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

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

• One Breath Feedback
• Who What When Matrix
• Response Cards

How do I conclude a problem-solving process?

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

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

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

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

33. One Breath Feedback

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

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

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

34. Who What When Matrix 

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

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

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

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

35. Response cards

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

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

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

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

Save time and effort discovering the right solutions

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

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

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

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

Over to you

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

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

thank you very much for these excellent techniques

Certainly wonderful article, very detailed. Shared!

Your list of techniques for problem solving can be helpfully extended by adding TRIZ to the list of techniques. TRIZ has 40 problem solving techniques derived from methods inventros and patent holders used to get new patents. About 10-12 are general approaches. many organization sponsor classes in TRIZ that are used to solve business problems or general organiztational problems. You can take a look at TRIZ and dwonload a free internet booklet to see if you feel it shound be included per your selection process.

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5 Examples of Problem-Solving in The Workplace

By Christina Colclough

Last updated: January 12, 2024

When you’re in a job interview, you can almost bet on being asked about your problem-solving experiences. This skill is always high on employers’ wish lists. Walk in with a few solid examples up your sleeve and talk about them with confidence – that’s what grabs their attention.

In this post, I’ll guide you through picking the right problem-solving in workplace examples and articulating them in a way that will make you stand out.

In this article:

What is problem solving.

At its core, this skill is all about spotting issues and then working out the smartest ways to sort them out. In the workplace, this skill keeps things running smoothly because challenges always pop up.

In any job, you’re bound to bump into a range of problems. It could be meeting a tight deadline, handling customer complaints, or resolving misunderstandings among team members. Each of these difficult situations needs a cool head and a clear strategy.

Dealing with these issues well is crucial because it keeps the wheels turning. Effective problem-solving means fewer hiccups in projects, better teamwork, and happier customers. It’s like oiling the cogs of a machine.

That is why interviewers like myself often drill down into the candidates’ problem-solving abilities with questions like “ Tell me about a time you solved a problem ” or “ Can you describe a situation where you had to overcome a significant challenge? “

We want to know if you’re the kind of person who faces challenges head-on or if you tend to sweep them under the rug. We’re looking for someone who not only spots issues but also comes up with smart solutions and puts them into action. It’s all about ensuring that, when the going gets tough, you’ve got the skills to keep things on track.

How to Answer Problem-Solving Interview Questions

When you’re in an interview and asked about problem-solving, it’s a golden opportunity to show your skills. In my experience, a great approach is to use the STAR technique. This strategy helps structure your answer in a clear and compelling way.

Let’s break down what each part of STAR stands for:

• Situation : Describe the context within which you had to solve a problem.
• Task : Explain the actual problem or challenge you were facing.
• Action : Describe the actions you took to address the problem.
• Result : Share the outcomes of your actions.

In this step, your goal is to give the interviewer a snapshot of your scenario.

Let’s say you had to deal with a significant drop in team morale and productivity. At the beginning of your response, you want to set the context for your story. This should include where you were working, your role, and the initial problem.

The key here is to be concise but provide enough detail to paint a clear picture like this:

“In my previous role as a team leader, I noticed a sudden drop in team morale and productivity. This was unusual for our normally energetic and efficient team.”

Common Situations

Here are some other common situations you can mention in your answer:

• Resolving an issue with a difficult client when they complain about a product or service
• Figuring out a solution when equipment or technology breaks down or fails
• Dealing with a mistake you’ve made on an important project
• Handling a tight deadline when unexpected challenges threaten completion
• Settling a dispute between colleagues who aren’t getting along
• Improving productivity for a team that is underperforming
• Persuading colleagues to get on board with an idea they are resistant to

How to Answer With Limited Experience

Don’t worry if you just graduated or have little work experience. Think about examples from school group projects, internships, or part-time jobs like these:

• Coordinating schedules for a group presentation when everyone has different availabilities
• Resolving a disagreement over roles for a big class project
• Finding ways to improve your team’s process when a professor gives feedback
• Managing deadlines and deliverables with classmates who had competing priorities
• Convincing peers to adopt your proposed solution for an assignment
• Addressing complaints from a classmate about unequal workloads

Clarify the problem you had to tackle. What was expected of you? What complex challenge did you need to address? Here, you’re setting up the specific problem that you were tasked with solving.

Remember, the focus is on the problem, not yet on your actions. Using the above example, here is what you can talk about:

“My task was to identify the causes of this decline and implement a strategy to boost morale and productivity. I needed to make sure our team could return to its usual high-performance level.”

Describe the steps you took to solve the problem. Think about how you analyzed the situation, decided on a course of action, and implemented it. It should show your critical thinking and analytical skills.

“To tackle this, I first conducted one-on-one meetings with team members to understand their concerns and gather feedback. Based on these insights, I realized that a recent change in company policy was causing stress.

I advocated for my team’s concerns with upper management and worked with them to modify the policy. At the same time, I initiated team-building activities and regular check-ins to foster a more supportive and open team environment.”

Finally, talk about the outcomes of your actions. Employers want to know your problem-solving drives real improvements. Also, highlight any positive feedback from your boss or team members, and if possible, quantify the success.

“As a result of these actions, we saw a significant improvement in team morale within a month. Productivity levels bounced back, and the team’s overall satisfaction with their work environment increased.

This experience not only taught me valuable lessons about team dynamics but also reinforced the importance of proactive communication and advocacy for team needs.”

Here are some other outcomes to highlight in your answer:

• Resolving an issue with a difficult client : Client satisfaction restored, future business secured
• Fixing broken equipment : Equipment operational again, no more disruptions to operations
• Dealing with a mistake : Error corrected, a new process implemented to prevent recurrence
• Handling a deadline : Project completed on time, client received deliverable as promised
• Settling a dispute : Conflict resolved, team collaboration and morale improved
• Boosting team productivity : Increased output, goals reached, performance metrics improved
• Persuading colleagues : Proposal approved, a new initiative launched successfully

5 Examples Of Problem-Solving Skills

1. Improving Collaboration in a Stalled Project

Here is a sample you can use when explaining how you improved team collaboration on a project:

“Our team was tasked with developing a new financial management web application. However, we hit a snag and missed two crucial milestones. The core issue was a breakdown in communication – team members were not proactively sharing updates on delays or challenges they encountered.

To address this, I instituted daily 15-minute standup meetings. These sessions provided a platform for everyone to voice concerns and update the team on their progress. We also started tracking tasks in a shared spreadsheet so everyone had more visibility into the project.

Within two weeks, collaboration and communication improved significantly. We renegotiated the timeline with stakeholders, and the project team delivered the web app only 1 week after the original deadline.

The processes we put in place didn’t just help us with this project but also significantly boosted our efficiency on later projects.”

2. Revitalizing a Marketing Campaign

This is how you can describe a time you turned around a marketing campaign:

“In my last marketing role, I was responsible for a campaign promoting a new line of eco-friendly skincare products. Midway through, we found that our engagement metrics were dismal, particularly with our targeted demographic of people aged 20-30.

Upon reviewing our approach, I realized our messaging was too generic and failed to connect with this specific group’s interests and values. I spearheaded a strategy shift, focusing on the environmental benefits and ethical sourcing, aspects we found resonated more with a slightly older demographic, females aged 25-35, who were more invested in sustainable living.

We also pivoted our advertising to platforms popular with this demographic, like eco-conscious lifestyle blogs and organic beauty forums. This shift led to a 40% increase in engagement and contributed greatly to the success of our product launch, exceeding our initial sales targets.”

3. Streamlining Operational Processes

Here’s an example to illustrate how you tackled inefficiencies in operational processes:

“As an operations manager at a mid-sized electronics manufacturer, I noticed our product delivery was consistently delayed.

I identified the root cause as a bottleneck in our supply chain. In particular, a stage where manual data entry from manufacturing to logistics was causing significant hold-ups.

Realizing the need for efficiency, I proposed automating this stage. We collaborated with the IT department and implemented a barcode scanning system that integrated manufacturing output with our logistics database.

This change cut down the processing time by 30%, drastically improving our on-time delivery rate. It not only led to an upswing in customer satisfaction but also streamlined our inventory management, reducing both operational delays and costs.”

4. Resolving Communication Barriers Between Teams

This example demonstrates a solution for inter-departmental communication issues:

“In my previous role, I observed recurring conflicts between the sales and product development teams. These were mainly due to misunderstandings and a lack of clear communication about product updates. This led to promises being made to customers that the product team couldn’t fulfill.

To bridge this gap, I proposed and facilitated a series of joint workshops between the two teams. These sessions focused on aligning the teams’ understanding of product capabilities and timelines. Additionally, I initiated a bi-weekly newsletter and a shared digital workspace where both teams could update each other on developments and feedback.

The result was a significant improvement in inter-team collaboration. The sales team was better informed about product limitations and timelines, leading to more realistic commitments to customers.

Meanwhile, the product team received valuable market feedback directly from the sales team. It helped them tailor developments to customer needs. This collaborative approach not only reduced conflicts but also led to better product-market alignment.”

5. Resolving Customer Complaints and Enhancing Service Quality

This highlights an approach to customer service challenges:

“In my role as a customer service manager, I was faced with increasing customer complaints regarding delayed response times. This issue was affecting customer satisfaction and had the potential to harm our company’s reputation.

I started by analyzing our customer service processes and discovered that our response system was outdated and inefficient. To rectify this, I led the implementation of a new customer relationship management (CRM) system that streamlined our customer service workflow.

This system included automated responses for common queries and a more efficient ticketing process for complex issues. I also organized a series of training sessions for the customer service team to ensure they were well-versed in using the new system and could provide more effective solutions to customers.

Implementing these changes led to a huge reduction in response time and a significant drop in customer complaints. Our team also received positive feedback for improved service quality, which was reflected in our customer satisfaction surveys.”

Tips on Improving Problem-Solving Skills

Problem-solving is a career-long skill, not just needed for some interviews. Whether you’re a newbie or a seasoned pro, honing these skills can make a big difference in how you handle challenges at work.

Understand Before Assuming

Jumping to conclusions can be a trap. When a problem arises, take a step back and get a clear picture of what’s actually going on. This means holding off on assumptions until you’ve gathered all the facts.

Sometimes, the real issue isn’t what it seems at first glance. Doing a bit of digging to understand the root cause can lead you to a more effective solution.

Research and Learn from the Past

History often repeats itself, and this is true for workplace problems, too. When faced with a challenge, look into whether similar issues have popped up before.

How were they handled? What worked and what didn’t? Learning from past experiences, whether your own or someone else’s, can be a goldmine of insights.

Brainstorm With Creative Thinking

When thinking about potential solutions, avoid locking yourself into the first idea that comes to mind. Brainstorming can open up a world of possibilities and creative solutions. Don’t be afraid to think outside the box. Sometimes, the most unconventional ideas turn out to be the best solutions.

Always Have a Plan B

Even the best-laid plans can go awry. That’s why having a contingency plan is a must.

Think about what could go wrong and how to contain any further issues. This doesn’t mean you’re expecting the worst, but rather, you’re prepared to handle it efficiently if it does happen.

Team Decisions and Communication

Solving problems isn’t a solo mission. Make decisions as a team and keep everyone in the loop.

Clear communication is a valuable soft skill that helps everyone understand the plan and their role in it. Plus, this is how you can bring new perspectives and ideas to the table and make your solution even stronger.

Timeframe and Flexibility

Set a timeframe for your action plan, but be flexible. If something isn’t working, be ready to pivot and try a different approach. Sticking rigidly to a plan that’s not delivering results won’t do anyone any favors.

See more interview tips: How To Write A Follow-Up Email After Interview 3 Examples For Thank-You Email After Interview 8 Examples of Challenges You Have Overcome At Work 6 sample answers of accomplishments at work 5 Examples of Problem-Solving in The Workplace How To Ask for Feedback After Job Rejection How to Explain The Reason for Leaving a Job on Applications For Interview Question: What Do You Like To Do For Fun? What Are You Most Passionate About? What Are You Looking For In Your Next Job? Why Are You Interested In This Position? What Accomplishments Are You Most Proud Of?

Frequently Asked Questions

Are problem-solving skills that important.

Absolutely. No matter where you work, there’s always a curveball now and then. Having the knack to quickly think on your feet, break down a problem, and come up with a solution is a game-changer.

How Do I Sell Myself as a Problem Solver?

Storytelling is your best bet here. The trick is to paint a picture where you’re the person who spots the problem and then creatively solves it, not just someone who follows instructions.

How Do I Choose Good Examples for a Job Interview?

Pick examples that show you’re not just a one-trick pony. What I find impressive is when someone can demonstrate their thought process – how they analyzed the issue, got creative with solutions, and then put their plan into action.

What Are the Key Attributes of a Good Problem Solver?

They’re the kind of people who don’t rush to conclusions. Instead, they take their time to understand the problem, explore different angles, and weigh their options.

Adaptability is also key – they can roll with the punches and adjust their plans as needed. And, of course, they’re great at getting their point across, ensuring everyone’s on the same page.

What Are the Major Obstacles to Problem Solving?

From what I’ve seen, the big hurdles are often not having enough info, sticking too rigidly to old mindsets, and letting biases lead the way. It’s easy to get tunnel vision, especially if you’re used to doing things a certain way.

Also, not bringing different perspectives to the table can really limit your options.

As you step into the next interview, remember two key things: confidence and clarity. Trust in your abilities and the experiences you bring to the table. Learn how the above problem-solving examples can paint a vivid picture of your challenge and how you tackled it. Most importantly, let those stories reflect your skills and how you can be an asset to any team.

Christina J. Colclough

Dr Christina J. Colclough is an expert on The Future World of Work and the politics of digital technology advocating globally for the importance of the workers’ voice. She has extensive regional and global labour movement experience, is a sought-after keynote speaker, coach, and strategist advising progressive governments and worker organisations.

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Top 15 Problem-Solving Activities for Your Team to Master

May 27, 2022 - 10 min read

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

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

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

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

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

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

Classic team-building, problem-solving activities

1. a shrinking vessel.

Helps with: Adaptability

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

What you’ll need:

• A rope or string

Instructions:

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

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

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

2. Marshmallow Spaghetti Tower

Helps with: Collaboration

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

What you’ll need (per team):

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

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

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

3. Egg Drop

Helps with: Collaboration, decision-making

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

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

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

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

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

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

4. Stranded

Helps with: Communication, decision-making

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

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

Creative problem-solving activities

Helps with: Communication

What you'll need:

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

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

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

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

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

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

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

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

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

7. Frostbite

Helps with: Decision-making, adaptability

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

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

8. Minefield

• An empty room or hallway
• A collection of common office items

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

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

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

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

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

9. Blind Formations

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

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

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

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

Quick and easy problem-solving activities

10. line up blind.

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

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

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

11. Reverse Pyramid

Helps with: Adaptability, collaboration

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

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

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

12. Move It!

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

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

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

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

4. Place these restrictions on movement:

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

13. Human Knot

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

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

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

14. Dumbest Idea First

Helps with: Instant problem-solving

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

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

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

15. What Would X Do

1. Have everyone pretend they're someone famous.

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

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

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

Additional resources on problem-solving activities

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

How to organize problem-solving activities with Wrike

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

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

Brianna Hansen

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

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7 Teamwork Terrors and How to Conquer Them

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

13 Awesome Team-Building Games (Infographic)

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

6 Different Team Effectiveness Models to Understand Your Team Better

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

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Problem Solving in the Workplace and Problem Solving in the Workplace Scenarios

Developing problem solving skills for the workplace is important for all professionals, regardless of your field. However, not all problems are created equal, and the ability to solve and analyze them can vary greatly depending on the situation. In this post, we explore why problem-solving skills are important for the workplace, how to develop a framework for problem solving, scenarios, and interview prep for answering questions that deal with problem solving.

Why problem solving in the workplace is important

 “Problem solving” is a generic term, but at its core – most companies exist to solve problems and make life easier for their customers or clients. It’s critical to also have employees who adopt this mindset.

There are several reasons why problem-solving in the workplace is important, including:

 Efficiency: Employers value the ability to solve problems quickly and efficiently (for example – for less time, money or resources).

Career advancement: Individuals who demonstrate strong problem-solving skills are often seen as valuable assets to the company and may be considered for promotion or leadership positions.

Collaboration: People who are good problem solvers are often usually good collaborators and demonstrate strong team work and communication skills.

Adaptability: In today’s rapidly changing business environment, adapting to new challenges and solving problems is critical.

A framework for solving problems in the workplace

When approaching a problem, it’s important to develop a framework for how you’ll approach, evaluate, and ultimately solve problems.

Problem solving goes beyond just coming up with the solution for a problem. Along the way, you’ll want to make sure you’re thinking through multiple perspectives and approaching the issue at hand with a calm mindset.

1. Take a step back and collect yourself. How much time you have for this may depend greatly on the scenario, but make sure you’re thinking about the problem in a calm and a collected manner before you fire off a defensive email or say something you may regret. Take a quick walk, pause what you’re doing for a few minutes, or take some deep breaths.

2. Gather information. Collect as much information as possible about the problem. How urgently does it need to be fixed? Who are the stakeholders you need to keep in mind? Ask for help if you need it or assistance from others on your team who have been in similar situations.

Don’t spend too much time gathering information you won’t need or overcomplicating the problem. Simply try to gather background information or details on what led up to the problem at-hand.

3. Ask questions and brainstorm solutions. Once you understand the details of the problem, you can start brainstorming potential solutions. If a customer has asked for a refund – can you grant them a partial refund? If someone on your team is unhappy with the outcome of a project – can you work with them on your plan for next quarter?

Doing something very simple can also be away to solve a problem too. For example, let’s say a customer is asking for a report on all their performance to date, and they need it tomorrow morning. Usually, these reports take you and your team a week to do. Instead of staying up all night working on the report and sending over something the client may be disappointed with – can you ask them a few questions on what they’re looking for specifically, or if there is a key metric you can do some in-depth research on vs. writing a lengthy report? Behind many seemingly last-minute requests is often a simple reason, and you can often uncover this reason by asking more questions.  

4. Develop a plan for action. Figure out what steps you need to take, who you need to involve, and when you need to act.

Sometimes you don’t need the most elaborate solution– you just need a simple yes or no answer to give someone. Don’t overcomplicate a solution.

5. Over-communicate. This is especially important if the problem you’re solving is customer-facing or high visibility. You want to make sure others involved know that you’re working on a solution. If people don’t hear anything back, or feel like you’re going silent – they often assume you’re not working on it anymore or you don’t care (even if this couldn’t be further from the truth!).

Over-communication can take several forms, including sending progress updates, sharing email or Slack updates (or even setting up a dedicated Slack channel), and

6. Keep track of your learnings. As you learn how to solve problems or deal with certain situations, write down or save your steps somewhere where you won’t forget them. You may want to refer to these at a future date or share with a future person in your role.

Problem solving in the workplace scenarios

If you’re interviewing at new companies or want to share with your manager how you’ve been successful at problem solving in the past, you may want to reflect on some scenarios where you’ve solved problems. These can look like:

1. An unhappy customer has lodged a complaint about a service: In this scenario, you would need to investigate the complaint (i.e. gather more information), discover the cause of the problem, and develop a plan to solve the issue. This could look like offering a full or partial refund, a replacement, or an additional guarantee or future discount. This is one where they are often many solutions – you can be creative!

2. A project is behind schedule: This one is all too common – you have plans in place to finish a project by a certain date, or hit a certain milestone, but it becomes clear you’re not going to achieve your goal.  

3. A team member you manage is consistently underperforming: If a team member is not meeting expectations, it’s important to identify the root cause of the problem and work with the employee to understand why. Are there miscommunication issues? Are they aware of the problem? Once you have a discussion, you can work with them to establish a plan for improvement.This can look like additional training, setting goals with shorter time frames, or discussing some variation of a Performance Improvement Plan for which if changes aren’t made by a certain date, disciplinary action will be taken.

4. Communication between teams is poor: Let’s say you’re a member of the engineering team, and you’re having a difficult time communicating with the product team – they’re developing their own features and are giving directions different from what you’ve discussed. To solve this problem, you may need to gather more information about why the communication gaps are occurring and think through solutions that allow both teams to meet their needs. This solution could be implementing new communication protocols, providing additional training, or establishing new meeting times to clear up any confusion.  

How to answer the interview question, “Tell me about a scenario when you had to solve a problem in the workplace?”

Developing problem solving skills isn’t only important for when you’re on the job, or for growing into a new role in your company. Speaking about how you approach problem solving is also important for interviewing.

When you interview for new roles, you’ll probably be asked about a time when you had to problem-solve a difficult situation, or how you would solve a particular scenario the interview gives.

When preparing an answer to this common question, stick to the STAR method – Situation, Task, Action, and Result. Use the scenarios above as thought starters and write out an answer demonstrating how you dealt with a problem outlining the Situation (background and actions leading up to the problem),Task (your involvement), Action (your plan), and Result (what happened as a result of implementing your plan).  

STAR can apply to either a real situation you faced, or a hypothetical one. Practice your answer, or multiple answers, and you’ll be ready to share how you had to solve a problem in the workplace.

What have been some of your favorite, or most effective approaches to problem solving in the workplace? 

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5 Examples of Problem Solving Scenarios + ROLE PLAY SCRIPTS

Problem-solving is an essential skill in our daily lives. It enables us to analyze situations, identify challenges, and find suitable solutions. In this article, we’ll explore five real-life problem-solving scenarios from various areas, including business, education, and personal growth. By understanding these examples, you can develop your problem-solving abilities and effectively tackle challenges in your life.

Examples of Problem Solving Scenarios

Improving Customer Service Scenario:

A retail store is experiencing a decline in customer satisfaction, with clients complaining about slow service and unhelpful staff.

Solution : The store manager assembles a team to analyze customer feedback, identify key issues, and propose solutions. They implement a new training program focused on customer service skills, streamline the checkout process, and introduce an incentive system to motivate employees. As a result, customer satisfaction improves, and the store’s reputation is restored.

Enhancing Learning Outcomes Scenario:

A high school teacher notices that her students struggle with understanding complex concepts in her science class, leading to poor performance on tests.

Solution : The teacher reevaluates her teaching methods and incorporates active learning strategies, such as group discussions, hands-on activities, and real-world examples, to make the material more engaging and relatable. She also offers additional support sessions and resources for students who need extra help. Consequently, students’ understanding improves, and test scores increase.

Overcoming Procrastination Scenario:

An individual consistently procrastinates, leading to increased stress and reduced productivity.

Solution : The person identifies the root cause of their procrastination, such as fear of failure or lack of motivation. They establish clear goals and deadlines, break tasks into manageable steps, and use time management tools, like the Pomodoro Technique , to stay focused. By consistently applying these strategies, they successfully overcome procrastination and enhance their productivity.

Reducing Patient Wait Times Scenario:

A medical clinic has long wait times, leading to patient dissatisfaction and overworked staff.

Solution : The clinic’s management team conducts a thorough analysis of the appointment scheduling process and identifies bottlenecks. They implement a new appointment system, hire additional staff, and optimize the workflow to reduce wait times. As a result, patient satisfaction increases, and staff stress levels decrease.

Reducing Plastic Waste Scenario:

A local community is struggling with an excessive amount of plastic waste, causing environmental pollution and health concerns.

Solution : Community leaders organize a task force to address the issue. They implement a recycling program, educate residents about the environmental impact of plastic waste, and collaborate with local businesses to promote the use of eco-friendly packaging alternatives. These actions lead to a significant reduction in plastic waste and a cleaner, healthier community.

Conclusion : These five examples of problem-solving scenarios demonstrate how effective problem-solving strategies can lead to successful outcomes in various aspects of life. By learning from these scenarios, you can develop your problem-solving skills and become better equipped to face challenges in your personal and professional life. Remember to analyze situations carefully, identify the root causes, and implement solutions that address these issues for optimal results.

• See also: 4 Medical Role Play Scenarios: Prepare for the Real Thing
• See also: 3 Financial Advisor Role Play Scenarios: Practice Your Skills!
• See also: 3 Insurance Role Play Examples
• See also: 3 Workplace Scenarios for Role Play

Role Play: Improving Customer Service in a Retail Store

Objective : To practice effective problem-solving and communication skills in a retail setting by addressing customer service issues and finding solutions to improve customer satisfaction.

Scenario : A retail store is experiencing a decline in customer satisfaction, with clients complaining about slow service and unhelpful staff.

Characters :

• Store Manager
• Sales Associate
• Assistant Manager

Role Play Script:

Scene 1 : Store Manager’s Office Store Manager: (Addressing the Assistant Manager and Sales Associate) I’ve noticed that our customer satisfaction has been declining lately. We’ve received several complaints about slow service and unhelpful staff. We need to address these issues immediately. Any suggestions?

Sales Associate : I’ve observed that the checkout process can be quite slow, especially during peak hours. Maybe we can improve our system to make it more efficient?

Assistant Manager : I agree. We could also implement a new training program for our staff, focusing on customer service skills and techniques.

Scene 2 : Staff Training Session Store Manager: (Addressing the entire staff) We’re implementing a new training program to improve our customer service. This program will cover effective communication, problem-solving, and time management skills. We’ll also introduce an incentive system to reward those who provide exceptional service.

Scene 3 : Retail Floor Customer: (Approaching the Sales Associate) Excuse me, I can’t find the product I’m looking for. Can you help me?

Sales Associate : (Smiling) Of course! I’d be happy to help. What product are you looking for?

Customer : I need a specific brand of shampoo, but I can’t find it on the shelves.

Sales Associate : Let me check our inventory system to see if we have it in stock. (Checks inventory) I’m sorry, but it seems we’re currently out of stock. However, we’re expecting a new shipment within two days. I can take your contact information and let you know as soon as it arrives.

Customer : That would be great! Thank you for your help.

Scene 4 : Store Manager’s Office Assistant Manager: (Reporting to the Store Manager) Since we implemented the new training program and made changes to the checkout process, we’ve seen a significant improvement in customer satisfaction.

Store Manager : That’s excellent news! Let’s continue to monitor our progress and make any necessary adjustments to ensure we maintain this positive trend.

More Examples of Problem Solving Scenarios on the next page…

17 Team Building Problem Solving Activities & Exercises

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Whether you work in an office or online, it is important to establish a strong foundation as a team. Good communication and collaboration skills are essential for any successful team, but problem-solving skills are what will help you through the tough times.

Life is unpredictable, which is why problem solving skills are critical to learn , starting at a young age. They help us deal with the curveballs that will inevitably be thrown our way from time to time… without spiraling off course into a panic .

Table of Contents

What Are Problem Solving Skills?

Problem-solving skills are the ability to identify and solve problems creatively and effectively . They involve analyzing a situation, coming up with a plan of action, and then following through with that plan. These types of skills are important in both personal and professional life.

In your personal life, you will no longer have the same constant helping hand or be able to make excuses as you could in childhood . When something happens, you will need to be able to figure out a way to fix it yourself. In your professional life, being able to solve problems quickly and efficiently will make you an invaluable asset to any team.

Why Problem Solving Activities Are Important In the Workplace

There are many benefits to having strong problem solving skills in the workplace. For one, it can help improve morale among team members. When everyone is working together to solve a problem, it can create a sense of camaraderie and teamwork .

It can also help hold team members accountable for their actions. If a problem arises, everyone will need to work together to solve it instead of placing the blame on one person. This will help create a more cohesive team that is better able to handle difficult situations.

Finally, problem solving skills can help improve productivity in the workplace. When problems are solved quickly and efficiently, it allows the team to move on to other tasks more quickly.

17 Problem Solving Activities

Activity #1. brainstorming.

This is a great activity for getting the creative juices flowing. Get your team together and have them come up with as many ideas as possible for solving the problem at hand. The more ideas, the better!

One way to start may be to ask everyone to write down their ideas individually, then have each person share their idea with the group. Once all the ideas are on the table, you can start to narrow down which ones are the most feasible.

Activity #2. Role-Playing

If you are ready to get the team members to think outside the box, have them take on different roles and come up with solutions from those perspectives. The roles can be anything from a customer to a company CEO.

Write down roles on a piece of paper and put them in a hat or bowl. Have each team member draw a role and then have them work on coming up with solutions from that perspective.

Activity #3. Logic Puzzles

These types of puzzles are great for testing your team’s critical thinking skills. There are a variety of different logic puzzles available online or in puzzle books .

Logic puzzles can be a great team-building activity as they require everyone to work together to find the solution.

Activity #4. Word Association

This is a simple but effective way to get ideas flowing. Write down a list of words or phrases related to the problem and then have your team come up with solutions based on those words.

Let's take the word “online safety” for example. Some potential solutions could be creating strong passwords, using two-factor authentication, or avoiding phishing scams or unnecessary social media use at work .

Activity #5. Debate

This activity will help get the team thinking about the issue from different angles . Have each team member take a side of the debate and then have them argue their points.

After everyone has had a chance to speak, have the team come to a consensus on the best solution.

Activity #6. Process Mapping

This activity is great for visual learners. Get a whiteboard or large piece of paper and map out the steps that need to be taken to solve the problem. This will help the team see the issue as a whole and spot any potential roadblocks.

Activity #7. Mind Mapping

This is similar to process mapping but is more focused on coming up with ideas. Write down the main issue in the center of the paper and then have team members come up with ideas that branch off from that.

Activity #8. Fishbone Diagram

If you are looking for another visual activity that can help a team see the different factors that contribute to a problem, try the fishbone diagram. Draw a large fish skeleton on a whiteboard or piece of paper and then have team members add in the different factors that contribute to the problem.

Activity #9. 5 Whys

Have the team start with the main issue and then each person takes turns asking “why” until you get to the root cause of the problem. Five times is usually sufficient to solve most problems. This is very effective for uncovering hidden problems.

One example may involve sales:

The problem is that our sales are down:

• Why? Because we’re not getting enough foot traffic in the store.
• Why? We’re not advertising enough.
• Why? We don’t have the budget for it.
• Why? There is too much inventory loss/theft.
• Why? High employee turnover.

Activity #10. Scenario Planning

Think ahead and prepare for potential problems in the future. Have the team come up with different scenarios that could happen and then brainstorm solutions for each one. A perfect example may be different ways to escape the building in the event of an emergency.

One approach can involve escape routes, another can focus on the steps needed to shelter in place, and the last can highlight who is responsible for what during an evacuation.

Activity #11. SWOT Analysis

Before coming up with solutions, it is important to understand the different factors that could impact them.

The SWOT analysis activity will help the team identify the Strengths, Weaknesses, Opportunities, and Threats associated with the problem. This will help them come up with more informed solutions and deeper thinking.

Activity #12. Reverse Brainstorming

To prevent boredom, do what you can to get the team to think outside the box. Instead of brainstorming ways to solve the problem, have them come up with ways to make it worse. It may sound counter-productive but it can help the team see the issue from a different perspective and come up with more creative solutions.

Reverse brainstorming works by having the team come up with as many bad ideas as possible. Once they have exhausted all the ways to make the problem worse, they can then start thinking of ways to fix it.

Activity #13. Problem Solving Workshop

This is a more structured way of approaching problem solving as a team. It involves breaking the team into small groups and having each group come up with solutions to various specific problems.

Once all the groups have had a chance to share their ideas, the team can then vote on the best solution. You may want to start with a problem not directly related to the job and have the teams solve it. Next, ask them how the same approach can be used at the job. An example of this may include the team solving a Rubik’s Cube and then asking them how they can apply that same level of critical thinking to their work.

Now let's think about how to do team building and problem solving for the increasing number of people working remotely. Team building remotely may have its unique challenges but it is not impossible.

Remote Problem Solving Activities

Activity #14. coffee chat.

This is a great way to get everyone on the team introduced to each other, especially if you have new members coming on board. Set up a time for everyone to jump on a video call and chat over coffee (or tea!). This can be done weekly or monthly, depending on the size of the team. It is a great way to informally chat about issues and concerns and can get the ball rolling on real solutions.

During the early days of the pandemic, my writing group set aside the writing topic for a session and decided to do an online happy hour with great success. We got to chat about other issues not directly related to writing and we all got useful insights.

Activity #15. Show and Tell

Who says team building problem solving activities can't be fun? This is a nice way for everyone to get to know each other on a personal level. Have each team member choose an item from their home that has special meaning to them and do a “show and tell”. Ask if each person can find an object related to helping them do their job or something completely unrelated. This is a great way to build rapport, get to know each other on a personal level, and of course – solve certain problems.

For example, someone may demonstrate hand exercises or stretching techniques to help with issues that stem from sitting at a desk or typing all day.

Maybe people in the group struggle to use a certain design program or add attachments to emails. Someone can use screen share to show an easier way to do something that has stumbled their colleagues.

Activity #16. Virtual Office Tour

Another way to get everyone acquainted with each other and the idea of working from home is to do a virtual office tour. This can be done by having each team member give a quick tour of their home office (or workspace). This is also a great way to get everyone comfortable with using video conferencing if they are not already. The reality is, everyone is not accustomed to working from home yet and a virtual tour from someone more experienced may help ease anxiety and provide peer-to-peer teaching. I

Activity #17. Scavenger Hunt

A scavenger hunt can either be done in person or online. If you are doing it remotely, you can use a program like Zoom to break everyone into small groups. Give each group a list of items they need to find and set a time limit. The first team to find all the items (or the team with the most items) wins.

You can make the scavenger hunt related to work or you can make it more general. If you want to make it work-related, you can have teams find things like “a picture of someone wearing a hard hat” or “an item that starts with the letter E”. If you want to make it more general, you can have teams find items like “a picture of a pet” or “an item that is green”.

Final Thoughts about Problem Solving Activities

There are many benefits in the workplace to executing problem solving activities, whether in person or remotely. You can even conduct team building activities outdoors for a nice change of pace.

Team building exercises like these can help build rapport, provide peer-to-peer teaching opportunities, and help with critical thinking skills .

The most important thing is to find something that works for your team and that everyone is comfortable with. And with a little creativity, you can find ways to build your team no matter where they are located. You don’t need to be in close proximity to grow closer .

If you have children, you may want to check out 11 Fun Problem Solving Activities for Kids and 21 Fun Team Building Activities for Kids , as it’s never too young to teach this valuable skill.

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Problem Solving Activities to Improve Team Creativity

Richi Gupta

Lead Product Analyst

Review Board Member

Richi Gupta, a Lead Product Analyst, excels in systems integration and translating complex business needs into actionable tech strategies. Her attention to detail, coupled with exemplary project management skills, drive ... Read more

Richi Gupta, a Lead Product Analyst, excels in systems integration and translating complex business needs into actionable tech strategies. Her attention to detail, coupled with exemplary project management skills, drive her success in product feedback management, competitive analysis, strategic planning, and budget management. As a valued member of the ProProfs Survey Maker Advisory Board, Richi's primary objective is to deliver precise and coherent content, ensuring alignment with the company's strategic vision and objectives. Read less

Project Management Expert

David Miller, a seasoned Senior Project Manager at ProProfs with over two decades of diverse expertise, shares impactful insights on project management, leadership, and personal development through his writing.

“Every problem has a solution. You just have to be creative enough to find it.”                                                                                                               – Travis Kalanick

Problem-solving is a skill that undoubtedly comes into play to improve creativity, execute and deliver projects delightfully. Strong problem-solving skills to improve creativity is a crucial asset for any team. Whether you’re a manager or fresher, easy problem-solving tactics will help you glide over tough decision-making faster and approach problems smartly.

For example, in project management, your team might find itself questioning things like “How would we handle tight deadlines while maintaining the quality consistently?” or “How do we ensure that we effectively track progress on multiple projects?”.

These are common challenges that are bound to arise on the job. However, being prepared and having the ability to handle difficult or unexpected situations is what will guide you to the end.

Luckily, there are many ways to develop problem-solving skills to create innovative solutions. Here’s how one can rewire the brain for problem solving and creativity. Let’s start with the basics!

What Are Problem Solving Activities?

Simply put, problem-solving activities are activities that help in building the capability to solve problems and overcome challenges. While finding effective solutions to complex problems isn’t easy, a step-by-step process of solving the problem at hand ensures that you implement the most effective solution.

One can resolve almost any problem by using the right techniques learned through various problem-solving exercises. All processes of problem-solving begin with identifying and defining the problem. Thereafter, one evaluates the possible course of action and selects the best approach for solving the problem.

For example, if you are starting an online store and have listed down all possible problems that can arise in the process, with the right problem-solving techniques you cannot only eliminate those issues but also can bring out the best possible solution to help you scale and grow. 

Problem-solving activities are highly sought-after activities that help in imbibing key problem-solving skills.

Let’s take a look at these skills.

• Analytical skills
• Adaptability, Quick thinking ability
• Logical reasoning
• Communication skills
• Perseverance, Motivation skills
• Collaboration
• Team skills
• Cooperation
• Decision-making skills, Leadership skills
• Visual perception skills
• Critical thinking skills, Negotiation skills

Read More: Excel in Project Execution With These 5 Surefire Tips

The Importance of Developing Problem Solving Skills in Today’s Workplace

You may question: How will I benefit from developing problem-solving skills in my team members? Are these skills important for my team to attain business goals?

Well, have you ever found yourself saying, “Let’s think outside the box for this project” to your team? We are certain that you have, and that is exactly why you need to understand what it takes to level up your team’s ability to convert problems into actionable solutions for the team to succeed together. After all, company performance is closely tied to improving team members’ problem-solving skills.

Good problem-solving skills encourage quick and creative thinking, leading to better decision-making and ultimately increased company growth. Teams and leaders who approach problems thoughtfully perform better and find realistic solutions.

Let’s take a step back and understand ‘ What it takes ?’ to level up your team’s ability to convert problems into actionable solutions.

The secret to a thriving business lies in solving problems effectively. This is where good teams outshine the mediocre ones, isn’t it?

So how do the good teams do it?

Good teams approach problems in a fresh and creative manner at every step of the way. They have learned how to generate ideas and come up with out-of-the-box solutions. 

Guess what they have mastered?

Yes, problem-solving skills!

Here are a few advantages that you should expect from your teams that have acquired problem-solving skills:

1. Better risk handling

Managing risk means acknowledging that undesired or uncertain events may occur at any stage of the process. Problem-solving skills help in being confident of your capability to turn risks into opportunities by going beyond the expected.

2. Better communication

Problem-solving skills equip you with solving issues in a way that minimizes accusations and brings about a resolution regarding the problem. This efficient approach helps foster intra-team communication eventually leading to better understanding.

3. Improved productivity output

Adopting problem-solving techniques at the workplace has a positive impact on total productivity . Problem-solving skills help in implementing solutions in an effective and timely manner without any hindrance.

4. A proactive mindset

A proactive mindset enables identifying and executing the solution to a specific problem. Defining, generating, evaluating, and selecting the best solution is possible only when one has mastered the problem-solving skill.

Remember that not all problems are the same. Moreover, it is unlikely that the same solution will work each time for a particular problem. Scope and type of problems will vary according to the size, type, and goals of an organization. Likewise, solutions will be different for each. Thus, problem-solving skills are absolutely invaluable at the workplace.

20 Fun Problem Solving Activities to Improve Creativity

Problem-solving activities help in developing the skill of problem-solving by practicing exercises to equip a team or an individual with a convincing ability to handle and overcome problems and challenges. The below activities guide through the set of actions, approaches, and processes that one should undertake for devising strategies for solving a problem creatively.

1. Dumbest Idea First

Helps With: Creative problem solving

Why is creative problem solving important for problem-solving?

Creative problem solving allows you to relax your assumptions and approach a problem in an imaginative, unconventional way. The skill focuses on divergent thinking, thus redefining problem-solving.

What you’ll need: Nothing!

Directions:

Yes, this is an important activity for problem-solving. Encourage everyone to voice the absolute random and dumb solution to the problem in front of them. Who knows, you might just get an idea that can be shaped into an effective solution.

Come to think of it, most successful start-up ideas once seemed like the dumbest!

2. 40-20-10-5 

Helps With: Analytical skill

Why is an analytical skill important for problem-solving?

Analytical skill helps in assessing information and finding solutions using knowledge, facts, and data. This skill ensures that any solutions you implement are backed up logically and have been adequately thought out.

To apply this rule, explain your problem in 40 words. Cut it down to 20, then to 10, and finally to 5 words. This 5-word problem statement is the root of your problem and maybe even the solution!

3. Brainstorm Ideas

Helps With: Lateral Thinking

Why is Lateral Thinking important for problem-solving?

Lateral Thinking involves generating ideas using an indirect and creative approach that is not immediately obvious. It deals in insight restructuring and consciously coming up with alternative solutions for the given problem.

Brainstorming ideas is a powerful and one of the best problem-solving activities to get your team’s creative juices flowing.

The purpose of this activity is to produce as many new and creative ideas as possible.

Once the list of ideas is ready, you can then go on to explore the feasibility of each idea to arrive at the most suitable one.

4. Gamification

Helps With: Perseverance, Motivation skill

Why is perseverance important for problem-solving?

Perseverance is being absolute in purpose to continue in the pursuit of an idea or a goal despite setbacks and roadblocks. The quality is a given if you wish to develop the skill of problem-solving.

Why is motivation skill important for problem-solving?

Motivational skills can be defined as actions or strategies that elicit a desired behavior or response. To solve a problem, deriving self-motivation to get to the core of the problem is foremost.

We all have heard the phrase, “Work Hard, Play harder”. Guess it’s time to incorporate it into your work routine!

Gamification will turn ‘work’ into an entertaining and fun activity. You are required to set different types of rules and objectives for the team which they have to follow to earn desirable rewards that will let them win the game or should we say, solve the problem?

5. Shrinking Vessel

Helps With: Adaptability, Quick thinking ability

Why is adaptability important for problem-solving?

Organizations that can adapt quickly have an obvious advantage over their competitors as they have conditioned themselves to effortlessly adapt to changing circumstances while facing problems.

Why is quick thinking ability important for problem-solving?

If you are a quick thinker, that means that you act on problems easily, while being efficient and accurate in thought.

What you’ll need: A Rope/String

A Shrinking Vessel is a problem-solving activity with a simple concept. The idea is that you are in a situation of a sinking ship.

There is a predetermined space for the activity and the teams are divided equally. The entire team must work together to occupy a space, marked with a rope/string, that shrinks over time. It is the perfect game to bond with your teammates and craft a stellar creative strategy to be the last one standing.

6. Egg Drop Idea

Helps With: Logical reasoning

Why is logical reasoning important for problem-solving?

Logical reasoning measures your ability to reason logically by observing and analyzing circumstances. Logical reasoning aids in arriving at a rational conclusion about how to proceed.

What you’ll need: newspaper, plastic wrap, cotton, socks, and a handkerchief

The egg drop project involves designing a package or a container with everyday items that will keep an egg intact when dropped from a height.

Sounds fascinating, right?

It sure is! You can use whatever items or construction material you find around you and deem fit to save an egg. Some items that you may find around easily are newspaper, plastic wrap, cotton, socks, and handkerchief.

Reach out for these and more to save your egg!

Helps With: Communication

Why is communication important for problem-solving?

Being an effective communicator is essential to succeed and progress at the workplace. This is because one needs to successfully communicate ideas and recommendations for daily tasks and projects.

What you’ll need: Lego pieces

This is one of the most interesting team-building activities. This activity is all about observation and retention of design. For this activity, select an impartial individual to construct a random figurine using Legos in under 5 minutes.

Next, the competing teams have to replicate this structure in 10 minutes.

Sounds easy, right? Well, there’s a catch!

Only one person is allowed to look at the figurine at a time. The person has to then communicate the parameters like size, shape, color, etc. to his/her team members. Now, that’s some team-building activity!

8. Stranded

Helps With: Decision-making skill

Why is decision-making skill important for problem-solving?

Problem-solving and decision-making skills go hand in hand at work. Decision-making is an ongoing process in every organization whether big or small. Decision-making skills help in choosing between two or more alternatives to arrive at the best solution to implement.

What you’ll need: A room that can be locked

The setting is that your team will be locked in a room and will be given 30 minutes to choose 10 items that they will need for survival. Also, the items have to be chronologically listed.

9. Reverse the Pyramid

Helps With: Adaptability, Collaboration

Having adaptability skills means embracing problems with optimism. Adaptability reflects your willingness to respond to changing circumstances.

Why is collaboration important for problem-solving?

In the words of Peter Senge, “Collectively, we can be more insightful, more intelligent than we can possibly be individual”.

Collaboration facilitates the free exchange of ideas, knowledge, perspectives, and experiences leading to enhanced innovation.

This is one of the best problem-solving exercises for teams.

Make a team. Ask everyone to stand in the shape of a pyramid. Next, ask them to flip the base and the apex moving only 3 people.

Whichever team moves and forms the reverse pyramid fastest wins the activity.

10. Word on the Street

Helps With: Team skills

Why are team skills important for problem-solving?

Building strong team skills enables team members to come together for a common purpose. Employing team skills for problem-solving is a hallmark of high-performing teams.

It’s a fairly simple technique that involves interviewing all team members to gain their perspective on the solution that has been arrived at for a specific problem.

11. Human Knot

Helps With: Collaboration, Communication skills

Why are communication skills important for problem-solving?

When teams come together to solve a problem, no problem is big enough. Together, a team can overcome even the most difficult of obstacles. Active listening skills are an important element of communication skills.

Get ready for an entertaining problem-solving group activity!

Make everyone stand in a circle. Next, ask each one to hold hands with two people who aren’t directly standing next to them.

Now, ask them to untangle themselves and form a circle without letting go of anyone’s hand. Believe us, it’s going to be super fun watching them twist and turn to form the perfect circle.

12. Marshmallow Spaghetti Tower

Helps With: Collaboration

What you’ll need: Uncooked spaghetti, 1 marshmallow, tape, and a string/thin rope

In this activity, you simply have to make the tallest tower within the set amount of time.

You’re given a handful of supplies to work with. Your task is to build the tallest free-standing tower that supports a marshmallow at the top of the tower! You’re given 18 minutes to complete the challenge.

13. Minefield

Helps With: Team skill, Trust

Why is trust important for problem-solving?

A well-analyzed solution will fail if the team lacks trust while implementing the solution. Building trust within the team is the first step towards problem-solving.

What you’ll need: An empty room, blindfolds, common office items like table, chair, bag, bottle

Place some objects like a table, chair, bag, bottle, etc. on the floor to act as obstacles in this activity.

Divide teams into pairs and blindfold one of them. The person who is not blindfolded has to verbally guide the person in blindfolds to the other end of the room, avoiding the ‘mines’.

14. Bonding Belt

Helps With: Cooperation

Why is cooperation important for problem-solving?

Cooperation for problem-solving means being part of a cooperative team that identifies and listens to each other’s perspectives on the proposed solution and works together as a team.

What you’ll need: A firm rope

Make teams of 5-6 people. Tie them together by a firm rope, tightly wrapped around their waists. Ask them to move as one unit from point A to point B in as short a time as possible. The teams have to ensure they stay ‘bonded’ as one unit.

15. Frostbite

Helps With: Decision-making skill, Leadership skill

Why is leadership skill important for problem-solving?

Leadership involves keeping the team aligned, energized, and focused on a common business goal. The ability to stimulate, challenge, and inspire others to devise creative solutions is what adds up to leadership skills .

What you’ll need: An electric fan, a packet of construction materials like card stock, rubber bands, and sticky notes, etc, a blindfold

The scenario for this creative problem-solving activity is that your team is on arctic exploration. You have to separate everyone into different teams of 4-5 members. Each team will choose a leader among themselves who will lead them on this activity. The teams have to construct a shelter to protect themselves from the storm that will hit in precisely 30 minutes. The catch is that the team leaders will not work as they can’t move their hands due to frostbite. Further, all other team members are temporarily blind due to snow blindness. After the time is up, you can turn on the fan and see whose shelter can endure the high winds of the storm. Come on, let’s see which team withstands the snowstorm!

16. Idea Mock-Up

Helps With: Analytical skill, Decision making skill

In this activity, the solutions to your problems are supposed to be projected via mock-ups to ascertain the best solution for the given problem. This enables receiving the most accurate feedback on the proposed solutions.

17. Futures Wheel

Helps With: Visual perception skill

Why is visual perception skill important for problem-solving?

Visual perception skills are the ability to make sense of what the eyes see. It involves organizing and interpreting the information and giving it meaning.

What you’ll need: Pen and paper

If you’re looking to explore the structural consequences of a proposed solution, then this activity is your best bet.

You start with writing the name of the topic in the center. Next, you form the first layer of the wheel with consequences to the solutions. In the next layer, you may go deep into the consequences of these consequences themselves. Jot these down in the order of importance. Analyze each aspect and complete this activity within a time period of about 30 minutes.

This visual technique will make it easier for you to outline the best method to go ahead with to attain the desired outcome.

18. Be a Character

Helps With: Initiative

Why is initiative important for problem-solving?

Taking initiative is the ability to independently assess problems and initiate action to attain solutions. It is a self-management skill and requires rational persistence to be able to solve a problem successfully.

Fancied being an imaginary character from a movie or block? Or just fancied being a famous personality?

Well, now is the time to bring out your inner persona and approach the given problem with the outlook and the perspective of the character or person who you’ve always admired. Embody the character for 15 minutes and see how you approach the situation at hand.

19. End in Mind

According to Dr. Stephen R. Covey, all things are created twice – first in the mind and then in the real world.

Logical reasoning helps you reason through ideas and decisions following a series of steps to conclude. This approach leads to efficient problem-solving.

The end in mind activity allows you to question the ‘What’, ‘Why’, and ‘How’ of any problem. It brings purpose and clarity to the solution you seek. You basically backtrack your way into finding a solution.

20. Stop, Start, Continue

Helps With: Critical thinking skill, Negotiation skill

Why is critical thinking important for problem-solving?

Critical thinking refers to the ability to use knowledge, facts, and data to effectively share thoughts and make justifiable decisions. The skill includes analyzing information and formulating creative solutions to complex problems.

Why is negotiation skill important for problem-solving?

Having negotiation skills does not mean that you give in or instantly compromise every time someone disagrees with you. Having this skill means demonstrating open-mindedness to prospects and team members. Active listening is crucial to develop this skill.

A Stop, Start, Continue Approach is a feedback framework made up of three things that a team should stop doing, three things that a team should start doing, and three things that a team should continue doing as they move forward to achieve their problem-solving objectives.

The purpose of the above-listed activities is to train your mind to think about how to solve a problem in new ways and for greater success. The purpose is also to have some fun through these activities while upgrading your skills.

Read More: How to Solve Project Management Problems in The Modern Workplace

The 10-Step Process of Problem Solving Ability

This simple 10-step process will guide you in solving problems to improve creativity.

• Define the Problem
• Analyze the Problem
• Specify Underlying Causes
• Brainstorm Ideas
• List Possible Solutions
• Create Solution Mock-Ups
• Measure the Business Impact
• Establish the Best Possible Solution
• Implement the Solution
• Evaluate Progress

Read More: 16 Best Project Management Softwares for Creative Teams

The Four P’s to Problem Solving

The problem-solving process is cyclic in nature. This is because there are bound to arise new problems while managing a project that accordingly demands new solutions.

This is where you measure, understand, and diagnose the problem that you wish to solve. The activities 40-20-10-5 and Dumbest idea first help in initiating a problem-solving process.

This is where you organize everything and generate possibilities through activities like Brainstorming and Word of mouth .

This is where you visualize and execute your plan. Activities like Futures wheel and Stop, start, continue fall in this stage of problem-solving.

This is where you analyze the solution and check for further improvement. Stranded and Shrinking Vessel are the activities that develop decision-making skills leading to problem-solving.

Face Challenges Head-on With Quick and Easy Problem Solving Activities

Doesn’t it look like it’s all under control now? Well, to be perfectly honest, it takes time and practice to be an effective problem solver.

The way we approach problems at the workplace can be improved by indulging in proven activities that help build problem-solving skills to improve creativity.

Once you have covered the basics of how to go about the problem-solving process and have a can-do mindset, we are sure that there is absolutely nothing that can deter you from confronting problems head-on.

The listed activities are the easiest mechanism to follow to master the skill of effective problem-solving at the workplace. This course of action will enable you to exert full control towards sure shot success in improving creativity with constructive problem-solving activities.

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About the author

David miller.

David is a Project Management expert. He has been published in elearningindustry.com , simpleprogrammer.com . As a project planning and execution expert at ProProfs, he has offered a unique outlook on improving workflows and team efficiency. Connect with David for more engaging conversations on Twitter , LinkedIn , and Facebook .

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Best 20 Problem-Solving Activities to Challenge Your Team

Problem-solving activities are a great way to get to know how people in your team work individually and together.

They are also great for team building, as they help people understand the way in which others think and behave, which provides strategies to apply to the workplace.

In this article, we explore 20 problem-solving activities designed to enhance collaboration and creativity, and to challenge your team.

If you want access to 30+ different problem solving games , sign up for the Loumee platform. 

Table of contents

Why problem-solving is important in the workplace, team problem-solving activities, creative problem-solving activities, quick and easy problem-solving activities.

Virtual problem solving activities

Additional resources on problem-solving activities

According to a 2021 report by the World Economic Forum (WEF) , soft skills have become increasingly crucial in today's world, with problem-solving identified as a top skill in high demand (WEF, 2021). The success of a company or team greatly depends on managers' willingness to support employees in developing their problem-solving abilities. Research suggests that team-building activities focused on enhancing communication, collaboration, adaptability, and decision-making techniques are effective in addressing this skill gap (Anderson et al., 2022).

Problem-solving processes typically begin with problem identification, followed by the evaluation of potential courses of action and the selection of the optimal approach to solving the problem (Johnson & Smith, 2020). To facilitate effective problem-solving, a deep understanding of the team and its core strengths is necessary. Engaging in problem-solving exercises or games helps identify these strengths, fosters the development of problem-solving skills and strategies, and promotes an enjoyable team environment (Thomas et al., 2019).

Another vital aspect to consider during problem-solving games and activities is that they are not designed to have winners or losers. While certain games may have a winning team, the primary objective of these exercises is to foster collaboration and teamwork (Williams et al., 2022). At the conclusion of each game, the winning team should share their strategies and thought processes with the entire group, facilitating learning and knowledge-sharing among all participants (Brown et al., 2020).

Here’s a list of fun problem-solving activity examples to try with your team with labels if they are more suitable for virtual, hybrid or in-person. From collaborative and competitive team problem solving games to complex and collaborative lego building, these diverse mix of problem-solving and team-building activities will ensure your team’s problem solving skills stay razor sharp.

The Game of Life (Virtual, hybrid, in-person)

Activity focus areas: Teamwork, Reasoning, Time management, Strategy, Communication.

Why Teamwork is important for Problem-Solving: Teamwork is essential for problem-solving as it brings together diverse perspectives, expertise, and skills, allowing for a comprehensive analysis of the problem and the generation of innovative solutions.

What you need:

Digital space (e.g. Teams, Zoom, Meet video call etc) or a physical room with enough space for team discussions

A computer or device per team (or print outs if playing in the office)

Access to the facilitator slides and platform

Instructions:  

Split the teams up into approximately 3-5 per team

Go through the game instructions and rules using the facilitator slide deck provided on the facilitator page- this can be in person or in the main session of the video call

Ask each team to create a team name and let them know they will have a maximum of 30 minutes to complete the game

Each team must solve the individual puzzles and the master puzzle as quickly as possible - i.e. to figure out which of the teams in the game won (finished furthest on the board) in the “Game of Life”

2. LEGO Challenge (In-person)

Activity focus areas: Communication, Leadership Dynamics, Conflict, Co-operation, Patience and Strategy.

Why Communication is important for Problem-Solving:   Effective communication is crucial for problem-solving as it facilitates the exchange of ideas, information, and perspectives among team members, leading to a comprehensive understanding of the problem at hand. 

Lego pieces

To print and cut out the tasks below for the participants

Participant tasks (print)

You are only one allowed to build (put bricks together) in the first 3 layers of the building. 

You must make sure that layers 3 and 4 only consist of yellow bricks. You have to make sure that layers 2 and 6 consist of exactly eight bricks.

You are the only one allowed to build (put bricks together) in rows 5 and 6 of the building.

You have to make sure that a maximum of eight bricks are used in the 3rd and 5th layers of the building.

You are the leader of the group.

You have to make sure that the building is no higher than a maximum of eight layers. If people stop building when they have reached the eighth layer, you have to make sure they continue building in the layers below.

You have to make sure that the bricks that are next to each other in layers 1, 6 and 8 do not have the same color.

You have to make sure that there are, together with you, two others and only two others who build in layers 4 and 8.

You have to make sure that only a maximum of 3 participants build (put bricks together) in layers 4 and 7.

You have to make sure that there are only red bricks in the 2nd and 5th layers of the building.

You have to make sure that the first layer (layer 1) of the building consists of exactly 10 bricks.

Instructions:

Put the group into teams of 5-7 people. Each group sits around a table with a box of LEGO. Ask participants not to touch the LEGO until the activity begins.

Give the instructions: Your task, as a group, is to build a structure with these LEGO bricks. In a moment, each of you will get a piece of paper, where your individual assignment is written. You may not show or tell your assignment to the rest of the team. You will have 20 minutes to build your structure. You may not speak during the building process. You must continue building until the time is up.

Hand out the “assignments,” one per participant. Remind participants that they must not show their assignment to anyone else.

Once everyone has an assignment, begin the time and let participants start. 

After 20 minutes, tell participants to stop building. Invite them to guess the “assignments” of the other members of their group. Explain that they may now share their secret assignments with each other.

3. Marshmallow Spaghetti Tower (In-person)

Activity focus areas: Collaboration, Teamwork, Critical Thinking, and Creativity.

Why Collaboration is important for Problem-Solving:   Collaboration is important for problem-solving because it brings together diverse perspectives, knowledge, and expertise, enabling a more comprehensive understanding of the issue at hand. By working together, individuals can pool their strengths and resources, leading to innovative solutions that may not have been achievable by individuals working in isolation.

What you need (per team):

20 sticks of uncooked spaghetti

1 roll of masking tape

1 yard of string

1 marshmallow

The goal of this team-building game is for each team to construct the tallest freestanding tower using the provided resources: 20 sticks of uncooked spaghetti, 1 roll of masking tape, 1 yard of string, and 1 marshmallow. The tower must support the marshmallow on its top.

Divide participants into teams of 3 to 5 members each. Ensure that each team has an equal distribution of skills, knowledge, and experience to encourage effective collaboration.

Provide each team with the designated resources: 20 sticks of uncooked spaghetti, 1 roll of masking tape, 1 yard of string, and 1 marshmallow.

a. Teams have a set time limit (e.g., 20 to 30 minutes) to complete the task.

b. Teams can only use the provided materials; no additional items are allowed.

c. The marshmallow must be placed on top of the tower and should remain there until the end of the building phase.

d. The tower must be freestanding, meaning it should not be attached to any other objects or structures for support.

Building Process

Teams can strategize, plan, and discuss their ideas before they start building. Encourage open communication and active collaboration among team members.

Teams should work together to experiment with different designs and constructions that can support the marshmallow on top.

Teams can cut, break, or combine the spaghetti sticks and use tape and string as connectors to build the tower.

Marshmallow Placement: The marshmallow must be placed on top of the tower at the end of the building phase without any additional support or attachment.

Measuring Height: At the end of the time limit, use a measuring tape to determine and record the height of each team's tower, measuring from the base to the highest point of the marshmallow.

Debriefing and Learning

Gather all the teams together and discuss the results, focusing on the strategies that worked well and those that didn't.

Facilitate a debriefing session where participants can share their experiences, challenges, and lessons learned during the activity.

Highlight the importance of teamwork, communication, creativity, and adaptability in problem-solving.

4. Egg Drop (In-person)

Activity focus areas: Decision-making, Collaboration, Problem Solving Under Pressure.

Why decision-making is important for problem-solving: Decision-making is essential for problem-solving as it determines the course of action to address the issue at hand. Effective decision-making ensures that the chosen solution is well-informed, logical, and aligned with the overall objectives, increasing the likelihood of successful problem resolution.

A carton of eggs

Basic construction materials- e.g. newspapers, straws, tape, plastic wrap, balloons, rubber bands, sticks, cloth

An outdoor space - i.e. somewhere to drop the eggs from

The goal of this team-building game is for each team to design and build a protective contraption using the provided materials to prevent an egg from breaking when dropped from a designated height.

Divide the participants into teams, ensuring an even distribution of skills and expertise among each group. Aim for 4 to 6 members per team to encourage effective collaboration and problem-solving.

Resource Allocation: Provide each team with the following resources: - A couple of eggs - Basic construction materials such as newspapers, straws, tape, plastic wrap, balloons, rubber bands, popsicle sticks, etc. - Tarp or drop cloth to catch the dropped eggs.

Explanation of the Challenge: Each team must design and build a protective contraption for an egg that will prevent it from breaking when dropped from a designated height. Emphasize the importance of creativity, teamwork, and critical thinking in designing the contraption.

Design and Planning Phase: Allow teams a set amount of time (e.g., 15-20 minutes) to brainstorm ideas and plan their egg protection design. Encourage teams to sketch their designs on paper before starting construction.

Building the Egg Protection Contraption: Once the planning phase is over, let the teams start building their contraptions using the provided materials. Remind participants to use their resources wisely and efficiently.

Testing Phase: Set up a designated drop zone, which could be an elevated platform or a staircase. Each team will take turns dropping their egg protection contraption from the same height to ensure fairness. If there is a draw, increase the height of the drop until you find a winner.

Egg Drop: Teams will carefully place their egg inside the protection contraption before the drop. Participants should stand clear of the drop zone during the egg drop.

Inspection and Evaluation: After each drop, inspect the egg to check whether it remains intact or breaks. Record the results for each team's contraption.

Debrief and Team Discussion: Conduct a debriefing session to facilitate discussion on the importance of teamwork, communication, and problem-solving in completing the challenge successfully.

Encourage participants to share their experiences and insights gained from the activity.

5. Desert island (in-person)

Activity focus areas: Prioritization, Communication, Decision-making, Leadership, Negotiation.

Why Prioritization is important for Problem-Solving: Prioritization is crucial for problem-solving as it helps individuals and teams focus their efforts on addressing the most critical aspects of a problem first. By identifying and tackling the most impactful issues early on, resources and time can be utilized more efficiently, leading to more effective and timely solutions. 

A physical space

The goal of this team-building game is for each team to collaborate and decide on a list of 5 essential items they would bring to support their survival on a desert island. The team's decisions should be based on effective communication, critical thinking, and consensus-building.

Divide the participants into teams, preferably with 4 to 6 members in each group. Ensure a mix of skills and backgrounds within each team for a diverse range of perspectives.

Explain the scenario: Each team is stranded on a deserted island and must collectively decide on the 5 most crucial items they will bring to ensure their survival. Emphasize that teamwork, negotiation, and rational decision-making are key components of the game.

Resource Constraints: Inform the teams that they have limited resources and can only choose 5 items to take with them to the desert island.

Specify that these items must be practical and directly related to survival needs.

Brainstorming: Give teams a few minutes to brainstorm and individually write down their ideas for the essential items.

Sharing and Discussion: Allow each team member to present their ideas to the group, explaining their reasoning behind each item.

Foster open and respectful discussion, ensuring that everyone's opinions are heard and considered.

Building Consensus: Facilitate the teams in reaching a consensus on the final list of 5 items.

Encourage compromise and negotiation to ensure that each team member feels heard and included in the decision.

Presenting the Final List: Once each team has agreed on their 5 items, have a representative from each group present their final list to the other teams and ask them to explain the rationale behind their choices.

Group Reflection: After all teams have presented their lists, facilitate a group discussion on the decision-making process.

Encourage participants to share their thoughts on how they reached a consensus and any challenges they faced during the activity.

Highlight the importance of effective communication, critical thinking, and collaboration in problem-solving scenarios.

Real-Life Applications: Discuss how the skills practiced in this game can be applied in real-life situations, such as decision-making in the workplace or group projects.

6. The Hunt

Activity focus areas: Creativity, Team Decision-Making, Reasoning, Communication.

Why creativity is important for problem-solving: Creativity is crucial for problem-solving because it allows individuals to think beyond conventional solutions and explore innovative approaches to challenges. By fostering creative thinking, problem-solvers can discover unique perspectives and novel ideas that lead to more effective and efficient resolutions.

Objective: The Hunt is a team-building game designed to challenge participants' problem-solving skills and teamwork. The goal is for each team to solve 10 individual puzzles and a final master puzzle question in the fastest time possible.

Divide the participants into teams, with an ideal team size of 4 to 6 members - aim to create diverse teams with a mix of skills and expertise.

Brief the participants on the rules of the game and provide access to the game page via the Loumee platform . 

Explain the importance of effective communication, time management, and teamwork during the game.

Start the Game: When all teams are ready, tell the teams to enter their team name and the platform will automatically track their completion time (the timer will begin once the team starts working on the individual puzzles).

Team Collaboration: Encourage teams to work together, leveraging each member's strengths to solve the puzzles efficiently.Remind participants to communicate openly and respectfully, sharing ideas and insights.If a team is stuck on a puzzle - they can ask you for an answer in exchange for a 10 minute time penalty.

Time Management: Remind teams of the importance of managing their time effectively to complete all puzzles and the master question within the given timeframe.

Solving the Master Puzzle Question: Once a team has completed all 10 individual puzzles (or the majority), they can attempt to answer the master puzzle question. The team must use insights and information gathered from the individual puzzles to answer the master question accurately.

Scoring and Winner Declaration: Check the final scores of all teams and present the answers of the individual puzzles and the master puzzle using the slide deck provided on the platform. Declare the team with the shortest completion time as the winner of The Hunt team-building game.

Debrief and Reflection: Conduct a debrief session to discuss the experience and challenges faced by each team.

Encourage participants to share insights on effective problem-solving strategies and teamwork.

7. Legoman Structure Replication Challenge (in-person)

Activity focus areas: Communication, Creativity, Collaboration.

Objective: The objective is for each team to replicate a randomly built Lego structure, created by an overseer, with limited time and restricted access to the original design.

Lego building blocks (ensure enough blocks for each team to replicate the structure)

Divide all participants into small teams of two or more members.

Appoint the Overseer: Designate one participant who is not a part of any team as the "Overseer." The Overseer's role is to build a unique Lego structure within the given time frame.

Overseer's Structure Building: Provide the Overseer with a set of Lego building blocks. Announce a time limit of ten minutes for the Overseer to create a random structure using the Lego blocks.

Replication Challenge: After ten minutes, present the built structure to all the teams. Explain that the teams' task is to replicate the original structure precisely within 15 minutes.

Restricted Access: Inform the teams that only one member from each group will have direct access to observe the original structure.

This "Observer" is the only team member allowed to look at the original design during the replication process.

Communication and Replication: Instruct the Observers to memorize the size, color, and shape of the original structure thoroughly.

The Observers must then return to their teams and communicate the design details to their teammates without showing them the original structure.

Monitoring and Assistance: As the facilitator, monitor each team's progress and offer guidance or clarifications if needed. Avoid directly assisting the teams, but provide hints or tips to help them overcome any challenges.

Conclusion: After 15 minutes, stop the replication process and gather all teams together. Compare each team's replicated structure with the original design to evaluate accuracy.

Reflective Debrief: Conduct a debrief session to discuss the challenges faced during the game and the strategies used by each team.

Key Takeaways: Highlight the importance of effective communication and teamwork in achieving successful outcomes.

Emphasize how creative thinking and resourcefulness play vital roles in solving challenges and completing tasks.

8. Escape room (in-person, virtual)

Activity focus areas: Reasoning, Collaboration.

Objective: The Escape Room Team-Building Game aims to challenge participants' problem-solving abilities and promote effective teamwork. The goal is for the team to work together to decipher puzzles, find the hidden key, and escape from a locked room within the designated time.

A lockable room

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

Preparations: Set up the lockable room, ensuring it is safe and secure, and test the locking mechanism beforehand.

Place the hidden key and a list of clues strategically around the room to challenge participants' problem-solving skills.

Introduction: Gather the team outside the locked room and explain the objective of the game. Emphasize the importance of teamwork, communication, and creative thinking throughout the activity.

Team Allocation:Divide participants into teams of suitable sizes, ideally 4 to 6 members, to encourage effective collaboration.

Start of the Game: Guide each team to their designated room and "lock" the door behind them.

Set a time limit for the game, such as 30 minutes to an hour, depending on the complexity of the puzzles and the desired level of challenge.

Puzzle Solving: Encourage teams to explore the room thoroughly and work together to uncover hidden clues and solve the puzzles.

Each puzzle should lead them closer to the location of the key, promoting a sense of accomplishment as they progress.

Facilitator Assistance: Assign facilitators to monitor the teams' progress discreetly.

Offer subtle hints or nudges if a team seems stuck or is struggling to make progress.

Limit the number of hints to maintain the challenge and allow teams to develop problem-solving skills.

Escaping the Room: If a team successfully solves all the puzzles and finds the hidden key within the designated time, they can use the key to unlock the door and "escape" the room.

Congratulate the successful team and acknowledge their problem-solving skills and teamwork.

Debriefing and Reflection:

Gather all teams together after the game for a debriefing session.

Discuss the challenges faced during the activity, the strategies employed, and the effectiveness of communication and collaboration.

Learning Outcomes:

Highlight the relevance of reasoning, critical thinking, and creativity in problem-solving scenarios.

Reinforce the importance of effective teamwork and how it contributes to achieving shared goals.

9. Frostbite (in-person)

Activity focus areas: Decision-making, Adaptability

Objective: The Frostbite Room is a team-building game that challenges participants' decision-making and adaptability skills while fostering teamwork and creative problem-solving. The goal is for each team of Arctic explorers to construct a shelter using provided materials before the storm hits, while facing unique challenges with a blindfolded leader and snow-blinded team members.

A blindfold (1 per team)

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

An electric fan

Introduction and Setup:Gather your employees and introduce them to the Arctic adventure in the Frostbite Room.

Form teams of four or five members, ensuring diversity in skills and expertise within each group.

Instruct each team to choose a leader who will guide their exploration and decision-making.

The Arctic Expedition: Explain that each team is an Arctic explorer group embarking on an icy tundra adventure.

Their mission is to build a shelter from the provided materials before the storm hits in 30 minutes.

Emphasize that the shelter should be sturdy enough to withstand the high winds of the impending storm.

Leader's Frostbite Challenge: Inform the teams that both the team leader's hands have frostbite, rendering them unable to physically assist in constructing the shelter.

The leader's role is to provide verbal guidance, instructions, and decision-making direction to the rest of the team.

Team's Snow Blindness Challenge: Explain that the rest of the team members are afflicted with snow blindness, meaning they cannot see during the building process.

The team members must rely solely on the guidance of their blindfolded leader to construct the shelter effectively.

Distributing Construction Materials: Provide each team with a packet of construction materials, including card stock, toothpicks, rubber bands, and sticky notes.

Encourage teams to plan their shelter designs during the 30-minute preparation period.

The Storm Test: When the 30 minutes are up, announce the commencement of the storm test.

Turn on the electric fan to simulate the high winds, and observe how well each shelter withstands the challenge.

Assessing Results: After the storm test, evaluate the stability and functionality of each team's shelter.

Recognize teams that demonstrate excellent decision-making, adaptability, and effective use of provided materials.

Debrief and Reflection: Conduct a debrief session with all participants to discuss the challenges faced and lessons learned during the Frostbite Room activity.

Encourage teams to share their decision-making processes, strategies for communication, and innovative solutions.

10. Minefield room (in-person)

Activity focus areas: Communication, teamwork

Objective: The Minefield Room Team-Building Game aims to enhance communication skills and teamwork within your group by navigating blindfolded partners through a room filled with strategically placed office items, avoiding "mines."

An empty room or hallway large enough to accommodate your group.

Blindfolds for each participant.

A collection of common office items (boxes, chairs, water bottles, bags, etc.) to create the "minefield."

Set Up the Minefield: Arrange the office items randomly throughout the room, ensuring there is no clear path from one end to the other.

Space the objects out enough to create a challenging and dynamic maze.

Form Teams and Assign Roles: Divide your participants into pairs, ensuring an even distribution of skills and expertise among the teams.

Designate one person in each pair as the "Navigator" and the other as the "Blindfolded Partner."

Blindfold the "Blindfolded Partner":

Provide blindfolds to the "Blindfolded Partners" and ensure they cannot see anything.

Navigate through the Minefield: The objective for each pair is for the "Navigator" to verbally guide the blindfolded partner from one end of the room to the other, avoiding the "mines" (office items).

The "Navigator" must use clear and precise instructions to direct their partner safely through the minefield.

No Physical Contact: Emphasize that the "Navigator" is not allowed to touch or physically guide the blindfolded partner in any way. This rule encourages the "Navigator" to rely solely on effective communication to guide their partner.

Enhancing the Challenge: To make the activity more challenging, have all pairs navigate the minefield simultaneously. This increases the complexity of the game and requires teams to strategize their communication more effectively.

Debrief and Team Reflection: After the game, gather all participants for a debrief session. Encourage teams to reflect on their experiences, communication dynamics, and challenges faced during the activity.

Facilitate a discussion on successful communication strategies observed during the game. Encourage participants to share what worked well and what could be improved upon.

Discuss ways participants can apply the lessons learned from the Minefield Room Team-Building Game in their everyday work environment.

11. Blind Formations (in-person)

Activity focus areas: Teamwork, problem-solving, communication.

Objective: The Blind Formations team-building game aims to enhance communication and collaboration skills within a group. Participants will work together while blindfolded to create specific shapes using a rope, fostering effective teamwork and problem-solving.

Blindfolds (one for each participant)

A long rope (ensure it is long enough to form the desired shapes)

Optional: Stopwatch or timer for competitive variations

Preparation: Gather all participants and explain the objective and rules of the Blind Formations game.

Ensure each participant receives a blindfold and familiarize them with how to put it on and adjust it comfortably.

Formation of Groups: Form a single large circle with all participants standing close together.

If the group is too large, consider dividing them into smaller teams of manageable sizes for enhanced engagement and interaction.

Positioning the Rope: Tie two ends of the rope together to form a complete circle and place it in the center of the group, within reach of every participant.

If the group is divided into teams, provide a separate rope for each team.

Explanation of the Task: Inform the participants that their task is to communicate and work collaboratively to create specific shapes using the rope while being blindfolded.

Suggest various shapes, such as a square, triangle, rectangle, or any other geometric figure suitable for the group's size and complexity level.

Blindfolding: Instruct all participants to put on their blindfolds before beginning the activity.

Ensure that each blindfold is secure but comfortable to avoid any discomfort during the game.

Commencing the Activity: Once all participants are blindfolded, initiate the game by asking them to start working on forming the designated shape.

Emphasize the importance of clear verbal communication and active listening throughout the task.

Facilitating Competitive Variation (Optional): If there are multiple teams, you can introduce a competitive element by timing each team to see who completes the shape the quickest.

Use a stopwatch or timer to measure the completion time for added excitement.

Shape Completion and Debrief: Once a group or team successfully forms the specified shape, stop the activity and remove the blindfolds.

Gather all participants for a debrief session, discussing the challenges faced, successful communication strategies, and teamwork experiences.

Reflection and Learning: Encourage participants to reflect on the importance of effective communication, trust, and collaboration in problem-solving scenarios.

Highlight the lessons learned from the Blind Formations game and how these skills can be applied in their personal and professional lives.

12. Unpuzzled (in-person, virtual, hybrid)

Activity Focus Areas: Communication, reasoning, collaboration under time pressure.

Objective: Unpuzzled is an engaging team-building game that combines problem-solving and trivia elements. The goal is for each team to work collaboratively to solve a series of puzzles and then unscramble them to uncover a meta answer. The game can be played as a competition between teams and is flexible to be completed virtually, in-person, or in a hybrid setting, with a time limit of 20 minutes. Teams have the option to ask for the answer to a puzzle if needed, but it comes with a time penalty.

Formation of Teams: Divide participants into teams with an ideal size of 4 members per team.

Game setup: Explain the game concept and rules to all teams via the Loumee platform .

Ensure that each team has access to the necessary materials and the puzzles, either in printed form for in-person play or digitally for virtual and hybrid settings.

Puzzle Solving: Provide the teams with their series of puzzles that involve both problem-solving and trivia elements. Instruct teams to work together to solve each puzzle as efficiently as possible. 

Time Limit: Set a timer for 20 minutes to add a sense of urgency and encourage teams to manage their time wisely. Inform participants about the time limit and emphasize the importance of staying on track.

Unscrambling to find the Meta Answer: Once all puzzles are solved, teams must collaborate to unscramble the puzzle answers and derive a meta answer from them. The meta answer should reveal the overarching solution to the game - it might be a quote, a fact, for example.

Virtual, In-Person, or Hybrid Play: Facilitate the game in the chosen setting (virtual, in-person, or hybrid) to accommodate participants' preferences and logistical constraints.

Time Penalty for Hints: Teams have the option to ask for the answer to a specific puzzle if they encounter difficulties. Inform teams that seeking hints comes with a time penalty, which may affect their final completion time.

Completion and Winner Declaration: Stop the game after the time is up or when all teams have completed the game, depending on the play setting. Gather all teams together and review their answers to ensure accuracy.

Determine the Winning Team: Declare the team that correctly answers the most puzzles in the shortest time as the winner of the Unpuzzled team-building game.

Debrief and Reflection: Conduct a debrief session to discuss the experience and challenges faced by each team during the game using the LEAD reflection questions . Encourage participants to share insights on effective problem-solving strategies and team dynamics.

13. Same Same But Different

Activity focus areas: Adaptability, communication, teamwork.

Objective: The Same Same But Different team building game is an icebreaker activity that can be played in teams in 5 to 10 minutes. It is a team problem solving activity to challenge your team while also getting them warmed up for a meeting or event.

Divide participants into teams - 3-5 people per team.

Game setup: Explain the game concept and rules to all teams via the instructions on the Loumee platform .

14. Sinking Vessel (In-person)

Activity focus areas: Adaptability, Teamwork.

Objective: The Sinking Vessel team-building game aims to challenge participants' adaptability and collaborative problem-solving skills. The goal is for the entire team to work together and stay within a shrinking boundary created using a rope or string.

Why adaptability is important for problem-solving: Adaptability is crucial for problem-solving as it enables individuals to adjust their approaches and strategies when faced with new or changing circumstances. Being adaptable allows problem-solvers to effectively navigate unforeseen challenges, explore alternative solutions, and optimize their responses to achieve successful outcomes.

A rope or string

Set-Up: Choose a spacious area where participants can move freely and safely.

Lay the rope on the ground to create a large shape that can accommodate all team members standing inside it. The shape could be a circle, square, or any other figure that allows everyone to fit comfortably.

Forming the Initial Boundary: Ask all participants to stand within the shape created by the rope.

Ensure that everyone is positioned entirely inside the boundary.

Shrinking the Space:

Announce that the objective of the game is to keep everyone within the boundary as it shrinks over time.

Gradually and steadily reduce the size of the shape by pulling the rope inward.

Aim to shrink the space progressively over a period of 10-15 minutes.

Collaboration and Adaptability:

As the space shrinks, participants must collaborate to find creative solutions to stay within the boundaries.

Encourage open communication and idea-sharing among team members.

Problem-Solving Strategies: Participants can utilize various problem-solving strategies to adapt to the shrinking space. These may include:

Adjusting their positions within the boundary to optimize space utilization.

Forming smaller sub-groups and coordinating movements to accommodate everyone.

Thinking creatively to find innovative ways to fit within the shrinking area.

Facilitator Guidance: As the facilitator, observe the teams' interactions and provide support or guidance as needed. Avoid directly giving solutions but offer subtle nudges to encourage critical thinking.

Reflecting and Debriefing: After the activity, gather all participants for a debriefing session.

Encourage teams to share their experiences, challenges faced, and the strategies they employed to address the shrinking space.

Discuss how adaptability and teamwork played crucial roles in successfully completing the task.

15. Line Up Blind

Activity Focus Areas: Communication, teamwork.

Objective: The objective of the Line Up Blind team building game is to promote effective communication, teamwork, and problem-solving skills within a group of participants. This game is typically used as an icebreaker or team-building exercise and is often part of corporate training sessions, workshops, or group activities.

Blindfolds: Participants are divided into small teams, and each team member is blindfolded.

Scattered Formation: The participants are initially scattered randomly in a designated area.

Objective: The teams are given a specific objective, such as lining up in order of height, birthday, or any other criterion, without being able to see or communicate directly with each other.

Communication: Team members must rely on verbal communication and teamwork to accomplish the objective. They can guide each other using spoken instructions, but physical contact is often restricted.

Time Limit: There is usually a time limit for completing the task.

Debrief: After the activity is completed or when the time limit is up, participants gather to discuss their experiences, the challenges they faced, and the strategies they used to achieve the objective.

16. Reverse Pyramid (in-person)

Activity Focus Areas: Adaptability, collaboration.

Objective:  To use some reasoning and collaboration to form a pyramid using human bodies.

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.

17. Move It! (In-person)

Objective: The objective of Move It! is to have two teams face each other in two rows within a marked square space for each player. The goal is to switch the positions of the two lines of players following certain movement restrictions.

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.

18. Human Knot (in-person)

Activity Focus Areas: Adaptability, collaboration

Objective: Create a human knot using team members.

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.

Virtual Problem Solving Activities

19. the trip (virtual, hybrid, in-person).

Activity Focus Areas: Team Collaboration, Communication, Reasoning, Problem-Solving Under Pressure.

Objective: Solve 10 different individual puzzles and then put them all together to solve the meta puzzle and figure out the destination - played as a game of speed with the fastest team to complete the game being the winner.

Access to the game materials via the platform

A conference call with breakout room functionality- e.g. Teams, Zoom, Meet, etc.

Split the group up into teams of 3-5 people

Present the activity introduction and rules of the game using the slide presentation provided (or you can book a facilitator to do it for you)

Put the teams into their breakout rooms and give them access to the online game page

Start the clock and give all teams a maximum of 40 minutes to complete the game

Check the answers after the time is up and make any corrections and adjustments to the total time score

Present the answers to the game and the winning team(s)

Ask teams to reflect on what worked well and what didn’t work so well in their team play - they can reflect on their individual contribution and behavior in the game

20. What Would X Do (in-person, virtual or hybrid)

Activity Focus Area: Instant problem-solving.

Objective: To try and find a creative solution to a real problem using some out-of-the-box thinking and ideas.

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.

3 types of problem solving models and how to use them

The best books on problem solving

Fun Problem-Solving Activities and Games : Looking for more ideas? Check out this list of interesting and creative problem-solving activities 

How to solve problems: This article provides a framework for problem solving and some tips on how the best teams do it

Looking for more team problem solving games ?

Check out the Loumee platform for 30+ problem-solving activities to challenge your team - there are different themes, lengths and difficulty levels from “lite” to challenging.

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Team Building Exercises – Problem Solving and Decision Making

Fun ways to turn problems into opportunities.

By the Mind Tools Content Team

Whether there's a complex project looming or your team members just want to get better at dealing with day-to-day issues, your people can achieve much more when they solve problems and make decisions together.

By developing their problem-solving skills, you can improve their ability to get to the bottom of complex situations. And by refining their decision-making skills, you can help them work together maturely, use different thinking styles, and commit collectively to decisions.

In this article, we'll look at three team-building exercises that you can use to improve problem solving and decision making in a new or established team.

Exercises to Build Decision-Making and Problem-Solving Skills

Use the following exercises to help your team members solve problems and make decisions together more effectively.

Exercise 1: Lost at Sea*

In this activity, participants must pretend that they've been shipwrecked and are stranded in a lifeboat. Each team has a box of matches, and a number of items that they've salvaged from the sinking ship. Members must agree which items are most important for their survival.

Download and print our team-building exercises worksheet to help you with this exercise.

This activity builds problem-solving skills as team members analyze information, negotiate and cooperate with one another. It also encourages them to listen and to think about the way they make decisions.

What You'll Need

• Up to five people in each group.
• A large, private room.
• A "lost at sea" ranking chart for each team member. This should comprise six columns. The first simply lists each item (see below). The second is empty so that each team member can rank the items. The third is for group rankings. The fourth is for the "correct" rankings, which are revealed at the end of the exercise. And the fifth and sixth are for the team to enter the difference between their individual and correct score, and the team and correct rankings, respectively.
• The items to be ranked are: a mosquito net, a can of petrol, a water container, a shaving mirror, a sextant, emergency rations, a sea chart, a floating seat or cushion, a rope, some chocolate bars, a waterproof sheet, a fishing rod, shark repellent, a bottle of rum, and a VHF radio. These can be listed in the ranking chart or displayed on a whiteboard, or both.
• The experience can be made more fun by having some lost-at-sea props in the room.

Flexible, but normally between 25 and 40 minutes.

Instructions

• Divide participants into their teams, and provide everyone with a ranking sheet.
• Ask team members to take 10 minutes on their own to rank the items in order of importance. They should do this in the second column of their sheet.
• Give the teams a further 10 minutes to confer and decide on their group rankings. Once agreed, they should list them in the third column of their sheets.
• Ask each group to compare their individual rankings with their collective ones, and consider why any scores differ. Did anyone change their mind about their own rankings during the team discussions? How much were people influenced by the group conversation?
• Now read out the "correct" order, collated by the experts at the US Coast Guard (from most to least important): - Shaving mirror. (One of your most powerful tools, because you can use it to signal your location by reflecting the sun.) - Can of petrol. (Again, potentially vital for signaling as petrol floats on water and can be lit by your matches.) - Water container. (Essential for collecting water to restore your lost fluids.) -Emergency rations. (Valuable for basic food intake.) - Plastic sheet. (Could be used for shelter, or to collect rainwater.) -Chocolate bars. (A handy food supply.) - Fishing rod. (Potentially useful, but there is no guarantee that you're able to catch fish. Could also feasibly double as a tent pole.) - Rope. (Handy for tying equipment together, but not necessarily vital for survival.) - Floating seat or cushion. (Useful as a life preserver.) - Shark repellent. (Potentially important when in the water.) - Bottle of rum. (Could be useful as an antiseptic for treating injuries, but will only dehydrate you if you drink it.) - Radio. (Chances are that you're out of range of any signal, anyway.) - Sea chart. (Worthless without navigational equipment.) - Mosquito net. (Assuming that you've been shipwrecked in the Atlantic, where there are no mosquitoes, this is pretty much useless.) - Sextant. (Impractical without relevant tables or a chronometer.)

Advice for the Facilitator

The ideal scenario is for teams to arrive at a consensus decision where everyone's opinion is heard. However, that doesn't always happen naturally: assertive people tend to get the most attention. Less forthright team members can often feel intimidated and don't always speak up, particularly when their ideas are different from the popular view. Where discussions are one-sided, draw quieter people in so that everyone is involved, but explain why you're doing this, so that people learn from it.

You can use the Stepladder Technique when team discussion is unbalanced. Here, ask each team member to think about the problem individually and, one at a time, introduce new ideas to an appointed group leader – without knowing what ideas have already been discussed. After the first two people present their ideas, they discuss them together. Then the leader adds a third person, who presents his or her ideas before hearing the previous input. This cycle of presentation and discussion continues until the whole team has had a chance to voice their opinions.

After everyone has finished the exercise, invite your teams to evaluate the process to draw out their experiences. For example, ask them what the main differences between individual, team and official rankings were, and why. This will provoke discussion about how teams arrive at decisions, which will make people think about the skills they must use in future team scenarios, such as listening , negotiating and decision-making skills, as well as creativity skills for thinking "outside the box."

A common issue that arises in team decision making is groupthink . This can happen when a group places a desire for mutual harmony above a desire to reach the right decision, which prevents people from fully exploring alternative solutions.

If there are frequent unanimous decisions in any of your exercises, groupthink may be an issue. Suggest that teams investigate new ways to encourage members to discuss their views, or to share them anonymously.

Exercise 2: The Great Egg Drop*

In this classic (though sometimes messy!) game, teams must work together to build a container to protect an egg, which is dropped from a height. Before the egg drop, groups must deliver presentations on their solutions, how they arrived at them, and why they believe they will succeed.

This fun game develops problem-solving and decision-making skills. Team members have to choose the best course of action through negotiation and creative thinking.

• Ideally at least six people in each team.
• Raw eggs – one for each group, plus some reserves in case of accidents!
• Materials for creating the packaging, such as cardboard, tape, elastic bands, plastic bottles, plastic bags, straws, and scissors.
• Aprons to protect clothes, paper towels for cleaning up, and paper table cloths, if necessary.
• Somewhere – ideally outside – that you can drop the eggs from. (If there is nowhere appropriate, you could use a step ladder or equivalent.)
• Around 15 to 30 minutes to create the packages.
• Approximately 15 minutes to prepare a one-minute presentation.
• Enough time for the presentations and feedback (this will depend on the number of teams).
• Time to demonstrate the egg "flight."
• Put people into teams, and ask each to build a package that can protect an egg dropped from a specified height (say, two-and-a-half meters) with the provided materials.
• Each team must agree on a nominated speaker, or speakers, for their presentation.
• Once all teams have presented, they must drop their eggs, assess whether the eggs have survived intact, and discuss what they have learned.

When teams are making their decisions, the more good options they consider, the more effective their final decision is likely to be. Encourage your groups to look at the situation from different angles, so that they make the best decision possible. If people are struggling, get them to brainstorm – this is probably the most popular method of generating ideas within a team.

Ask the teams to explore how they arrived at their decisions, to get them thinking about how to improve this process in the future. You can ask them questions such as:

• Did the groups take a vote, or were members swayed by one dominant individual?
• How did the teams decide to divide up responsibilities? Was it based on people's expertise or experience?
• Did everyone do the job they volunteered for?
• Was there a person who assumed the role of "leader"?
• How did team members create and deliver the presentation, and was this an individual or group effort?

Exercise 3: Create Your Own*

In this exercise, teams must create their own, brand new, problem-solving activity.

This game encourages participants to think about the problem-solving process. It builds skills such as creativity, negotiation and decision making, as well as communication and time management. After the activity, teams should be better equipped to work together, and to think on their feet.

• Ideally four or five people in each team.
• Paper, pens and flip charts.

Around one hour.

• As the participants arrive, you announce that, rather than spending an hour on a problem-solving team-building activity, they must design an original one of their own.
• Divide participants into teams and tell them that they have to create a new problem-solving team-building activity that will work well in their organization. The activity must not be one that they have already participated in or heard of.
• After an hour, each team must present their new activity to everyone else, and outline its key benefits.

There are four basic steps in problem solving : defining the problem, generating solutions, evaluating and selecting solutions, and implementing solutions. Help your team to think creatively at each stage by getting them to consider a wide range of options. If ideas run dry, introduce an alternative brainstorming technique, such as brainwriting . This allows your people to develop one others' ideas, while everyone has an equal chance to contribute.

After the presentations, encourage teams to discuss the different decision-making processes they followed. You might ask them how they communicated and managed their time . Another question could be about how they kept their discussion focused. And to round up, you might ask them whether they would have changed their approach after hearing the other teams' presentations.

Successful decision making and problem solving are at the heart of all effective teams. While teams are ultimately led by their managers, the most effective ones foster these skills at all levels.

The exercises in this article show how you can encourage teams to develop their creative thinking, leadership , and communication skills , while building group cooperation and consensus.

* Original source unknown. Please let us know if you know the original source.

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14 Best Team Building Problem Solving Group Activities For 2024

The best teams see solutions where others see problems. A great company culture is built around a collaborative spirit and the type of unity it takes to find answers to the big business questions.

So how can you get team members working together?

How can you develop a mentality that will help them overcome obstacles they have yet to encounter?

One of the best ways to improve your teams’ problem solving skills is through team building problem solving activities .

“86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures.” — Bit.AI

These activities can simulate true-to-life scenarios they’ll find themselves in, or the scenarios can call on your employees or coworkers to dig deep and get creative in a more general sense.

The truth is, on a day-to-day basis, you have to prepare for the unexpected. It just happens that team building activities help with that, but are so fun that they don’t have to feel like work ( consider how you don’t even feel like you’re working out when you’re playing your favorite sport or doing an exercise you actually enjoy! )

What are the benefits of group problem-solving activities?

The benefits of group problem-solving activities for team building include:

• Better communication
• Improved collaboration and teamwork
• More flexible thinking
• Faster problem-solving
• Better proactivity and decision making

Without further ado, check out this list of the 14 best team-building problem-solving group activities for 2024!

Page Contents (Click To Jump)

Popular Problem Solving Activities

1. virtual team challenge.

Virtual Team Challenges are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team brainstorming, discussing, and creating solutions for a given problem.

Participants work both individually and collaboratively to come up with ideas and strategies that will help them reach their goals.

Why this is a fun problem-solving activity: Participants can interact and communicate with each other in a virtual environment while simultaneously engaging with the problem-solving activities. This makes it an enjoyable experience that allows people to use their creative thinking skills, build team spirit, and gain valuable insights into the issue at hand.

Problem-solving activities such as Virtual Team Challenges offer a great way for teams to come together, collaborate, and develop creative solutions to complex problems.

2. Problem-Solving Templates

Problem-Solving Templates are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team utilizing pre-made templates and creating solutions for a given problem with the help of visual aids.

This activity is great for teams that need assistance in getting started on their problem-solving journey.

Why this is a fun problem-solving activity: Problem-Solving Templates offer teams an easy and stress-free way to get the creative juices flowing. The visual aids that come with the templates help team members better understand the issue at hand and easily come up with solutions together.

This activity is great for teams that need assistance in getting started on their problem-solving journey, as it provides an easy and stress-free way to get the creative juices flowing.

Problem Solving Group Activities & Games For Team Building

3. coworker feud, “it’s all fun and games”.

Coworker Feud is a twist on the classic Family Feud game show! This multiple rapid round game keeps the action flowing and the questions going. You can choose from a variety of customizations, including picking the teams yourself, randomized teams, custom themes, and custom rounds.

Best for: Hybrid teams

Why this is an effective problem solving group activity: Coworker Feud comes with digital game materials, a digital buzzer, an expert host, and a zoom link to get the participants ready for action! Teams compete with each other to correctly answer the survey questions. At the end of the game, the team with the most competitive answers is declared the winner of the Feud.

How to get started:

• Sign up for Coworker Feud
• Break into teams of 4 to 10 people
• Get the competitive juices flowing and let the games begin!

Learn more here: Coworker Feud

4. Crack The Case

“who’s a bad mamma jamma”.

Crack The Case is a classic WhoDoneIt game that forces employees to depend on their collective wit to stop a deadly murderer dead in his tracks! Remote employees and office commuters can join forces to end this crime spree.

Best for: Remote teams

Why this is an effective problem solving group activity: The Virtual Clue Murder Mystery is an online problem solving activity that uses a proprietary videoconferencing platform to offer the chance for employees and coworkers to study case files, analyze clues, and race to find the motive, the method, and the individual behind the murder of Neil Davidson.

• Get a custom quote here
• Download the app
• Let the mystery-solving collaboration begin!

Learn more here: Crack The Case

5. Catch Meme If You Can

“can’t touch this”.

Purposefully created to enhance leadership skills and team bonding , Catch Meme If You Can is a hybrid between a scavenger hunt and an escape room . Teammates join together to search for clues, solve riddles, and get out — just in time!

Best for: Small teams

Why this is an effective problem solving group activity: Catch Meme If You Can is an adventure with a backstory. Each team has to submit their answer to the puzzle in order to continue to the next part of the sequence. May the best team escape!

• The teams will be given instructions and the full storyline
• Teams will be split into a handful of people each
• The moderator will kick off the action!

Learn more here: Catch Meme If You Can

6. Puzzle Games

“just something to puzzle over”.

Puzzle Games is the fresh trivia game to test your employees and blow their minds with puzzles, jokes , and fun facts!

Best for: In-person teams

Why this is an effective problem solving group activity: Eight mini brain teaser and trivia style games include word puzzles, name that nonsense, name that tune, and much more. Plus, the points each team earns will go towards planting trees in the precious ecosystems and forests of Uganda

• Get a free consultation for your team
• Get a custom designed invitation for your members
• Use the game link
• Dedicated support will help your team enjoy Puzzle Games to the fullest!

Learn more here: Puzzle Games

7. Virtual Code Break

“for virtual teams”.

Virtual Code Break is a virtual team building activity designed for remote participants around the globe. Using a smart video conferencing solution, virtual teams compete against each other to complete challenges, answer trivia questions, and solve brain-busters!

Why this is an effective problem solving group activity: Virtual Code Break can be played by groups as small as 4 people all the way up to more than 1,000 people at once. However, every team will improve their communication and problem-solving skills as they race against the clock and depend on each other’s strengths to win!

• Reach out for a free consultation to align the needs of your team
• An event facilitator will be assigned to handle all of the set-up and logistics
• They will also provide you with logins and a play-by-play of what to expect
• Sign into the Outback video conferencing platform and join your pre-assigned team
• Lastly, let the games begin!

Learn more here: Virtual Code Break

8. Stranded

“survivor: office edition”.

Stranded is the perfect scenario-based problem solving group activity. The doors of the office are locked and obviously your team can’t just knock them down or break the windows.

Why this is an effective problem solving group activity: Your team has less than half an hour to choose 10 items around the office that will help them survive. They then rank the items in order of importance. It’s a bit like the classic game of being lost at sea without a lifeboat.

• Get everyone together in the office
• Lock the doors
• Let them start working together to plan their survival

Learn more here: Stranded

9. Letting Go Game

“for conscious healing”.

The Letting Go Game is a game of meditation and mindfulness training for helping teammates thrive under pressure and reduce stress in the process. The tasks of the Letting Go Game boost resiliency, attentiveness, and collaboration.

Why this is an effective problem solving group activity: Expert-guided activities and awareness exercises encourage team members to think altruistically and demonstrate acts of kindness. Between yoga, face painting, and fun photography, your employees or coworkers will have more than enough to keep them laughing and growing together with this mindfulness activity!

• Reach out for a free consultation
• A guide will then help lead the exercises
• Let the funny videos, pictures, and playing begin!

Learn more here: Letting Go Game

10. Wild Goose Chase

“city time”.

Wild Goose Chase is the creative problem solving activity that will take teams all around your city and bring them together as a group! This scavenger hunt works for teams as small as 10 up to groups of over 5000 people.

Best for: Large teams

Why this is an effective group problem solving activity: As employees and group members are coming back to the office, there are going to be times that they’re itching to get outside. Wild Goose Chase is the perfect excuse to satisfy the desire to go out-of-office every now and then. Plus, having things to look at and see around the city will get employees talking in ways they never have before.

• Download the Outback app to access the Wild Goose Chase
• Take photos and videos from around the city
• The most successful team at completing challenges on time is the champ!

Learn more here: Wild Goose Chase

11. Human Knot

“for a knotty good time”.

The Human Knot is one of the best icebreaker team building activities! In fact, there’s a decent chance you played it in grade school. It’s fun, silly, and best of all — free!

Why this is an effective group problem solving activity: Participants start in a circle and connect hands with two other people in the group to form a human knot. The team then has to work together and focus on clear communication to unravel the human knot by maneuvering their way out of this hands-on conundrum. But there’s a catch — they can’t let go of each other’s hands in this team building exercise.

• Form a circle
• Tell each person to grab a random hand until all hands are holding another
• They can’t hold anyone’s hand who is directly next to them
• Now they have to get to untangling
• If the chain breaks before everyone is untangled, they have to start over again

Learn more here: Human Knot

12. What Would You Do?

“because it’s fun to imagine”.

What Would You Do? Is the hypothetical question game that gets your team talking and brainstorming about what they’d do in a variety of fun, intriguing, and sometimes, whacky scenarios.

Best for: Distributed teams

Why this is an effective group problem solving activity: After employees or coworkers start talking about their What Would You Do? responses, they won’t be able to stop. That’s what makes this such an incredible team building activity . For example, you could ask questions like “If you could live forever, what would you do with your time?” or “If you never had to sleep, what would you do?”

• In addition to hypothetical questions, you could also give teammates some optional answers to get them started
• After that, let them do the talking — then they’ll be laughing and thinking and dreaming, too!

13. Crossing The River

“quite the conundrum”.

Crossing The River is a river-crossing challenge with one correct answer. Your team gets five essential elements — a chicken, a fox, a rowboat, a woman, and a bag of corn. You see, the woman has a bit of a problem, you tell them. She has to get the fox, the bag of corn, and the chicken to the other side of the river as efficiently as possible.

Why this is an effective group problem solving activity: She has a rowboat, but it can only carry her and one other item at a time. She cannot leave the chicken and the fox alone — for obvious reasons. And she can’t leave the chicken with the corn because it will gobble it right up. So the question for your team is how does the woman get all five elements to the other side of the river safely in this fun activity?

• Form teams of 2 to 5 people
• Each team has to solve the imaginary riddle
• Just make sure that each group understands that the rowboat can only carry one animal and one item at a time; the fox and chicken can’t be alone; and the bag of corn and the chicken cannot be left alone
• Give the verbal instructions for getting everything over to the other side

14. End-Hunger Games

“philanthropic fun”.

Does anything bond people quite like acts of kindness and compassion? The End-Hunger Games will get your team to rally around solving the serious problem of hunger.

Best for: Medium-sized teams

Why this is an effective problem solving group activity: Teams join forces to complete challenges based around non-perishable food items in the End-Hunger Games. Groups can range in size from 25 to more than 2000 people, who will all work together to collect food for the local food bank.

• Split into teams and compete to earn boxes and cans of non-perishable food
• Each team attempts to build the most impressive food item construction
• Donate all of the non-perishable foods to a local food bank

Learn more here: End-Hunger Games

People Also Ask These Questions About Team Building Problem Solving Group Activities

Q: what are some problem solving group activities.

• A: Some problem solving group activities can include riddles, egg drop, reverse pyramid, tallest tower, trivia, and other moderator-led activities.

Q: What kind of skills do group problem solving activities & games improve?

• A: Group problem solving activities and games improve collaboration, leadership, and communication skills.

Q: What are problem solving based team building activities & games?

• A: Problem solving based team building activities and games are activities that challenge teams to work together in order to complete them.

Q: What are some fun free problem solving games for groups?

• A: Some fun free problem solving games for groups are kinesthetic puzzles like the human knot game, which you can read more about in this article. You can also use all sorts of random items like whiteboards, straws, building blocks, sticky notes, blindfolds, rubber bands, and legos to invent a game that will get the whole team involved.

Q: How do I choose the most effective problem solving exercise for my team?

• A: The most effective problem solving exercise for your team is one that will challenge them to be their best selves and expand their creative thinking.

Q: How do I know if my group problem solving activity was successful?

• A: In the short-term, you’ll know if your group problem solving activity was successful because your team will bond over it; however, that should also translate to more productivity in the mid to long-term.

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Critical Thinking Exercises for Employees: Boosting Workplace Problem-Solving Skills

In today’s fast-paced work environment, critical thinking skills are essential for success. By engaging in critical thinking exercises, employees can refine their ability to evaluate information, solve complex problems, and communicate effectively. These skills not only contribute to individual success but also promote a more innovative and productive work environment.

Critical thinking also plays a crucial role in leadership and management, as well as fostering effective teamwork. Managers who possess strong critical thinking skills are better equipped to guide their teams in problem-solving and decision-making processes. By incorporating critical thinking exercises into employee training, organizations can cultivate a culture that values innovation, creativity, and adaptability.

Key Takeaways

• Critical thinking exercises help employees develop problem-solving and communication skills.
• Strong critical thinking is essential for effective leadership, management, and teamwork.
• Fostering critical thinking in the workplace leads to a more innovative and productive environment.

Understanding Critical Thinking

Critical thinking is a vital skill for employees in the business world, as it enables individuals to analyze complex situations, identify biases, and make informed decisions through creative problem-solving methods. This cognitive process encourages a deeper understanding of problems and promotes the ability to approach them from multiple perspectives.

Developing critical thinking skills involves being aware of one’s own biases and working towards eliminating them. Bias can significantly impact how we approach problems and may result in making distorted decisions. By recognizing and addressing these biases, employees can harness their critical thinking abilities to make impartial and robust decisions in the business landscape.

One essential component of critical thinking is the ability to analyze information. This involves breaking down a problem into its constituent parts, understanding their relationships, and evaluating the significance of each element. Through thorough analysis, employees can gain a comprehensive view of the situation and consider various aspects before making well-informed decisions.

In the context of problem-solving, critical thinking encourages employees to explore new perspectives and think beyond conventional solutions. By adopting a creative approach, individuals can generate novel ideas and innovations, which can lead to improved business results and overall growth.

In conclusion, it is crucial for employees to develop and hone their critical thinking skills, as they enable individuals to navigate complex business environments effectively. By addressing biases, conducting robust analysis, and adopting creative problem-solving strategies, employees can make well-informed decisions that contribute to the success and longevity of the organization.

The Importance of Critical Thinking in the Workplace

Critical thinking is an essential skill for employees to possess in the modern workplace. It involves the ability to carefully and systematically analyze information, consider multiple perspectives, and make well-informed decisions. By enhancing decision-making abilities, critical thinking can lead to improved workplace performance and increased job satisfaction.

In the workplace , critical thinking allows for a more thorough evaluation of issues, helping to identify potential problems or opportunities. This is particularly important in today’s fast-paced, competitive environment, where companies need to stay ahead of industry trends and anticipate the needs of their customers. Employees who possess strong critical thinking skills can help their team effectively navigate the challenges that arise in any industry.

Furthermore, critical thinking plays a significant role in evaluating evidence and determining the credibility of information sources. Employees who can scrutinize data, identify patterns, and draw inferences can make more informed decisions and contribute to their team’s success. As a result, employers often seek to hire individuals with strong critical thinking abilities.

In a team setting, critical thinking helps facilitate productive discussions and collaboration. Members of a team who can effectively analyze situations, question assumptions, and remain open-minded to the opinions of others contribute positively to the decision-making process. This ensures that a diverse range of perspectives is considered, leading to better outcomes for the company.

Ultimately, developing critical thinking skills in employees is not just beneficial for the individual worker and their direct colleagues, but it also impacts the overall success of the organization. By fostering an environment that encourages the growth of critical thinking skills, employers can not only increase productivity but also create a more positive and engaged work culture.

Developing Critical Thinking Skills

Mindful observation.

Mindful observation is a valuable exercise for enhancing critical thinking skills. Encourage employees to take a step back and observe their surroundings, paying close attention to details that may have previously gone unnoticed. This practice helps employees develop the ability to analyze situations more thoroughly and interpret information more effectively.

Active Listening

Active listening is essential for effective communication and leadership. Encourage employees to practice active listening by giving their full attention to the speaker, avoiding interrupting, and providing constructive feedback. Active listening promotes the development of critical thinking skills by fostering open-mindedness, empathy, and understanding in the workplace.

Asking Questions

Asking questions is a key component of critical thinking, as it encourages employees to inquire deeper into subjects and analyze all aspects of an issue. Employers can foster a work environment that supports curiosity by encouraging team members to ask both open-ended and closed-ended questions and offering guidance when needed.

Assessing Evidence and Drawing Conclusions

Teaching employees how to evaluate evidence and draw informed conclusions is crucial for the development of critical thinking skills. Use thinking exercises that involve employees analyzing and evaluating various sources of information, ultimately forming an inference that leads to an informed decision. Pairing employees with a mentor is helpful for providing guidance and support throughout the process.

Recognizing and Managing Biases

Biases can greatly impact critical thinking and decision-making. Encourage employees to recognize their own biases and learn how to manage them effectively. Employees can benefit from understanding the impact of these biases on their thought process and how to minimize their influence to make objective, well-reasoned conclusions.

By incorporating these exercises and strategies into the workplace, employees can develop critical thinking skills that strengthen their overall performance, communication, and leadership abilities.

Critical Thinking and Communication

Critical thinking and communication go hand in hand in the workplace. Developing both skills can enhance employees’ ability to solve problems, make decisions, and work effectively in teams. By engaging in critical thinking exercises that involve clear communication and open discussion, employees can improve their cognitive abilities and interpersonal skills.

One exercise to improve critical thinking and communication is explaining a problem to someone else. This allows employees to fully understand a situation and consider all possible options for resolution. Encouraging employees to articulate their thought processes and rationale can lead to improved cognitive skills .

Another useful technique is group discussions, which can stimulate critical thinking and promote clear communication. By engaging in conversations where various perspectives are considered, employees can develop the ability to analyze information objectively and reevaluate their initial assumptions. Fostering open-mindedness and empathy for others’ viewpoints can also build strong communication skills in the workplace .

In addition to exercises, employees should continuously practice self-awareness. Becoming more conscious of their thought processes, values, ethics, and beliefs will enhance their critical thinking abilities . Developing self-awareness also encourages employees to reflect on their communication styles and identify areas that need improvement.

Implementing these critical thinking and communication exercises in the workplace can lead to more efficient problem-solving, enhanced team dynamics, and improved performance across the organization. By fostering a culture of open discussion and clear communication, employers can empower their teams to make well-informed decisions and excel in their respective roles.

Applying Critical Thinking to Problem Solving

Effective problem solving requires employees to utilize critical thinking skills. By carefully analyzing information, asking questions, and determining the best course of action, employees will be more likely to arrive at creative and innovative solutions to challenges.

A key aspect of critical thinking in problem solving is to question assumptions. Employees should be encouraged to identify any preconceived notions or biases that may be influencing their thought processes. This will help them approach the problem with a more open and objective perspective.

Another essential component is seeking alternative viewpoints, even if it means playing the devil’s advocate. By considering different perspectives and exploring various possibilities, employees will be better equipped to discover innovative solutions that might not have been immediately apparent.

Critical thinking also involves evaluating the effectiveness of potential solutions. Employees should be encouraged to analyze the pros and cons of each option, as well as consider any potential long-term impacts. This process can help identify the most viable and successful solutions for a given problem.

In order to foster a culture of critical thinking within the workplace, managers can provide support by encouraging employees to ask questions, challenge assumptions, and explore alternative perspectives. Additionally, providing opportunities for learning and growth can help employees further develop their critical thinking skills, ultimately leading to more effective problem solving and increased innovation.

In summary, critical thinking is essential for effective problem-solving at work. By questioning assumptions, exploring various perspectives, and evaluating potential solutions, employees can confidently recommend creative and innovative approaches to overcoming challenges. This will not only lead to better outcomes for the organization, but also foster a culture of continuous improvement and growth.

Critical Thinking in Leadership and Management

Developing critical thinking skills in leadership and management positions is crucial for making informed decisions, driving company growth, and ensuring employee satisfaction. By enhancing their cognitive abilities, leaders and managers become better at decision-making, hiring processes, and overall performance.

In the realm of leadership, critical thinking helps leaders to understand the logical relationships between ideas and recognize the importance of an argument. This enables them to identify mistakes in reasoning and make well-informed choices, thus driving superior organizational outcomes as mentioned here .

Certainly, nurturing critical thinking in management is essential for improving cognition . This includes decision-making skills, the ability to identify potential pitfalls, and dealing with complex situations. By integrating critical thinking into management practices, companies can boost employee engagement, improve workplace morale, and ultimately succeed in a competitive business landscape.

Incorporating critical thinking exercises into hiring processes allows employers to better assess candidates’ abilities objectively. By focusing on problem-solving and communication skills during the interview process, managers can identify high-potential talent who demonstrate strong critical thinking competencies.

Investing time in building and improving critical thinking skills not only benefits individuals but also the overall success of an organization. By supporting employees in developing their cognitive abilities, leaders and managers both play a crucial role in promoting a culture of critical thinking that will lead to better decision-making and stronger company performance.

In conclusion, fostering critical thinking in leadership and management enables better decision-making, more effective hiring processes, and improved organizational performance. Strong cognitive abilities empower leaders and managers to approach complex situations with confidence and clarity, driving overall growth and success.

Critical Thinking in Team Building

Incorporating critical thinking exercises within team building activities is essential for fostering creativity, collaboration, and problem-solving amongst employees. By engaging team members in activities that require them to consider multiple perspectives and work together to reach a conclusion, companies can significantly improve their team’s performance.

One effective critical thinking activity for team building is Debate It Out . In this exercise, teams are assigned a controversial topic and asked to come to a consensus. Participants must research and present opposing viewpoints, encouraging the consideration of multiple perspectives. This debate process encourages employees to challenge preconceived notions, question assumptions, and ultimately strengthen their critical thinking skills.

Another beneficial exercise involves conducting Reverse-engineering Google activities. In this scenario, participants work together to reverse-engineer a successful past project or campaign. This collaborative approach allows team members to learn from each other’s experiences, assumptions, and mistakes while analyzing the factors that contributed to the project’s success.

Brainstorming is another critical thinking team building activity that can generate diverse ideas and encourage innovation. By setting specific goals or challenges, team members collaborate to provide multiple solutions to a given problem. Encourage employees to think beyond the obvious answers, providing a safe space for innovative and unusual ideas.

In summary, promoting critical thinking within team building exercises is essential for strengthening collaboration, problem-solving, and decision-making skills. Implementing activities such as debates, reverse-engineering Google tasks, and brainstorming can foster robust critical thinking skills amongst team members and ultimately lead to improved team performance.

Evaluating Potential Job Candidates for Critical Thinking Skills

Screening for critical thinking.

When evaluating potential job candidates, it’s important to assess their critical thinking skills as part of the hiring process. These skills are essential for both hard and soft skills, making them valuable across various roles and industries.

A vital step to measure critical thinking is through the initial screening process. To do this effectively, recruiters can utilize pre-employment tests that focus on evaluating candidates’ analytical skills, problem-solving abilities, and decision-making skills. These assessments can be administered online for a more efficient process while narrowing down the applicant pool.

In addition, it’s helpful to include open-ended questions on job application forms, which require a demonstration of critical thinking. For instance, candidates can be asked to provide examples of situations where they needed to use critical thinking skills to resolve a problem.

Assessing Analytical Skills during Interviews

During the interview stage, hiring managers have the opportunity to further evaluate a candidate’s critical thinking abilities. Incorporating critical-thinking interview questions can reveal valuable insights into their thought processes and how they approach problem-solving.

Asking situational and behavioral questions can provide excellent insight into a candidate’s analytical capabilities. Employers may ask questions that require candidates to analyze specific scenarios, or they may inquire about past experiences where candidates employed their critical thinking skills.

Using case studies or real-life scenarios during interviews is also an effective method for assessing critical thinking abilities. Presenting candidates with a complex problem or task can help gauge their skills in problem-solving, decision-making, and evaluation.

It’s essential to have a structured approach when evaluating candidates’ analytical skills, as it enables hiring managers to compare their abilities objectively. This will ultimately help them make informed decisions when selecting the best-suited candidate for the job.

By effectively screening and assessing job candidates’ critical thinking skills, companies can confidently hire employees with the necessary abilities to contribute successfully to their organization’s goals and vision.

The Role of Emotional Intelligence in Critical Thinking

Emotional Intelligence (EI) plays a significant part in facilitating critical thinking skills for employees. EI is defined as the ability to understand and manage one’s emotions , as well as recognizing and influencing the emotions of others. In the context of critical thinking, high emotional intelligence allows individuals to be more reflective and open to different perspectives.

A key aspect of emotional intelligence in critical thinking is self-awareness. When employees are aware of their own emotions and biases, they can step back and reflect on their thoughts and decisions objectively. By doing so, they are better able to analyze and evaluate various media and sources of information, leading to more informed decisions.

Emotional intelligence also helps employees consider the ethical implications of their decisions. With a heightened understanding of emotions, individuals are more likely to empathize with others and take their perspectives into account. This ability enables them to navigate complex ethical dilemmas and make fair judgments that adhere to the organization’s values.

Moreover, employees with high emotional intelligence can easily adapt to different perspectives and opinions. They demonstrate a willingness to engage in meaningful dialogues with co-workers and are receptive to feedback. This collaborative spirit nurtures a culture of learning and continuous improvement, fostering an environment in which critical thinking can thrive.

In summary, emotional intelligence plays a crucial role in enhancing critical thinking skills among employees. By being aware of their emotions and biases, reflecting on decisions objectively, considering ethics, and embracing diverse perspectives, individuals with high emotional intelligence contribute enormously to creating a productive and innovative workplace.

Fostering an Innovative Work Environment through Critical Thinking

Promoting open discussions.

One way to encourage innovation in the workplace is by promoting open discussions. These encourage employees to share their ideas and contribute to the collaborative push for creative solutions. When a culture of open communication is established, employees feel valued and are more likely to take risks, making it easier for them to come up with innovative solutions. Conducting regular brainstorming sessions and encouraging the exchange of opinions during meetings can further enhance the creative thinking process.

Encouragement of Reflective Practice

Another essential aspect of fostering an innovative work environment is the encouragement of reflective practice. Reflection allows employees to learn from their experiences and identify areas for improvement. By consistently implementing reflective practices, employees can develop a better understanding of their thought processes, leading to more confident and knowledgeable decision-making. This can be done through regular self-assessments, group discussions, or by providing constructive feedback from managers and peers.

By focusing on open discussions and reflective practices, businesses can effectively nurture a culture of critical thinking and creativity, leading to more innovative solutions and long-term success in the ever-changing business landscape.

Enhancing critical thinking skills in the workplace is an essential step towards cultivating a culture of effective decision-making and problem-solving. By engaging in various training exercises, employees can strengthen their ability to analyze situations, interpret data, and make informed choices.

Introducing critical thinking exercises into an organization demonstrates the company’s commitment to fostering employee growth and harnessing their full potential. Such exercises are not only beneficial in honing analytical and problem-solving skills, but also in improving communication, collaboration, and adaptability among team members.

Incorporating critical thinking training into existing programs can lead to a more efficient and productive workplace. Employees with strong critical thinking skills are better prepared to face challenges, remain flexible and adaptive to changes in the market, and contribute positively to an organization’s overall success. By prioritizing critical thinking development, businesses can invest in their employees and, in turn, reap the benefits of a well-equipped workforce.

Frequently Asked Questions

What are effective group exercises to improve critical thinking.

There are various group exercises that can help improve critical thinking skills among employees. One example is the Socratic questioning technique in which a facilitator poses a series of questions designed to uncover assumptions and stimulate critical thinking. Another effective activity is the “Case Study Analysis,” where employees are tasked with analyzing real-life business scenarios to identify challenges, gather data, and make informed decisions.

How can team building games enhance critical thinking skills?

Team building games can be an engaging way to enhance critical thinking skills. These games often require collaboration, problem-solving, and decision-making under pressure, which can help participants sharpen their analytical abilities. Incorporating team-building exercises that promote critical thinking into regular team meetings or training sessions can create an environment of intellectual growth and mutual support.

What are some fun activities to develop critical thinking in adults?

Fun activities for adults aimed at developing critical thinking skills might include puzzles, escape room games, and debate clubs. These activities encourage individuals to challenge their assumptions, think outside the box, and use logical reasoning, ultimately improving their cognition and problem-solving abilities .

How can a workbook aid in critical thinking development?

A workbook designed for critical thinking development typically contains structured exercises, real-world examples, and reflective activities. These materials guide individuals through a step-by-step process of improving their critical thinking skills by encouraging self-awareness, fostering curiosity, and promoting constructive feedback. Using a workbook can provide an organized and personalized approach to enhancing critical thinking abilities.

What are the top 5 skills essential for critical thinking?

The top 5 skills essential for critical thinking include:

• Analytical thinking: The ability to break complex problems into smaller, manageable components.
• Evaluation: Assessing information and making judgments based on evidence and reasoning.
• Problem-solving: Identifying challenges and proposing effective solutions.
• Creativity: Generating innovative ideas, insights, and approaches.
• Communication: Articulating thoughts clearly and persuasively to convey complex ideas to others.

How can virtual activities benefit employees’ critical thinking?

Virtual activities can be an effective way to enhance critical thinking skills for remote or hybrid teams. Online tools and platforms can facilitate group discussions, brainstorming sessions, and collaborative problem-solving exercises, allowing employees to engage with diverse perspectives and develop their critical thinking skills. Employing virtual critical thinking activities can create an inclusive environment, encouraging employees to learn from each other, and adapt to changing circumstances.

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Examples of Conflict in the Workplace - Scenarios & Solutions

Table of Contents

• Scenario 1 — You get off on the wrong foot with a new coworker
• Scenario 2 — Someone sends you urgent requests after hours
• Scenario 3 — Things got awkward between you and your work friend after you got a promotion

Conflict in the workplace is inevitable.

So how can we set ourselves up to deal with conflict as constructively and professionally as possible?

After all, conflict is a necessary - and healthy - element of all human relationships. The key is to make sure that bottled up emotions and/or uncontrolled outbursts don't lead to toxicity in the workplace.

That's why we hosted an interactive chat with Sharon Ray, a conflict resolution expert with 25+ years of experience in HR.

Watch the Chat

"Anytime you deal with people, you're going to have some sort of disagreement or conflict. Conflict in the workplace is an exercise in persuasion. Being able to problem solve and find the best solution for both sides."

Sharon fielded questions from the PowerToFly community about how to deal with a number of examples of conflict in the workplace.

You get off on the wrong foot with a new coworker.

They ask you for help responding to a customer inquiry, but you refuse to lend a hand because you are working on a tight deadline and don't want to waste time. There has been tension between you two ever since, and now you need their help on a project, but they're not being very responsive.

How do you recover?

Proposed Solution

Go own it! Find an appropriate time to walk up to them and say,"I understand that we got off on the wrong foot. My apologies for that. What I'm trying to resolve is X. Can we have a conversation about that?"

Regardless of who the conflict is with - an employee, your boss, etc., they'll think more highly of you if you demonstrate self-awareness. The conversation may be awkward, but that's better than a tense relationship that could last years all because you got off on the wrong foot.

Key Focus : It's all about how you approach the situation.

Try to maintain respect in the conversation and understand that it does not mean that you're going to love each other at the end of it. At the end of the day you are trying to resolve something so that you can move forward and execute on whatever project or plan you need to deliver.

You're frustrated because your colleague in France keeps messaging you at 5am (your time). They send you seemingly urgent requests when you're sleeping or just waking up, and you're sick of being bombarded with 11 requests before you've even sat down at your desk. You get the vibe they don't like you very much and you don't know how to approach them.

Avoiding confrontation is making your situation worse, not better! Schedule a time to chat with them via phone or video call.

Bring the spirit of collaboration to the table!

Uncover the root of the problem by asking questions - "Is there any particular reason you send me requests before I'm up? Am I responding to you too late?"

Once you understand why they're doing it, you can help them articulate their needs. Maybe they send you 11 messages at 6am because that's right before their lunchtime, and they don't want to forget their questions when they go on break.

Now figure out a solution that works for both of you. Can they send themselves a reminder on Slack to ping you with their questions when you're at your desk? Can you just ignore their messages until you clock in now that you understand they're not time sensitive? Should you schedule a morning check in to go over these requests in real time rather than via message?

Key Focus: Have a candid conversation to ease any tensions long distance can bring.

You got a promotion that your friend at work was also gunning for. Now things are awkward between you two. You definitely want to keep the friendship going, but they aren't even speaking to you outside of team meetings.

Sharon suggests going up to the person and owning it. Tell them that you know it's an uncomfortable situation and that you'd like to continue the relationship. These situations are tough, but radical candor is important - learn more about how to practice it in the workplace here .

Key Focus: Be proactive. Break the ice. Figure out how to work together.

Important Note: Never apologize for your promotion/moving your career forward. Prepare to be content with the other person's decision if they are no longer interested in continuing the friendship.

Don't see your specific scenario listed above? Feel free to check out the full video for more examples of conflict in the workplace scenarios - and solutions!

Here are some highlighted questions from the chat and learn :

• What steps should I be taking to resolve conflicts at work? (4:21)
• What if the company you work for does not have an HR department, Should we expect the owner of the company to be the mediator? If so, are there tools he/she could reference when dealing with this type of situation? (4:29)
• How do I know when to escalate an issue with a coworker? (10:35)
• What are some suggestions to implement when management refuses to address issues of conflict? (10:42)
• I feel like my team is always combating my ideas. How do I address this? (17:47)
• How does one approach a manager who is part of the conflict without being scared to bring up the issue? (17:55)
• As a manager, how can I help my team address conflict better? (29:20)
• Could you please talk about conflict resolution and remote/international teams who may have geographical and cultural differences? (43:08)
• How do you best approach a coworker (same tenure) who's not doing their share of the work, while being respectful/not coming across as a manager/supervisor? (44:48)
• How do you think conflict can be an avenue for innovation? (47:34)

We'll leave you with some parting words from Sharon: "Whatever the scenario, keep in mind that we are human, and will face conflict. How we resolve that conflict is key."

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22 Unbeatable Team Building Problem Solving Activities

Problem-solving is a critical skill for professionals and with team building problem-solving activities, you can sharpen your skills while having fun at the same time.  

Updated: March 1, 2024

In the professional world, one thing is for sure: problem-solving is a vital skill if you want to survive and thrive. It’s a universal job skill that organizations seek in new potential employees and that managers look for when considering candidates for promotions.  

But there’s a problem. 

According to Payscale, 60% of managers feel that new grads entering the workforce lack problem-solving abilities – making it the most commonly lacking soft skill.  

Problem-solving skill needs to be practiced and perfected on an ongoing basis in order to be applied effectively when the time comes. And while there are tons of traditional approaches to becoming a better problem-solver, there’s another (much more interesting) option: team building problem-solving activities. 

The good news? This means learning and having fun don’t have to be mutually exclusive. And you can create a stronger team at the same time. 

16 In-Person Team Building Problem Solving Activities for Your Work Group  

1. cardboard boat building challenge, 2. egg drop , 3. clue murder mystery, 4. marshmallow spaghetti tower  , 5. corporate escape room, 6. wild goose chase, 7. lost at sea  , 8. domino effect challenge, 9. reverse pyramid  , 10. ci: the crime investigators, 11. team pursuit, 12. bridge builders, 13. domino effect challenge, 14. hollywood murder mystery, 15. code break, 16. cardboard boat building challenge, 6 virtual team building problem solving activities for your work group  , 1. virtual escape room: mummy’s curse, 2. virtual clue murder mystery, 3. virtual escape room: jewel heist, 4. virtual code break  , 5. virtual trivia time machine.

• 6. Virtual Jeoparty Social

There are a ton of incredible team building problem solving activities available. We’ve hand-picked 16 of our favorites that we think your corporate group will love too. 

Split into teams and create a cardboard boat made out of just the materials provided: cardboard and tape. Team members will have to work together to engineer a functional boat that will float and sail across water without sinking. Once teams have finished making their boats, they will create a presentation to explain why their boat is the best, before putting their boats to the test. The final challenge will have teams racing their boats to test their durability! Nothing says problem-solving like having to make sure you don’t sink into the water!

Every day at work, you’re forced to make countless decisions – whether they’re massively important or so small you barely think about them.  

But your ability to effectively make decisions is critical in solving problems quickly and effectively.  

With a classic team building problem solving activity like the Egg Drop, that’s exactly what your team will learn to do. 

For this activity, you’ll need some eggs, construction materials, and a place you wouldn’t mind smashing getting dirty with eggshells and yolks.  

The goal of this activity is to create a contraption that will encase an egg and protect it from a fall – whether it’s from standing height or the top of a building. But the challenge is that you and your team will only have a short amount of time to build it before it’s time to test it out, so you’ll have to think quickly! 

To make it even more challenging, you’ll have to build the casing using only simple materials like: 

• Newspapers 
• Plastic wrap
• Rubber bands
• Popsicle sticks
• Cotton balls

Feel free to have some fun in picking the materials. Use whatever you think would be helpful without making things too easy! 

Give your group 15 minutes to construct their egg casing before each team drops their eggs. If multiple eggs survive, increase the height gradually to see whose created the sturdiest contraption.  

If you’re not comfortable with the idea of using eggs for this activity, consider using another breakable alternative, such as lightbulbs for a vegan Egg Drop experience. 

With Clue Murder Mystery, your team will need to solve the murder of a man named Neil Davidson by figuring out who had the means, motive, and opportunity to commit the crime.

But it won’t be easy! You’ll need to exercise your best problem-solving skills and channel your inner detectives if you want to keep this case from going cold and to get justice for the victim.

Collaboration is critical to problem solving. 

Why? Because, as the old saying goes, the whole is greater than the sum of its parts. This expression reflects the fact that people are capable of achieving greater things when they work together to do so. 

If you’re looking for a team building problem solving activity that helps boost collaboration, you’ll love Marshmallow Spaghetti Tower.  

This game involves working in teams to build the tallest possible freestanding tower using only marshmallows, uncooked spaghetti, tape, and string.  

The kicker? This all has to be done within an allotted timeframe. We recommend about thirty minutes.  

For an added dimension of challenge, try adding a marshmallow to the top of the tower to make it a little more top heavy.  

Whichever team has the highest tower when time runs out is the winner! 

If you’ve never participated in an escape room, your team is missing out! It’s one of the most effective team building problem solving activities out there because it puts you and your colleagues in a scenario where the only way out is collaboratively solving puzzles and deciphering clues.  

The principle is simple: lock your group in a room, hide the key somewhere in that room, and have them work through challenges within a set time frame. Each challenge will lead them one step closer to finding the key and, ultimately, their escape.    

At Outback, we offer “done-for-you” escape rooms where we’ll transform your office or meeting room so you don’t have to worry about:

• Seeking transportation for your team 
• Capacity of the escape rooms  
• High costs 
• Excessive planning  

That way, you and your team can simply step inside and get to work collaborating, using creative problem solving, and thinking outside the box.   

In this smartphone-based scavenger hunt team building activity , your group will split into teams and complete fun challenges by taking photos and videos around the city. Some examples of challenges you can do in this activity are:

• Parkour:  Take a picture of three team members jumping over an object that’s at least waist-high.
• Beautiful Mind:  Snap a photo of a team member proving a well-known mathematical theorem on a chalkboard.
• Puppy Love:  Take a photo of all of your team members petting a stranger’s dog at the same time.

It takes a ton of critical thinking and problem-solving to be crowned the Wild Goose Chase Champions!

Can you imagine a higher-pressure situation than being stranded at sea in a lifeboat with your colleagues? 

With this team building problem solving activity, that’s exactly the situation you and your group will put yourselves. But by the time the activity is over, you’ll have gained more experience with the idea of having to solve problems under pressure – a common but difficult thing to do. 

Here’s how it works. 

Each team member will get a six-columned chart where: 

• The first column lists the survival items each team has on hand (see the list below) 
• The second column is empty so that each team member can rank the items in order of importance for survival  
• The third column is for group rankings  
• The fourth column is for the “correct” rankings, which are revealed at the end of the activity 
• The fifth and sixth columns are for the team to enter thee difference between their individual and correct scores and the team and correct rankings 

Within this activity, each team will be equipped with the following “survival items,” listed below in order of importance, as well as a pack of matches:  

• A shaving mirror (this can be used to signal passing ships using the sun) 
• A can of gas (could be used for signaling as it could be put in the water and lit with the pack of matches) 
• A water container (for collecting water to re-hydrate ) 
• Emergency food rations (critical survival food) 
• One plastic sheet (can be helpful for shelter or to collect rainwater) 
• Chocolate bars (another food supply) 
• Fishing rods (helpful, but no guarantee of catching food) 
• Rope (can be handy, but not necessarily essential for survival) 
• A floating seat cushion (usable as a life preserver)  
• Shark repellant (could be important when in the water) 
• A bottle of rum (could be useful for cleaning wounds) 
• A radio (could be very helpful but there’s a good chance you’re out of range) 
• A sea chart (this is worthless without navigation equipment) 
• A mosquito net (unless you’ve been shipwrecked somewhere with a ton of mosquitos, this isn’t very useful) 

To get the activity underway, divide your group into teams of five and ask each team member to take ten minutes on their own to rank the items in order of importance in the respective column. Then, give the full team ten minutes as a group to discuss their individual rankings together and take group rankings, listed in that respective column. Ask each group to compare their individual rankings with those of the group as a whole. 

Finally, read out the correct order according to the US Coast Guard, listed above.  

The goal of this activity is for everyone to be heard and to come to a decision together about what they need most to survive.  

If your team works remotely, you can also do this activity online. Using a video conferencing tool like  Zoom , you can bring your group together and separate teams into “break-out rooms” where they’ll take their time individually and then regroup together. At the end, you can bring them back to the full video conference to go through the answers together. 

Many problems are intricately complex and involve a ton of moving parts. And in order to solve this type of problem, you need to be able to examine it systematically, one piece at a time.  

Especially in the business world, many problems or challenges involve multiple different teams or departments working through their respective portions of a problem before coming together in the end to create a holistic solution. 

As you can imagine, this is often easier said than done. And that’s why it’s so important to practice this ability.  

With a collaborative team building problem solving activity like Domino Effect Challenge, that’s exactly what you’ll need to do as you and your group work to create a massive, fully functional chain reaction machine. 

Here’s how it goes. 

Your group will break up into teams, with each team working to complete their own section of a massive “Rube Goldberg” machine. Then, all teams will regroup and assemble the entire machine together. You’ll need to exercise communication, collaboration, and on-the-fly problem solving in order to make your chain reaction machine go off without a hitch from start to finish. 

Being a great problem-solver means being adaptable and creative. And if you’re looking for a quick and easy team building problem solving activity, you’ll love the reverse pyramid. 

The idea here is simple: break your group out into small teams and then stand in the form of a pyramid.  

Your challenge is to flip the base and the peak of the pyramid – but you can only move three people in order to do so.  

Alternatively, rather than doing this activity with people as the pyramid, you can do another version –  the Pyramid Build  – using plastic cups instead.   

This version is a little bit different. Rather than flipping the base of a pyramid to the top, you’ll need to build the pyramid instead–but in reverse, starting from the top cup and working down. 

With this version, you’ll need 36 cups and one table per group. We recommend groups of five to seven people. Give your group 20 to 30 minutes to complete the activity. 

To get started, place one cup face down. Then, lift that cup and place the subsequent two cups underneath it. 

The real challenge here? You can only lift your pyramid by the bottom row in order to put a new row underneath – and only one person at a time can do the lifting. The remaining group members will need to act quickly and work together in order to add the next row so that it will balance the rest of the pyramid. 

If any part of your pyramid falls, you’ll need to start over. Whichever team has the most complete pyramid when time runs out will be the winner!  

The value of being able to approach problems analytically can’t be overstated. Because when problems arise, the best way to solve them is by examining the facts and making a decision based on what you know. 

With CI: The Crime Investigators, this is exactly what your team will be called upon to do as you put your detective’s hats on and work to solve a deadly crime. 

You’ll be presented with evidence and need to uncover and decipher clues. And using only the information at your disposal, you’ll need to examine the facts in order to crack the case. 

Like many of our team building problem solving activities, CI: The Crime Investigators is available in a hosted format, which can take place at your office or an outside venue, as well as a virtually-hosted format that uses video conferencing tools, or a self-hosted version that you can run entirely on your own.  

Each member of your team has their own unique strengths and skills. And by learning to combine those skills, you can overcome any challenge and solve any problem. With Team Pursuit, you and your team together to tackle challenges as you learn new things about one another, discover your hidden talents, and learn to rely on each other.

This team building problem solving activity is perfect for high-energy groups that love to put their heads together and work strategically to solve problems as a group.

Collaborate with your colleague to design and build different segments of a bridge. At the end, see if the sections come together to create a free-standing structure!   

Together as a group, see if you and your colleagues can build a gigantic “chain-reaction” machine that really works!

In smaller groups, participants work together to solve the challenge of creating sections of the machine using miscellaneous parts, and at the end, you’ll have to collaborate to connect it all together and put it in motion.

The case is fresh, but here’s what we know so far: we’ve got an up-and-coming actress who’s been found dead in her hotel room following last night’s awards show.

We have several suspects, but we haven’t been able to put the crime on any of them for sure yet. Now, it’s up to you and your team of detectives to crack the case. Together, you’ll review case files and evidence including police reports, coroners’ reports, photo evidence, tabloids, interrogations, and phone calls as you determine the motive, method, and murderer and bring justice for the victim.

You’ll need to put your problem-solving skills to the test as you share theories, collaborate, and think outside the box with your fellow investigators.

Using Outback’s app, split up into small groups and put your heads together to solve a variety of puzzles, riddles, and trivia. The team who has completed the most challenges when time is up, wins!

Can you stay afloat in a body of water in a boat made entirely of cardboard? Now that is a problem that urgently needs solving.

With this team building problem solving activity, you and your colleagues will split into groups and create a cardboard boat made out of just the materials provided – cardboard and tape.

Team members will have to work together to engineer a functional boat that will float and sail across water without sinking. Once teams have finished making their boats, they will create a presentation to explain why their boat is the best, before putting their boats to the test. The final challenge will have teams racing their boats across the water!

If you and your team are working remotely, don’t worry. You still have a ton of great virtual team building problem solving options at your disposal.

In this virtual escape room experience, your team will be transported into a pyramid cursed by a restless mummy. You’ll have to work together to uncover clues and solve complex challenges to lift the ancient curse.

You’ve probably never heard of a man named Neil Davidson. But your group will need to come together to solve the mystery of his murder by analyzing clues, resolving challenges, and figuring out who had the means, motive, and opportunity to commit a deadly crime. 

This activity will challenge you and your group to approach problems analytically, read between the lines, and use critical thinking in order to identify a suspect and deliver justice.  

If you and your team like brainteasers, then Virtual Escape Room: Jewel Heist will be a big hit.  

Here’s the backstory.

There’s been a robbery. Someone has masterminded a heist to steal a priceless collection of precious jewels, and it’s up to you and your team to recover them before time runs out.

Together, you’ll need to uncover hidden clues and solve a series of brain-boggling challenges that require collaboration, creative problem-solving, and outside-the-box thinking. But be quick! The clock is ticking before the stolen score is gone forever.

With Virtual Code Break, you and your team can learn to be adaptive and dynamic in your thinking in order to tackle any new challenges that come your way. In this activity, your group will connect on a video conferencing platform where your event host will split you out into teams. Together, you’ll have to adapt your problem-solving skills as you race against the clock to tackle a variety of mixed brainteaser challenges ranging from Sudoku to puzzles, a game of Cranium, riddles, and even trivia. 

Curious to see how a virtual team building activity works? Check out this video on a Virtual Clue Murder Mystery in action. 

Step into the Outback Time Machine and take a trip through time, from pre-pandemic 21st century through the decades all the way to the 60’s. 

This exciting, fast-paced virtual trivia game, packed with nostalgia and good vibes, is guaranteed to produce big laughs, friendly competition, and maybe even some chair-dancing. 

Your virtual game show host will warm up guests with a couple of “table hopper rounds” (breakout room mixers) and split you out into teams. Within minutes, your home office will be transformed into a game show stage with your very own game show buzzers! 

And if your team loves trivia, check out our list of the most incredible virtual trivia games for work teams for even more ideas.

6.  Virtual Jeoparty Social

If your remote team is eager to socialize, have some fun as a group, and channel their competitive spirit, we’ve got just the thing for you! With Virtual Jeoparty Social, you and your colleagues will step into your very own virtual Jeopardy-style game show—equipped with a buzzer button, a professional actor as your host, and an immersive game show platform! Best of all, this game has been infused with an ultra-social twist: players will take part in a unique social mixer challenge between each round. 

With the right team building problem solving activities, you can help your team sharpen their core skills to ensure they’re prepared when they inevitably face a challenge at work. And best of all, you can have fun in the process. 

Do you have any favorite team building activities for building problem-solving skills? If so, tell us about them in the comments section below! 

Learn More About Team Building Problem Solving Activities  

For more information about how your group can take part in a virtual team building, training, or coaching solution, reach out to our Employee Engagement Consultants.     

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And stay updated, related articles.

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I love how this blog provides a variety of problem-solving activities for team building. It’s a great resource for anyone looking to foster teamwork and collaboration!

Into all problem-solving, a little dissent must fall

Events of the past several years have reiterated for executives the importance of collaboration and of welcoming diverse perspectives when trying to solve complicated workplace problems. Companies weren’t fully prepared for the onset of a global pandemic, for instance, and all that it engendered—including supply chain snarls and the resulting Great Attrition  and shift to remote (and now hybrid) work, which required employers to fundamentally rethink their talent strategies . But in most cases leaders have been able to collaborate their way through the uncertainty, engage in rigorous debate and analyses about the best steps to take, and work with employees, suppliers, partners, and other critical stakeholders to react and, ultimately, recover.

And It’s not just COVID-19: many organisations have had to rethink their business strategies and practices in the wake of environmental concerns, the war in Ukraine, and social movements sparked by racial injustice, sexual misconduct, and widespread economic inequity . Ours are fast-moving, complex times, rich not just in worrisome challenges but also in exciting potential—organisations that enable innovation will find ample opportunities to thrive. So now more than ever, decision makers can’t act alone; they must bring diverse perspectives to the table and ensure that those voices are fully heard . 1 Sundiatu Dixon-Fyle, Kevin Dolan, Vivian Hunt, and Sara Prince, “ Diversity wins: How inclusion matters ,” McKinsey, May 19, 2020.

But while many leaders say they welcome dissent, their reactions often change when they actually get some. They may feel defensive. They may question their own judgment. They may resent having to take time to revisit the decision-making process. These are natural responses, of course; employees’ loyalty and affirmation are more reassuring to leaders than robust challenges from the group. There is discomfort, too, for potential dissenters; it is much safer to keep your thoughts to yourself and conform  than to risk expulsion from the group. 2 Derived from this work on the evolutionary origins of social and political behavior: Christopher Boehm, Hierarchy in the Forest: The Evolution of Egalitarian Behavior , Cambridge, Massachusetts: Harvard University Press, 2001.

What’s missing in many companies, in our experience, is the use of “contributory dissent” or the capabilities required to engage in healthy if divergent discussions about critical business problems. Contributory dissent allows individuals and groups to air their differences in a way that moves the discussion toward a positive outcome and doesn’t undermine leadership or group cohesion . 3 McKinsey itself has established obligation to dissent as one of its core values alongside those focused on client service and talent development. For more, see Bill Taylor, “True leaders believe dissent is an obligation,” Harvard Business Review , January 12, 2017.

McKinsey’s research and experience in the field point to several steps leaders can take to engage in healthy dissent and build a culture where constructive feedback is expected and where communication is forthright. These include modeling “open” behaviors, embedding psychological safety  and robust debate into decision-making processes, and equipping employees with the communication skills that will allow them to contribute dissenting opinions effectively.

In this article we outline the steps leaders can take to encourage healthy dissent, and the actions teams and individuals can take to share their voices and perspectives most effectively. It takes both sides, after all, to engage in robust debate, find the right solutions, and enable lasting, positive change.

How leaders can encourage contributory dissent

Senior leaders in an organisation play a central role in ensuring that individuals and teams see contributory dissent as a normal part of any discussion. They can signal the importance of dissent by taking a series of steps to institutionalise the practice within an organisation and empower employees to share their ideas freely and productively. Specifically, senior leaders should strive to inspire rather than direct employees to collaborate, explicitly demand dissent and, taking that one step further, actively engage with naysayers (see sidebar “How to encourage healthy dissent”). 4 Leaders can also draw on McKinsey’s “influence model” for changing mindsets and behaviors: role modeling, fostering understanding and conviction, reinforcing with formal mechanisms, and developing talent and skills. For more, see Tessa Basford and Bill Schaninger, “ The four building blocks of change ,” McKinsey Quarterly , April 11, 2016.

Inspire, don’t direct

How to encourage healthy dissent.

To encourage dissent through personal leadership:

Lead to inspire, not to direct:

• Empower the group to come up with ideas: “None of us knows the answer yet, but we can work it out together if we harness the best of everyone’s thinking.”

Foster dissent by actively seeking it:

• Explicitly seek dissent; give people permission and encouragement.
• Consider including dissent as a stated organisational value.
• Make provision for open discussion in the buildup to decisions.

Welcome open discussion when it comes:

• Listen to dissenters and naysayers, and thank them for their insights.
• Recognise this as a usefully unfiltered channel for understanding the organisation’s perceptions on issues.
• Seek to bring dissenters along the decision journey, so they become positive influencers later during implementation.
• Employ deliberate techniques such as red teaming and pre-mortems to widen the debate and mitigate groupthink.

As the inspirational speaker Simon Sinek put it, “The role of a leader is not to come up with all the great ideas. The role of a leader is to create an environment in which great ideas can happen.” 5 Simon Sinek, Start with Why: How Great Leaders Inspire Everyone to Take Action , New York, NY: Portfolio, 2009. That is especially important for fostering an atmosphere of collaboration and contributory dissent. Rather than immediately jump into a discussion about solutions, one senior leader in an international organisation addressed his team’s anxiety in the wake of a crisis. “Let me guess,” he said, “you’re all feeling confused and uncertain about the way ahead. Terrific. I’m so glad we are of one mind and that we all understand our situation correctly! I’m sure that we can work it out together, but it’s going to require the best of everyone’s thinking. Let’s get started.” His authenticity and understated humor allowed him to connect with the group and inspired them to keep calm, carry on, and generate solutions that the leader alone couldn’t have come up with. Harvard professor Ron Heifetz describes this as creating a holding environment, a key element of adaptive leadership. 6 Ronald A. Heifetz and Mary Linksy, Leadership on the Line: Staying Alive through the Dangers of Leading , Boston, MA: Harvard Business School Press, 2002; Ronald Heifetz, Alexander Grashow, and Marty Linksy, The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World , Boston, MA: Harvard Business Press, 2009.

Explicitly demand dissent

It’s not enough for leaders to give people permission to dissent; they must demand it of people. In many companies, individuals and teams may (understandably) default to collegiality, not realizing that there are ways to challenge ideas while still respecting colleagues’ roles and intellect. It’s on senior leaders, then, to help employees understand where the boundaries are. In World War 1, Australia’s General Sir John Monash was determined to develop better tactics to overcome the catastrophic impasse of trench warfare. He knew there were answers to be found from the experience of soldiers in the trenches, but he needed to loosen the military discipline of blind obedience: “I don’t care a damn for your loyal service when you think I am right; when I really want it most is when you think I am wrong.” Monash scheduled open battle planning sessions and pulled in advice from whoever offered it. In doing so, he built ownership of and confidence in his plans among all ranks. The resulting orchestration of tanks, artillery, aircraft, and troops led to rapid advances along the Somme Valley, and Monash garnered respect and appreciation from his troops, whose chances of survival and ultimate victory had increased markedly.

Actively engage with naysayers

Taking the demand imperative one step further, it’s beneficial for leaders to actively seek out the views of vocal naysayers , who can turn into influential champions just by being part of the conversation. They can immediately improve the nature of business debate and may boost the quality of the final decision, although engaging with naysayers can be tough. Some dissenting opinions can be ill-informed or uncomfortable to hear. The objective for senior leaders, then, is to put their discomfort aside and listen for signs of cognitive dissonance within an organisation. As an example, front-line employees may say things like “We’re not considered strategic thinkers,” or “The company doesn’t put people first,” while senior management may actually feel as though they have made strides in both of those areas. Still, leaders need to absorb such comments, treat them as useful data points, assess their validity, and engage in what may be a challenging discussion. They may want to use red teams  and premortems , in which teams at the outset anticipate all the ways a project could fail, to frame up dissenting opinions, mitigate groupthink, and find a positive resolution. These behaviours also serve to enhance organizational agility and resilience .

How leaders can establish psychological safety

Senior leaders need to establish a work environment in which it is safe to offer dissenting views. The McKinsey Health Institute’s work on employee well-being points to a strong correlation between leadership behaviors, collaborative culture, and resistance to mental health problems and burnout : only 15 percent of employees in environments with low inclusivity and low support for personal growth are highly engaged, compared with 38 percent in high-scoring environments. 7 “ Addressing employee burnout: Are you solving the right problem? ,” McKinsey, May 27, 2022. Leaders can build psychological safety (where team members feel they can take interpersonal risks and remain respected and accepted) and set the conditions for contributory dissent by rethinking how they engage in debate—both the dynamics and the choreography of it.

The dynamics of debate

The poet and playwright Oscar Wilde described a healthy debating culture as one in which people are “playing gracefully with ideas”— listening to, and even nourishing, opposing points of view in a measured and respectful way. 8 The Complete Works of Oscar Wilde, Volume 2: De Profundis, “Epistola: In Carcere et Vinculis,” Oxford, United Kingdom: Clarendon Press, 2005. Indeed, the best ideas can emerge at the intersection of cultures and opinions. In 15th century Florence, for instance, the Medici family attracted and funded creators from across the arts and sciences to establish an epicenter of innovative thinking that sparked the Renaissance. 9 Frans Johansson, The Medici Effect: Breakthrough Insights at the Intersection of Ideas, Concepts, and Culture , Boston, MA: Harvard Business School Press, 2004. Closer to this century, we have seen cross-discipline innovations like the application of biologists’ research on ant colonies to solve problems in telecommunications routing. And in the business world, extraordinary innovations have been achieved by open-minded leaders bringing together smart people and creating the conditions for playful exploration.

To achieve a state of “graceful play,” senior leaders must carefully manage group dynamics during debates. Rather than lead with their own opinions, for instance, which might immediately carry outsize weight in the group and stifle discussion, senior leaders can hold back and let others lead the discussion . They can lean in to show genuine curiosity or to explicitly recognise when a dissenting view has changed their thinking. But by letting other, more junior voices carry the agenda and work through ideas, however imperfect, senior leaders can establish a climate of psychological safety—and garner more respect from colleagues long term. 10 Amy C. Edmondson, The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth , Hoboken, NJ: John Wiley & Sons, 2019.

Leaders will also need to be aware of cultural differences that may crop up during debates. For example, many Australians speak candidly and are happy to address issues squarely. By contrast, the concept of “face” is so important in many Asian cultures that a more circumspect approach is taken. And the Pacific and Maori cultures emphasize displays of both strength and respect. 11 Erin Meyer, The Culture Map: Breaking through the Invisible Boundaries of Global Business , Philadelphia, PA: PublicAffairs, 2014. These differences in debate dynamics really matter. They can be a great source of hybrid vigour, 12 “Heterosis, also called hybrid vigour: the increase in such characteristics as size, growth rate, fertility, and yield of a hybrid organism over those of its parents. The first-generation offspring generally show, in greater measure, the desired characteristics of both parents.” Encyclopedia Britannica , accessed September 19, 2022. if sensitively managed, or a source of conflict and disenfranchisement if not. To approach these differences in a positive way, senior leaders could undertake a mapping exercise that identifies the different styles of the cultures present, thereby providing validation and enabling pragmatic measures to integrate them.

Choreographing debate

Beyond just managing debate dynamics, business leaders must take a hand in choreographing the debate and, specifically, in helping to design collective-thinking processes  so people know how best to play their part. Business leaders may adopt a structured approach  to brainstorming, for instance, or plan strategic off-site schedules that combine deliberate thinking with “distracted” thinking—taking time to engage in a social activity, for instance—to take advantage of employees’ deep-thinking processes.

How deliberate choices by the leader can optimise a decision-making process

A leader must consciously assess each new situation and design the collective-thinking process accordingly, then articulate this so that people know how best to play their part.

In doing so, the leader should consider an array of questions, the answers to which will determine the context, for example:

• What does success look like?
• Will the organisation underwrite initial failures in the interests of agility and innovation?
• How broad and freethinking an analysis is required?
• What are the explicit expectations for contributory dissent?
• Are any topics and behaviours out of bounds?
• Who will lead the discussion, and how will comments be captured?
• Does urgency mean that it’s better to be directive?
• Who will be consulted?
• Which decisions can be delegated, and to whom?
• Whose support needs to be built?
• What parameters and boundaries exist?
• Are there interim decisions and communications required?
• What form should the deliverable outcomes take?
• When are the deliverables required?
• Direction setting on these parameters by the leader focuses the team, while also creating space for creativity and iterative learning.

To create a sustainable structure for debate, business leaders will need to consider questions relating to team structure and rules of engagement: What does success look like when it comes to contributory dissent? What topics and behaviors are out of bounds? Who will lead the discussion, and how will comments be captured? Who has the final say on decisions, or which decisions can be delegated, and to whom? (For a more comprehensive explanation, see sidebar “How deliberate choices by the leader can optimise a decision-making process.”)

Having these parameters in place can free up the team to think more creatively about the issue at hand. Establishing such protocols can also make it easier to raise dissenting opinions. At one company, people are asked to call out their underlying values or potential biases when expressing a dissenting view. During meetings of the promotion committee, for instance, a statement like “I think we are making the wrong decision” would be rephrased as “I am someone who values experience over collaboration, and this decision would risk losing too much institutional knowledge.”

How individuals and teams can engage and dissent

As we’ve shared, senior leaders can take steps to set conditions for robust discussion and problem-solving, but individuals and teams themselves must also have the right mindsets and skills for contributory dissent to work well (see sidebar “How teams and individuals can dissent effectively”). In particular, they must embrace the obligation to dissent, actively make space to analyse ideas that are different from their own, and then find ways to either iterate on others’ ideas or respectfully agree to disagree.

Embrace the obligation to dissent

How teams and individuals can dissent effectively.

For dissent to be effective, its delivery requires courage and tactical skills underpinned by sincere respect and grace. Speaking up with respect is the right thing to do, and the responsibility to do so exists, even if there is uncertainty. The following guidelines are useful in enabling effective dissent:

Prepare a welcome for dissenting views:

• Understand the context and motivations of others, appreciate their views, and syndicate your own.
• Stop and strategise before wading into the conversations, establish a solid platform for agreement, and explicitly seek permission to dissent.

Play the long game:

• Be open minded and iterative. Don’t expect to succeed on the first try.
• Listen to others for what their views might add rather than to defend your own.

Withhold assent if you need to, but do it carefully:

• Withholding assent is a legitimate option if done judiciously.
• Minimise offense to and loss of face for the decision maker.
• If principles or legality is at stake, document your dissent.

Individuals and teams need to exhibit a certain amount of humility and confidence in order to speak truth to power with respect; they must be sure for themselves that doing so is the right thing to do. To build this confidence, individuals and teams should remember that the very act of dissent can be valuable, even if the contribution itself isn’t 100 percent baked. Others can react or build on the dissenting view—which, in itself, can be a satisfying process for a dissenter. If the ultimate decision isn’t what they proposed, they still helped shape it by offering and testing a worthy possibility.

Make space to analyse different views

Individuals and teams may need time to determine their positions on an issue. During this period, it’s important to be (and seen to be) open-minded and respectful of others’ views. That means asking lots of questions, gathering information, assessing others’ motivations, and acknowledging their views before syndicating alternatives of your own. Much of this fact gathering can be done one-on-one, in a nonconfrontational way, in offline conversations rather than in a tension-filled meeting room. In these conversations, individuals could start by reaffirming a shared commitment to finding a solution to the issue at hand, their respect for the decision-making process and the group, and areas of broad agreement. They could also signal their possible intention to dissent and seek permission to do so rather than confronting people head-on. People will find it harder to refuse that permission, and will be less likely to get defensive, when approached with statements like “This is a great discussion, and I love the vision of where we are headed, but would it be OK for us to explore some alternatives for how to get there?”

Agree to iterate …

Individuals and teams that decide to offer dissenting views should agree to iterate on other solutions, rather than digging in. Their dissenting opinions should be cogent, persuasive, and open-minded—but dissenters shouldn’t expect to change hearts and minds on the first try. They should plant seeds gently and bide their time; they might even see their idea come back as someone else’s. The critical skill required here is active, open listening: dissenters should listen carefully for others’ additive insights and find ways to build on them. In their contributory dissent, individuals and teams can take a moment to summarize what others have said and then use statements like “Can I offer another take?” and then allow the momentum of the conversation to take over.

… or agree to disagree

But what happens if, after all the considered and tactful input, the dissenter still believes a decision is heading in the wrong direction? In our experience, withholding assent then becomes a legitimate option: people shouldn’t agree if they don’t agree. This is where all the careful, respectful groundwork the dissenter has done can pay dividends. In fact, a dissenting view gains even more power when an individual can say something like, “I still believe in my alternate solution, but I’m grateful for the opportunity to contribute to this process, and I respect that you have the final say.” In this case, the dissenter is supporting the leader while flagging that the open debate hasn’t convinced them to change their initial view.

Of course, withholding assent should be a relatively rare action, taken only after an individual or team has shown that they can accommodate other views and have aligned with the consensus when they believe it’s right to do so. Think of US Supreme Court associate justice Ruth Bader Ginsburg, who joined the consensus view on many decisions but who is especially celebrated for the positive changes that arose from her highly influential dissenting opinions on issues such as gender equity, human rights, and religious freedom.

Contributory dissent can help strengthen employee engagement, unlock hidden insights, and help organisations solve tough challenges. But putting it into practice takes courage and humility, and it won’t just happen by accident. Leaders need to be intentional about welcoming challenges to their plans and opinions, even when it’s uncomfortable to do so. They need to establish cultures and structures where respectful debate can occur and where individuals and teams feel free to bring innovative—and often better—alternative solutions to the table.

Ben Fletcher is a senior partner in McKinsey’s Sydney office, Chris Hartley is a partner in the Melbourne office, Rupe Hoskin is a senior expert in the Canberra office, and Dana Maor is a senior partner in the Tel Aviv office.

The authors wish to thank Jacqueline Brassey, Nikki Dines, Richard Fitzgerald, Sam Hemphill, Ayush Jain, Jemma King, and Martin Nimmo for their contributions to this article.

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Workplace Dynamics

It’s not me, it’s you: solving workplace conflicts, the solution is more likely to be found in systems than in personalities..

Posted May 9, 2024 | Reviewed by Gary Drevitch

• A reflexive response to conflicts at work is to blame “personality clashes.”
• The cause of workplace conflict is more often a systems issue, not personal differences.
• Addressing the organizational reasons for conflict is simpler than changing co-workers' hearts and minds.

“Conflict cannot survive without your participation.” – Wayne Dyer

As an Employee Assistance professional who routinely engages in consultations involving workplace conflict it’s clear to me that the answer to the age-old question of “can’t we all just get along?” is a resounding “Hell no!”

What can we do about the ubiquitous nature of conflict in the workplace? How do we solve what seem to be deep-seated personality clashes to get back to the business of business?

Trying to get to the core of a workplace conflict is not unlike doing couples therapy where each partner points to the other as the instigator and sustainer of tension. Heard separately, the stories sound legitimate and it’s often hard to envision a resolution when the parties involved are so convincing in placing the blame outside themselves.

An example to which I often refer when providing trainings on resolving workplace conflict is an employee who came to me in great distress, stating that her “micro-managing” supervisor did not trust her, was always looking over her shoulder and questioned every decision she makes. Unbeknownst to the employee, said manager came to me complaining of this employee, stating that she seemed incapable of working independently, was never accepting of feedback and, in short, “high maintenance." The one area of common ground between them was that each stated that the stress of the working relationship was becoming unbearable, and each was giving serious thought to switching departments.

One of the reflexive responses to the above is to blame “personality clashes.” This perspective suggests that the flashpoints, or butting of heads, are simply the outgrowth of two people who are just wired differently and have been thrown into the sandbox together and told they must get along.

There are multiple problems with both this diagnosis and remedy. Studies have repeatedly shown that while there are personality issues in any relationship and everyone brings his or her personal history, including how they manage conflict, to the workplace, the reality is that it is the situations they find themselves in that create conflict and that others placed in similar circumstances would also experience conflict.

Examples of system issues that lead to conflict include:

• Someone who had authority and lost it and now resents those in charge.
• Someone who has authority but through its misuse alienates those around him or her.
• Two people sharing the same authority but different goals , each believing his or her way is correct.
• A blurred hierarchy in which no one knows who is really in charge.
• Poorly communicated expectations.
• An organizational culture that fosters unhealthy competition .

The list goes on, but the underlying element is the environment and how each person navigates the hierarchical structure in which they find themselves. This is not to say that dysfunctional people do not show up to work intent on creating drama for the sake of drama, see the workplace as an emotional playground, or are simply bullies kicking sand in everyone’s face. Addressing these individuals takes a strong leader who can implement the 3 C’s of managing problem employees: Coaching , Counseling, and Corrective Action.

The good news in the system approach to conflict resolution is that addressing and adjusting organizational issues is far easier than trying to change hearts and minds in hopes of creating a peaceful work environment.

The first step in addressing the issue is to take a hard look at the organizational culture that surrounds the employees, looking for the built-in power traps that put people at odds or unintentionally create an “us vs them” mentality. Since in many cases the conflict either directly involves a leader or the leader is too close to the issue, a third party, removed from the emotional content, is helpful in getting a broader view.

While many workers cope with the stress of conflict at work through the geographic cure of finding a new job—only to find in many cases that they have the same experience only with new faces—many others, through financial constraints, limited options or liking the work they do, choose to tough it out. The dangers with this approach include the damaging impact of long-term stress, a growing detachment from work—aka presenteeism —to lessen the emotional toll, a growing resentment toward leadership for not appropriately addressing the conflict, or leaning in on a conflictual approach. All of these responses are detrimental to the psychic, mental, and emotional health of the employee and contribute to a toxic work environment.

When counseling clients who seem locked in a battle of wills with a coworker to the point that the negative effects of that struggle are outweighing the benefits of a paycheck I will advise the following reflective questions:

• How invested in the relationship are you?
• How important is the issue to you?
• Do you have the energy for the conflict?
• Are you aware of the potential consequences of continuing the conflict?
• Are you ready for the consequences?
• What are the benefits of disengaging from the conflict?

If the circumstances do not involve bullying , discrimination , or abuse, I find it more helpful to move employees through the conflict by assuring them that “it’s not you” but then add the qualifier that it’s also not the other person. While sounding like a Zen koan, it’s the simple truth that the surrounding circumstances have contributed to a battle that cannot be won by changing someone’s personality. Additionally, I reassure them that as Gandhi pointed out, “Peace is not the absence of conflict, but the ability to cope with it.” Finally, I will ask that their awareness shift from tension mode to accepting the following:

• Our work lives are interconnected with our coworkers but also distinct from them.
• We are responsible for shared success but not for another’s success.
• Our ideas, beliefs, and opinions deserve respect but not necessarily agreement.
• It’s not conflict that destroys relationships; it’s how we address it.

Caesens, et al. Perceived Organizational Support and Workplace Conflict: The Mediating Role of Failure-Related Trust . Frontiers in Psychology, 2019.

Mike Verano, LPC, LMFT, CEAP, CCISM, CCTP, CFRC, is a licensed therapist, author, and public speaker.

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How to Talk to an Employee Who Isn’t Meeting Expectations

• Jenny Fernandez

It’s an opportunity to address the gap between the work they’re delivering and the company’s goals.

Approaching a conversation about improving an employee’s performance requires preparation, empathy, and a focus on collaboration. Even though hearing the truth about their current performance will be tough and potentially hurtful, it’s a teaching moment managers must embrace to help them become more resilient and adept at problem-solving and developing professional relationships. The author offers several strategies for treating difficult performance conversations not as fault-finding missions, but instead as opportunities to work collaboratively to define a shared commitment to growth and development.

As a leadership and team coach, I frequently encounter situations where managers feel ill-equipped to give their team members negative performance feedback. These conversations can be particularly challenging because the stakes are high for both sides. Unfavorable performance reviews and ratings come with tangible consequences for an employee’s compensation and career progression. Further, if the negative feedback is a surprise to them, it might prompt them to start looking for a new job.

• Jenny Fernandez , MBA, is an executive and team coach, Columbia and NYU faculty, and future of work and brand strategist. She works with senior leaders and their teams to become more collaborative, innovative, and resilient. Her work spans Fortune 500 companies, startups, and higher education. Jenny has been recognized by LinkedIn as a “Top Voice in Executive Coaching, Leadership Development, and Personal Branding” and was invited to join the prestigious Marshall Goldsmith’s 100 Coaches community. She is a Gen Z advocate. Connect with her on LinkedIn .

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Revolutionizing Career Readiness: The Role of Tech in Work-Based Learning Programs

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This is a recap of a session from the 2024 ASU+GSV Summit. Watch the full session below.

In today's rapidly evolving job market, there's a crisis brewing: students are increasingly ill-prepared for the workforce. Entry-level positions are vanishing with the rise of AI and universities are struggling to prepare students for on-the-job success, leaving many feeling stranded and unqualified. But amidst this challenge lies an opportunity to bridge the gap between education and employment through innovative solutions like work-based learning programs.

Lack of Work-Based Learning Opportunities

According to a recent report from ECMC and VICE Media, a staggering 79% of high school students recognize the importance of on-the-job learning experiences during their postsecondary education. However, only half of them have access to career exploration programs. This glaring disparity underscores the urgent need for a shift in educational paradigms.

The Solution: Third-Party Organizations Connecting Employers and Learners

Enter tech-driven enterprises like Juvo Ventures , a pioneering early-stage venture capital firm founded in 2019. They're at the forefront of redefining career readiness by championing initiatives that connect students with real-world work experiences. Leaders like Dr. Courtney Hills McBeth , provost and chief academic officer at Western Governors University ( WGU ), and Katie Fang , founder and CEO of SchooLinks, which focuses on college and career readiness, are also leading the charge in revolutionizing traditional education models. 

Dana Stephenson , co-founder and CEO of Riipen , a work-based learning platform for educators, learners and employers emphasized the importance of providing students with practical experience throughout their educational journey at the 2024 ASU+GSV Summit. He highlighted the shift away from relying solely on post-graduation employment as a launching pad for careers, advocating instead for early and continuous exposure to real-world scenarios.

Dr. Ryan Craig , managing director of Achieve Partners , stressed the need for scalable solutions that seamlessly integrate employers into the education ecosystem. “You have to make it so easy that it’s turnkey for employers,” he said, underscoring the pivotal role of intermediaries in facilitating work-based learning experiences and streamlining pathways to employment. 

A Plea for Universities to Reprioritize

Dr. Hills McBeth said a key issue is focus, funding and scale, stating, “Most traditional higher ed has invested in athletics and alumni engagement and advancement offices rather than investing in employer engagement.”  

WGU is changing that as a university that has prioritized student experience and career outcomes from the start. A nonprofit founded in 1997 by 19 U.S. governors, the online university supports students through job-aligned degree programs crafted with input from employers and built for career success. Organizations that hire WGU grads are reaping the rewards with a healthy 98% of employers saying WGU graduates meet or exceed their expectations. 

Making it Easier for Employers to Connect with Learners

Solving the career-readiness challenge is not just about connecting students with opportunities; it's also about empowering employers, especially small and medium-sized enterprises, to actively participate in shaping the future workforce. Stephenson pointed out that many companies are eager to collaborate and engage with educational institutions to identify and nurture talent, citing the success of Juvo Ventures.

One key takeaway from this discussion is the importance of making work-based learning programs accessible and adaptable. Whether it's through shorter-duration, lower-intensity experiences or more immersive apprenticeships, flexibility is paramount to accommodating the diverse needs of students and employers alike. 

More Focused State Standards

There's a growing consensus on the need for clearer, more prescriptive college and career readiness standards. Ryan Craig highlighted the current generic nature of state-level standards and calls for a more tailored approach to ensure students are equipped with the skills demanded by today's job market. 

A Collaborative Effort

The revolution in career readiness isn't just about preparing students for specific jobs; it's about cultivating a mindset of adaptability, resilience, and continuous learning. By harnessing the power of technology and collaboration between states, organizations, universities, and learners, we can transform education from a passive experience into a dynamic journey that empowers individuals to thrive in an ever-changing world. 

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50 Simple STEM Activities using 15 Materials

I started doing simple STEM activities with my children at home, and students at school, a few years ago. They all loved it! They were always excited when I brought in materials and gave them a chance to create, problem solve and use their imagination. Because of the learning and engagement I saw every time we did one of this projects, STEM activities have become a regular part of my teaching program.

One of the great things about STEM activities is that they don’t have to be expensive. As a teacher I wanted to find a collection of STEM activities and challenges that didn’t require expensive materials or a lot of prep.

I created this collection of 50 Simple STEM Activities using only 15 materials. Most of the materials are supplies you likely already have on hand, such as paper, elastics and scissors.

STEM activities are a great way to develop Science, Technology, Engineering and Math skills. The more of these skills mixed into the activity, the better.

The collection of 50 STEM activities featured below are all hands-on building challenges. They each use, one or several of the 15 materials needed to do all of the challenges.

If you teach a STEM program, or simply want to bring more STEM to your child’s learning, this program is the perfect place to start. Print the activity cards, fill a bin with the 15 materials and you’re ready to go!

For more STEM activities, check out 10 Exciting STEM Activities with 10 Materials and the popular collection of 45+ STEM Challenge Ideas for Kids .

Simple STEM Activities Materials

There are 15 materials you will need in order to do the STEM challenges. The more of each material you can collect, the better. All of the 50 STEM activities in this program use some combination of the materials below. It may look like a lot of supplies, but keep in mind that it is for 50 different activities! You will need:

• Wooden blocks
• Construction paper
• Clothes pins
• Plastic cups
• Plastic building blocks
• Ping pong ball
• Large craft sticks (tongue depressors)
• Paper rolls
• Aluminum foil

Once materials are used for a STEM challenge, hang onto any left over supplies and any other supplies that can be reused for your next STEM challenge. Many of the challenges allow the materials to be recycled and used again and again.

I’ve included an example below of a STEM bin I created in the past full of materials that I pulled from for each STEM challenge.

Once you have all of your materials collected, print the activity cards for the challenges.

Benefits of Simple STEM Activities

STEM activities are a great, and fun way to encourage essential skills. These challenges promote critical thinking, creativity, team work, and problem solving. Children learn that the process is as important, if not more important than the final result.

A key part of STEM challenges is trial and error. Encourage children to create and test their solution. If it doesn’t work, have them think about what does work, and what doesn’t and recreate based on what they have learned.

If there is an activity in this collection that you think is going to be too challenging for your group of children, you can always alter the activity, or add more supplies, to make the activity easier. However, avoid helping children as soon as they run into problem. Part of the learning comes when children get stuck. Give them the chance to learn from their mistakes.

STEM Activity Printables

There are 50 activity cards included in the product for the STEM challenges. They are included in the resource in different formats. Print the format that works best for you.

You can print the full page cards, half page or smaller (4 per page) activity cards. Each of the sets are included in black and white and color.

Beyond the activity cards, the resource also includes instructions on how to use the cards, a material list to help keep you organized as you collect materials, and a marking rubric if you are using the resource in a class setting.

Included in the printables, there is also information about STEM education, a student planning sheet, certificates for children upon completing STEM challenge(s) and a list of all of the activities.

If you are just starting your STEM program, these are great sheets and information to make setting up your program easy.

The title of the activity, the challenge as well as the materials needed are all listed on the activity card. A picture of the supplies needed is included to help children know what materials they can use for the challenge.

Preparing Your STEM Activities

Whether you use the activities to keep kids busy on rainy days or plan a weekly STEM challenge virtually all year round, this resource is easy to set up and, with the exception of collecting materials, there is no extra prep work involved.

There are lots of different ways you can set up your STEM program. You can print the cover page with the activity cards to create individual packages for children to work through at their own pace, as one option.

Since I have been doing STEM activities in my classroom for several years, I have found that they make great centers!

Grab a collection of clear bins, print an activity card and attach the card to the top. Inside the bin, include the materials children need for the challenge.

For older children, you can print the smaller activity cards and attach them all with a ring. I laminated my set so that I can use them for many years. Children can choose an activity, and grab the supplies needed and begin creating.

Another way to use the activity cards is to print them and put them in a bag along with the supplies needed for the challenge. These make great kits, or gifts, to give to children to create with at home.

Get your STEM program ready and prepared quickly and easily with the 50 simple STEM activities shown above.

Get all 50 of the activity cards and the other pages featured above in the resource. Click for more information. The program is on sale!

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AgentClinic introduces four language agents: patient, doctor, measurement, and moderator. Each agent has specific roles and unique information for simulating clinical interactions. The patient agent provides symptom information without knowing the diagnosis, the measurement agent offers medical readings and test results, the doctor agent evaluates the patient and requests tests, and the moderator assesses the doctor’s diagnosis. AgentClinic also includes 24 biases relevant to clinical settings. The agents are built using curated medical questions from the USMLE and NEJM case challenges to create structured scenarios for evaluation using language models like GPT-4.

The accuracy of different language models (GPT-4, Mixtral-8x7B, GPT-3.5, and Llama 2 70B-chat) is evaluated on AgentClinic-MedQA, where each model acts as a doctor agent diagnosing patients through dialogue. GPT-4 achieved the highest accuracy at 52%, followed by GPT-3.5 at 38%, Mixtral-8x7B at 37%, and Llama 2 at 70B-chat at 9%. Comparison with MedQA accuracy showed weak predictability for AgentClinic-MedQA accuracy, similar to studies on medical residents’ performance relative to the USMLE.

To recapitulate,  this work researchers present AgentClinic, a benchmark for simulating clinical environments with 15 multimodal language agents and 107 unique language agents based on USMLE cases. These agents exhibit 23 biases, impacting diagnostic accuracy and patient-doctor interactions. GPT-4, the highest-performing model, shows reduced accuracy (1.7%-2%) with cognitive biases and larger reductions (1.5%) with implicit biases, affecting patient follow-up willingness and confidence. Cross-communication between patient and doctor models improves accuracy. Limited or excessive interaction time decreases accuracy, with a 27% reduction at N=10 interactions and a 4%-9% reduction at N>20 interactions. GPT-4V achieves around 27% accuracy in a multimodal clinical environment based on NEJM cases.

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Aswin AK is a consulting intern at MarkTechPost. He is pursuing his Dual Degree at the Indian Institute of Technology, Kharagpur. He is passionate about data science and machine learning, bringing a strong academic background and hands-on experience in solving real-life cross-domain challenges.

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• Hillsborough County Declares May 2024 as Problem-Solving Court Month

Thirteenth Judicial Circuit's Problem-Solving Courts honored for hard work and commitment to the safety of the community.

During its May 15 meeting , the Hillsborough County Board of County Commissioners presented a proclamation declaring May 2024 as Problem-Solving Court Month . Katherine Essrig, circuit court judge of the Thirteenth Judicial Circuit, accepted the recognition.

Problem-Solving Court Month recognizes the practitioners and participants who helped in the success of problem-solving courts and the significant contributions they have made, and continue to make, in reducing drug usage and crime in Florida and throughout the nation. In 2023, the Thirteenth Judicial Circuit's Problem-Solving Courts served 946 participants, including 103 children, either directly or through services provided to their parents through the dependency system.

After accepting the proclamation, Essrig thanked the Board and said that Hillsborough County has been an integral partner in helping the Thirteenth Judicial Circuit's Problem-Solving Courts thrive.

"We appreciate [the County] bringing to light the fact that this is a special month, and that it does recognize problem-solving courts," she said. "We do things differently. We need to look at people who come before us as individuals and we need to recognize why they might be there and what problems underlie them."

Other proclamations

The Board also presented a proclamation declaring May 2024 as Community Action Month .

Meeting recap

Interested in all the details about the latest BOCC meeting? Here is a full recap .

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