Why Problem Solving Needs to Be Taught, Not Just Expected
Most organizations assume their people know how to solve problems. Most people assume the same thing about themselves. But research and experience shows that the way individuals naturally approach problems – their default style – often works against them in certain situations, and that the awareness to recognize this and adapt is rarely developed without deliberate training.
HRDQ's problem solving programs start with self-assessment for exactly this reason. Before participants work on techniques, they examine their own default style – how they naturally gather information, how they involve others, and where their instincts are most likely to lead them astray.
The Main Problem Solving Training Objectives
- Enhance Critical Thinking: Have you ever felt stuck in a mental traffic jam when faced with a barrier? Problem solving training provides the tools to streamline critical thinking. You'll learn to dissect predicaments, identify core complications, and formulate effective resolutions.
- Foster Creativity: Problem solving is an art, not just a science. This training encourages you to unleash your creative side.
- Boost Decision Making Skills: In the real world, choices are the currency of progress. Problem solving training hones your decision making skills, helping you navigate the labyrinth of choices with confidence.
- Promote Team Collaboration: Problem solving rarely happens in a vacuum. Whether at work or in personal endeavors, collaboration is key. This training equips you with the interpersonal skills needed to navigate group dynamics, turning a diverse set of minds into a powerhouse of brainstorming.
The Five Problem Solving Styles
There are five problem solving approaches that people typically employ:
- Ego-Oriented: With this style, the supervisor performs all troubleshooting tasks or makes conclusions by themselves with no input from others. They determine what the situation is, gather background information, generate possible outcomes, choose the final solution, implement the solution, and conduct an evaluation to determine whether the solution actually solved the barrier.
- Deferred: With this style, the supervisor defers from addressing the predicament or making the decision. They are aware that a problem exists or a decision must be made, but they choose not to deal with it at the moment. Deferred problem solving might take the form of looking for a more perfect solution, waiting to see if the complication will resolve itself, or waiting for the right moment to make a decision.
- Other-Oriented: With this style, the administrator has others perform all the problem solving tasks. The manager recognizes that an issue exists or a decision must be made but delegates the responsibility for correcting the situation to others.
- I/We-Oriented: With this style, the supervisor includes others in the initial steps of the problem solving process. They will seek the help of others in identifying the problem, gathering background information, and weighing possible alternative solutions.
- We-Oriented: With this style, the administrator shares the problem solving process with others. The manager’s input carries no more weight than the input offered by other people involved in the process.
Problem solving training programs will help improve your decision making processes and help you solve difficulties in your company in a more professional manner.
How to Choose a Problem Solving Skills Training Program
The right problem solving skills training depends less on your budget than on what you already know about your team.
Start with an assessment if you don't know where the breakdown is. The Problem Solving Style Inventory surfaces how individuals default to handling problems – whether they decide alone, defer, delegate, or involve the group. Most teams find the results explain friction they'd been attributing to personality. Budget 20–30 minutes plus a debrief.
Choose customizable courseware if you're building a repeatable program. Courses like Creative Problem Solving and Systems Thinking come as unlocked files you can adapt and deliver yourself, in virtual, classroom, or self-study formats. This is the option for organizations training multiple cohorts over time.
Choose activities and simulations if the skill needs practice, not explanation. People rarely improve at problem solving by hearing about it. Activity collections give participants real scenarios to work through and make the learning stick.
Most organizations combine at least two: assess first to find the actual gap, then train against what surfaced.
Benefits of Problem Solving Training
1. Enhanced Team Collaboration
Problem solving becomes a shared language, enabling teams to analyze challenges effectively and work together smoothly toward solutions.
2. Fosters Innovation and Continuous Improvement
A workforce skilled in overcoming obstacles drives a culture of creativity where challenges inspire new ideas and progress.
3. Increased Productivity and Efficiency
Training helps teams identify bottlenecks and streamline processes, turning complex tasks into efficient routines.
4. Boosts Individual Confidence
Participants gain assurance in their ability to tackle personal and professional challenges with a clear, solution-focused mindset.
5. Builds Adaptability
Strong problem solving skills equip individuals to navigate uncertainty and change with agility and resilience.
6. Enhances Stress Management
Learning problem solving strategies helps transform stress into productive energy for better decision making.
7. Accelerates Career Growth
Skilled problem solvers are valuable assets who often move quickly into leadership roles due to their ability to handle challenges effectively.
Get Started with HRDQ
Ready to build real problem solving capability on your team? Start with an assessment to surface how your people currently approach problems, then choose the courseware, activity, or simulation that targets what you find.
