problem solving goal example

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26 Good Examples of Problem Solving (Interview Answers)

By Biron Clark

Published: November 15, 2023

Employers like to hire people who can solve problems and work well under pressure. A job rarely goes 100% according to plan, so hiring managers will be more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical in your approach.

But how do they measure this?

They’re going to ask you interview questions about these problem solving skills, and they might also look for examples of problem solving on your resume and cover letter. So coming up, I’m going to share a list of examples of problem solving, whether you’re an experienced job seeker or recent graduate.

Then I’ll share sample interview answers to, “Give an example of a time you used logic to solve a problem?”

Problem-Solving Defined

It is the ability to identify the problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving also involves critical thinking, communication, listening, creativity, research, data gathering, risk assessment, continuous learning, decision-making, and other soft and technical skills.

Solving problems not only prevent losses or damages but also boosts self-confidence and reputation when you successfully execute it. The spotlight shines on you when people see you handle issues with ease and savvy despite the challenges. Your ability and potential to be a future leader that can take on more significant roles and tackle bigger setbacks shine through. Problem-solving is a skill you can master by learning from others and acquiring wisdom from their and your own experiences. 

It takes a village to come up with solutions, but a good problem solver can steer the team towards the best choice and implement it to achieve the desired result.

Watch: 26 Good Examples of Problem Solving

Examples of problem solving scenarios in the workplace.

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem Solving Examples for Recent Grads/Entry Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

You can share all of the examples above when you’re asked questions about problem solving in your interview. As you can see, even if you have no professional work experience, it’s possible to think back to problems and unexpected challenges that you faced in your studies and discuss how you solved them.

Interview Answers to “Give an Example of an Occasion When You Used Logic to Solve a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” since you’re likely to hear this interview question in all sorts of industries.

Example Answer 1:

At my current job, I recently solved a problem where a client was upset about our software pricing. They had misunderstood the sales representative who explained pricing originally, and when their package renewed for its second month, they called to complain about the invoice. I apologized for the confusion and then spoke to our billing team to see what type of solution we could come up with. We decided that the best course of action was to offer a long-term pricing package that would provide a discount. This not only solved the problem but got the customer to agree to a longer-term contract, which means we’ll keep their business for at least one year now, and they’re happy with the pricing. I feel I got the best possible outcome and the way I chose to solve the problem was effective.

Example Answer 2:

In my last job, I had to do quite a bit of problem solving related to our shift scheduling. We had four people quit within a week and the department was severely understaffed. I coordinated a ramp-up of our hiring efforts, I got approval from the department head to offer bonuses for overtime work, and then I found eight employees who were willing to do overtime this month. I think the key problem solving skills here were taking initiative, communicating clearly, and reacting quickly to solve this problem before it became an even bigger issue.

Example Answer 3:

In my current marketing role, my manager asked me to come up with a solution to our declining social media engagement. I assessed our current strategy and recent results, analyzed what some of our top competitors were doing, and then came up with an exact blueprint we could follow this year to emulate our best competitors but also stand out and develop a unique voice as a brand. I feel this is a good example of using logic to solve a problem because it was based on analysis and observation of competitors, rather than guessing or quickly reacting to the situation without reliable data. I always use logic and data to solve problems when possible. The project turned out to be a success and we increased our social media engagement by an average of 82% by the end of the year.

Answering Questions About Problem Solving with the STAR Method

When you answer interview questions about problem solving scenarios, or if you decide to demonstrate your problem solving skills in a cover letter (which is a good idea any time the job description mention problem solving as a necessary skill), I recommend using the STAR method to tell your story.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. So before jumping in and talking about the problem that needed solving, make sure to describe the general situation. What job/company were you working at? When was this? Then, you can describe the task at hand and the problem that needed solving. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact.

Finally, describe a positive result you got.

Whether you’re answering interview questions about problem solving or writing a cover letter, you should only choose examples where you got a positive result and successfully solved the issue.

Example answer:

Situation : We had an irate client who was a social media influencer and had impossible delivery time demands we could not meet. She spoke negatively about us in her vlog and asked her followers to boycott our products. (Task : To develop an official statement to explain our company’s side, clarify the issue, and prevent it from getting out of hand). Action : I drafted a statement that balanced empathy, understanding, and utmost customer service with facts, logic, and fairness. It was direct, simple, succinct, and phrased to highlight our brand values while addressing the issue in a logical yet sensitive way.   We also tapped our influencer partners to subtly and indirectly share their positive experiences with our brand so we could counter the negative content being shared online.  Result : We got the results we worked for through proper communication and a positive and strategic campaign. The irate client agreed to have a dialogue with us. She apologized to us, and we reaffirmed our commitment to delivering quality service to all. We assured her that she can reach out to us anytime regarding her purchases and that we’d gladly accommodate her requests whenever possible. She also retracted her negative statements in her vlog and urged her followers to keep supporting our brand.

What Are Good Outcomes of Problem Solving?

Whenever you answer interview questions about problem solving or share examples of problem solving in a cover letter, you want to be sure you’re sharing a positive outcome.

Below are good outcomes of problem solving:

• Saving the company time or money
• Making the company money
• Pleasing/keeping a customer
• Obtaining new customers
• Solving a safety issue
• Solving a staffing/scheduling issue
• Solving a logistical issue
• Solving a company hiring issue
• Solving a technical/software issue
• Making a process more efficient and faster for the company
• Creating a new business process to make the company more profitable
• Improving the company’s brand/image/reputation
• Getting the company positive reviews from customers/clients

Every employer wants to make more money, save money, and save time. If you can assess your problem solving experience and think about how you’ve helped past employers in those three areas, then that’s a great start. That’s where I recommend you begin looking for stories of times you had to solve problems.

Tips to Improve Your Problem Solving Skills

Throughout your career, you’re going to get hired for better jobs and earn more money if you can show employers that you’re a problem solver. So to improve your problem solving skills, I recommend always analyzing a problem and situation before acting. When discussing problem solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Next, to get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t. Think about how you can get better at researching and analyzing a situation, but also how you can get better at communicating, deciding the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem solving ability.

If you practice the tips above, you’ll be ready to share detailed, impressive stories and problem solving examples that will make hiring managers want to offer you the job. Every employer appreciates a problem solver, whether solving problems is a requirement listed on the job description or not. And you never know which hiring manager or interviewer will ask you about a time you solved a problem, so you should always be ready to discuss this when applying for a job.

Related interview questions & answers:

• How do you handle stress?
• How do you handle conflict?
• Tell me about a time when you failed

About the Author

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10 Smart Goal Examples (and How to Use Them)

You can’t beat the feeling of achieving a hard-earned goal. But no matter how fulfilling the payoff is, it’s often not enough to push us past our comfort zone to cross the finish line. Often, we need some help keeping ourselves and our teams focused, efficient, and motivated.

This is where SMART goals come in. With the SMART goal framework, you can set meaningful goals and track your progress toward completing them. Let’s take a look at the framework, how to use it, and some examples and tips to help you make and nail your own SMART goals.

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SMART goals are a methodology for setting goals in a structured, well-defined, and actionable way. SMART is an acronym that stands for:

• Specific. What is it exactly that you’re trying to achieve?
• Measurable. What things will change to tell you that you’ve achieved the goal?
• Attainable. Is it a reasonable, achievable goal, or is it too much to pull off?
• Relevant. How does it tie into the “bigger picture” of what you’re trying to accomplish, whether it’s business or life goals?
• Time-bound. What day and/or time will you achieve the goal by?

The origin of the SMART framework

The SMART framework was created by consultant and corporate planning director George T. Doran . It was first published in a 1981 issue of the journal Management Review to help write management goals and objectives in a better way.

It’s been adapted over time—you can see this by the fact that his original SMART acronym was slightly different from the one we’re using. (Doran’s was Specific, Measurable, Assignable, Realistic, and Time-bound.)

How to write SMART goals

Let’s look at some fundamentals as you set your SMART objectives. We’ll break them down based on each of the five elements.

Specific. Be as granular as possible in describing exactly what it is you want to do, instead of vague language that’s hard to track and measure. For example, instead of saying “Get more sales,” try something more specific, like “Increase revenue by 50% by the end of the year.”

Measurable. Outline how you’ll be sure you’ve achieved the goal, using numbers or milestones if possible. In the example above, you could keep the milestone at a 50% increase, or you can use the specific dollar amount that the extra 50% would bring you to, like $100,000. Some milestone examples that meet the smart criteria include getting a certification, submitting a competition entry, or building a functional prototype.

Attainable. Make sure it’s a reasonable, achievable goal within the timeline you set. For example, if there are only 2 months left in the year, it’s probably going to be unrealistic to increase your revenue by that much. You should always dream big, but keep those big dreams in a place where you can reach them.

Relevant. Think about how this smaller goal ties into the “bigger picture,” whether you’re working toward business or life goals. In this example, an increase in revenue is almost always aligned with a long-term goal of many businesses, which is to keep growing and becoming more profitable.

Time-bound. Choose a target date or deadline to keep you motivated and able to track progress. In our example, the deadline is the end of the year. We know what needs to be done in the interim, which helps us to further break the task down into smaller actionable steps.

10 examples of SMART goals

Now that you understand what they are and how to write them, let’s look at some SMART goal examples to inspire you.

These 10 SMART goal-setting examples showcase how you can create powerful personal, business, work, and leadership goals.

1. SMART goal for getting fit

I’m going to follow the Nike app training program to run a marathon without stopping, six months from now.

Interpretation:

• Specific: I’m going to start running daily and train for a marathon.
• Measurable: I will follow the Nike app training program to run a full marathon without stopping.
• Achievable: I have done some running before, my body is reasonably healthy, and the marathon is six months from now.
• Relevant: I want to become a fit, healthy, and strong person—I want to be full of vitality, energy, and zest for life.
• Time-bound: I have signed up for a marathon six months from now.

2. SMART goal for completing a personal project

I’m going to write a 60,000-word novel in six months, finishing on June 30. I will do this by writing 2,500 words per week.

• Specific: I’m going to write a 60,000-word sci-fi novel.
• Measurable: I will finish writing 60,000 words in six months.
• Achievable: I will write 2,500 words per week.
• Relevant: I’ve always dreamed of becoming a professional writer.
• Time-bound: I will start writing tomorrow, January 1, and finish June 30.

3. SMART goal for improving relationships

I will call David, Sarah, and Mom twice per week for three months to develop my relationships with them.

• Specific: I will develop my relationships with David, Sarah, and Mom.
• Measurable: I will call each of these people twice per week.
• Achievable: I talk to these people regularly, and we always say how it would be nice to talk more.
• Relevant: I want to deepen my social ties, feel more loved and supported in my life, and support those I love.
• Time-bound: I will stick to this plan for three months, then re-evaluate and plan my next steps.

4. SMART goal example for starting a business

I will start a dropshipping business with Shopify on Saturday. I will spend one hour on this business each day and work to land my first sale within two weeks.

• Specific: I will start a dropshipping business .
• Measurable: I will work on my business for one hour each day, and the goal is to land my first sale within two weeks.
• Achievable: I have watched some videos on dropshipping and know that I can use Shopify to start a business quickly .
• Relevant: I want to quit my job, work from home, and be my own boss .
• Time-bound: I will begin on Saturday and land my first sale within two weeks.

5. SMART goal example for marketing a business

I will begin a Facebook Ads course tomorrow and start investing 30% of my business profits into paid campaigns within one week. I will continue to learn and invest in Facebook Ads to double my sales within three months.

• Specific: I’m going to learn how to use Facebook Ads and invest 30% of my profits into this marketing channel.
• Measurable: The goal is to double my sales within three months.
• Achievable: I have a reasonably successful small business that is ready to handle a growth in sales.
• Relevant: I want to make six-figures per year working from home.
• Time-bound: I will start a Facebook Ads course tomorrow and start running paid campaigns within one week. Then, I’ll continue to learn and scale-up, and evaluate my results in three months.

6. SMART goal example for growing a business

I will hire a VA to manage customer service inquiries within two weeks to free up time. I’ll use this time to research and add five new products to my store before the end of the month.

• Specific: I’m going to hire a virtual assistant (VA) to manage customer service inquiries for me. That way, I can free up time to conduct product research and add new products to my store.
• Measurable: The goal is to hire a VA and add five new products to my store.
• Achievable: I have some experience hiring freelancers on Upwork, and I understand how to find winning products .
• Relevant: I aim to work on my business, not in my business so that I can grow my income and work less hours.
• Time-bound: I will hire a VA within two weeks and then add five new products to my store within one month.

7. SMART goal example for landing a dream job

I will land my dream job working for a SaaS company like Shopify and travel long-term as a digital nomad. To achieve this, I will apply to one job per week for two months—submitting a total of eight job applications.

• Specific: I’m going to become a search engine optimization (SEO) specialist for a leading software-as-a-service (SaaS) company like Shopify and work remotely.
• Measurable: I will apply to a minimum of eight job applications within two months.
• Achievable: I’ve worked as an SEO specialist for two years in an office for an accounting firm, and I’m good at my job.
• Relevant: I want to collaborate with interesting people, contribute to something innovative, and join a company with room for me to grow. Also, I want to travel long term as a digital nomad .
• Time-bound: I will apply to eight suitable job applications within two months by submitting one application per week.

8. SMART goal example for earning a promotion

I’m going to land a promotion to become a senior SEO specialist at my company. I will do this by taking on an additional work project within two weeks, completing the required training within six weeks, and submitting my application within eight weeks.

• Specific: I’m going to earn a promotion and become a senior SEO specialist.
• Measurable: I will complete the required training and submit my application. I will also take on an additional work project to demonstrate my readiness to shoulder more responsibility.
• Achievable: I’ve worked as an SEO specialist for three years, and my work has produced significant results. Also, my company is looking to take on another senior SEO specialist at the end of this quarter.
• Relevant: I want to keep learning and challenging myself as I progress in my career.
• Time-bound: I will take on one additional work project within the next two weeks, complete the required training within six weeks, and submit my application within eight weeks.

9. SMART goal example for improving team results

I will lead my team to improve our qualification process so that the team only calls high qualified leads that are likely to purchase. We aim to increase sales by 5% within three months.

• Specific: I’m going to help my team qualify sales leads better, so they only spend their time selling to people who are likely to purchase.
• Measurable: The goal is to increase the team’s sales by 5%.
• Achievable: We’ve identified the top reason our leads don’t purchase: they don’t fully match our target market . If we can ensure everyone we call matches our target market, our sales will likely increase.
• Relevant: Our core aim is to grow company sales by more than 20% this year.
• Time-bound: We aim to increase sales by 5% within three months before re-evaluating our strategy.

10. SMART goal example for managing a team

I will improve team communication and free up wasted time by implementing a team messaging solution within two weeks. The aim is to cut the time spent on messaging from an average of 1.5 hours to 45 minutes per day per team member within onbe month.

• Specific: I’m going to help the team communicate better to free up time wasted on communication inefficiencies. This way, the team can spend this time on their core responsibilities instead.
• Measurable: Our time-tracking software shows that team members spend an average of 1.5 hours per day on email. We aim to cut this time in half to 45 minutes per day.
• Achievable: We can avoid the confusion created by long email chains with a team messaging solution like Slack. If we implement a messaging solution, it’s plausible that we can drastically reduce the time spent on email.
• Relevant: I want to empower my team to produce their best work and increase their impact by reducing time wasted on unnecessary and inefficient tasks.
• Time-bound : We will implement a messaging solution within two weeks and half the time spent on communication within the next month

5 tips for using SMART goals

1. Break larger goals into smaller ones

If your goal feels overwhelming, or if you feel like there are a lot of moving parts to keep track of, break it down into smaller goals. This way, you’ll be able to move through the process in a linear way, clearing out any dependencies that are getting in the way of advancing.

2. Share with everyone involved

Naturally, you’ll share your SMART goals with anyone who’s directly involved in making them happen. But you might also consider sharing with others who are involved, but not necessarily in a direct way. These third parties can help keep you accountable and motivated, and you’ll all be on the same page.

3. Physically write them down

If you keep the goal in your head, the odds dramatically increase that you might forget or unintentionally move the target. By writing them down, you’re ensuring that they stay crystal clear. Try putting your goal somewhere noticeable, like a sticky note on your desk or a calendar alert as you hit critical milestones.

4. Pivot or tweak as needed

As with many things in life, it might not work out as you planned. (It’s practically a guarantee that this will happen eventually.) When roadblocks or changes come up, keep a flexible and creative mindset so you can roll with the punches. Think about how you can make adjustments while still keeping the main objective intact.

5. Failure is OK—learn from it

Building off the previous point: sometimes, staying flexible isn’t enough. Don’t be deterred by failure. It’s a natural part of life, and even the world’s most successful people have plenty of failures that taught them valuable lessons to get where they are now.

Leading with your own smart goal

If you’re struggling to meet your goals, or looking for an interesting new way to frame them, SMART goal setting might be right up your alley. When you follow each of the five steps, you’ll have a clear and straightforward path to work toward. You’ll also be able to better coordinate and collaborate with others, whether they’re your team, stakeholders, or friends and family.

Want to learn more?

• How to Improve Yourself: 20 Practical Self-Improvement Tips
• 10 Benefits of Reading Books: Why You Should Read Every Day
• How to Motivate Yourself: 20 Ways to Find Motivation
• 11 Best Motivational Podcasts That Will Unleash Your Potential

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How to Set SMART Goals (+ Examples and Templates)

Table of Contents

We all have goals — to be more successful in what we do, to enroll in a university, improve our skills — the list goes on. Goals are what sets thriving people apart from everyone else. 

As Norman Vincent Peale, an advocate of the positive thinking movement, once said:

“All successful people have a goal. No one can get anywhere unless he knows where he wants to go and what he wants to be or do.”

But are your goals always worth pursuing?

Are your goals always even possible to achieve?

Are your goals tangible?

Those are all difficult questions ⁠that often surpass our ability to answer in a straightforward, systematic, and logical way. 

Luckily, I’ll offer simple criteria you can use to determine the value of any goal — they’re called SMART goals. 

In this guide, I’ll also lay out the answers to the following questions:

• What are SMART goals exactly,
• How and when to set SMART goals, and
• When SMART goals are not that smart.

As a bonus, I’ll give you a few SMART goal templates to use in your work and life and touch on how to write SMART goals you’ll stick to.

Let’s get rolling! 

What is a SMART goal?

The acronym SMART stands for 5 characteristics of a goal that you should consider to be able to achieve the goal successfully. Each characteristic is represented by 1 letter in the SMART abbreviation:

• S stands for Specific — specific goals are straightforward, precise, and can be easily defined.
• M stands for Measurable — measurable goals constitute points of reference you can use to assess whether you are successful in progressing toward or reaching the said goal.
• A stands for Attainable — attainable goals are realistic in the sense that you have a reasonable amount of time, money, and skills to reach them.
• R stands for Relevant — relevant goals hold particular importance in your life, the project you’re currently working on, or your business as a whole.
• T stands for Time-bound — time-bound goals “bind” you with a specific time frame you’ll have to work on to call your efforts a success.

In other words, SMART goal setting helps you elaborate your aims and desires — and make an action plan. In fact, setting SMART goals increases the possibility of achieving your goal. 

Interestingly, SMART goals are also known as SMART criteria or SMART objectives, too. But no matter your SMART goals definition, don’t pass on this opportunity to make them part of your routine.

For an illustration of SMART goals, take a look at my example of cutting time for processing data in Excel below:

How to write SMART goals?

By now, you might wonder, “ How do I write a SMART goal and how do I apply this framework to real-life scenarios? ” 

I’m glad you asked!

The application of SMART goals varies. In any case, you can use these criteria to decide whether your current career goals are worth pursuing or if working on particular areas of your personal development would be beneficial enough.

To help you wrap your head around the matter, here are 5 critical steps to follow on your SMART goals journey. Let’s get started!

Step #1: Make goals specific 

Specific goals are well-defined and precise enough so that you won’t steer away from achieving them. 

Let’s take a look at an example. 

If you say that you want to be in marketing, that’s a nonspecific goal.

It’s what you usually say to your extended family when you want them to stop bugging you about when you’ll get a job. Again, it sounds nice, and it may even impress your grandparents — but it’s too broad to motivate you to act on it. 

On the other hand, suppose you say you want to land the position of a Junior Marketing Specialist in a Boston tech company. Now, that’s a well-defined, specific goal you can strive for. 

Let’s look at a few prompts to use when crafting your SMART goals.

Questions for specific goals

If you want to make a goal specific, consider answering a few questions. You don’t have to answer all of them, but the more questions you answer, the more specific your goal gets. 

Here they are:

• Q1: What is the goal?
• Q2: What are the details of the goal?
• Q3: What do I want to accomplish with it?
• Q4: Who is involved?
• Q5: Where is it going to happen?
• Q6: What resources are available?

Examples of answers that prove the goal is specific :

• A1: I want to land a Junior Marketing Specialist position.
• A2: I want to apply for 10 job calls each week during the month. At this rate, I’ll land a job faster.
• A3: I want to feel financially stable, enjoy my work more, and generally feel better about myself.
• A4: I’m the chief person responsible for getting the job. Still, I’ll also talk to a few mentors and industry peers to learn how to land a good position.
• A5: I’ll spend a bit more time online, researching and applying for jobs. I’ll look at job boards and create my own portfolio website.
• A6: I’ll have advice from my mentors and the network I’ve established over the years. Also, I’ll ask previous employers to write me recommendation letters.

Step #2: Make goals measurable

Measurable goals consist of specific milestones with clearly defined criteria that help you track your progress on your way to achieving them.

For example, if you just say that you’ll study for your Monday math exam, you might not be actually able to follow through with this plan. 

When you define your goal without a specific, actionable plan, you don’t have any distinguishable milestones to help you stay on track. 

But let’s assume you say that you’re going to study for your math exam for 5 hours each day, leading up to the next to the last day before the exam when you’ll revise everything. Now, that’s a measurable goal with clear milestones and a plan you can follow (and a plan you can stick to).

So, let’s explore 3 questions and 3 answers of measurable goals.

Questions for measurable goals

If you want to make a goal measurable, consider answering the following questions:

• Q1: How will I measure progress?
• Q2: Do I have the necessary tools to measure my progress?
• Q3: How will I know the goal has been accomplished?

Examples of answers that prove the goal is measurable :

• A1: To measure my progress (or lack thereof), I’ll check in with my goal tracking app of choice and get a report on how much time I spent studying for the math exam.
• A2: I’ve recently subscribed to the Clockify goal tracker to track my progress daily. Also, I’ve set a clear learning goal with areas where I expect improvements, like algebra, geometry, and arithmetic.
• A3: Simple math will tell me whether I have accomplished my goal. If by next Monday, my time tracking report shows that I’ve spent 5 hours a day reading, studying, and learning for the math exam, I’ll consider it a success.

💡 Clockify Pro Tip

Whatever SMART goal you set, you should measure and keep track of it with a fitting tool. Here’s the definitive list of the best goal tracker apps you can use for this purpose:

• 12 Best goal tracker apps for 2022

Step #3: Make goals attainable 

Attainable goals are realistic enough for you to successfully reach them. 

Saying that you’ll lose 30 lbs in 1 month is usually not attainable .

In fact, you can expect 2 outcomes that can come from such an overachieving goal — and neither is favorable:

• You go on a strict diet and exercise routine. You stick to your diet without faltering and exercise hard every morning. But, ultimately, you fail because losing that much in such a short time is near impossible.
• You feel discouraged by such an unfeasible goal from the start. So much that you give up without even trying.

On the other hand, saying that you’ll lose 3 lbs every week for a month by eating healthier and exercising regularly is attainable .

With such a reasonable goal, you’ll have the best chance to stay motivated throughout it.

Next, let’s dive into 5 questions and 5 answers of attainable goals.

Questions for attainable goals

To make your goal more attainable, answering the following questions might help:

• Q1: Do I have the financial capacity to accomplish my goal?
• Q2: Do I have the skills and willpower to accomplish my goal?
• Q3: Will I have access to help when needed?
• Q4: Do I have all the necessary resources?
• Q5: Do I have the time to accomplish the goal?

Examples of answers that prove the goal is attainable :

• A1: I have enough money to join a gym and consult with a professional trainer.
• A2: I’ve previously already lost 13 lbs within a month on a different occasion. As a result, I firmly believe I can do it again.
• A3: I’ll have access to a personal trainer, helpful advice from my nutritionist friend, and additional support from my family.
• A4: I have all the necessary resources at hand, as my city has several great gyms. I also have an enviable selection of healthy food in the neighborhood supermarket.
• A5: Considering that I work remotely 5 days a week and my job comes with flexible working hours, I can spare 1 hour per weekday to go to the gym — and I have enough time to prepare healthy meals. I can easily spare even more time for the gym and food preparation on weekends.

Step #4: Make goals relevant 

Relevant goals are the ones that directly impact your progress and are particularly important to you.  

So, to actually stick to your goals till the finish line, you need to make sure your goals are relevant. 

Say you want to major in economics. That sounds relevant and worthwhile, right?

However, you’re not the least bit interested in economics. In fact, you don’t plan on pursuing a career in economics. 

That right there makes it an irrelevant goal, as it’s not clear what you’ll get in life by working toward it. Of course, apart from gaining a college degree. But you could also get a degree by studying something you like .

As you might have guessed, it’s always best to pursue a college education in a topic that interests you. A college education goal may also be relevant if you pick a potentially profitable subject you’re not 100% passionate about, but you want to pursue.

Finally, let’s explore 3 questions and 3 answers of relevant goals.

Questions for relevant goals

To make your goal relevant, ask yourself the following questions:

• Q1: Why is this goal important to me?
• Q2: Is this goal worth my time?
• Q3: Is this the right time for it?

Examples of answers that prove the goal is relevant :

• A1: If I get a major in economics, I’ll be more financially secure and have more time to spend on what matters. Also, pursuing a major in economics will make me more confident about myself and my current career.
• A2: I feel that getting a major in economics would benefit me in the short and long run. In a nutshell, doing so will affect my mental and physical health. Therefore, it’s worth my time.
• A3: The holiday feasts are over, and it’s time to implement the New Year’s resolutions. As a result, it’s time to pursue that major in economics.

Step #5: Make goals time-bound 

Time-bound goals are usually set within a specific time frame, with a clear deadline for their completion. 

Take a look at the following example.

To say that you want to participate in a poem writing contest that’s due next week is admirable.

But phrasing it like that means it’s not a time-bound goal .

In this case, the contest has a deadline — say it’s Sunday, February 2. But you didn’t define a deadline for your work. Will you submit your finished work on Tuesday? Or Wednesday? Or 5 hours before the contest deadline, giving you enough time to tweak it to perfection?

As a matter of fact, what’s your time-bound battle plan?   

Now, say that you plan to handle the contest by:

• Writing the first draft of your poem on Monday, January 27,
• Revising everything on Tuesday, January 28,
• Finalizing the rhyme scheme on Wednesday, January 29, and
• Sending out the poem on Thursday, January 30 — 4 days before the deadline.

That’s a time-bound goal you can work with. So, let’s dive into a few questions and examples of time-bound goals.

Questions for time-bound goals

To make a time-bound — or timely — goal, answer the following questions:

• Q1: When will I achieve the goal?
• Q2: When will I carry out the activities that will bring me to my goal?
• Q3: When can I expect the first outcomes?

Examples of answers that prove the goal is time-bound:

• A1: I’ll set January 31 as my end deadline. Also, I’ll include daily targets for each of the 3 stages — writing, revising, and finalizing the poem.
• A2: Every day after work, I’ll set aside 2 hours to work on the poem. I’ll make a clear schedule for writing, revising, and finalizing the poem in stages. I’ll check in with my progress every day to see if I’m set to meet the deadline of submitting the poem 4 days ahead of schedule. 
• A3: The first outcome I can expect should be completing each stage — writing, revising, finalizing — on a daily basis. For example, if I’ve completed the writing stage, then I can consider my first outcome a success.

Now you know how to set specific, measurable, attainable, relevant, and time-bound goals. Kudos! 

Next up, let’s get a few additional tips from business experts and life coaches — with SMART goals examples for work, play, and much more.

How to set SMART goals: Proven tips and expert opinions

If you’ve come this far, setting SMART goals shouldn’t be a problem at this point. But just to be safe, I sat down with a few time management experts, business enthusiasts, coaches, and others to help you understand how to be unstoppable with your SMART goals.

Let’s take a look at unique expert insights into setting and sticking to your SMART goals.

Tip #1: Set a SMART action plan and stick to it

Plans come first, as they are a visual representation of your goals. If you don’t have a plan, you’re more likely to get off track. 

But it’s expected that you’ll have more SMART goals than 1. So, I recommend that you:

• Laser-focus on 1 goal in 90-day sprints,
• Spell out each action step in a timeline, and
• Track your progress every week.

I asked Vincent Nair , the CEO of SMARTECH Business Systems, to weigh in on this topic. According to him, setting clear goals will bring you clarity:

“Planning ahead is one of the most effective ways to ensure goals are well-understood, timely and realistic. With a clear schedule and roadmap in place, your entire team will have a better understanding of exactly how, why and when your goals are being set.”

That’s what I call common sense — we truly sometimes need to get back to the basics.

Next, I spoke to Will Yang at Instrumentl, a platform serving grant-seekers. His words were another eye-opener as he said that a SMART action plan must include clear landmarks:

“Ensure apples-to-apples comparisons: it is critical to compare equivalent items and activities when setting SMART goals. For example, if you wish to raise the number of sales calls made in a month, don’t compare it to the number of emails sent in a month. Instead, concentrate on which activity will yield the desired outcomes.”

Learn all about how to think about objectives and key results, with additional resources right here:

• Objectives and Key Results (OKR): everything you need to know

Tip #2: Serialize your goals and celebrate more

If you’re reading this article, it probably means that you are an overachiever or striving to become one. But one of the main pitfalls overachievers fall into is trying to get more done than they can handle, therefore spreading themselves too thin.

I talked to Alexis Haselberger , time management and productivity coach, to share her wisdom on how to avoid this all-too-common trap. She gives a powerful illustration about how you can feel a sense of satisfaction and motivation if you pace yourself:

“Think of it like reading a book: if you read 5 books all at the same time, and read 5 pages each per day, it’ll take you months to finish them all. But, if you start with one book, and read 25 pages a day, you’ll finish in a couple of weeks, and then can move onto the next — which is much more satisfying and motivating.”

To keep a steady pace means creating a workflow that helps you achieve your SMART goals. Career expert Kaloyan Dimitrov of Enhancv, a resume builder, made a good point when he emphasized the importance of enjoying an occasional treat — your milestones:

“Keep yourself motivated and committed to accomplishing your goals by celebrating the milestones that you reach along the route. Think about treating yourself to something special whenever you reach a significant milestone or accomplish a particular goal.”

In fact, it’s this attitude that allows you to feel a sense of accomplishment and get better results.

Speaking of books, read our selection of the best productivity textbooks on the market right here:

• 25+ Best productivity books

Tip #3: Assign people to help you with your goals

Sometimes, you can’t achieve results or accomplish your tasks without the help of others. 

For example, it’s possible to lose weight on your own. However, it’s smarter if you pay for a gym membership, and let a professional fitness coach or a nutritionist help you in that process. In reality, it’s easier and safer to listen to professionals with the right skills and knowledge to carry out tasks.

Likewise, you’ve probably heard about the Boomerang effect on gaining weight back quickly after losing it. This usually happens because people starve and lose a lot of weight in a short period. Not only do they lose weight quickly, but muscles as well. As a result, people experience their metabolism slowing down and regain weight again.

Luckily, you can translate this weight loss scenario into any modern knowledge work job, like:

• Coding, etc.

If you’re the editor-in-chief and would like to have a document proofread thoroughly, you don’t need to do it yourself. Instead, ask a fellow editor or writer on your team to do the job for you.

In fact, assigning the right people for the job can result in faster and higher-quality results.

Tip #4: List the tasks that need to be done

Now that you elaborated on your goal in more detail and assigned the right people to assist you, it’s time to focus on the smaller parts. That means the tasks that must be done to achieve the ultimate goal.

In the case of losing 12 lbs of weight, you’ll probably need to complete tasks like:

• Go to the gym every day after work,
• Put aside money for the gym membership and nutrition consultations,
• Weigh yourself each Sunday afternoon, and
• Eat nutrient-rich foods.

Healthy habits coach Stephanie Averkamp weighs in — pun intended — on this topic. Interestingly, she brings home the point on why you should focus a lot more on your behavior in reaching the goal, and not the final goal itself:

“Center your SMART goals around specific behaviors or actions that will take place instead of around specific results you want to achieve. For example, set a SMART goal that is focused on the exercise you will do instead of the amount of weight you will lose. Your behavior is the one thing you have full control over, and behavior drives results.”

When you break your goal into more manageable pieces, you have a better overview of what needs to be done. In turn, the possibility of achieving your goal increases. For that purpose, you can create a hands-on to-do list to keep track of all your tasks in one place.

Get as many to-do list templates as you need — from simple to business and personal — right here:

• Free To-Do List Templates

Tip #5: Make a workable schedule

To make sure you accomplish your SMART goals even faster, make work time estimates for each activity or task that you need to complete. What’s more, make use of the time blocking technique to organize your tasks into specific blocks of time.

Let’s move back to the weight-loss example again. One of the key things that you need to strictly follow when losing weight is to pay attention to when you eat your meals. 

Even if you are being extremely careful with how many calories you consume daily, eating late at night can decrease your progress and lead to achieving partial results. 

For example, one 2022 study by Harvard Medical School researchers found that late-night eating impacts how you spend energy throughout the day. In fact, the research sheds light on the fact that your productivity overall could suffer from irregular eating schedules. Expectedly, all this negatively affects how you work on your goals.

So, to make sure your SMART goal plan runs smoothly, you need to:

• Create a time-bound schedule that you are going to stick to, and
• Determine when your breakfast/snack/lunch/dinner is. 

After completing these steps, you’ll see tangible results.

On a similar note, registered dietitian Kelsey Costa thinks that journaling can play a major role in creating a workable schedule:

“Journaling can be a powerful tool for increasing self-awareness, reflection, and the attainability of goals. Journaling helps identify obstacles, patterns, and areas of strength that you may need to draw on during your goal-setting journey. Regularly revisit the specifics of your goals, such as action steps, measurements, and deadlines.”

Now, that’s how you stick to your SMART action plan and goals!

Tip #6: Evaluate and explore

So much valuable advice can sometimes be overwhelming. Yet, many experts have a somewhat curious take on how to approach the SMART goal-setting process.

For example, mental performance coach Lain Lee emphasized that comfort isn’t your ally in reaching your goals:

“Instead of ‘realistic’, your goals should be UNCOMFORTABLE! Nothing worth doing or fighting for is done in comfort! The best things in life — growth, success, learning, love — all exist outside of your comfort zone. So if your goals don’t make you uncomfortable, they’re TOO realistic!”

Another interesting approach in conversations with experts came from certified career and life coach María Tomás-Keegan who showed me a way to enrich the SMART criteria with evaluation and revision:

“2 Additional steps make your SMART goals SMARTER: Evaluate & Revise. Decide when you’ll evaluate your progress and what you’ll look for. This step closes the loop on each goal. Then you’ll know if you need to revise your goal or timeline. This creates a 360-degree view of each goal that helps move them to the finish line.”

In sum, do what works for you — try to make SMART goal setting a seamless process aligned with your personality and preferences. 

Remember: You want SMART goals to work for you, not the other way around.

Interested in learning more about how your personality type might influence your productivity? Say no more — I got you covered in our blog post with productivity tips:

• Productivity tips for 16 personality types based on MBTI  

Why should you use SMART goals?

Even ancient Greek philosophers emphasized the importance of goal setting and proposed that purpose can incite action . 

Setting your goals by following the SMART criteria helps you elaborate on them. Similarly, it allows you to see if the current goal you want to achieve has any potential or if it’s just a waste of time , as sometimes can be the case.

Up next, I discuss how the SMART goal concept can benefit you insanely in the short run.

Benefit #1: SMART goals enhance well-being

A 2022 study found that SMART goals can increase the likelihood of accomplishing goals and experiencing positive affect. Simply put, positive affect refers to upbeat emotions and expressions in the study’s respondents.

In fact, the same study researchers suggest that the mere existence of a SMART goal strategy increased the quality of the respondents’ behavior that led to goal attainment.

Another relevant result was that the psychologists in charge of the study established that goal attainment, in this sense, led to enhanced well-being. 

In summary, SMART goals make it likely that you’ll achieve your goals and that those goals lead to your well-being.

Read our detailed guide on how to up your goals game by setting daily targets:

• How to set and reach your daily targets

Benefit #2: SMART goals improve time management skills

Setting goals and efficiently managing your time are 2 elements that go hand in hand. 

If you look at the acronym SMART again, you’ll see that the terms measurable and time-bound refer to time management . So, when you have a clearly defined goal or goals, you know how and where to focus your time. 

What’s more, you can make work time estimates and stick to them to avoid poor spending of resources. Finally, your improved time management skills will help you reduce distractions and increase your focus on more important tasks.

For that purpose, you can opt for a goal-tracking tool like Clockify to get a silent partner in efficiently managing your time and reaching your targets.

For example, Clockify allows you to beautifully tag and color-code your projects so that you can easily stay on track — and enjoy the process. In fact, the app lets you break down goals into manageable tasks that you can easily digest. In sum, Clockify also allows you to check in on your progress and obtain a report on your productivity as often or rarely as you want.

By integrating SMART goals into your daily routine (whether work or personal), you’ll never miss a deadline or find excuses for missing your workout again.

Learn how to improve your time management skills in our in-depth guide:

• 10 ultimate steps to improve time management skills  

Benefit #3: SMART goals increase accountability

To achieve any goal, you need to hold yourself accountable. 

I know I’m not reinventing the wheel here, but people often forget to be more responsible on an ongoing basis.

In fact, Harry Morton of Lower Street, a podcast production agency, says something to that effect. Simply put, he told me that you should expect peaks and valleys in how distracted and motivated you feel:

“When working toward a long-term goal, it can be natural to encounter dips in motivation or distractions. An accountability partner can guide you back on track, offering an objective perspective when you deviate from the path to your goals. Be completely transparent and work with someone who understands what motivates you.”

Benefit #4: SMART goals beat workload overwhelm

A little planning ahead never killed anybody — but work overload and workplace stress are taking a toll on people’s health and the economy. According to a research paper by the World Health Organization, anxiety and depression cost the world’s economy $1 trillion each year, mostly due to a decline in productivity.

However, by setting your personal or business goals, you have a clear picture of what needs to be done, when , where , and how . As a result, the likelihood of feeling burned out reduces tremendously. 

What’s more, when you clearly identify your SMART goals, you learn how to unshakably say “No” to your colleagues the next time they try to swamp you with work. That’s right: SMART goals will save you from exhaustion and stress.

Okay, so now you understand what the SMART goal concept means and why it’s beneficial. Up next, let’s see when SMART goals are the most effective — and when you should avoid them.

Find out more about the causes and symptoms of career burnout and how it affects your health right here:

• Career burnout and its effect on health

When to use SMART goals

Are SMART goals effective?  Yes, when used in the right context.

Here’s when SMART goals work best.

1. Use SMART goals to set priorities

Use the SMART goal criteria when you want to single out your priorities and focus solely on them. 

The SMART criteria should guide you in the right direction to get a better insight into what’s important to accomplish something. 

In fact, the SMART framework saves you from wasting your time. If you don’t set your priorities right, you’ll lose track of your work. What’s more, you’ll probably end up feeling exhausted — and you don’t want that if you were wondering.

Learn why not all tasks are equally important and how you can prioritize them easily:

• How to (re-)prioritize your tasks

2. Use SMART goals to set high-level objectives

Use SMART goals when you need to focus on high-level goals that involve a number of smaller, specific tasks. High-level goals (such as advancing your career, enrolling in a university, or losing weight) demand a thorough action plan the SMART goal concept can offer you. 

However, I would even argue that SMART goals are especially useful for the more consequential targets in your life — where you need to be on top of your game because the stakes are high. That’s why it’s essential to make SMART goals a part of your everyday life and planning.

For illustration, consider you’re moving into a different town or state and selling your house. If you fail to take into account local taxes, regulations, real estate prices, and transport in your SMART goal framework, achieving this goal could lead to a disaster – personally and professionally.

3. Use SMART goals to tackle work tasks and set mini-milestones

SMART goals help you carry out your ongoing job responsibilities more efficiently and successfully. 

In fact, the SMART goal concept helps you split your goal into smaller, more manageable pieces. As a result, you get a clearer insight into the tasks that lead you to achieve the ultimate goal. 

For a quick fix, tackle your tasks one at a time to efficiently get them done and avoid being overwhelmed. The technique works wonders! 

In fact, the family law and relationship expert, Laura Wasser , thinks that you first need to set mini-milestones to get you going:

“When setting a SMART goal, think of it as a roadmap to your desired outcome. Break your goal into smaller, achievable steps, which will make it easier for you to stay on track and motivated. These mini-milestones will not only keep you focused, but they’ll also give you a sense of accomplishment as you progress.”

Read our all-inclusive guide to find out how to break down large tasks into easily digestible pieces:

• How to Break a Project Down into Tasks

4. Use SMART goals to handle new assignments

Employ the SMART goal criteria when you’re moving on to new assignments. 

Whether simple or complex, the SMART goal concept works well with all types of assignments regardless of their complexity or duration. It shifts your attention to what needs to be done and makes a thorough plan to achieve the final goal.

When you get a new assignment, the first step should be to insert it into one of the upcoming SMART goal templates at the end of this guide. This practice shows you if the assignment is even worth your time and effort — or if it’s a priority.

Learn how to distinguish between short-term, medium-term, and long-term plans in your work and life:

• The differences between long-term and short-term planning

5. Use SMART goals for personal development

When you feed the SMART goal criteria into your daily routine, you can make an everlasting, positive change in your life. This way, you can identify areas for improvement and personal growth — and go the extra mile to advance your career.

If you want to perform better at your job by following a comprehensive, step-by-step guide, check out this article:

• How to improve in your job

When SMART goals are not so smart 

Now, just because it sounds like the smart thing to do — pun intended — that doesn’t mean you should view all your tasks and initiatives through the SMART goals framework. 

Take a look at the examples of situations when you should avoid using SMART goals. 

1. Don’t use SMART goals to “count” your successes and failures

You shouldn’t use SMART goal-setting just so you can race past your goals as fast as you can without stopping to take a breather and reflect on what you’ve learned along the way.

You also shouldn’t view a SMART goal you haven’t accomplished as a failure and, thus, a reason to judge yourself.

Just because you failed this time doesn’t mean you won’t be able to succeed next time or use the knowledge you gained from pursuing the said goal in the future.

2. Don’t use SMART goals if you tend to give up too soon

SMART goals take time! That’s because they’re more complex than your everyday goals, such as getting to the food store before it closes.

As such, SMART goals take more effort and dedication. Therefore, they can be a bigger challenge for people who get nervous when they think they’re not progressing as best as they could.If you fear that a goal is too large for you to commit to it, it’s best that you reassess it and parse it 1 by 1 into smaller, less challenging goals you can reach easier until you’ve accomplished everything.

3. Don’t use SMART goals when you’re uncertain whether a goal is attainable

Out of all the letters in the SMART acronym, the “A” — which stands for attainable — is the least precise one.

After all, most of the time, you can only be sure a goal is attainable or not if you’ve already tried to pursue it.

So, are you sure you have a shot at landing the position of that Junior Marketing Specialist at that Boston tech company?

Perhaps you don’t have the right qualifications or the right experience.

We’ve seen this before with our example of losing 30 lbs in a month. 

Let’s assume you pursue a goal you’ve defined as attainable (despite it, realistically, not being the case). In this case, this action is bound to discourage you when you fail to reach your goal.

Alternatively, you may miss out on some great opportunities if you mark a realistic goal as “out of reach” without properly thinking about it.

4. Don’t use SMART goals when managing a project

According to the Scrum methodology, even though the SMART criteria suggest that a goal should be specific and measurable , other SMART goal criteria can threaten the success of a project , no matter how well you prepare it. 

Since a project goes through many stages during its life cycle, some things — like, if a goal is realistic — can’t be predicted in advance without further analysis. Also, the criterion time-bound doesn’t fit with the project management principles either. 

You might not be able to know when a goal would be accomplished due to the constant changes during a project’s life cycle.

Therefore, the SMART goal concept doesn’t go hand in hand with project management since it “encourages a simplistic and short-sighted approach to management” — as Scrum methodology experts emphasize in the article I linked to above.

Learn about the essential elements of project management and a few tools to get you started:

• Project Management: 31 best techniques, practices, and tools

5. Don’t use SMART goals when you expect a challenge

The SMART goal criteria propose that your goal needs to be attainable . In effect, this means knowing in advance if you have the right skills/knowledge/resources to accomplish something. 

When you know that a goal is achievable in advance, it gives you some kind of security. On the other hand, it keeps you stuck in one place. In other words, you are deprived of learning new things or acquiring new skills. 

Sometimes, the thrill of the unknown pushes you towards it and makes you realize all the things you can do. So, if you are a thrill-seeker looking for sudden challenges along the way — maybe the SMART goal concept is not the right fit for you.

—Now that you understand when and when not to use them, here are some examples of well-rounded SMART goals you can use to find inspiration. Let’s get rolling!

5 SMART goal examples

By now, you might be thinking: “ Enough with the beating around the bush, tell me what’s a SMART goal example, alright!”

I won’t give you 1 but 5 SMART goals examples — how’s that for a treat? 

Let’s go through them 1 by 1.

Example #1: SMART goal for improved performance at work 

To say, “ I want to improve my Excel skills, ” is too vague. Instead, try to make your goal:

• Specific : I want to improve my performance with Excel to get a promotion at work. These performance improvements focus on quicker data entry, more efficient calculations, and creating graphs.
• Measurable : I’ll know I’ve succeeded because — by the 1st of next month — I’ll be able to enter my data, complete my calculations through custom and combined formulas, create graphs, and carry out my other work in Excel all on my own, and with minimum effort.
• Attainable : I have enough time to work on improving my Excel skills. I can even look for a website with tutorials or enroll in an online course to help me understand some of the finer points.
• Relevant : I like working in my company, and I want to continue working there. One of the preconditions of my staying in the company longer and getting promoted is to streamline my work in Excel.
• Time-bound : I want to perfect my performance with Excel by May 1.

Are you familiar with performance improvement plans (PIP)? Check this article out to learn more about how PIPs can boost your work performance:

• Everything about performance improvement plans

Example #2: SMART goal for improved time management

Here’s an example of poor goal setting: “I want to accelerate the process of calculating in Excel.”

Instead, your goal should have the following attributes:

• Specific : It takes me 6 hours to implement all the formulas I need to process data in Excel. I want to cut that time to 3 hours per day, at least.
• Measurable : I can track the time I spend handling Excel data every day and then observe how that time decreases day by day and week by week. Similarly, I can work on improving my schedule.
• Attainable : I have the resources to help me learn how to be more efficient when using and combining Excel formulas.
• Relevant : I currently spend 6 hours of an 8-hour workday carrying out calculations in Excel, and that’s too much of my time. Cutting that time in half would ensure I have more time for other work activities.
• Time-bound : I want to cut the time I spend on Excel calculations in half by the 15th of next month.

Example #3: SMART goal for students 

Your grades won’t get better overnight, and you sure want to get into a top school or university. Well, saying, “I want to improve my GPA,” won’t do miracles. Instead, make sure your goal is:

• Specific : I want to improve my GPA to 3.8 so I can apply for a semester abroad with a full scholarship.
• Measurable : I’ll need to score an A or A+ on all of my tests this semester to improve my total GPA to an average of 3.8 to qualify for a semester abroad on time.
• Attainable : In recent months, I have fallen behind in school, but I have a history of improving my grades when I put substantial effort into it. So I can improve my grades once again. I’ll need to work longer hours , temporarily cut back on extracurricular activities, and focus on each test and quiz as it comes along.
• Relevant : The school abroad I want to spend a semester at has a great chemistry program. Passing that program will come in handy when I go to college. There, I want to major in chemistry to become a Chemical Engineer.
• Time-bound : I want to improve my GPA to 3.8 by the end of this semester to qualify for a position at the college abroad in question.

Students need all the help they can get when it comes to mastering their output. Read our in-depth guide to learn how to radically increase your productivity:

• Student guide to productivity

Example #4: SMART goal for leadership and team management 

Do you notice a stall in your team’s productivity? Being a team leader can be a double-edged sword from time to time. However, SMART goals can come to your rescue even in this situation. 

To help you get started, ensure your goal to boost your team’s productivity is:

• Specific : I want to motivate my team to improve their productivity by 50%.
• Measurable : 50% of increased productivity will trigger a 50% faster project turnaround.
• Attainable : I’ll use team management software and supply my team with the right productivity tools to help them out.
• Relevant : Higher productivity means faster project turnaround, and faster project turnaround leads to satisfied clients. Satisfied clients bring good word of mouth, so we’ll likely land more clients because of it. As a result, team morale would increase, so they’ll feel encouraged to keep up the good work.
• Time-bound : I want to see the expected increase in productivity 6 months from now.

Discover more interesting aspects of team management and how it can affect performance right here:

• The Complete Team Management Guide

Example #5: SMART goal for weight loss and fitness

You know that I’m-hitting-the-gym-next-Monday attitude never got you anywhere. Most people (including myself) consider going to the gym or exercising in any form as exhausting. In other words, we most frequently see exercise as something that requires a ton of will and determination. 

Although it’s not easy, setting a goal based on the SMART goal concept can make it much more bearable and joyful. 

Once you are on the right track, you’ll regret missing your workouts, even during public holidays. So, be all ears and ensure that your goal is:

• Specific : I want to lose 10 pounds to improve my fitness and athletic performance.
• Measurable : I want to lose belly fat and be able to endure physical activities without getting tired easily.
• Attainable : Suppose there’s a gym near my building with group fitness classes, indoor cycling, a weight loss program, Pilates, and more. I’m going to try the weight loss program first to lose some fat and later switch to Pilates to form my body shape. Also, I’m going to avoid fast food and late-night snacking.
• Relevant : I like to look nice in my clothes, and physical appearance matters to me. Fast food is high in cholesterol, and high cholesterol runs in my family. As a consequence, I need to be extra cautious.
• Time-bound : I need to go to the gym 3 times a week, go places on foot, and hopefully lose 10 pounds within 2 to 3 months. This is a healthier plan since — if I lose weight in a short time — I will gain it all back eventually.

Learn a thing or two about how physical and mental fitness can help you become more productive and reach your goals:

• 10 Productivity exercises for body and mind

SMART goal templates

Skilfully crafted SMART goal templates and SMART goal worksheets can serve as your quick and efficient generator of — you guessed it — SMART goals. 

In the following section, you’ll find different examples of templates, including:

• Leadership SMART goals examples,
• Time management SMART goals examples,
• SMART goals examples for employees, 
• Productivity SMART goals examples, and more.

In fact, these SMART goals templates and SMART goals worksheets provide the outline for your SMART goal setting. As a result, you’ll just need to follow the said outline and fill it out with your data. It’s a fast and efficient alternative to creating and following your template or making plans without one.

Basic SMART Goal Template

The first of 10, the Basic SMART Goal Template is a simple yet powerful way to get a bird’s-eye view of your goal. 

The straightforward design of this template allows you to easily identify the key components of your goal. If you use the Basic SMART Goal Template, you are taking the first step towards your professional or business goal.

What is the Basic SMART Goal Template about? 

The Basic SMART Goal Template is divided into 5 sections, each representing a letter of the SMART acronym: 

• Specific, 
• Measurable, 
• Attainable, 
• Relevant, and 
• Time-bound.

How to use the Basic SMART Goal Template?

Answer 1 or 2 questions for each section to determine whether the said goal is worth your time. Next, think about if you missed some important aspects and rewrite where applicable.

Who should use the Basic SMART Goal Template? 

This SMART goal template is perfect for people who want a simple approach to setting their goals.

⬇️ Download the Basic SMART Goal Template PDF

⬇️ Download the Basic SMART Goal Template Google Docs

⬇️ Download the Basic SMART Goal Template Excel

⬇️ Download the Basic SMART Goal Template Google Sheets

Basic SMART Goal Template (+ Problems)

The next on our list, the Basic SMART Goal Template (+ Problems) is same as the previous template — just on steroids. 

This template is an effective tool for setting and achieving goals. The Basic SMART Goal Template (+ Problems) gives you deeper insights into the resources and persons who may assist you in reaching your goals.

What is the Basic SMART Goal Template (+ Problems) about? 

The Basic SMART Goal Template (+ Problems) is divided into 5 sections on 2 pages each. 

The first page consists of questions to understand the problems you face. The second page is made up of a cheat sheet that can help you solve those problems.

How to use the Basic SMART Goal Template (+ Problems)?

Answer 1 or 2 questions for each section to determine whether the said goal is worth your time. Next, think about the problems you may encounter as you work toward the said goal — and try to solve them before they happen.

Who should use the Basic SMART Goal Template (+Problems)? 

This SMART goal template does wonders for preventing potential problems with your goal (if you want a simple SMART breakdown of your goal). The Basic SMART Goal Template (+Problems) is perfect for businesses and individuals who want to predict financial and organizational issues.

⬇️ Download the Basic SMART Goal Template (+ Problems) PDF

⬇️ Download the Basic SMART Goal Template (+ Problems) Google Docs

⬇️ Download the Basic SMART Goal Template (+ Problems) Excel

⬇️ Download the Basic SMART Goal Template (+ Problems) Google Sheets

Simple SMART Goal Template

The Simple SMART Goal Template is a more relatable and direct template with phrases that anyone can fill out fast. 

Yet, it’s fairly simple and can only get you so far. That said, it’s an awesome first step to get you started on setting your SMART goals!

What is the Simple SMART Goal Template about? 

The Simple SMART Goal Template lets you determine why you want to pursue your goal — and start planning your goal. It’s a simple illustration of your SMART goal.

How to use the Simple SMART Goal Template?

Answer each question in as much detail as possible. As soon as you’re done, consider if you’ve left out any important information – and add it accordingly.

Who should use the Simple SMART Goal Template? 

This SMART Goal Template is perfect for people who want to set SMART goals but don’t necessarily want to answer to SMART criteria.

⬇️ Download the Simple SMART Goal Template PDF

⬇️ Download the Simple SMART Goal Template Google Docs

⬇️ Download the Simple SMART Goal Template Excel

⬇️ Download the Simple SMART Goal Template Google Sheets

Elaborate SMART Goal Template

The Elaborate SMART Goal Template guides you through your thought process with in-depth prompts. 

This template takes you beyond superficial goal-setting. In other words, the Elaborate SMART Goal Template digs deeper into your potential, desires, and plans.

What is the Elaborate SMART Goal Template about? 

The Elaborate SMART Goal Template is divided into 5 sections, each representing a letter of the SMART acronym:

How to use the Elaborate SMART Goal Template?

After downloading your preferred template, answer a detailed list of questions for each section to determine whether the said goal is worth your time. You may also need to tweak your answers as you go, and that’s totally fine.

Who should use the Elaborate SMART Goal Template? 

This SMART Goal Template is perfect for people who need more pointers on whether the goal they want to pursue is SMART or not.

⬇️ Download the Elaborate SMART Goal Template PDF

⬇️ Download the Elaborate SMART Goal Template Google Docs

⬇️ Download the Elaborate SMART Goal Template Excel

⬇️ Download the Elaborate SMART Goal Template Google Sheets

Elaborate SMART Goal Template (+ Problems)

The Elaborate SMART Goal Template (+ Problems) is a helpful tool to establish problem areas and solve each. 

The template contains useful prompts on resources and people you can check in with to help you reach your goals faster.

What is the Elaborate SMART Goal Template (+ Problems) about? 

The Elaborate SMART Goal Template (+ Problems) consists of 5 sections on 2 pages each. 

The first page features a series of questions of the SMART framework. In contrast, the second page consists of a cheat sheet for solving problems you established on the first page.

How to use the Elaborate SMART Goal Template (+ Problems)?

Answer a detailed list of questions for each section to determine whether the said goal is worth your time. After that, think about the problems you may face as you work toward the said goal — and try to solve them before they happen.

Who should use the Elaborate SMART Goal Template (+ Problems)?  

This SMART goal template is great for preventing potential problems with your goal — in case you want a more detailed SMART breakdown of your goal. The Elaborate SMART Goal Template (+ Problems) is perfect for businesses and individuals who want to explore financial and organizational concerns in depth.

⬇️ Download the Elaborate SMART Goal Template (+ Problems) PDF

⬇️ Download the Elaborate SMART Goal Template (+ Problems) Google Docs

⬇️ Download the Elaborate SMART Goal Template (+ Problems) Excel

⬇️ Download the Elaborate SMART Goal Template (+ Problems) Google Sheets

SMART Goal Tree Template

The SMART Goal Tree Template is a nugget of gold on our list of SMART goal templates. 

It’s a treasure trove of valuable insights and direct measurement tools to reach your goals in an efficient and effective manner. 

What is the SMART Goal Tree Template about? 

The SMART Goal Tree Template helps you select and track Key Performance Indicators (KPIs) that tell you how well you’re progressing with your goal.

How to use the SMART Goal Tree Template?

To use this more complex template, set up at least 3 indicators for your goal. Then, insert measures to track progress, and reach the targets. 

For example, the overall goal could be: “Improved customer satisfaction by 50%.”

An indicator for this goal would be: “ The number of calls, requests, and emails taken by customer support and ending in happy resolutions. ”

The 2 measures we can use to calculate the indicator could be: 

• “Professionally and cheerfully handling customer requests, calls, and emails,” and
• “Creating an incentive system for customer support agents to be better in their job”.

Finally, the 2 targets for each measure could be:

• “50% more calls/emails handled more professionally and cheerfully by customer support,” and
• “Managers in the customer support team giving positive employee reviews weekly”.

Who should use the SMART Goal Tree Template? 

You can use this template to measure success in various business areas, such as:

• Customer support, 
• Company finance, 
• Internal processes, and more.

⬇️ Download the SMART Goal Tree Template PDF

⬇️ Download the SMART Goal Tree Template Google Docs

⬇️ Download the SMART Goal Tree Template Excel

⬇️ Download the SMART Goal Tree Template Google Sheets

SMART Action Plan Template (+ Action Steps and Responsibilities)

The SMART Action Plan Template (+ Action Steps and Responsibilities) is just what it sounds like. 

This template calls for responsibility and sets out steps on your way to reaching your professional and personal goals. In fact, it gives you immediate feedback on whether you’ve reached your objectives in the end.

What is the SMART Action Plan Template (+ Action Steps and Responsibilities) about?  

The SMART Action Plan Template (+ Action Steps and Responsibilities) lets you determine the value of a goal by asking you to explain how or why the said goal is:

• Time-bound. 

Then, you can add the person responsible for the said goal and lay out the steps you need to go through to reach success.

How to use SMART Action Plan Template (+ Action Steps and Responsibilities)?

After downloading this action plan template, respond to each prompt and fill out the steps you need to complete to reach your goal. Also, you can name the responsible persons or entities that need to help you on this journey.

Remember that nothing is set in stone, and you can always rewrite it if you spot inconsistencies or flaws in your original plan.

Who should use the SMART Action Plan Template (+ Action Steps and Responsibilities)? 

Great for teamwork within a project where each teammate has different goals and responsibilities that together tie into one greater purpose. Also great for goals that imply a specific set of steps (or tasks) you need to tackle to reach them.

⬇️ Download the SMART Action Plan Template (+ Action Steps and Responsibilities) PDF

⬇️ Download the SMART Action Plan Template (+ Action Steps and Responsibilities) Google Docs

⬇️ Download the SMART Action Plan Template (+ Action Steps and Responsibilities) Excel

⬇️ Download the SMART Action Plan Template (+ Action Steps and Responsibilities) Google Sheets

New Year SMART Goal Template

The New Year SMART Goal Template prompts you to provide an overview of your personal and professional aspirations for the coming year. 

As a result, this template goes above and beyond to explore which goals you truly want to pursue — or not.

The New Year SMART Goal Template requires that you make a bit of a long-term commitment.

What is the New Year SMART Goal Template about? 

The New Year SMART Goal Template lets you define SMART goals for your:

• Personal growth, 
• Health, 
• Business life, 
• Family and friends, 
• Travels, 
• Hobbies, and 
• New purchases in the new year.

How to use the New Year SMART Goal Template?

As soon as you download your preferred format, answer the prompts in as much detail as possible. 

For example, in the Personal growth section, you can list things such as “Start meditating every day for 30 minutes” or “Read 20 book pages daily” and go from there.

Who should use the New Year SMART Goal Template? 

This template is perfect for carrying out your New Year’s resolutions. So, you can be a university student, a freelancer, or anyone else pursuing goals in the coming year.

⬇️ Download the New Year SMART Goal Template PDF

⬇️ Download the New Year SMART Goal Template Google Docs

⬇️ Download the New Year SMART Goal Template Excel

⬇️ Download the New Year SMART Goal Template Google Sheets

SMART Goal Template for Project Managers

The SMART Goal Template for Project Managers is a clear, concise, and descriptive tool to get to the hows and whys of your project management goals. 

In turn, it helps you lead your team and create a roadmap for success in a short period.

What is the SMART Goal Template for Project Managers about?  

The SMART Goal Template for Project Managers consists of 5 sections. 

With this template, you can assess each goal you want to assign to a team member. In fact, you can decide whether the goal needs redefining or even whether it’s worthwhile (or unattainable by the assigned team member) in the first place.

How to use the SMART Goal Template for Project Managers?

Answer 2 questions per section to set and define a goal any project manager might face. Similarly, remember that you can tinker with the details and rewrite anything you deem necessary at any point during the process.

Who should use the SMART Goal Template for Project Managers? 

This SMART goal template is perfect for managers who are currently defining the goals and objectives of a project. You can also consider this template as a way to establish SMART goals for better time management.

⬇️ Download the SMART Goal Template for Project Managers PDF

⬇️ Download the SMART Goal Template for Project Managers Google Docs

⬇️ Download the SMART Goal Template for Project Managers Excel

⬇️ Download the SMART Goal Template for Project Managers Google Sheets

SMART Goal Template (+ Rewards/Motivations) 

Last but not least, the SMART Goal Template (+ Rewards/Motivations) presents a powerful tool for learning what motivates you to reach your goals. 

By taking the time to understand what drives you, you can tap into your intrinsic motivation and stay focused on your short-term and long-term goals even when things get tough.

What is the SMART Goal Template (+ Rewards/Motivations) about? 

The SMART Goal Template (+ Rewards/Motivations) lets you assess whether a goal is specific, measurable, attainable, relevant, and time-bound. 

Then, you can define the motivations and rewards that stand behind your pursuit of the said goal.

How to use the SMART Goal Template (+ Rewards/Motivations)?

To get to the bottom of your rewards and motivations, simply respond to 5 questions from the SMART framework, followed by 2 questions on how you’ll make the goal motivating and rewarding. 

Who should use the SMART Goal Template (+ Rewards/Motivations)? 

Rewards are important to keep you motivated enough to pursue a goal. I suggest you pick this SMART goal template if you want to define specific rewards that await you when you reach a goal.

⬇️ Download the SMART Goal Template (+ Rewards/Motivations) PDF

⬇️ Download the SMART Goal Template (+ Rewards/Motivations) Google Docs

⬇️ Download the SMART Goal Template (+ Rewards/Motivations) Excel

⬇️ Download the SMART Goal Template (+ Rewards/Motivations) Google Sheets

Estimate task and project duration better — with Clockify

Our last quick tip on handling your goals is this: Limit how much time you allocate to tasks and projects.

Hear us out. 

You can use time management software like Clockify to block out parts of the workday and complete your workload. To create tasks, follow these steps:

• Go to a project you’re working on,
• Open the Tasks tab in the project,
• Type your preferred task name, and

After you’ve completed these steps, you can insert them into your Clockify calendar (like below). In fact, you’ll be able to move, split, and resize each task and project as you see fit.

If your task takes longer than you expected, you can use this knowledge to make better time estimates for future goals. In any case, you’ll be able to set more realistic objectives.

Now, imagine hitting your goals not just on time but ahead of schedule. Sounds good?

Optimize your daily routines, reach professional milestones, and gain greater clarity on projects and tasks.

Marija Kojic is a productivity writer who's always researching about various productivity techniques and time management tips in order to find the best ones to write about. She can often be found testing and writing about apps meant to enhance the workflow of freelancers, remote workers, and regular employees. Appeared in G2 Crowd Learning Hub, The Good Men Project, and Pick the Brain, among other places.

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Effective problem statements have these 5 components

We’ve all encountered problems on the job. After all, that’s what a lot of work is about. Solving meaningful problems to help improve something. 

Developing a problem statement that provides a brief description of an issue you want to solve is an important early step in problem-solving .

It sounds deceptively simple. But creating an effective problem statement isn’t that easy, even for a genius like Albert Einstein. Given one hour to work on a problem, he’d spend 55 minutes thinking about the problem and five minutes finding solutions. (Or so the story goes.)

Einstein was probably exaggerating to make a point. But considering his success in solving complex problems, we think he was on to something. 

As humans, we’re wired to jump past the problem and go directly to the solution stage. In emergencies, this behavior can be lifesaving, as in leaping out of the way of a speeding car. But when dealing with longer-range issues in the workplace, this can lead to bad decisions or half-baked solutions. 

That’s where problem statements come in handy. They help to meaningfully outline objectives to reach effective solutions. Knowing how to develop a great problem statement is also a valuable tool for honing your management skills .

But what exactly is a problem statement, when should you use one, and how do you go about writing one? In this article, we'll answer those questions and give you some tips for writing effective problem statements. Then you'll be ready to take on more challenges large and small.

What is a problem statement?

First, let’s start by defining a problem statement. 

A problem statement is a short, clear explanation of an issue or challenge that sums up what you want to change. It helps you, team members, and other stakeholders to focus on the problem, why it’s important, and who it impacts. 

A good problem statement should create awareness and stimulate creative thinking . It should not identify a solution or create a bias toward a specific strategy.

Taking time to work on a problem statement is a great way to short-circuit the tendency to rush to solutions. It helps to make sure you’re focusing on the right problem and have a well-informed understanding of the root causes. The process can also help you take a more proactive than reactive approach to problem-solving . This can help position you and your team to avoid getting stuck in constant fire-fighting mode. That way, you can take advantage of more growth opportunities.  

When to use a problem statement

The best time to create a problem statement is before you start thinking of solutions. If you catch yourself or your team rushing to the solution stage when you’re first discussing a problem, hit the brakes. Go back and work on the statement of the problem to make sure everyone understands and agrees on what the real problem is. 

Here are some common situations where writing problem statements might come in handy: 

• Writing an executive summary for a project proposal or research project
• Collaborating   on a cross-functional project with several team members
• Defining the customer issue that a proposed product or service aims to solve
• Using design thinking to improve user experience
• Tackling a problem that previous actions failed to solve 

How to identify a problem statement

Like the unseen body of an iceberg, the root cause of a specific problem isn’t always obvious. So when developing a problem statement, how do you go about identifying the true, underlying problem?

These two steps will help you uncover the root cause of a problem :

• Collect information from the research and previous experience with the problem
• Talk to multiple stakeholders who are impacted by the problem

People often perceive problems differently. Interviewing stakeholders will help you understand the problem from diverse points of view. It can also help you develop some case studies to illustrate the problem. 

Combining these insights with research data will help you identify root causes more accurately. In turn, this methodology will help you craft a problem statement that will lead to more viable solutions. 

What are problem statements used for?

You can use problem statements for a variety of purposes. For an organization, it might be solving customer and employee issues. For the government, it could be improving public health. For individuals, it can mean enhancing their own personal well-being . Generally, problem statements can be used to:

• Identify opportunities for improvement
• Focus on the right problems or issues to launch more successful initiatives – a common challenge in leadership
• Help you communicate a problem to others who need to be involved in finding a solution
• Serve as the basis for developing an action plan or goals that need to be accomplished to help solve the problem
• Stimulate thinking outside the box  and other types of creative brainstorming techniques

3 examples of problem statements

When you want to be sure you understand a concept or tool, it helps to see an example. There can also be some differences in opinion about what a problem statement should look like. For instance, some frameworks include a proposed solution as part of the problem statement. But if the goal is to stimulate fresh ideas, it’s better not to suggest a solution within the problem statement. 

In our experience, an effective problem statement is brief, preferably one sentence. It’s also specific and descriptive without being prescriptive. 

Here are three problem statement examples. While these examples represent three types of problems or goals, keep in mind that there can be many other types of problem statements.        

Example Problem Statement 1: The Status Quo Problem Statement

Example: 

The average customer service on-hold time for Example company exceeds five minutes during both its busy and slow seasons.

This can be used to describe a current pain point within an organization that may need to be addressed. Note that the statement specifies that the issue occurs during the company’s slow time as well as the busy season. This is helpful in performing the root cause analysis and determining how this problem can be solved. 

The average customer service on-hold time for Example company exceeds five minutes during both its busy and slow seasons. The company is currently understaffed and customer service representatives are overwhelmed.

Background:

Example company is facing a significant challenge in managing their customer service on-hold times. In the past, the company had been known for its efficient and timely customer service, but due to a combination of factors, including understaffing and increased customer demand, the on-hold times have exceeded five minutes consistently. This has resulted in frustration and dissatisfaction among customers, negatively impacting the company's reputation and customer loyalty.

Reducing the on-hold times for customer service callers is crucial for Example company. Prolonged waiting times have a detrimental effect on customer satisfaction and loyalty, leading to potential customer churn and loss of revenue. Additionally, the company's declining reputation in terms of customer service can have a lasting impact on its competitive position in the market. Addressing this problem is of utmost importance to improve customer experience and maintain a positive brand image.

Objectives:

The primary objective of this project is to reduce the on-hold times for customer service callers at Example company. The specific objectives include:

• Analyzing the current customer service workflow and identifying bottlenecks contributing to increased on-hold times.
• Assessing the staffing levels and resource allocation to determine the extent of understaffing and its impact on customer service.
• Developing strategies and implementing measures to optimize the customer service workflow and reduce on-hold times.
• Monitoring and evaluating the effectiveness of the implemented measures through key performance indicators (KPIs) such as average on-hold time, customer satisfaction ratings, and customer feedback.
• Establishing a sustainable approach to maintain reduced on-hold times, taking into account both busy and slow seasons, through proper resource planning, training, and process improvements.

Example Problem Statement 2: The Destination Problem Statement

Leaders at Example company want to increase net revenue for its premium product line of widgets by 5% for the next fiscal year. 

This approach can be used to describe where an organization wants to be in the future. This type of problem statement is useful for launching initiatives to help an organization achieve its desired state. 

Like creating SMART goals , you want to be as specific as possible. Note that the statement specifies “net revenue” instead of “gross revenue." This will help keep options open for potential actions. It also makes it clear that merely increasing sales is not an acceptable solution if higher marketing costs offset the net gains. 

Leaders at Example company aim to increase net revenue for its premium product line of widgets by 5% for the next fiscal year. However, the company currently lacks the necessary teams to tackle this objective effectively. To achieve this growth target, the company needs to expand its marketing and PR teams, as well as its product development teams, to prepare for scaling. 

Example company faces the challenge of generating a 5% increase in net revenue for its premium product line of widgets in the upcoming fiscal year. Currently, the company lacks the required workforce to drive this growth. Without adequate staff in the marketing, PR, and product development departments, the company's ability to effectively promote, position, and innovate its premium product line will be hindered. To achieve this kind of growth, it is essential that Example company expands teams, enhances capabilities, and strategically taps into the existing pool of loyal customers.

Increasing net revenue for the premium product line is crucial for Example company's overall business success. Failure to achieve the targeted growth rate can lead to missed revenue opportunities and stagnation in the market. By expanding the marketing and PR teams, Example company can strengthen its brand presence, effectively communicate the value proposition of its premium product line, and attract new customers.

Additionally, expanding the product development teams will enable the company to introduce new features and innovations, further enticing existing and potential customers. Therefore, addressing the workforce shortage and investing in the necessary resources are vital for achieving the revenue growth objective.

The primary objective of this project is to increase net revenue for Example company's premium product line of widgets by 5% in the next fiscal year. The specific objectives include:

• Assessing the current workforce and identifying the gaps in the marketing, PR, and product development teams.
• Expanding the marketing and PR teams by hiring skilled professionals who can effectively promote the premium product line and engage with the target audience.
• Strengthening the product development teams by recruiting qualified individuals who can drive innovation, enhance product features, and meet customer demands.
• Developing a comprehensive marketing and PR strategy to effectively communicate the value proposition of the premium product line and attract new customers.
• Leveraging the existing base of loyal customers to increase repeat purchases, referrals, and brand advocacy.
• Allocating sufficient resources, both time and manpower, to support the expansion and scaling efforts required to achieve the ambitious revenue growth target.
• Monitoring and analyzing key performance indicators (KPIs) such as net revenue, customer acquisition, customer retention, and customer satisfaction to measure the success of the growth initiatives.
• Establishing a sustainable plan to maintain the increased revenue growth beyond the next fiscal year by implementing strategies for continuous improvement and adaptation to market dynamics.

Example Problem Statement 3 The Stakeholder Problem Statement

In the last three quarterly employee engagement surveys , less than 30% of employees at Eample company stated that they feel valued by the company. This represents a 20% decline compared to the same period in the year prior. 

This strategy can be used to describe how a specific stakeholder group views the organization. It can be useful for exploring issues and potential solutions that impact specific groups of people. 

Note the statement makes it clear that the issue has been present in multiple surveys and it's significantly worse than the previous year. When researching root causes, the HR team will want to zero in on factors that changed since the previous year.

In the last three quarterly employee engagement surveys, less than 30% of employees at the Example company stated that they feel valued by the company. This indicates a significant decline of 20% compared to the same period in the previous year.

The company aspires to reduce this percentage further to under 10%. However, achieving this goal would require filling specialized roles and implementing substantial cultural changes within the organization.

Example company is facing a pressing issue regarding employee engagement and perceived value within the company. Over the past year, there has been a notable decline in the percentage of employees who feel valued. This decline is evident in the results of the quarterly employee engagement surveys, which consistently show less than 30% of employees reporting a sense of value by the company.

This decline of 20% compared to the previous year's data signifies a concerning trend. To address this problem effectively, Example company needs to undertake significant measures that go beyond superficial changes and necessitate filling specialized roles and transforming the company culture.

Employee engagement and a sense of value are crucial for organizational success. When employees feel valued, they tend to be more productive, committed, and motivated. Conversely, a lack of perceived value can lead to decreased morale, increased turnover rates, and diminished overall performance.

By addressing the decline in employees feeling valued, Example company can improve employee satisfaction, retention, and ultimately, overall productivity. Achieving the desired reduction to under 10% is essential to restore a positive work environment and build a culture of appreciation and respect.

The primary objective of this project is to increase the percentage of employees who feel valued by Example company, aiming to reduce it to under 10%. The specific objectives include:

• Conducting a comprehensive analysis of the factors contributing to the decline in employees feeling valued, including organizational policies, communication practices, leadership styles, and cultural norms.
• Identifying and filling specialized roles, such as employee engagement specialists or culture change agents, who can provide expertise and guidance in fostering a culture of value and appreciation.
• Developing a holistic employee engagement strategy that encompasses various initiatives, including training programs, recognition programs, feedback mechanisms, and communication channels, to enhance employee value perception.
• Implementing cultural changes within the organization that align with the values of appreciation, respect, and recognition, while fostering an environment where employees feel valued.
• Communicating the importance of employee value and engagement throughout all levels of the organization, including leadership teams, managers, and supervisors, to ensure consistent messaging and support.
• Monitoring progress through regular employee surveys, feedback sessions, and key performance indicators (KPIs) related to employee satisfaction, turnover rates, and overall engagement levels.
• Providing ongoing support, resources, and training to managers and supervisors to enable them to effectively recognize and appreciate their teams and foster a culture of value within their respective departments.
• Establishing a sustainable framework for maintaining high employee value perception in the long term, including regular evaluation and adaptation of employee engagement initiatives to address evolving needs and expectations.

What are the 5 components of a problem statement?

In developing a problem statement, it helps to think like a journalist by focusing on the five Ws: who, what, when, where, and why or how. Keep in mind that every statement may not explicitly include each component. But asking these questions is a good way to make sure you’re covering the key elements:

• Who: Who are the stakeholders that are affected by the problem?
• What: What is the current state, desired state, or unmet need? 
• When: When is the issue occurring or what is the timeframe involved?
• Where: Where is the problem occurring? For example, is it in a specific department, location, or region?
• Why: Why is this important or worth solving? How is the problem impacting your customers, employees, other stakeholders, or the organization? What is the magnitude of the problem? How large is the gap between the current and desired state? 

How do you write a problem statement?

There are many frameworks designed to help people write a problem statement. One example is outlined in the book, The Conclusion Trap: Four Steps to Better Decisions, ” by Daniel Markovitz. A faculty member at the Lean Enterprise Institute, the author uses many case studies from his work as a business consultant.

To simplify the process, we’ve broken it down into three steps:

1. Gather data and observe

Use data from research and reports, as well as facts from direct observation to answer the five Ws: who, what, when, where, and why. 

Whenever possible, get out in the field and talk directly with stakeholders impacted by the problem. Get a firsthand look at the work environment and equipment. This may mean spending time on the production floor asking employees questions about their work and challenges. Or taking customer service calls to learn more about customer pain points and problems your employees may be grappling with.    

2. Frame the problem properly  

A well-framed problem will help you avoid cognitive bias and open avenues for discussion. It will also encourage the exploration of more options.

A good way to test a problem statement for bias is to ask questions like these:

3. Keep asking why (and check in on the progress)

When it comes to problem-solving, stay curious. Lean on your growth mindset to keep asking why — and check in on the progress. 

Asking why until you’re satisfied that you’ve uncovered the root cause of the problem will help you avoid ineffective band-aid solutions.

Refining your problem statements

When solving any sort of problem, there’s likely a slew of questions that might arise for you. In order to holistically understand the root cause of the problem at hand, your workforce needs to stay curious. 

An effective problem statement creates the space you and your team need to explore, gain insight, and get buy-in before taking action.

If you have embarked on a proposed solution, it’s also important to understand that solutions are malleable. There may be no single best solution. Solutions can change and adapt as external factors change, too. It’s more important than ever that organizations stay agile . This means that interactive check-ins are critical to solving tough problems. By keeping a good pulse on your course of action, you’ll be better equipped to pivot when the time comes to change. 

BetterUp can help. With access to virtual coaching , your people can get personalized support to help solve tough problems of the future.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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35 problem-solving techniques and methods for solving complex problems

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All teams and organizations encounter challenges as they grow. There are problems that might occur for teams when it comes to miscommunication or resolving business-critical issues . You may face challenges around growth , design , user engagement, and even team culture and happiness. In short, problem-solving techniques should be part of every team’s skillset.

Problem-solving methods are primarily designed to help a group or team through a process of first identifying problems and challenges , ideating possible solutions , and then evaluating the most suitable .

Finding effective solutions to complex problems isn’t easy, but by using the right process and techniques, you can help your team be more efficient in the process.

So how do you develop strategies that are engaging, and empower your team to solve problems effectively?

In this blog post, we share a series of problem-solving tools you can use in your next workshop or team meeting. You’ll also find some tips for facilitating the process and how to enable others to solve complex problems.

Let’s get started! 

How do you identify problems?

How do you identify the right solution.

• Tips for more effective problem-solving

Complete problem-solving methods

• Problem-solving techniques to identify and analyze problems
• Problem-solving techniques for developing solutions

Problem-solving warm-up activities

Closing activities for a problem-solving process.

Before you can move towards finding the right solution for a given problem, you first need to identify and define the problem you wish to solve. 

Here, you want to clearly articulate what the problem is and allow your group to do the same. Remember that everyone in a group is likely to have differing perspectives and alignment is necessary in order to help the group move forward. 

Identifying a problem accurately also requires that all members of a group are able to contribute their views in an open and safe manner. It can be scary for people to stand up and contribute, especially if the problems or challenges are emotive or personal in nature. Be sure to try and create a psychologically safe space for these kinds of discussions.

Remember that problem analysis and further discussion are also important. Not taking the time to fully analyze and discuss a challenge can result in the development of solutions that are not fit for purpose or do not address the underlying issue.

Successfully identifying and then analyzing a problem means facilitating a group through activities designed to help them clearly and honestly articulate their thoughts and produce usable insight.

With this data, you might then produce a problem statement that clearly describes the problem you wish to be addressed and also state the goal of any process you undertake to tackle this issue.  

Finding solutions is the end goal of any process. Complex organizational challenges can only be solved with an appropriate solution but discovering them requires using the right problem-solving tool.

After you’ve explored a problem and discussed ideas, you need to help a team discuss and choose the right solution. Consensus tools and methods such as those below help a group explore possible solutions before then voting for the best. They’re a great way to tap into the collective intelligence of the group for great results!

Remember that the process is often iterative. Great problem solvers often roadtest a viable solution in a measured way to see what works too. While you might not get the right solution on your first try, the methods below help teams land on the most likely to succeed solution while also holding space for improvement.

Every effective problem solving process begins with an agenda . A well-structured workshop is one of the best methods for successfully guiding a group from exploring a problem to implementing a solution.

In SessionLab, it’s easy to go from an idea to a complete agenda . Start by dragging and dropping your core problem solving activities into place . Add timings, breaks and necessary materials before sharing your agenda with your colleagues.

The resulting agenda will be your guide to an effective and productive problem solving session that will also help you stay organized on the day!

Tips for more effective problem solving

Problem-solving activities are only one part of the puzzle. While a great method can help unlock your team’s ability to solve problems, without a thoughtful approach and strong facilitation the solutions may not be fit for purpose.

Let’s take a look at some problem-solving tips you can apply to any process to help it be a success!

Clearly define the problem

Jumping straight to solutions can be tempting, though without first clearly articulating a problem, the solution might not be the right one. Many of the problem-solving activities below include sections where the problem is explored and clearly defined before moving on.

This is a vital part of the problem-solving process and taking the time to fully define an issue can save time and effort later. A clear definition helps identify irrelevant information and it also ensures that your team sets off on the right track.

Don’t jump to conclusions

It’s easy for groups to exhibit cognitive bias or have preconceived ideas about both problems and potential solutions. Be sure to back up any problem statements or potential solutions with facts, research, and adequate forethought.

The best techniques ask participants to be methodical and challenge preconceived notions. Make sure you give the group enough time and space to collect relevant information and consider the problem in a new way. By approaching the process with a clear, rational mindset, you’ll often find that better solutions are more forthcoming.  

Try different approaches  

Problems come in all shapes and sizes and so too should the methods you use to solve them. If you find that one approach isn’t yielding results and your team isn’t finding different solutions, try mixing it up. You’ll be surprised at how using a new creative activity can unblock your team and generate great solutions.

Don’t take it personally 

Depending on the nature of your team or organizational problems, it’s easy for conversations to get heated. While it’s good for participants to be engaged in the discussions, ensure that emotions don’t run too high and that blame isn’t thrown around while finding solutions.

You’re all in it together, and even if your team or area is seeing problems, that isn’t necessarily a disparagement of you personally. Using facilitation skills to manage group dynamics is one effective method of helping conversations be more constructive.

Get the right people in the room

Your problem-solving method is often only as effective as the group using it. Getting the right people on the job and managing the number of people present is important too!

If the group is too small, you may not get enough different perspectives to effectively solve a problem. If the group is too large, you can go round and round during the ideation stages.

Creating the right group makeup is also important in ensuring you have the necessary expertise and skillset to both identify and follow up on potential solutions. Carefully consider who to include at each stage to help ensure your problem-solving method is followed and positioned for success.

Document everything

The best solutions can take refinement, iteration, and reflection to come out. Get into a habit of documenting your process in order to keep all the learnings from the session and to allow ideas to mature and develop. Many of the methods below involve the creation of documents or shared resources. Be sure to keep and share these so everyone can benefit from the work done!

Bring a facilitator 

Facilitation is all about making group processes easier. With a subject as potentially emotive and important as problem-solving, having an impartial third party in the form of a facilitator can make all the difference in finding great solutions and keeping the process moving. Consider bringing a facilitator to your problem-solving session to get better results and generate meaningful solutions!

Develop your problem-solving skills

It takes time and practice to be an effective problem solver. While some roles or participants might more naturally gravitate towards problem-solving, it can take development and planning to help everyone create better solutions.

You might develop a training program, run a problem-solving workshop or simply ask your team to practice using the techniques below. Check out our post on problem-solving skills to see how you and your group can develop the right mental process and be more resilient to issues too!

Design a great agenda

Workshops are a great format for solving problems. With the right approach, you can focus a group and help them find the solutions to their own problems. But designing a process can be time-consuming and finding the right activities can be difficult.

Check out our workshop planning guide to level-up your agenda design and start running more effective workshops. Need inspiration? Check out templates designed by expert facilitators to help you kickstart your process!

In this section, we’ll look at in-depth problem-solving methods that provide a complete end-to-end process for developing effective solutions. These will help guide your team from the discovery and definition of a problem through to delivering the right solution.

If you’re looking for an all-encompassing method or problem-solving model, these processes are a great place to start. They’ll ask your team to challenge preconceived ideas and adopt a mindset for solving problems more effectively.

• Six Thinking Hats
• Lightning Decision Jam
• Problem Definition Process
• Discovery & Action Dialogue

Design Sprint 2.0

• Open Space Technology

1. Six Thinking Hats

Individual approaches to solving a problem can be very different based on what team or role an individual holds. It can be easy for existing biases or perspectives to find their way into the mix, or for internal politics to direct a conversation.

Six Thinking Hats is a classic method for identifying the problems that need to be solved and enables your team to consider them from different angles, whether that is by focusing on facts and data, creative solutions, or by considering why a particular solution might not work.

Like all problem-solving frameworks, Six Thinking Hats is effective at helping teams remove roadblocks from a conversation or discussion and come to terms with all the aspects necessary to solve complex problems.

2. Lightning Decision Jam

Featured courtesy of Jonathan Courtney of AJ&Smart Berlin, Lightning Decision Jam is one of those strategies that should be in every facilitation toolbox. Exploring problems and finding solutions is often creative in nature, though as with any creative process, there is the potential to lose focus and get lost.

Unstructured discussions might get you there in the end, but it’s much more effective to use a method that creates a clear process and team focus.

In Lightning Decision Jam, participants are invited to begin by writing challenges, concerns, or mistakes on post-its without discussing them before then being invited by the moderator to present them to the group.

From there, the team vote on which problems to solve and are guided through steps that will allow them to reframe those problems, create solutions and then decide what to execute on. 

By deciding the problems that need to be solved as a team before moving on, this group process is great for ensuring the whole team is aligned and can take ownership over the next stages. 

Lightning Decision Jam (LDJ)   #action   #decision making   #problem solving   #issue analysis   #innovation   #design   #remote-friendly   The problem with anything that requires creative thinking is that it’s easy to get lost—lose focus and fall into the trap of having useless, open-ended, unstructured discussions. Here’s the most effective solution I’ve found: Replace all open, unstructured discussion with a clear process. What to use this exercise for: Anything which requires a group of people to make decisions, solve problems or discuss challenges. It’s always good to frame an LDJ session with a broad topic, here are some examples: The conversion flow of our checkout Our internal design process How we organise events Keeping up with our competition Improving sales flow

3. Problem Definition Process

While problems can be complex, the problem-solving methods you use to identify and solve those problems can often be simple in design. 

By taking the time to truly identify and define a problem before asking the group to reframe the challenge as an opportunity, this method is a great way to enable change.

Begin by identifying a focus question and exploring the ways in which it manifests before splitting into five teams who will each consider the problem using a different method: escape, reversal, exaggeration, distortion or wishful. Teams develop a problem objective and create ideas in line with their method before then feeding them back to the group.

This method is great for enabling in-depth discussions while also creating space for finding creative solutions too!

Problem Definition   #problem solving   #idea generation   #creativity   #online   #remote-friendly   A problem solving technique to define a problem, challenge or opportunity and to generate ideas.

4. The 5 Whys 

Sometimes, a group needs to go further with their strategies and analyze the root cause at the heart of organizational issues. An RCA or root cause analysis is the process of identifying what is at the heart of business problems or recurring challenges. 

The 5 Whys is a simple and effective method of helping a group go find the root cause of any problem or challenge and conduct analysis that will deliver results. 

By beginning with the creation of a problem statement and going through five stages to refine it, The 5 Whys provides everything you need to truly discover the cause of an issue.

The 5 Whys   #hyperisland   #innovation   This simple and powerful method is useful for getting to the core of a problem or challenge. As the title suggests, the group defines a problems, then asks the question “why” five times, often using the resulting explanation as a starting point for creative problem solving.

5. World Cafe

World Cafe is a simple but powerful facilitation technique to help bigger groups to focus their energy and attention on solving complex problems.

World Cafe enables this approach by creating a relaxed atmosphere where participants are able to self-organize and explore topics relevant and important to them which are themed around a central problem-solving purpose. Create the right atmosphere by modeling your space after a cafe and after guiding the group through the method, let them take the lead!

Making problem-solving a part of your organization’s culture in the long term can be a difficult undertaking. More approachable formats like World Cafe can be especially effective in bringing people unfamiliar with workshops into the fold. 

World Cafe   #hyperisland   #innovation   #issue analysis   World Café is a simple yet powerful method, originated by Juanita Brown, for enabling meaningful conversations driven completely by participants and the topics that are relevant and important to them. Facilitators create a cafe-style space and provide simple guidelines. Participants then self-organize and explore a set of relevant topics or questions for conversation.

6. Discovery & Action Dialogue (DAD)

One of the best approaches is to create a safe space for a group to share and discover practices and behaviors that can help them find their own solutions.

With DAD, you can help a group choose which problems they wish to solve and which approaches they will take to do so. It’s great at helping remove resistance to change and can help get buy-in at every level too!

This process of enabling frontline ownership is great in ensuring follow-through and is one of the methods you will want in your toolbox as a facilitator.

Discovery & Action Dialogue (DAD)   #idea generation   #liberating structures   #action   #issue analysis   #remote-friendly   DADs make it easy for a group or community to discover practices and behaviors that enable some individuals (without access to special resources and facing the same constraints) to find better solutions than their peers to common problems. These are called positive deviant (PD) behaviors and practices. DADs make it possible for people in the group, unit, or community to discover by themselves these PD practices. DADs also create favorable conditions for stimulating participants’ creativity in spaces where they can feel safe to invent new and more effective practices. Resistance to change evaporates as participants are unleashed to choose freely which practices they will adopt or try and which problems they will tackle. DADs make it possible to achieve frontline ownership of solutions.

7. Design Sprint 2.0

Want to see how a team can solve big problems and move forward with prototyping and testing solutions in a few days? The Design Sprint 2.0 template from Jake Knapp, author of Sprint, is a complete agenda for a with proven results.

Developing the right agenda can involve difficult but necessary planning. Ensuring all the correct steps are followed can also be stressful or time-consuming depending on your level of experience.

Use this complete 4-day workshop template if you are finding there is no obvious solution to your challenge and want to focus your team around a specific problem that might require a shortcut to launching a minimum viable product or waiting for the organization-wide implementation of a solution.

8. Open space technology

Open space technology- developed by Harrison Owen – creates a space where large groups are invited to take ownership of their problem solving and lead individual sessions. Open space technology is a great format when you have a great deal of expertise and insight in the room and want to allow for different takes and approaches on a particular theme or problem you need to be solved.

Start by bringing your participants together to align around a central theme and focus their efforts. Explain the ground rules to help guide the problem-solving process and then invite members to identify any issue connecting to the central theme that they are interested in and are prepared to take responsibility for.

Once participants have decided on their approach to the core theme, they write their issue on a piece of paper, announce it to the group, pick a session time and place, and post the paper on the wall. As the wall fills up with sessions, the group is then invited to join the sessions that interest them the most and which they can contribute to, then you’re ready to begin!

Everyone joins the problem-solving group they’ve signed up to, record the discussion and if appropriate, findings can then be shared with the rest of the group afterward.

Open Space Technology   #action plan   #idea generation   #problem solving   #issue analysis   #large group   #online   #remote-friendly   Open Space is a methodology for large groups to create their agenda discerning important topics for discussion, suitable for conferences, community gatherings and whole system facilitation

Techniques to identify and analyze problems

Using a problem-solving method to help a team identify and analyze a problem can be a quick and effective addition to any workshop or meeting.

While further actions are always necessary, you can generate momentum and alignment easily, and these activities are a great place to get started.

We’ve put together this list of techniques to help you and your team with problem identification, analysis, and discussion that sets the foundation for developing effective solutions.

Let’s take a look!

• The Creativity Dice
• Fishbone Analysis
• Problem Tree
• SWOT Analysis
• Agreement-Certainty Matrix
• The Journalistic Six
• LEGO Challenge
• What, So What, Now What?
• Journalists

Individual and group perspectives are incredibly important, but what happens if people are set in their minds and need a change of perspective in order to approach a problem more effectively?

Flip It is a method we love because it is both simple to understand and run, and allows groups to understand how their perspectives and biases are formed. 

Participants in Flip It are first invited to consider concerns, issues, or problems from a perspective of fear and write them on a flip chart. Then, the group is asked to consider those same issues from a perspective of hope and flip their understanding.  

No problem and solution is free from existing bias and by changing perspectives with Flip It, you can then develop a problem solving model quickly and effectively.

Flip It!   #gamestorming   #problem solving   #action   Often, a change in a problem or situation comes simply from a change in our perspectives. Flip It! is a quick game designed to show players that perspectives are made, not born.

10. The Creativity Dice

One of the most useful problem solving skills you can teach your team is of approaching challenges with creativity, flexibility, and openness. Games like The Creativity Dice allow teams to overcome the potential hurdle of too much linear thinking and approach the process with a sense of fun and speed. 

In The Creativity Dice, participants are organized around a topic and roll a dice to determine what they will work on for a period of 3 minutes at a time. They might roll a 3 and work on investigating factual information on the chosen topic. They might roll a 1 and work on identifying the specific goals, standards, or criteria for the session.

Encouraging rapid work and iteration while asking participants to be flexible are great skills to cultivate. Having a stage for idea incubation in this game is also important. Moments of pause can help ensure the ideas that are put forward are the most suitable. 

The Creativity Dice   #creativity   #problem solving   #thiagi   #issue analysis   Too much linear thinking is hazardous to creative problem solving. To be creative, you should approach the problem (or the opportunity) from different points of view. You should leave a thought hanging in mid-air and move to another. This skipping around prevents premature closure and lets your brain incubate one line of thought while you consciously pursue another.

11. Fishbone Analysis

Organizational or team challenges are rarely simple, and it’s important to remember that one problem can be an indication of something that goes deeper and may require further consideration to be solved.

Fishbone Analysis helps groups to dig deeper and understand the origins of a problem. It’s a great example of a root cause analysis method that is simple for everyone on a team to get their head around. 

Participants in this activity are asked to annotate a diagram of a fish, first adding the problem or issue to be worked on at the head of a fish before then brainstorming the root causes of the problem and adding them as bones on the fish. 

Using abstractions such as a diagram of a fish can really help a team break out of their regular thinking and develop a creative approach.

Fishbone Analysis   #problem solving   ##root cause analysis   #decision making   #online facilitation   A process to help identify and understand the origins of problems, issues or observations.

12. Problem Tree 

Encouraging visual thinking can be an essential part of many strategies. By simply reframing and clarifying problems, a group can move towards developing a problem solving model that works for them. 

In Problem Tree, groups are asked to first brainstorm a list of problems – these can be design problems, team problems or larger business problems – and then organize them into a hierarchy. The hierarchy could be from most important to least important or abstract to practical, though the key thing with problem solving games that involve this aspect is that your group has some way of managing and sorting all the issues that are raised.

Once you have a list of problems that need to be solved and have organized them accordingly, you’re then well-positioned for the next problem solving steps.

Problem tree   #define intentions   #create   #design   #issue analysis   A problem tree is a tool to clarify the hierarchy of problems addressed by the team within a design project; it represents high level problems or related sublevel problems.

13. SWOT Analysis

Chances are you’ve heard of the SWOT Analysis before. This problem-solving method focuses on identifying strengths, weaknesses, opportunities, and threats is a tried and tested method for both individuals and teams.

Start by creating a desired end state or outcome and bare this in mind – any process solving model is made more effective by knowing what you are moving towards. Create a quadrant made up of the four categories of a SWOT analysis and ask participants to generate ideas based on each of those quadrants.

Once you have those ideas assembled in their quadrants, cluster them together based on their affinity with other ideas. These clusters are then used to facilitate group conversations and move things forward. 

SWOT analysis   #gamestorming   #problem solving   #action   #meeting facilitation   The SWOT Analysis is a long-standing technique of looking at what we have, with respect to the desired end state, as well as what we could improve on. It gives us an opportunity to gauge approaching opportunities and dangers, and assess the seriousness of the conditions that affect our future. When we understand those conditions, we can influence what comes next.

14. Agreement-Certainty Matrix

Not every problem-solving approach is right for every challenge, and deciding on the right method for the challenge at hand is a key part of being an effective team.

The Agreement Certainty matrix helps teams align on the nature of the challenges facing them. By sorting problems from simple to chaotic, your team can understand what methods are suitable for each problem and what they can do to ensure effective results. 

If you are already using Liberating Structures techniques as part of your problem-solving strategy, the Agreement-Certainty Matrix can be an invaluable addition to your process. We’ve found it particularly if you are having issues with recurring problems in your organization and want to go deeper in understanding the root cause. 

Agreement-Certainty Matrix   #issue analysis   #liberating structures   #problem solving   You can help individuals or groups avoid the frequent mistake of trying to solve a problem with methods that are not adapted to the nature of their challenge. The combination of two questions makes it possible to easily sort challenges into four categories: simple, complicated, complex , and chaotic .  A problem is simple when it can be solved reliably with practices that are easy to duplicate.  It is complicated when experts are required to devise a sophisticated solution that will yield the desired results predictably.  A problem is complex when there are several valid ways to proceed but outcomes are not predictable in detail.  Chaotic is when the context is too turbulent to identify a path forward.  A loose analogy may be used to describe these differences: simple is like following a recipe, complicated like sending a rocket to the moon, complex like raising a child, and chaotic is like the game “Pin the Tail on the Donkey.”  The Liberating Structures Matching Matrix in Chapter 5 can be used as the first step to clarify the nature of a challenge and avoid the mismatches between problems and solutions that are frequently at the root of chronic, recurring problems.

Organizing and charting a team’s progress can be important in ensuring its success. SQUID (Sequential Question and Insight Diagram) is a great model that allows a team to effectively switch between giving questions and answers and develop the skills they need to stay on track throughout the process. 

Begin with two different colored sticky notes – one for questions and one for answers – and with your central topic (the head of the squid) on the board. Ask the group to first come up with a series of questions connected to their best guess of how to approach the topic. Ask the group to come up with answers to those questions, fix them to the board and connect them with a line. After some discussion, go back to question mode by responding to the generated answers or other points on the board.

It’s rewarding to see a diagram grow throughout the exercise, and a completed SQUID can provide a visual resource for future effort and as an example for other teams.

SQUID   #gamestorming   #project planning   #issue analysis   #problem solving   When exploring an information space, it’s important for a group to know where they are at any given time. By using SQUID, a group charts out the territory as they go and can navigate accordingly. SQUID stands for Sequential Question and Insight Diagram.

16. Speed Boat

To continue with our nautical theme, Speed Boat is a short and sweet activity that can help a team quickly identify what employees, clients or service users might have a problem with and analyze what might be standing in the way of achieving a solution.

Methods that allow for a group to make observations, have insights and obtain those eureka moments quickly are invaluable when trying to solve complex problems.

In Speed Boat, the approach is to first consider what anchors and challenges might be holding an organization (or boat) back. Bonus points if you are able to identify any sharks in the water and develop ideas that can also deal with competitors!   

Speed Boat   #gamestorming   #problem solving   #action   Speedboat is a short and sweet way to identify what your employees or clients don’t like about your product/service or what’s standing in the way of a desired goal.

17. The Journalistic Six

Some of the most effective ways of solving problems is by encouraging teams to be more inclusive and diverse in their thinking.

Based on the six key questions journalism students are taught to answer in articles and news stories, The Journalistic Six helps create teams to see the whole picture. By using who, what, when, where, why, and how to facilitate the conversation and encourage creative thinking, your team can make sure that the problem identification and problem analysis stages of the are covered exhaustively and thoughtfully. Reporter’s notebook and dictaphone optional.

The Journalistic Six – Who What When Where Why How   #idea generation   #issue analysis   #problem solving   #online   #creative thinking   #remote-friendly   A questioning method for generating, explaining, investigating ideas.

18. LEGO Challenge

Now for an activity that is a little out of the (toy) box. LEGO Serious Play is a facilitation methodology that can be used to improve creative thinking and problem-solving skills. 

The LEGO Challenge includes giving each member of the team an assignment that is hidden from the rest of the group while they create a structure without speaking.

What the LEGO challenge brings to the table is a fun working example of working with stakeholders who might not be on the same page to solve problems. Also, it’s LEGO! Who doesn’t love LEGO! 

LEGO Challenge   #hyperisland   #team   A team-building activity in which groups must work together to build a structure out of LEGO, but each individual has a secret “assignment” which makes the collaborative process more challenging. It emphasizes group communication, leadership dynamics, conflict, cooperation, patience and problem solving strategy.

19. What, So What, Now What?

If not carefully managed, the problem identification and problem analysis stages of the problem-solving process can actually create more problems and misunderstandings.

The What, So What, Now What? problem-solving activity is designed to help collect insights and move forward while also eliminating the possibility of disagreement when it comes to identifying, clarifying, and analyzing organizational or work problems. 

Facilitation is all about bringing groups together so that might work on a shared goal and the best problem-solving strategies ensure that teams are aligned in purpose, if not initially in opinion or insight.

Throughout the three steps of this game, you give everyone on a team to reflect on a problem by asking what happened, why it is important, and what actions should then be taken. 

This can be a great activity for bringing our individual perceptions about a problem or challenge and contextualizing it in a larger group setting. This is one of the most important problem-solving skills you can bring to your organization.

W³ – What, So What, Now What?   #issue analysis   #innovation   #liberating structures   You can help groups reflect on a shared experience in a way that builds understanding and spurs coordinated action while avoiding unproductive conflict. It is possible for every voice to be heard while simultaneously sifting for insights and shaping new direction. Progressing in stages makes this practical—from collecting facts about What Happened to making sense of these facts with So What and finally to what actions logically follow with Now What . The shared progression eliminates most of the misunderstandings that otherwise fuel disagreements about what to do. Voila!

20. Journalists  

Problem analysis can be one of the most important and decisive stages of all problem-solving tools. Sometimes, a team can become bogged down in the details and are unable to move forward.

Journalists is an activity that can avoid a group from getting stuck in the problem identification or problem analysis stages of the process.

In Journalists, the group is invited to draft the front page of a fictional newspaper and figure out what stories deserve to be on the cover and what headlines those stories will have. By reframing how your problems and challenges are approached, you can help a team move productively through the process and be better prepared for the steps to follow.

Journalists   #vision   #big picture   #issue analysis   #remote-friendly   This is an exercise to use when the group gets stuck in details and struggles to see the big picture. Also good for defining a vision.

Problem-solving techniques for developing solutions 

The success of any problem-solving process can be measured by the solutions it produces. After you’ve defined the issue, explored existing ideas, and ideated, it’s time to narrow down to the correct solution.

Use these problem-solving techniques when you want to help your team find consensus, compare possible solutions, and move towards taking action on a particular problem.

• Improved Solutions
• Four-Step Sketch
• 15% Solutions
• How-Now-Wow matrix
• Impact Effort Matrix

21. Mindspin  

Brainstorming is part of the bread and butter of the problem-solving process and all problem-solving strategies benefit from getting ideas out and challenging a team to generate solutions quickly. 

With Mindspin, participants are encouraged not only to generate ideas but to do so under time constraints and by slamming down cards and passing them on. By doing multiple rounds, your team can begin with a free generation of possible solutions before moving on to developing those solutions and encouraging further ideation. 

This is one of our favorite problem-solving activities and can be great for keeping the energy up throughout the workshop. Remember the importance of helping people become engaged in the process – energizing problem-solving techniques like Mindspin can help ensure your team stays engaged and happy, even when the problems they’re coming together to solve are complex. 

MindSpin   #teampedia   #idea generation   #problem solving   #action   A fast and loud method to enhance brainstorming within a team. Since this activity has more than round ideas that are repetitive can be ruled out leaving more creative and innovative answers to the challenge.

22. Improved Solutions

After a team has successfully identified a problem and come up with a few solutions, it can be tempting to call the work of the problem-solving process complete. That said, the first solution is not necessarily the best, and by including a further review and reflection activity into your problem-solving model, you can ensure your group reaches the best possible result. 

One of a number of problem-solving games from Thiagi Group, Improved Solutions helps you go the extra mile and develop suggested solutions with close consideration and peer review. By supporting the discussion of several problems at once and by shifting team roles throughout, this problem-solving technique is a dynamic way of finding the best solution. 

Improved Solutions   #creativity   #thiagi   #problem solving   #action   #team   You can improve any solution by objectively reviewing its strengths and weaknesses and making suitable adjustments. In this creativity framegame, you improve the solutions to several problems. To maintain objective detachment, you deal with a different problem during each of six rounds and assume different roles (problem owner, consultant, basher, booster, enhancer, and evaluator) during each round. At the conclusion of the activity, each player ends up with two solutions to her problem.

23. Four Step Sketch

Creative thinking and visual ideation does not need to be confined to the opening stages of your problem-solving strategies. Exercises that include sketching and prototyping on paper can be effective at the solution finding and development stage of the process, and can be great for keeping a team engaged. 

By going from simple notes to a crazy 8s round that involves rapidly sketching 8 variations on their ideas before then producing a final solution sketch, the group is able to iterate quickly and visually. Problem-solving techniques like Four-Step Sketch are great if you have a group of different thinkers and want to change things up from a more textual or discussion-based approach.

Four-Step Sketch   #design sprint   #innovation   #idea generation   #remote-friendly   The four-step sketch is an exercise that helps people to create well-formed concepts through a structured process that includes: Review key information Start design work on paper,  Consider multiple variations , Create a detailed solution . This exercise is preceded by a set of other activities allowing the group to clarify the challenge they want to solve. See how the Four Step Sketch exercise fits into a Design Sprint

24. 15% Solutions

Some problems are simpler than others and with the right problem-solving activities, you can empower people to take immediate actions that can help create organizational change. 

Part of the liberating structures toolkit, 15% solutions is a problem-solving technique that focuses on finding and implementing solutions quickly. A process of iterating and making small changes quickly can help generate momentum and an appetite for solving complex problems.

Problem-solving strategies can live and die on whether people are onboard. Getting some quick wins is a great way of getting people behind the process.   

It can be extremely empowering for a team to realize that problem-solving techniques can be deployed quickly and easily and delineate between things they can positively impact and those things they cannot change. 

15% Solutions   #action   #liberating structures   #remote-friendly   You can reveal the actions, however small, that everyone can do immediately. At a minimum, these will create momentum, and that may make a BIG difference.  15% Solutions show that there is no reason to wait around, feel powerless, or fearful. They help people pick it up a level. They get individuals and the group to focus on what is within their discretion instead of what they cannot change.  With a very simple question, you can flip the conversation to what can be done and find solutions to big problems that are often distributed widely in places not known in advance. Shifting a few grains of sand may trigger a landslide and change the whole landscape.

25. How-Now-Wow Matrix

The problem-solving process is often creative, as complex problems usually require a change of thinking and creative response in order to find the best solutions. While it’s common for the first stages to encourage creative thinking, groups can often gravitate to familiar solutions when it comes to the end of the process. 

When selecting solutions, you don’t want to lose your creative energy! The How-Now-Wow Matrix from Gamestorming is a great problem-solving activity that enables a group to stay creative and think out of the box when it comes to selecting the right solution for a given problem.

Problem-solving techniques that encourage creative thinking and the ideation and selection of new solutions can be the most effective in organisational change. Give the How-Now-Wow Matrix a go, and not just for how pleasant it is to say out loud. 

How-Now-Wow Matrix   #gamestorming   #idea generation   #remote-friendly   When people want to develop new ideas, they most often think out of the box in the brainstorming or divergent phase. However, when it comes to convergence, people often end up picking ideas that are most familiar to them. This is called a ‘creative paradox’ or a ‘creadox’. The How-Now-Wow matrix is an idea selection tool that breaks the creadox by forcing people to weigh each idea on 2 parameters.

26. Impact and Effort Matrix

All problem-solving techniques hope to not only find solutions to a given problem or challenge but to find the best solution. When it comes to finding a solution, groups are invited to put on their decision-making hats and really think about how a proposed idea would work in practice. 

The Impact and Effort Matrix is one of the problem-solving techniques that fall into this camp, empowering participants to first generate ideas and then categorize them into a 2×2 matrix based on impact and effort.

Activities that invite critical thinking while remaining simple are invaluable. Use the Impact and Effort Matrix to move from ideation and towards evaluating potential solutions before then committing to them. 

Impact and Effort Matrix   #gamestorming   #decision making   #action   #remote-friendly   In this decision-making exercise, possible actions are mapped based on two factors: effort required to implement and potential impact. Categorizing ideas along these lines is a useful technique in decision making, as it obliges contributors to balance and evaluate suggested actions before committing to them.

27. Dotmocracy

If you’ve followed each of the problem-solving steps with your group successfully, you should move towards the end of your process with heaps of possible solutions developed with a specific problem in mind. But how do you help a group go from ideation to putting a solution into action? 

Dotmocracy – or Dot Voting -is a tried and tested method of helping a team in the problem-solving process make decisions and put actions in place with a degree of oversight and consensus. 

One of the problem-solving techniques that should be in every facilitator’s toolbox, Dot Voting is fast and effective and can help identify the most popular and best solutions and help bring a group to a decision effectively. 

Dotmocracy   #action   #decision making   #group prioritization   #hyperisland   #remote-friendly   Dotmocracy is a simple method for group prioritization or decision-making. It is not an activity on its own, but a method to use in processes where prioritization or decision-making is the aim. The method supports a group to quickly see which options are most popular or relevant. The options or ideas are written on post-its and stuck up on a wall for the whole group to see. Each person votes for the options they think are the strongest, and that information is used to inform a decision.

All facilitators know that warm-ups and icebreakers are useful for any workshop or group process. Problem-solving workshops are no different.

Use these problem-solving techniques to warm up a group and prepare them for the rest of the process. Activating your group by tapping into some of the top problem-solving skills can be one of the best ways to see great outcomes from your session.

• Check-in/Check-out
• Doodling Together
• Show and Tell
• Constellations
• Draw a Tree

28. Check-in / Check-out

Solid processes are planned from beginning to end, and the best facilitators know that setting the tone and establishing a safe, open environment can be integral to a successful problem-solving process.

Check-in / Check-out is a great way to begin and/or bookend a problem-solving workshop. Checking in to a session emphasizes that everyone will be seen, heard, and expected to contribute. 

If you are running a series of meetings, setting a consistent pattern of checking in and checking out can really help your team get into a groove. We recommend this opening-closing activity for small to medium-sized groups though it can work with large groups if they’re disciplined!

Check-in / Check-out   #team   #opening   #closing   #hyperisland   #remote-friendly   Either checking-in or checking-out is a simple way for a team to open or close a process, symbolically and in a collaborative way. Checking-in/out invites each member in a group to be present, seen and heard, and to express a reflection or a feeling. Checking-in emphasizes presence, focus and group commitment; checking-out emphasizes reflection and symbolic closure.

29. Doodling Together  

Thinking creatively and not being afraid to make suggestions are important problem-solving skills for any group or team, and warming up by encouraging these behaviors is a great way to start. 

Doodling Together is one of our favorite creative ice breaker games – it’s quick, effective, and fun and can make all following problem-solving steps easier by encouraging a group to collaborate visually. By passing cards and adding additional items as they go, the workshop group gets into a groove of co-creation and idea development that is crucial to finding solutions to problems. 

Doodling Together   #collaboration   #creativity   #teamwork   #fun   #team   #visual methods   #energiser   #icebreaker   #remote-friendly   Create wild, weird and often funny postcards together & establish a group’s creative confidence.

30. Show and Tell

You might remember some version of Show and Tell from being a kid in school and it’s a great problem-solving activity to kick off a session.

Asking participants to prepare a little something before a workshop by bringing an object for show and tell can help them warm up before the session has even begun! Games that include a physical object can also help encourage early engagement before moving onto more big-picture thinking.

By asking your participants to tell stories about why they chose to bring a particular item to the group, you can help teams see things from new perspectives and see both differences and similarities in the way they approach a topic. Great groundwork for approaching a problem-solving process as a team! 

Show and Tell   #gamestorming   #action   #opening   #meeting facilitation   Show and Tell taps into the power of metaphors to reveal players’ underlying assumptions and associations around a topic The aim of the game is to get a deeper understanding of stakeholders’ perspectives on anything—a new project, an organizational restructuring, a shift in the company’s vision or team dynamic.

31. Constellations

Who doesn’t love stars? Constellations is a great warm-up activity for any workshop as it gets people up off their feet, energized, and ready to engage in new ways with established topics. It’s also great for showing existing beliefs, biases, and patterns that can come into play as part of your session.

Using warm-up games that help build trust and connection while also allowing for non-verbal responses can be great for easing people into the problem-solving process and encouraging engagement from everyone in the group. Constellations is great in large spaces that allow for movement and is definitely a practical exercise to allow the group to see patterns that are otherwise invisible. 

Constellations   #trust   #connection   #opening   #coaching   #patterns   #system   Individuals express their response to a statement or idea by standing closer or further from a central object. Used with teams to reveal system, hidden patterns, perspectives.

32. Draw a Tree

Problem-solving games that help raise group awareness through a central, unifying metaphor can be effective ways to warm-up a group in any problem-solving model.

Draw a Tree is a simple warm-up activity you can use in any group and which can provide a quick jolt of energy. Start by asking your participants to draw a tree in just 45 seconds – they can choose whether it will be abstract or realistic. 

Once the timer is up, ask the group how many people included the roots of the tree and use this as a means to discuss how we can ignore important parts of any system simply because they are not visible.

All problem-solving strategies are made more effective by thinking of problems critically and by exposing things that may not normally come to light. Warm-up games like Draw a Tree are great in that they quickly demonstrate some key problem-solving skills in an accessible and effective way.

Draw a Tree   #thiagi   #opening   #perspectives   #remote-friendly   With this game you can raise awarness about being more mindful, and aware of the environment we live in.

Each step of the problem-solving workshop benefits from an intelligent deployment of activities, games, and techniques. Bringing your session to an effective close helps ensure that solutions are followed through on and that you also celebrate what has been achieved.

Here are some problem-solving activities you can use to effectively close a workshop or meeting and ensure the great work you’ve done can continue afterward.

• One Breath Feedback
• Who What When Matrix
• Response Cards

How do I conclude a problem-solving process?

All good things must come to an end. With the bulk of the work done, it can be tempting to conclude your workshop swiftly and without a moment to debrief and align. This can be problematic in that it doesn’t allow your team to fully process the results or reflect on the process.

At the end of an effective session, your team will have gone through a process that, while productive, can be exhausting. It’s important to give your group a moment to take a breath, ensure that they are clear on future actions, and provide short feedback before leaving the space. 

The primary purpose of any problem-solving method is to generate solutions and then implement them. Be sure to take the opportunity to ensure everyone is aligned and ready to effectively implement the solutions you produced in the workshop.

Remember that every process can be improved and by giving a short moment to collect feedback in the session, you can further refine your problem-solving methods and see further success in the future too.

33. One Breath Feedback

Maintaining attention and focus during the closing stages of a problem-solving workshop can be tricky and so being concise when giving feedback can be important. It’s easy to incur “death by feedback” should some team members go on for too long sharing their perspectives in a quick feedback round. 

One Breath Feedback is a great closing activity for workshops. You give everyone an opportunity to provide feedback on what they’ve done but only in the space of a single breath. This keeps feedback short and to the point and means that everyone is encouraged to provide the most important piece of feedback to them. 

One breath feedback   #closing   #feedback   #action   This is a feedback round in just one breath that excels in maintaining attention: each participants is able to speak during just one breath … for most people that’s around 20 to 25 seconds … unless of course you’ve been a deep sea diver in which case you’ll be able to do it for longer.

34. Who What When Matrix 

Matrices feature as part of many effective problem-solving strategies and with good reason. They are easily recognizable, simple to use, and generate results.

The Who What When Matrix is a great tool to use when closing your problem-solving session by attributing a who, what and when to the actions and solutions you have decided upon. The resulting matrix is a simple, easy-to-follow way of ensuring your team can move forward. 

Great solutions can’t be enacted without action and ownership. Your problem-solving process should include a stage for allocating tasks to individuals or teams and creating a realistic timeframe for those solutions to be implemented or checked out. Use this method to keep the solution implementation process clear and simple for all involved. 

Who/What/When Matrix   #gamestorming   #action   #project planning   With Who/What/When matrix, you can connect people with clear actions they have defined and have committed to.

35. Response cards

Group discussion can comprise the bulk of most problem-solving activities and by the end of the process, you might find that your team is talked out! 

Providing a means for your team to give feedback with short written notes can ensure everyone is head and can contribute without the need to stand up and talk. Depending on the needs of the group, giving an alternative can help ensure everyone can contribute to your problem-solving model in the way that makes the most sense for them.

Response Cards is a great way to close a workshop if you are looking for a gentle warm-down and want to get some swift discussion around some of the feedback that is raised. 

Response Cards   #debriefing   #closing   #structured sharing   #questions and answers   #thiagi   #action   It can be hard to involve everyone during a closing of a session. Some might stay in the background or get unheard because of louder participants. However, with the use of Response Cards, everyone will be involved in providing feedback or clarify questions at the end of a session.

Save time and effort discovering the right solutions

A structured problem solving process is a surefire way of solving tough problems, discovering creative solutions and driving organizational change. But how can you design for successful outcomes?

With SessionLab, it’s easy to design engaging workshops that deliver results. Drag, drop and reorder blocks  to build your agenda. When you make changes or update your agenda, your session  timing   adjusts automatically , saving you time on manual adjustments.

Collaborating with stakeholders or clients? Share your agenda with a single click and collaborate in real-time. No more sending documents back and forth over email.

Explore  how to use SessionLab  to design effective problem solving workshops or  watch this five minute video  to see the planner in action!

Over to you

The problem-solving process can often be as complicated and multifaceted as the problems they are set-up to solve. With the right problem-solving techniques and a mix of creative exercises designed to guide discussion and generate purposeful ideas, we hope we’ve given you the tools to find the best solutions as simply and easily as possible.

Is there a problem-solving technique that you are missing here? Do you have a favorite activity or method you use when facilitating? Let us know in the comments below, we’d love to hear from you! 

thank you very much for these excellent techniques

Certainly wonderful article, very detailed. Shared!

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Overview of the Problem-Solving Mental Process

Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Rachel Goldman, PhD FTOS, is a licensed psychologist, clinical assistant professor, speaker, wellness expert specializing in eating behaviors, stress management, and health behavior change.

• Identify the Problem
• Define the Problem
• Form a Strategy
• Organize Information
• Allocate Resources
• Monitor Progress
• Evaluate the Results

Frequently Asked Questions

Problem-solving is a mental process that involves discovering, analyzing, and solving problems. The ultimate goal of problem-solving is to overcome obstacles and find a solution that best resolves the issue.

The best strategy for solving a problem depends largely on the unique situation. In some cases, people are better off learning everything they can about the issue and then using factual knowledge to come up with a solution. In other instances, creativity and insight are the best options.

It is not necessary to follow problem-solving steps sequentially, It is common to skip steps or even go back through steps multiple times until the desired solution is reached.

In order to correctly solve a problem, it is often important to follow a series of steps. Researchers sometimes refer to this as the problem-solving cycle. While this cycle is portrayed sequentially, people rarely follow a rigid series of steps to find a solution.

The following steps include developing strategies and organizing knowledge.

1. Identifying the Problem

While it may seem like an obvious step, identifying the problem is not always as simple as it sounds. In some cases, people might mistakenly identify the wrong source of a problem, which will make attempts to solve it inefficient or even useless.

Some strategies that you might use to figure out the source of a problem include :

• Asking questions about the problem
• Breaking the problem down into smaller pieces
• Looking at the problem from different perspectives
• Conducting research to figure out what relationships exist between different variables

2. Defining the Problem

After the problem has been identified, it is important to fully define the problem so that it can be solved. You can define a problem by operationally defining each aspect of the problem and setting goals for what aspects of the problem you will address

At this point, you should focus on figuring out which aspects of the problems are facts and which are opinions. State the problem clearly and identify the scope of the solution.

3. Forming a Strategy

After the problem has been identified, it is time to start brainstorming potential solutions. This step usually involves generating as many ideas as possible without judging their quality. Once several possibilities have been generated, they can be evaluated and narrowed down.

The next step is to develop a strategy to solve the problem. The approach used will vary depending upon the situation and the individual's unique preferences. Common problem-solving strategies include heuristics and algorithms.

• Heuristics are mental shortcuts that are often based on solutions that have worked in the past. They can work well if the problem is similar to something you have encountered before and are often the best choice if you need a fast solution.
• Algorithms are step-by-step strategies that are guaranteed to produce a correct result. While this approach is great for accuracy, it can also consume time and resources.

Heuristics are often best used when time is of the essence, while algorithms are a better choice when a decision needs to be as accurate as possible.

4. Organizing Information

Before coming up with a solution, you need to first organize the available information. What do you know about the problem? What do you not know? The more information that is available the better prepared you will be to come up with an accurate solution.

When approaching a problem, it is important to make sure that you have all the data you need. Making a decision without adequate information can lead to biased or inaccurate results.

5. Allocating Resources

Of course, we don't always have unlimited money, time, and other resources to solve a problem. Before you begin to solve a problem, you need to determine how high priority it is.

If it is an important problem, it is probably worth allocating more resources to solving it. If, however, it is a fairly unimportant problem, then you do not want to spend too much of your available resources on coming up with a solution.

At this stage, it is important to consider all of the factors that might affect the problem at hand. This includes looking at the available resources, deadlines that need to be met, and any possible risks involved in each solution. After careful evaluation, a decision can be made about which solution to pursue.

6. Monitoring Progress

After selecting a problem-solving strategy, it is time to put the plan into action and see if it works. This step might involve trying out different solutions to see which one is the most effective.

It is also important to monitor the situation after implementing a solution to ensure that the problem has been solved and that no new problems have arisen as a result of the proposed solution.

Effective problem-solvers tend to monitor their progress as they work towards a solution. If they are not making good progress toward reaching their goal, they will reevaluate their approach or look for new strategies .

7. Evaluating the Results

After a solution has been reached, it is important to evaluate the results to determine if it is the best possible solution to the problem. This evaluation might be immediate, such as checking the results of a math problem to ensure the answer is correct, or it can be delayed, such as evaluating the success of a therapy program after several months of treatment.

Once a problem has been solved, it is important to take some time to reflect on the process that was used and evaluate the results. This will help you to improve your problem-solving skills and become more efficient at solving future problems.

A Word From Verywell​

It is important to remember that there are many different problem-solving processes with different steps, and this is just one example. Problem-solving in real-world situations requires a great deal of resourcefulness, flexibility, resilience, and continuous interaction with the environment.

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You can become a better problem solving by:

• Practicing brainstorming and coming up with multiple potential solutions to problems
• Being open-minded and considering all possible options before making a decision
• Breaking down problems into smaller, more manageable pieces
• Asking for help when needed
• Researching different problem-solving techniques and trying out new ones
• Learning from mistakes and using them as opportunities to grow

It's important to communicate openly and honestly with your partner about what's going on. Try to see things from their perspective as well as your own. Work together to find a resolution that works for both of you. Be willing to compromise and accept that there may not be a perfect solution.

Take breaks if things are getting too heated, and come back to the problem when you feel calm and collected. Don't try to fix every problem on your own—consider asking a therapist or counselor for help and insight.

If you've tried everything and there doesn't seem to be a way to fix the problem, you may have to learn to accept it. This can be difficult, but try to focus on the positive aspects of your life and remember that every situation is temporary. Don't dwell on what's going wrong—instead, think about what's going right. Find support by talking to friends or family. Seek professional help if you're having trouble coping.

Davidson JE, Sternberg RJ, editors.  The Psychology of Problem Solving .  Cambridge University Press; 2003. doi:10.1017/CBO9780511615771

Sarathy V. Real world problem-solving .  Front Hum Neurosci . 2018;12:261. Published 2018 Jun 26. doi:10.3389/fnhum.2018.00261

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Problem Solving: 15 Examples for Setting Performance Goals

Problem Solving: Use these examples for setting employee performance goals. Help your employees master this skill with 5 fresh ideas that drive change.

Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Problem Solving: Set Goals for your Employees. Here are some examples:

• To be accommodative of other people's ideas and views and to be willing to take them on board.
• Research well enough to gather factual information before setting out to solve a problem.
• Look at things in different perspectives and angles and to develop alternative options.
• Be willing enough to collaborate with other when it comes to problem-solving issues.
• Learn to articulate or communicate in a proper manner that can be well understood by people.
• Get first to understand what the problem really is before starting to solve it.
• Show great confidence and poise when making decisions and not afraid to make mistakes and learn from them.
• Keep a cool head when dealing with more pressing and exhausting issues.
• Try to ask the right questions that will act as a guide to coming up with proper solutions.
• Be more flexible to change and adapt to new tact and ways of finding new solutions.

Problem Solving: Improve and master this core skill with these ideas

• Identify the problem. determine the nature of the problem, break it down and come up with a useful set of actions to address the challenges that are related to it.
• Concentrate on the solution, not the problem. Looking for solutions will not happen if you focus on the problem all the time. Concentrating on finding the answer is a move that brings about new opportunities and ideas that can be lucrative.
• Write down as many solutions as possible. Listing down various solutions is important to help you keep an open mind and boost creative thinking that can trigger potential solutions. This list will also act as your reminder.
• Think laterally. Thinking laterally means changing the approach and looking at things differently as well as making different choices.
• Use positive language that creates possibilities. Using words that are active to speak to others, and yourself build a mind that thinks creatively encouraging new ideas and solutions to be set.

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Culture Development

Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture. In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates, as employees seek a healthier and more supportive work environment.

In conclusion, workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s fast-paced and dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

In conclusion, problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness the collective problem-solving abilities of an organization, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

In today’s dynamic work environment, workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

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• The Art of Effective Problem Solving: A Step-by-Step Guide
• Learn Lean Sigma
• Problem Solving

Whether we realise it or not, problem solving skills are an important part of our daily lives. From resolving a minor annoyance at home to tackling complex business challenges at work, our ability to solve problems has a significant impact on our success and happiness. However, not everyone is naturally gifted at problem-solving, and even those who are can always improve their skills. In this blog post, we will go over the art of effective problem-solving step by step.

You will learn how to define a problem, gather information, assess alternatives, and implement a solution, all while honing your critical thinking and creative problem-solving skills. Whether you’re a seasoned problem solver or just getting started, this guide will arm you with the knowledge and tools you need to face any challenge with confidence. So let’s get started!

Table of Contents

Problem solving methodologies.

Individuals and organisations can use a variety of problem-solving methodologies to address complex challenges. 8D and A3 problem solving techniques are two popular methodologies in the Lean Six Sigma framework.

Methodology of 8D (Eight Discipline) Problem Solving:

The 8D problem solving methodology is a systematic, team-based approach to problem solving. It is a method that guides a team through eight distinct steps to solve a problem in a systematic and comprehensive manner.

The 8D process consists of the following steps:

• Form a team: Assemble a group of people who have the necessary expertise to work on the problem.
• Define the issue: Clearly identify and define the problem, including the root cause and the customer impact.
• Create a temporary containment plan: Put in place a plan to lessen the impact of the problem until a permanent solution can be found.
• Identify the root cause: To identify the underlying causes of the problem, use root cause analysis techniques such as Fishbone diagrams and Pareto charts.
• Create and test long-term corrective actions: Create and test a long-term solution to eliminate the root cause of the problem.
• Implement and validate the permanent solution: Implement and validate the permanent solution’s effectiveness.
• Prevent recurrence: Put in place measures to keep the problem from recurring.
• Recognize and reward the team: Recognize and reward the team for its efforts.

Download the 8D Problem Solving Template

A3 Problem Solving Method:

The A3 problem solving technique is a visual, team-based problem-solving approach that is frequently used in Lean Six Sigma projects. The A3 report is a one-page document that clearly and concisely outlines the problem, root cause analysis, and proposed solution.

The A3 problem-solving procedure consists of the following steps:

• Determine the issue: Define the issue clearly, including its impact on the customer.
• Perform root cause analysis: Identify the underlying causes of the problem using root cause analysis techniques.
• Create and implement a solution: Create and implement a solution that addresses the problem’s root cause.
• Monitor and improve the solution: Keep an eye on the solution’s effectiveness and make any necessary changes.

Subsequently, in the Lean Six Sigma framework, the 8D and A3 problem solving methodologies are two popular approaches to problem solving. Both methodologies provide a structured, team-based problem-solving approach that guides individuals through a comprehensive and systematic process of identifying, analysing, and resolving problems in an effective and efficient manner.

Step 1 – Define the Problem

The definition of the problem is the first step in effective problem solving. This may appear to be a simple task, but it is actually quite difficult. This is because problems are frequently complex and multi-layered, making it easy to confuse symptoms with the underlying cause. To avoid this pitfall, it is critical to thoroughly understand the problem.

To begin, ask yourself some clarifying questions:

• What exactly is the issue?
• What are the problem’s symptoms or consequences?
• Who or what is impacted by the issue?
• When and where does the issue arise?

Answering these questions will assist you in determining the scope of the problem. However, simply describing the problem is not always sufficient; you must also identify the root cause. The root cause is the underlying cause of the problem and is usually the key to resolving it permanently.

Try asking “why” questions to find the root cause:

• What causes the problem?
• Why does it continue?
• Why does it have the effects that it does?

By repeatedly asking “ why ,” you’ll eventually get to the bottom of the problem. This is an important step in the problem-solving process because it ensures that you’re dealing with the root cause rather than just the symptoms.

Once you have a firm grasp on the issue, it is time to divide it into smaller, more manageable chunks. This makes tackling the problem easier and reduces the risk of becoming overwhelmed. For example, if you’re attempting to solve a complex business problem, you might divide it into smaller components like market research, product development, and sales strategies.

To summarise step 1, defining the problem is an important first step in effective problem-solving. You will be able to identify the root cause and break it down into manageable parts if you take the time to thoroughly understand the problem. This will prepare you for the next step in the problem-solving process, which is gathering information and brainstorming ideas.

Step 2 – Gather Information and Brainstorm Ideas

Gathering information and brainstorming ideas is the next step in effective problem solving. This entails researching the problem and relevant information, collaborating with others, and coming up with a variety of potential solutions. This increases your chances of finding the best solution to the problem.

Begin by researching the problem and relevant information. This could include reading articles, conducting surveys, or consulting with experts. The goal is to collect as much information as possible in order to better understand the problem and possible solutions.

Next, work with others to gather a variety of perspectives. Brainstorming with others can be an excellent way to come up with new and creative ideas. Encourage everyone to share their thoughts and ideas when working in a group, and make an effort to actively listen to what others have to say. Be open to new and unconventional ideas and resist the urge to dismiss them too quickly.

Finally, use brainstorming to generate a wide range of potential solutions. This is the place where you can let your imagination run wild. At this stage, don’t worry about the feasibility or practicality of the solutions; instead, focus on generating as many ideas as possible. Write down everything that comes to mind, no matter how ridiculous or unusual it may appear. This can be done individually or in groups.

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the next step in the problem-solving process, which we’ll go over in greater detail in the following section.

Step 3 – Evaluate Options and Choose the Best Solution

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the third step in effective problem solving, and it entails weighing the advantages and disadvantages of each solution, considering their feasibility and practicability, and selecting the solution that is most likely to solve the problem effectively.

To begin, weigh the advantages and disadvantages of each solution. This will assist you in determining the potential outcomes of each solution and deciding which is the best option. For example, a quick and easy solution may not be the most effective in the long run, whereas a more complex and time-consuming solution may be more effective in solving the problem in the long run.

Consider each solution’s feasibility and practicability. Consider the following:

• Can the solution be implemented within the available resources, time, and budget?
• What are the possible barriers to implementing the solution?
• Is the solution feasible in today’s political, economic, and social environment?

You’ll be able to tell which solutions are likely to succeed and which aren’t by assessing their feasibility and practicability.

Finally, choose the solution that is most likely to effectively solve the problem. This solution should be based on the criteria you’ve established, such as the advantages and disadvantages of each solution, their feasibility and practicability, and your overall goals.

It is critical to remember that there is no one-size-fits-all solution to problems. What is effective for one person or situation may not be effective for another. This is why it is critical to consider a wide range of solutions and evaluate each one based on its ability to effectively solve the problem.

Step 4 – Implement and Monitor the Solution

When you’ve decided on the best solution, it’s time to put it into action. The fourth and final step in effective problem solving is to put the solution into action, monitor its progress, and make any necessary adjustments.

To begin, implement the solution. This may entail delegating tasks, developing a strategy, and allocating resources. Ascertain that everyone involved understands their role and responsibilities in the solution’s implementation.

Next, keep an eye on the solution’s progress. This may entail scheduling regular check-ins, tracking metrics, and soliciting feedback from others. You will be able to identify any potential roadblocks and make any necessary adjustments in a timely manner if you monitor the progress of the solution.

Finally, make any necessary modifications to the solution. This could entail changing the solution, altering the plan of action, or delegating different tasks. Be willing to make changes if they will improve the solution or help it solve the problem more effectively.

It’s important to remember that problem solving is an iterative process, and there may be times when you need to start from scratch. This is especially true if the initial solution does not effectively solve the problem. In these situations, it’s critical to be adaptable and flexible and to keep trying new solutions until you find the one that works best.

To summarise, effective problem solving is a critical skill that can assist individuals and organisations in overcoming challenges and achieving their objectives. Effective problem solving consists of four key steps: defining the problem, generating potential solutions, evaluating alternatives and selecting the best solution, and implementing the solution.

You can increase your chances of success in problem solving by following these steps and considering factors such as the pros and cons of each solution, their feasibility and practicability, and making any necessary adjustments. Furthermore, keep in mind that problem solving is an iterative process, and there may be times when you need to go back to the beginning and restart. Maintain your adaptability and try new solutions until you find the one that works best for you.

• Novick, L.R. and Bassok, M., 2005.  Problem Solving . Cambridge University Press.

Daniel Croft

Daniel Croft is a seasoned continuous improvement manager with a Black Belt in Lean Six Sigma. With over 10 years of real-world application experience across diverse sectors, Daniel has a passion for optimizing processes and fostering a culture of efficiency. He's not just a practitioner but also an avid learner, constantly seeking to expand his knowledge. Outside of his professional life, Daniel has a keen Investing, statistics and knowledge-sharing, which led him to create the website learnleansigma.com, a platform dedicated to Lean Six Sigma and process improvement insights.

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10 Problem Solving IEP Goals for Real Life

Written by:

  Rebekah Pierce

Filed under: IEPs , Executive Functioning , Problem Solving

Published:  April 2, 2022

Last Reviewed: April 11, 2024

READING TIME:  ~ minutes

This article is designed to be utilized with the utmost professional integrity and ethical consideration. It is imperative to acknowledge that directly copying and pasting example goals into student’s IEPs from any external source, including ours, undermines the individualized nature of IEP planning and does not serve the best interests of students.

This resource aims to inspire the development of IEP goals that address executive functioning needs, not a substitute for the detailed, student-centered IEP goal setting process. Educators and IEP teams are urged to use this as a tool for ideation, basing final goals on student assessments and collaborative IEP team insights.

We all have problems – but when it comes to solving problems, how good is your child at solving them?

For many parents and teachers who work with children with executive functioning issues, it quickly becomes clear that problem-solving is essential for succeeding in school and the workplace.

Problem-solving not only requires being able to identify when a problem exists, but also being able to come up with reasonable solutions to fix them.

If you’re planning on writing IEP goals that address problem-solving skills, this post should serve as a helpful starting place.

What is Problem Solving?

Problem-solving is simply our ability to identify and describe a problem and then come up with solutions to resolve it.

What exactly defines “a problem”?” It’s any time you want something and there is something that stands in the way, in essence. When you have good problem-solving skills, you are able to evaluate this problem and figure out possible steps forward.

As is the case with all other executive functioning skills, including task initiation and organization, a child’s ability to problem solve relates closely to other executive functioning skills.

Ask yourself the following questions to figure out whether problem-solving is an area that needs some work in your child:

• Can he or she complete games and puzzles to accomplish a goal?
• Is he or she able to identify all parts of a problem, including where it originated and why?
• Can your child break apart a larger problem into smaller parts? Can the student identify problems in many different contexts, like work versus school versus social contexts?
• Will your child seek guidance from others when looking for help in solving a problem?
• Does the child persist in coming up with new strategies when the original ones are not successful?

Being a good problem solver doesn’t just come down to being able to “figure things out” in real life. A child who struggles with problem-solving skills may also develop problem behaviors. They might talk back, demonstrate aggression, or engage in other self-destructive behaviors when frustrated with a challenging task.

Therefore, coming up with IEP goals that address this “problem” of not being able to solve problems head-on is essential.

Sample IEP Goals for Problem Solving

Here are a few sample IEP goals for problem-solving to give you some inspiration.

Adaptive Goals

• By the end of the school year, when given a written scenario in which a problem needs to be solved, the student will provide two appropriate solutions with 80% accuracy in 4 out of 5 opportunities, according to teacher observation.
• By the end of the school year, the student will practice problem-solving techniques when dealing with personal or school experiences 100% of the time, according to teacher observation.

Social Goals

• By the end of the IEP term, when given pre-taught behavioral strategies to decrease or avoid escalating behaviors, the students will complete at least one activity with positive behavioral results, according to teacher observation.
• By the end of the school year, the student will solve problems by apologizing in conflict situations 90% of the time, based on teacher observation.

Reading Goals

• By the end of the IEP term, when presented with text at his instructional level, the student will use context clues to determine the meaning of unknown words with 80% accuracy, as measured by written work samples.
• By the end of the school year, the students will read a short story and answer who, what, where, why, and how questions with 90% accuracy in four out of five recorded opportunities, based on teacher observation.
• By the end of the IEP term, when given a word problem, the student will independently determine which operation is to be used with 100% accuracy on 4 out of 5 trials, measured quarterly by teacher observation.
• By the end of the school year, the student will independently solve two-step word problems (mixed addition and subtraction) with 100% accuracy on 4 out of 5 trials based on teacher observation.

Writing Goals

• By the end of the school year, when given a writing assignment, the student will independently create a keyword outline that includes the main topic and three supporting points as a basis for the essay, based on a rubric, 90% of the time.
• By the end of the IEP term, the student will create five-paragraph essays with proper essay structure that clearly address a question in an assignment, based on a rubric, 100% of the time.

Tips on Setting Goals for Problem Solving

Here are a few tips to help you come up with effective goals that work toward better problem-solving skills.

Do a Behavioral Observation

Behavioral observations can be useful for identifying all kinds of skills deficits, but particularly in the area of problem-solving. Take the time to sit down and observe the child at work.

What do they do when they encounter a problem? What are their strengths and weaknesses? What are they able to solve independently – and in what areas do they consistently require support?

A skills assessment can also be helpful. The Real Life Executive Functioning Skills Assessment is a great place to start, since it will help you see where your child is struggling in particular.

Get the Whole Team Involved

Writing problem-solving goals should not be an independent process. It should involve all members of your child’s care team, including family members, coaches, teachers, and other professionals. You’ll need their input to see if the child is struggling with problem-solving across the board, or just in one or two isolated areas.

Play to Their Interests

Motivation plays a major role in teaching new executive functioning skills so do your best to make sure your student stays motivated! Incorporate their favorite activities into learning and have conversations about your child’s favorite movie character, sports figure, or other celebrities. What sorts of problems have they encountered? How did the person solve these problems successfully?

Try Role Playing

Give your child the opportunity to practice his new problem-solving skills in every walk of life. Using role-play cards that prompt your child to solve problems in certain situations (like when you have a large homework assignment due tomorrow or even something as simple as you don’t know what to eat) is highly effective. You can find templates and helpful examples for how to get started with these scenarios in the Real Life Executive Functioning Workbook (coupon code LSA20 for 20% off at checkout).

Try the IDEAL Method

The IDEAL Method is one strategy you can use to help your child become a better problem solver. This method can be used while you are working toward any of the sample goals listed above (or any that you come up with on your own). You can learn more about it here and in the Real Life Executive Functioning Workbook .

Know When to Ask For Help

None of us is an island. We all need help from time to time. Knowing when – and who – to ask for help is essential. Encourage your child to brainstorm a list of people who can help in a pinch and be sure to try the Phone a Friend exercise in the Real Life Executive Functioning Workbook.

How to Address Each Goal

When working on problem-solving skills, the most important thing to remember is that you need to be focused on other areas in which your child struggles, too.

Problem-solving is often viewed as a collection of executive functioning skills rather than one individual skill. To help your child become better at solving problems, he needs to develop other executive functioning skills as well.

Problem-solving requires the ability to evaluate and outline different strategies – aka, planning. They need to be able to take action – task initiation. They might also need to use attentional control, organization, and time management skills. A holistic approach to addressing these problem-solving goals is essential.

Our Executive Functioning Assessment is a great place to start. It will show you where your child is at and what they need in order to improve. This assessment isn’t just for teachers – it’s also a helpful resource for parents, administrators, and even the student himself or herself.

Problem Solved! Here’s How to Write the Best Problem-Solving IEP Goals

If you find the process of writing IEP goals for problem-solving to be…well, a major problem, then you need to consider these tips. If you aren’t sure where to start, get organized! Start by giving your student the Executive Functioning Assessment and use the Real Life Executive Functioning Workbook as a guide to help point you in the direction of what skills to target.

Start by writing down what you want them to be able to do. Be as specific as possible, and use terms that your student can understand.

Once you have a good list of goals, work on breaking them down into smaller steps that will help your student reach their ultimate goal.

Remember to make sure these steps are achievable, measurable, and time-based so you can track your student’s progress and give them the support they need along the way.

Problem solved!

Looking For More Executive Functioning IEP Goal Ideas?

Visit our EF IEP Goal Resource Hub or check out our other skill-specific IEP goal articles:

• 8 Impulse Control IEP Goals
• 8 Attentional Control IEP Goals
• 8 Self-Monitoring IEP Goals
• 10 Problem Solving IEP Goals
• 10 Working Memory IEP Goals
• 9 Emotional Control IEP Goals
• 7 Cognitive Flexibility IEP Goals
• 10 Organization IEP Goals
• 12 Task Initiation IEP Goals
• 10 Time Management IEP Goals
• 15 Planning IEP Goals

Further Reading

• Amy Sippl: Executive Functioning Skills 101: Problem-Solving
• Amy Sippl: Teaching the IDEAL Problem-Solving Method to Diverse Learners
• Amy Sippl: Problem-Solving: Long-Term Strategies & Supports For Diverse Learners

About The Author

Rebekah pierce.

Rebekah is a New York writer and teacher who specializes in writing in the education, gardening, health, and natural food niches. In addition to teaching and writing, she also owns a farm and is the author of the blog J&R Pierce Family Farm .

Related Posts

Understanding the adhd iceberg: a comprehensive guide for parents and educators, 7 cognitive flexibility iep goals for real life, how to track the effectiveness of a new routine, 5 time management mistakes & how to avoid them in the new year, building flexibility: activities to teach diverse learners how to adapt to change, how to make your living spaces executive function friendly.

Life Skills Advocate is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to Amazon.com. Some of the links in this post may be Amazon.com affiliate links, which means if you make a purchase, Life Skills Advocate will earn a commission. However, we only promote products we actually use or those which have been vetted by the greater community of families and professionals who support individuals with diverse learning needs.

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Self Evaluation Comments for Problem Solving (30 Examples)

By Status.net Editorial Team on May 19, 2023 — 9 minutes to read

Self-evaluation is an essential aspect of professional development. It helps you to identify areas of improvement and measure your progress towards achieving your goals. By evaluating your problem-solving skills, you can identify your strengths and weaknesses and take steps to improve your performance.

Problem Solving Self-Evaluation Comments Examples

• I was able to identify the root cause of the problem and develop a solution that addressed it effectively.
• I was able to think outside the box and come up with a creative solution to a complex problem.
• I was able to collaborate effectively with my team members to solve a challenging problem.
• I was able to prioritize tasks and allocate resources efficiently to solve a problem within a tight deadline.
• I was able to remain calm and composed under pressure while solving a critical problem.
• I was able to analyze data and information to identify patterns and trends that helped me solve a problem.
• I was able to communicate clearly and effectively with stakeholders to understand their needs and solve their problems.
• I was able to adapt to changing circumstances and adjust my problem-solving approach accordingly.
• I was able to learn from my mistakes and apply those lessons to future problem-solving situations.
• I was able to use critical thinking skills to evaluate multiple options and select the best solution to a problem.
• I was able to break down a complex problem into smaller, more manageable parts and solve each part individually.
• I was able to identify potential obstacles and develop contingency plans to overcome them while solving a problem.
• I was able to leverage my technical expertise to solve a problem that required specialized knowledge.
• I was able to use my creativity and innovation to develop a unique solution to a problem.
• I was able to gather and analyze feedback from stakeholders to continuously improve my problem-solving approach.
• I was able to use my leadership skills to motivate and guide my team members towards a successful problem-solving outcome.
• I was able to effectively manage competing priorities and still solve a problem within the given timeline.
• I was able to use my communication skills to explain complex technical solutions to non-technical stakeholders.
• I was able to use my analytical skills to identify patterns and trends that helped me solve a problem more efficiently.
• I was able to use my problem-solving skills to identify opportunities for process improvements and implement them successfully.
• I was able to use my research skills to gather information that helped me solve a problem more effectively.
• I was able to use my project management skills to break down a large-scale problem into smaller, more manageable tasks.
• I was able to use my negotiation skills to reach a mutually beneficial solution to a problem.
• I was able to remain objective and unbiased while evaluating potential solutions to a problem.
• I was able to use my attention to detail to identify small but critical issues that were contributing to a larger problem.
• I was able to use my interpersonal skills to build strong relationships with stakeholders and work collaboratively towards a solution.
• I was able to use my problem-solving skills to find a solution that balanced the needs of multiple stakeholders.
• I was able to use my persistence and determination to keep working towards a solution even when faced with obstacles.
• I was able to use my time management skills to prioritize tasks and allocate my time efficiently while solving a problem.
• I was able to use my empathy and understanding of others’ perspectives to develop a solution that met everyone’s needs.

Improving Problem Solving Skills

To become a better problem solver, you need to develop critical thinking skills, effective communication skills, prioritize tasks, and use brainstorming techniques. Here are some tips to help you improve your problem-solving skills:

Developing Critical Thinking Skills

Critical thinking is the ability to analyze a situation, identify problems, and come up with creative solutions. To develop critical thinking skills, you need to:

• Ask questions: Don’t be afraid to ask questions to clarify the problem or gather more information.
• Challenge assumptions: Don’t accept things at face value. Question assumptions and look for evidence to support them.
• Evaluate evidence: Look for evidence that supports or contradicts your assumptions. Evaluate the quality and reliability of the evidence.
• Consider alternative perspectives: Try to see the problem from different angles and consider alternative solutions.

Effective Communication Skills

Effective communication is essential for problem-solving because it helps you:

• Understand the problem: Good communication skills help you clarify the problem and understand what is expected of you.
• Collaborate with others: Effective communication skills help you work with others to find solutions.
• Express your ideas clearly: Clear communication helps you convey your ideas and solutions to others.

To improve your communication skills, you need to:

• Listen actively: Listen to others and try to understand their perspective.
• Speak clearly: Speak clearly and concisely to avoid confusion.
• Use nonverbal cues: Pay attention to body language and other nonverbal cues to understand what others are saying.

Prioritizing Tasks

Prioritizing tasks is essential for effective problem-solving because it helps you:

• Focus on the most important tasks: Prioritizing helps you focus on the tasks that will have the most significant impact.
• Manage your time: Prioritizing helps you manage your time more effectively.
• Avoid procrastination: Prioritizing helps you avoid procrastination by breaking down large tasks into smaller, more manageable ones.

To prioritize tasks effectively, you need to:

• Identify the most important tasks: Identify the tasks that will have the most significant impact.
• Break down large tasks: Break large tasks into smaller, more manageable ones.
• Set deadlines: Set deadlines for each task to help you stay on track.

Brainstorming Techniques

Brainstorming is a technique used to generate creative ideas and solutions. To brainstorm effectively, you need to:

• Generate a lot of ideas: Don’t be afraid to come up with as many ideas as possible, even if they seem silly or unrealistic.
• Encourage creativity: Encourage creative thinking by allowing everyone to contribute ideas.
• Avoid criticism: Don’t criticize or judge ideas during the brainstorming process.

To brainstorm effectively, you can use techniques like mind mapping, free writing, or group brainstorming sessions.

Time Management and Productivity

Managing time effectively.

One of the biggest challenges when it comes to problem-solving is managing your time effectively. It’s easy to get bogged down in the details and lose track of the big picture. To avoid this, set specific goals and deadlines for yourself. Make a to-do list and prioritize your tasks based on their importance and urgency. Use a timer or a stopwatch to keep track of how much time you spend on each task, and try to minimize distractions as much as possible.

For example, if you’re working on a project that requires a lot of research, set a goal to finish the research phase by the end of the day. Break the research down into smaller tasks, such as reading a certain number of articles or books, and set deadlines for each task. This will help you stay on track and ensure that you’re making progress towards your goal.

Overcoming Overwhelm

Feeling overwhelmed is a common problem when it comes to problem-solving. When you’re faced with a complex problem, it’s easy to feel like you don’t know where to start. To overcome this, break the problem down into smaller, more manageable parts. Identify the key issues or questions that need to be addressed, and focus on one at a time.

For example, if you’re trying to solve a problem with a product or service, start by identifying the key issues that are causing the problem. Once you’ve identified these issues, break them down into smaller, more manageable parts. Focus on one issue at a time, and come up with a plan to address it. Once you’ve addressed all of the key issues, you’ll have a better understanding of the problem as a whole, and you’ll be better equipped to come up with a solution.

Being Proactive

Being proactive is an important part of problem-solving. Instead of waiting for problems to arise, take a proactive approach and try to anticipate potential problems before they occur. This will help you stay ahead of the curve and avoid potential roadblocks.

For example, if you’re working on a project with a tight deadline, don’t wait until the last minute to start working on it. Instead, start working on it as soon as possible, and set specific goals and deadlines for yourself. This will help you stay on track and ensure that you’re making progress towards your goal. Additionally, be proactive in identifying potential roadblocks or issues that could arise, and come up with a plan to address them before they become a problem.

Performance Review and Goal Setting

Setting objectives.

When preparing for a performance review, it’s important to set specific objectives that will guide the conversation. Start by reflecting on your current role and responsibilities, and consider areas where you could improve or grow. These objectives should be measurable and achievable, and should align with your personal and professional goals.

For example, one objective might be to improve your communication skills by attending a workshop or taking an online course. Another objective might be to take on more leadership responsibilities within your team or department.

Measuring Performance

During the performance review, your manager will likely evaluate your progress towards meeting your objectives. It’s important to come prepared with concrete examples of how you’ve worked towards your goals, as well as any challenges or obstacles you’ve faced.

For example, if your objective was to improve your project management skills, you might share how you’ve successfully led a project from start to finish, or how you’ve implemented new tools or processes to streamline your workflow. If you’ve faced challenges, be honest about what went wrong and what you learned from the experience.

Creating an Action Plan

After reviewing your performance, you and your manager should work together to create an action plan for the next review period. This plan should include specific goals and objectives, as well as a timeline for achieving them. It’s also important to identify any resources or support you may need to reach your goals.

For example, if your objective is to improve your technical skills, you might discuss opportunities for additional training or mentorship. If your goal is to take on more leadership responsibilities, you might discuss ways to gain experience through shadowing or cross-functional projects.

Overall, the performance review and goal setting process is an important opportunity to reflect on your progress and set a course for future growth and development. By setting specific, measurable objectives and working collaboratively with your manager, you can ensure that you’re on track to achieve your personal and professional goals.

When writing self-evaluation comments, it is important to be honest and objective. Avoid making exaggerated or false claims about your abilities or achievements. Instead, focus on specific examples that demonstrate your skills and accomplishments.

• Innovation and Creativity Self Evaluation Comments (30 Examples)
• Self Evaluation Sample Answers: Strengths and Weaknesses
• Authenticity: How to Be Your Authentic Self (Examples & Strategies)
• What is Problem Solving? (Steps, Techniques, Examples)
• What is Self Compassion? (Exercises, Methods, Examples)
• How to Cultivate Self-Discipline: Essential Strategies

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Home » Blog » IEP Goals and Objectives » Effective IEP Goals for Developing Problem-Solving Skills

Effective IEP Goals for Developing Problem-Solving Skills

Special education plays a crucial role in helping students develop essential life skills. One such skill is problem-solving, which has a significant impact on students’ learning, social interactions, and overall wellbeing. In this blog post, we will explore problem-solving skills and how to create effective IEP goals for high school students.

What Are Problem-Solving Skills

Problem-solving skills involve a series of steps students can take to identify, analyze, and resolve issues they encounter. These skills are vital for students’ learning as they help them overcome obstacles and make informed decisions. Additionally, problem-solving skills contribute to students’ social interactions and wellbeing by enabling them to navigate various social situations and maintain healthy relationships.

The Role of Specialists

Various specialists can support the development of problem-solving skills in students:

• Speech-Language Pathologists: They can help students improve their communication abilities, which are crucial for expressing and understanding problems.
• Social Workers: They can provide guidance and resources to help students address social and emotional challenges that may hinder problem-solving.
• Psychologists: They can assist in identifying any underlying cognitive or emotional barriers that may affect students’ problem-solving abilities.
• School Counselors: They can offer support in developing students’ decision-making and coping skills, which are essential components of problem-solving.

IEP Goals for Problem-Solving Skills

Here are some SMART IEP goals to help students develop problem-solving skills:

Goal 1: The student will identify and classify problems as big or small in 90% of situations within six months.

Strategy: Teach students the criteria for differentiating between big and small problems and provide opportunities for practice.

Activity: Role-play scenarios involving various problems and have students classify them as big or small.

Goal 2: The student will generate at least three possible solutions to a given problem in 80% of situations within six months.

Strategy: Teach students brainstorming techniques and encourage them to think creatively when faced with problems.

Activity: Provide problem-solving worksheets that require students to list multiple potential solutions.

Goal 3: The student will evaluate and select the best solution to a given problem in 80% of situations within six months.

Strategy: Teach students how to weigh the pros and cons of each solution and consider potential outcomes.

Activity: Engage students in group discussions where they analyze potential solutions and collectively decide on the best approach.

Implementing and Measuring Progress

To implement these IEP goals, consistently provide students with opportunities to practice problem-solving skills in various settings. Monitor their progress using data collection tools, such as checklists and rating scales, to track their improvement over time. Regularly review and adjust goals as needed, based on the students’ progress and needs.

Developing problem-solving skills is crucial for high school students’ success in learning, social interactions, and overall wellbeing. By setting effective IEP goals and collaborating with specialists, educators can support students in becoming confident problem solvers. We encourage you to apply these IEP goals in your practice and invite you to explore more resources at Everyday Speech Sample Materials .

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Transformations That Work

• Michael Mankins
• Patrick Litre

More than a third of large organizations have some type of transformation program underway at any given time, and many launch one major change initiative after another. Though they kick off with a lot of fanfare, most of these efforts fail to deliver. Only 12% produce lasting results, and that figure hasn’t budged in the past two decades, despite everything we’ve learned over the years about how to lead change.

Clearly, businesses need a new model for transformation. In this article the authors present one based on research with dozens of leading companies that have defied the odds, such as Ford, Dell, Amgen, T-Mobile, Adobe, and Virgin Australia. The successful programs, the authors found, employed six critical practices: treating transformation as a continuous process; building it into the company’s operating rhythm; explicitly managing organizational energy; using aspirations, not benchmarks, to set goals; driving change from the middle of the organization out; and tapping significant external capital to fund the effort from the start.

Lessons from companies that are defying the odds

Idea in Brief

The problem.

Although companies frequently engage in transformation initiatives, few are actually transformative. Research indicates that only 12% of major change programs produce lasting results.

Why It Happens

Leaders are increasingly content with incremental improvements. As a result, they experience fewer outright failures but equally fewer real transformations.

The Solution

To deliver, change programs must treat transformation as a continuous process, build it into the company’s operating rhythm, explicitly manage organizational energy, state aspirations rather than set targets, drive change from the middle out, and be funded by serious capital investments.

Nearly every major corporation has embarked on some sort of transformation in recent years. By our estimates, at any given time more than a third of large organizations have a transformation program underway. When asked, roughly 50% of CEOs we’ve interviewed report that their company has undertaken two or more major change efforts within the past five years, with nearly 20% reporting three or more.

• Michael Mankins is a leader in Bain’s Organization and Strategy practices and is a partner based in Austin, Texas. He is a coauthor of Time, Talent, Energy: Overcome Organizational Drag and Unleash Your Team’s Productive Power (Harvard Business Review Press, 2017).
• PL Patrick Litre leads Bain’s Global Transformation and Change practice and is a partner based in Atlanta.

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