Problem Solving Workplace

Problem Solving Workplace-85
In these instances, the seven steps may not be as practical or helpful.

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A very significant part of this involves making sense of the complex situation in which the problem occurs, so that you can pinpoint exactly what the problem is.

Many of the tools in this section help you do just that.

For example, if performance in your department is substandard, you might think the problem is with the individuals submitting work.

However, if you look a bit deeper, the real issue might be a lack of training, or an unreasonable workload.

The CATWOE checklist provides a powerful reminder to look at many elements that may contribute to the problem, and to expand your thinking around it.

When your problem is simple, the solution is usually obvious, and you don't need to follow the four steps we outlined earlier.Get things off your chest with him and discuss your possible responses going forward.Steffani Cameron is a professional writer who has written for the Washington Post, Culture, Yahoo! Some writing projects have included ghost-writing for CEOs and doing strategy white papers.help you ask the right questions, and work through the layers of a problem to uncover what's really going on.At this stage, it's also important to ensure that you look at the issue from a variety of perspectives.When problem solving isn’t working, or things haven’t quite escalated to the point of confrontation, managing your interactions and reactions is the way to go.Maybe there’s a co-worker you just dislike, or you have to deal with someone whose work ethic doesn’t match yours.She frequently writes for corporate clients representing Fortune 500 brands on subjects that include marketing, business, and social media trends.Having good, strong problem solving skills can make a huge difference to your career.If you commit yourself too early, you can end up with a problem statement that's really a solution instead.For example, consider this problem statement: "We have to find a way of disciplining of people who do substandard work." This doesn't allow you the opportunity of discovering the real reasons for under-performance.

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