Initiative And Problem Solving

But there are other, lesser-known techniques that can help you look differently at problems—opportunities—then identify ways to maximize the value of these opportunities.Critical to doing this is how you define the problem.Naturally, the verb you choose will influence how you see the problem.

But there are other, lesser-known techniques that can help you look differently at problems—opportunities—then identify ways to maximize the value of these opportunities.Critical to doing this is how you define the problem.Naturally, the verb you choose will influence how you see the problem.

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As a manager, you practice preventive management for just this reason.

You understand how problems often can be identified in their early stages, even avoided.

After all, encouraging employee initiative makes sense.

By allowing employees a more active role in problem solving, managers increase staff feelings of satisfaction with their jobs while freeing themselves to devote attention to planning or other leadership tasks.

How does a manager create the kind of culture that encourages employees to use their initiative?

They do this by: Undertake Problem Sensing Most employees, whether independently or working in teams, want to move immediately to identifying solutions, so a key role as a leader of a team will be to hold the person or group back until it has thoroughly studied the problem or situation.

Problem sensing begins by defining the nature of the problem.

That entails focusing on the “what” or cause of the problem, maybe even putting the cause in writing.

Just as in marketing, in which groups of potential customers are brought together to give feedback on a new product idea—focus groups—in problem solving you might want to hold focus groups with employees or those affected by a problem to get their ideas about the cause.

There are a number of other techniques that can also be used.