As another acquired skill, sharper critical thinking on the part of your employees is another benefit you stand to reap by offering problem-solving training for your employees.
Teaching is an acquired skill, which is another way of saying that you (or whoever is conducting the problem-solving skills training) should improve with practice.
Without suitable processes in place, your solutions may fail or they could even create additional problems.
A good problem-solving process involves four fundamental stages: problem definition, devising alternatives, evaluating alternatives and then implementing the most viable solutions.
Questions about problem solving will typically arise within a competency based interview and will require you to demonstrate your particular approach.
Questions about problem solving can be asked in a range of different ways, but some common examples of problem solving are: Effective problem solving requires a combination of creative thinking and sound analytical skills.
Business managers will spend a lot of their time solving problems and consequently require their employees to be creative and intuitive when it comes to addressing them.
Being confident in your approach is really important, and as you learn which processes are most effective to overcome obstacles, so your confidence will grow.
You can design your own problem-solving, skills-training program, based on the specific needs of your small business.
Before you jump into solving problems, you may have to confront a warmup problem first: Some employees may question your rationale for the training and worse, even assume that you’re trying to tell them that their problem-solving skills are a disappointment to you. It may help to borrow from some problem-solving definitions and fashion a definition you like best, personalizing it to the problems you typically face in your business. The objective of problem-solving training for employees is not necessarily to speed up the deliberation process.