Como você pode ajudar sua equipe a melhorar suas habilidades de resolução de problemas?

Para desenvolver a habilidade de resolução de problemas, é importante que os líderes exercitem com suas equipes a fazer perguntas, discutir o problema e ouvir a opinião do grupo sobre possível alternativas para solução. Estimular a interação da equipe, de cada integrante com perspectivas diferentes, é uma maneira assertiva de promover a integração, um ambiente saudável e de confiança que será o cenário ideal para que encontrem as melhores soluções.

Sure it's one of the best tools to make them a team and working together because working together will help to find a lot of solutions And training them to be better then getting feedback

Encourage brainstorming, provide resources, create a safe environment, assign challenging tasks, provide feedback, and lead by example to help your team develop problem-solving skills.

Algo que aprendí de uno de mis más grandes líderes es a ver un problema desde distintas perspectivas: si es un problema interno, verlo "con distintos ojos": los ojos del director o gerente, con los ojos del o los afectados, con ojos del causante del problema (si lo hubiera) y con ojos de consultor externo. Estas perspectivas logran "abrir" el entendimiento y la consciencia de opciones de solución más integrales. Este planteamiento hacía que todos los involucrados en el tema tomáramos parte activa y buscáramos en equipo los mejores planteamientos de solución. No es algo que se logre mágicamente en la primera junta, pero es un gran paso para ampliar la visión y comprender que puede existir más de una opción de respuesta ante algún caso.

Fomentar trabajo en equipo, ayudarse y colaborar juntos. Además creo que el tener una excelente comunicación es un factor importantísimo para resolver cualquier tipo de tareas, proyectos y/o problemas.

The best training for problem solving is with hands on examples which forces the person to use their sixth sense and test their intuition. The goal of a good coach is to teach people many skills like,to think out of the box and not make assumptions which are crucial for problem solving

In my experience as an HR leader I have seen the best way to encourage innovation, creativity and problem solving is by creating a culture where there is physiological safety - while roles and responsibilities are defined - collaboration, alignment and respect is encouraged within the team . Secondly teams are confident that mistakes are viewed as opportunities to improve processes and not reflection on personal ability, ofcourse unless there is a trend of mistakes and errors. Teams are also open about each other’s strengths and encouraged to play to that . The above is not easy to achieve however when intent, empathy and objectives are clear the goal is usually reached !

A great way to constantly promote creativity is to have a monthly newsletter to all employees which highlights team members ideas and solutions. This promotes employees to think outside the box and use their creativity even if their job is not a typically creative role. A small reward can also go a long way!

You can't use up creativity. The more you use, the more you have. - Maya Angelou By nurturing an environment where imaginative and creative ideas are valued, we empower each member to turn challenges into stepping stones, leading not just to success, but to groundbreaking achievements.

In my opinion this is the best way to nourish the problem solving skills. Your team should not be scared of taking risk and be encouraged to think of innovative ideas to approach tasks. We as managers tend to have this idea of "if something is not broken why fix it" or have the notion of reinventing the wheel which discourages growth. Employees are motivated when they actually have the sense of ownership. Give the autonomy to your team and give them positive feedback on their innovative ideas. Expect failures but also expect extraordinary development that comes with it.

Many times employees are afraid to ask how they are doing and if there are areas they should improve in. They would rather not "wake up a sleeping dog" but creating an understanding that you DO encourage that and respect those that want feedback and the ability top keep improving

Constructive feedback should always be given so a team can learn and grow. Employee Resource Groups is another great way to engage with other employees and managers. Listening to their advice can overcome a challenge or concern.

Being able to cope with stress and work well under pressure is a great skill to master. As a team leader if you can train them to prioritize their work and learn how to deal with pressure well by demonstrating that yourself, you will be teaching them an invaluable skill!

As a software developer, a common exercise we are taught is to “talk to the rubber ducky”, basically meaning to talk out the problem to ourselves (or to a rubber duck). Oftentimes, just speaking out the problem reveals the solution or that the problem was a non issue. Even if the problem isn’t solved, speaking it out helps solidify what the problem is and can lead to a more effective solution and problem solving process.

With problem solving, employees may not be accustomed or comfortable with providing input. Managers should create an environment where input and ideas are valued. I would encourage employees to do as much research on the front end, try to anticipate potential questions and concerns and bring to the table possible options or a resolution and be prepared to discuss rationale and thought processes for any recommendations taking into consideration any barriers and feasibility.

In regard to problem solving skills, managers inspire, there should be clarity between the manager and employee, direction, communication, and inspiration for the employee to succeed. Constructive feedback should be given if it's a new employee so they can grow and learn to be confident in the position.

The best learning is done with first hand experince and as a manager you are a role model for your employees. If you are creative and also able to come up with solutions and the THINK FIRST and then ASK approach, your team members will hopefully copy you

If your relationship with your team members is strong you should be able to give them feedback when they ask for a solution to a problem that they could figure out on their own. Just like in parenting, its best to teach to try to figure how to solve problems by researching or just simply try to just brain storm and not spoon feed

First, make sure you understand the problem you're trying to solve. Solving the *wrong* problem is common, and counterproductive. Einstein was supposed to have said, "If I had an hour to solve a problem, I'd spend the first 55 minutes understanding the problem, and the last five minutes on a solution." To understand the problem, the most powerful tools of inquiry are the 5 W's and an H - Who, What, When, Where, Why, and How. * Who is having this problem? * How often? * What is the impact? * What does "good" look like? * Why is this important to solve? * ... and so on. Ask enough of these questions to be sure you really have a handle on the problem, its impact, why it's important to solve, etc., *before* you attempt to solve it.

Finding a solution to a challenging problem can be rewarding. Asking a lot of questions is the first step in understanding the problem. Crucial to understand the problem before you solve it.