benefits of case study approach in problem solving

Five Benefits of the Case-Based Study Method

M.S. in Commerce Student Ryann Sheehy discusses the benefits of the case-based study method.

Ryann Sheehy

M.S. in Commerce 2022

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When I first began the process of applying to graduate school, one of my biggest questions was how the work I did during my undergraduate years would compare to what would be expected of me in a graduate program. Many of my fears surrounded how difficult the homework and projects would be or how much time I’d have to spend in the library. Instead, what I found was that it wasn’t the subjective difficulty of a course or the number of hours I put into an assignment that was so different, but the overall shift in thinking we were being asked to make.

In the first few weeks of the M.S. in Commerce Program , my classmates and I were tasked with learning the language and tools of business quickly. And, in no better way was this achieved than through the case-based approach taken by our professors.

What is the case-based study method?

The case-based study method is a learning tool that allows students to read about a company and discuss their approaches to solving a presented problem faced by the firm. While this method is widely used in MBA programs, McIntire employs it across all of its programs at both the undergraduate and graduate level to challenge its students to apply practical business skills and course concepts.

How is it utilized in the classroom?

During the fall semester in the M.S. in Commerce Program, every class you take in the core curriculum will involve discussions of cases. Although the Strategy course taught by Professor Ira Harris will tackle the largest number of cases, every class from Accounting to Marketing will ask you to think critically about a real-life case whether in your small groups or as part of a larger class discussion.

So, why is the case-based approach used at McIntire, and what can it do for you? Here are five tangible benefits I’ve seen from this method that I believe give M.S. in Commerce students an advantage in the marketplace.

1. Discuss real-world scenarios

One of the most important learning objectives of the case-based study method—and, perhaps, the most obvious—is the practice with real-world scenarios. Professor Andrea Roberts, who teaches Cost Accounting in the fall semester, equates studying cases as the next best thing to actually placing students inside a real company. Many of the cases we are assigned are based on companies you may have heard of or have a personal experience with such as Trader Joe’s, Delta Air Lines, Peloton, and Wawa.

The emphasis on the real is even more clear in our Accounting classes, as we’re tasked with sifting through and interpreting actual financial statements taken directly from company reports. Roberts says one of the main objectives of these cases is to allow students to practice gathering information and figuring out what is relevant or even correctly stated. During our Cost Accounting class this semester, the case project we completed on the Alltel Pavilion was based on a real outdoor arena and included checking the financial reports for errors before calculating the answers. Although we are assigned some textbook problems to nail down the basic concepts, Roberts says it’s important to have experience with problems as they appear in practice—not nicely formatted or easily interpreted.

2. Learn from your peers

The deep level of diversity present across the program provides many opportunities for students to learn as much from their peers as they do from the professors. Phil Choi, a Business Analytics concentrator, said, “I actually do think that the M.S. in Commerce is really diverse. It’s not just a marketing thing; it actually is. The case approach takes advantage of that because you get to hear other people—their diverse experiences, whether that’s internships, whether that’s undergrad majors, or cultural diversity.” During in-class case discussions, students are encouraged to speak about their unique perspectives, since there are often many ways to look at the problem at hand. Choi said the case approach helps students who may be more reserved become comfortable with speaking their mind, as well as helps outspoken classmates learn to value other points of view.

3. Become comfortable with ambiguity

While many students may be used to finding the one best answer to a problem, in many of the cases we discuss, there truly is no perfect or “right” solution. Roberts describes this process as becoming “comfortable with the uncomfortableness.” While this change may be shocking to some students, it’s one of the most helpful lessons to learn before entering the workforce because your employer will not have an answer key to evaluate you with, nor will you be given all the necessary information in a neatly organized problem. The uncertainty pushes you to become more creative and look at all the options before deciding. As Harris teaches in Strategy, you cannot always make the right choice, but you can make an informed one.

4. Practice applying course concepts

Besides giving students real-world practice, one of the main objectives of studying cases is to practice applying the analytical tools and course concepts from class. For example, the case Harris calls a kind of “mid-range capstone” was the Delta Air Lines case we discussed after learning about benchmarking. Not only did the case cause us to discuss what makes successful versus failed benchmarking strategies, it also pulled together many of the concepts we had learned earlier in the semester. The connection between each case and a specific concept is also made clear, because we often discuss a new concept for the first part of class and then apply it to the case in the second half. This study method ultimately serves as a great way for students to test their overall understanding and ability to use the concepts taught in class when faced with a real issue.

5. Improve critical thinking and decision making

Last, but not least, cases are one of the main ways the M.S. in Commerce Program improves your ability to think critically and make informed decisions. In Roberts’ opinion, “Everything that you learn in M.S. in Commerce is providing information and tools so that you can make a decision.” Harris echoed that sentiment when he said, “When we talk about analytical thinking, when we talk about problem solving, it almost always is the use of a few different tools in order to gain some sort of a better understanding and to solve something that a company is facing.” At the end of the program, these cases will have served to improve your gut instincts and your ability to think quickly in future decision-making situations—a skill that you will need in everything from job interviews to your future day-to-day work.

What can prospective students do to prepare for this method of learning?

Harris recommends that prospective students begin familiarizing themselves with real-world business cases as soon as possible in order to gain a surface-level understanding of some of the key concepts and vocabulary that will come up in your McIntire courses. This is as easy as subscribing to and reading some of the world’s most popular business press such as The Wall Street Journal or Financial Times. Some of your current institutions may even give you free access to these sources.

If you’re interested in learning more about the case-based study method feel free to reach out to any of the current student ambassadors .

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Problem-Solving in Business: CASE STUDIES

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What are the benefits and drawbacks of case study research?

Posted by Mark Murphy | May 24, 2014 | Method , Research Students | 0

There should be no doubt that with case studies what you gain in depth you lose in breadth – this is the unavoidable compromise that needs to be understood from the beginning of the research process. So this is neither an advantage nor a disadvantage as one aspect cancels out the benefits/drawbacks of the other – there are other benefits and drawbacks that need attention however …

• Their flexibility: case studies are popular for a number of reasons, one being that they can be conducted at various points in the research process. Researchers are known to favour them as a way to develop ideas for more extensive research in the future – pilot studies often take the form of case studies. They are also effective conduits for a broad range of research methods; in that sense they are non-prejudicial against any particular type of research – focus groups are just as welcome in case study research as are questionnaires or participant observation.
• Capturing reality: One of their key benefits is their ability to capture what Hodkinson and Hodkinson call ‘lived reality’ (2001: 3). As they put it, case studies have the potential, when applied successfully, to ‘retain more of the “noise” of real life than many other types of research’ (Hodkinson and Hodkinson, 2001: 3). The importance of ‘noise’ and its place in research is especially important in contexts such as education, for example in schools where background noise is unavoidable. Educational contexts are always complex, and as a result it is difficult to exclude other unwanted variables, ‘some of which may only have real significance for one of their students’ (Hodkinson and Hodkinson, 2001, 4).
• The challenge of generality: At the same time, given their specificity, care needs to be taken when attempting to generalise from the findings. While there’s no inherent flaw in case study design that precludes its broader application, it is preferable that researchers choose their case study sites carefully, while also basing their analysis within existing research findings that have been generated via other research designs. No design is infallible but so often has the claim against case studies been made, that some of the criticism (unwarranted and unfair in many cases) has stuck.
• Suspicion of amateurism: Less partisan researchers might wonder whether the case study offers the time and finance-strapped researcher a convenient and pragmatic source of data, providing findings and recommendations that, given the nature of case studies, can neither be confirmed nor denied, in terms of utility or veracity. Who is to say that case studies offer anything more than a story to tell, and nothing more than that?
• But alongside this suspicion is another more insiduous one – a notion that ‘stories’ are not what social science research is about. This can be a concern for those who favour  case study research, as the political consequences can be hard to ignore. That said, so much research is based either on peoples’ lives or the impact of other issues (poverty, institutional policy) on their lives, so the stories of what actually occurs in their lives or in professional environments tend to be an invaluable source of evidence. The fact is that stories (individual, collective, institutional) have a vital role to play in the world of research. And to play the specific v. general card against case study design suggests a tendency towards forms of research fundamentalism as opposed to any kind of rational and objective take on case study’s strengths and limitations.
• Preciousness: Having said that, researchers should not fall into the trap (surprising how often this happens) of assuming that case study data speaks for itself – rarely is this ever the case, an assumption that is as patronising to research subjects as it is false. The role of the researcher is both to describe social phenomena and also to explain – i.e., interpret. Without interpretation the research findings lack meaningful presentation – they present themselves as fact when of course the reality of ‘facts’ is one of the reasons why such research is carried out.
• Conflation of political/research objectives: Another trap that case study researchers sometimes fall into is presenting research findings as if they were self-evidently true, as if the stories were beyond criticism. This is often accompanied by a vague attachment to the notion that research is a political process – one that is performed as a form of liberation against for example policies that seek to ignore the stories of those who ‘suffer’ at the hands of overbearing political or economic imperatives. Case study design should not be viewed as a mechanism for providing a ‘local’ bulwark against the ‘global’ – bur rather as a mechanism for checking the veracity of universalist claims (at least one of its objectives). The valorisation of particularism can only get you so far in social research.

[This post is adapted from material in ‘Research and Education’ (Curtis, Murphy and Shields , Routledge 2014), pp. 80-82].

Reference: Hodkinson, P. and H. Hodkinson (2001). The strengths and limitations of case study research. Paper presented to the Learning and Skills Development Agency conference, Making an impact on policy and practice , Cambridge, 5-7 December 2001, downloaded from h ttp://education.exeter.ac.uk/tlc/docs/publications/LE_PH_PUB_05.12.01.rtf.26.01.2013

About The Author

Mark Murphy

Mark Murphy is a Reader in Education and Public Policy at the University of Glasgow. He previously worked as an academic at King’s College, London, University of Chester, University of Stirling, National University of Ireland, Maynooth, University College Dublin and Northern Illinois University. Mark is an active researcher in the fields of education and public policy. His research interests include educational sociology, critical theory, accountability in higher education, and public sector reform.

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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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A Model for Case Analysis and Problem Solving

ABOUT THIS CONTENT

Table of Contents

Why the Case Approach

The most effective way for learning to take place is to actually be in real situations, make decisions, deal with the consequences of those decisions, and learn from our real mistakes. Nothing will ever replace learning from experience. Cases (which involve real situations although names may be changed) allow us to "simulate" real life situations when we don’t have the luxury of having years of experience. Cases allow us (to some degree) to live with real situations, make decisions, and feel the consequences. Like scientists in a laboratory, students of management use case problems and experiential exercises as "laboratory" opportunities to experiment with real organizations in the classroom setting.

Cases attempt to reflect the various pressures and considerations managers confront in everyday organizational life. By using complex real world problems as a focus, cases are designed to challenge you to develop and practice skills that will be appropriate to the practical problems you will face in your career.

The case method is based on the learning principle that learning occurs most when people teach themselves, through their own struggles. You will gain greater understanding and improved skills in judgment when you work through a problem than if you listened passively to a lecture. Similarly, there will be greater learning if you "use" a theory than if you just heard about it. Therefore cases have two basic uses:

• Helping us learn how to apply theories to real situations
• Helping us learn how to solve real problems

Like real situations cases center around an array of partially-ordered, ambiguous, seemingly contradictory and reasonably unstructured facts, opinions, inferences and bits of information, data, and incidents out of which you must provide order by selectively choosing which bits to use and which to ignore. In real life others won’t do this for us. As in real life situations, it is unlikely that any two people would assemble the data or make inferences identically. You will have to work within the limitations inherent in evidence and arrive at internally consistent interpretations. Experiencing the process of learning this way may be frustrating and confusing, but it is also practical and realistic.

Cases, as in real management situations, require you to work with the "as is" of reality, not the "should be" of theory. Like managers you will have to exercise judgment which can be improved by discussion and consultation with others. However, note that like the manager, you will seldom be sure before your decision is made and often after it is made, that you have made the right or "best" decision. Like any manager, you will approach cases under time pressure, on the basis of limited facts, and in the face of many unknowns. You will approach cases along with other people who like you have idiosyncrasies and limitations, and different opinions.

In summary, cases have a number of benefits:

• They allow us to develop skill in thinking clearly about ambiguous, unstructured situations using incomplete information;
• They help us to develop skills at recognizing what information is important and what is missing
• They help us to develop concise, reasonable, and consistent action plans;
• Help you to identify implicit models and assumptions, values and goals you use every day
• They provide an opportunity to develop skills in presenting (written and oral) our ideas to people and to groups; to influence and persuade others
• Improve your ability to predict behavioral outcomes-yours and others

Your Responsibilities

Little can be learned from a case without preparing it carefully and discussing it with others. Cases are not designed to present you with a right answer which you can memorize in the hopes that you will remember it if you ever encounter a similar situation. Similarly you won’t gain much from listening to what others think is the right answer. The learning comes from actively participating in the search for solutions. Cases are the raw materials that permit simulation in the classroom of actual discussions carried on informally among managers.

Preparation : Cases require more preparation and active participation than most class activities. How much you get out of a case discussion depends heavily on how much effort you put into preparing it before class. Many students confronting cases for the first time are overwhelmed; they see so many factors that come into play. Facts are confusing and ambiguous and often incomplete. This guide is intended to help you walk through the critical steps.

Informal Discussion Groups: After preparing a case by yourself, it can really help to meet with a group of other students to talk about a case before class. This will give you a chance to test your ideas on others and learn about other perspectives about the case.

Participating in Class Discussions: The purpose of the class discussion is to test others ideas so that together students can reach a richer and deeper understanding of the case. The role of the discussion is to moderate and create an environment in which contributions of individual students build on one another to understand the problem more fully. The instructor’s role is not to answer. The instructor may highlight, synthesize the issues and help shape the discussion.

The quality of the class discussion depends on the quality of the students’ preparation and participation in class. The class should be considered a team of colleagues that has been asked to work together to solve a challenging problem. This requires good team members to push ideas and support them. Good class also requires an emphasis on listening; others will raise ideas you hadn’t thought of and you should be prepared to change your mind and incorporate new ideas when you find them persuasive.

Try to have your ideas build on the comments of others. Don’t be afraid to be challenged or to be wrong. Sometimes students leave a class discussion discouraged because many issues and arguments that were raised that they had not considered before class. Remember that no case would be worth discussing if it were simple and straightforward enough for you to have figured it out on your own.

The classroom should be a place where you can test ideas and learn from each other. Finally enjoy yourself. There should be a lot of satisfaction in struggling with a complex problem and through your efforts, coming to a better understanding of it.

Preparing a Case: Six Steps for Problem Analysis

The checklist is presented as a framework for diagnosis, problem-solving, and managerial action taking. Note that few if any situations that you will experience will require that you consider every element listed here. Management is a dynamic, ongoing process that never takes place as sequentially or rationally as this list would imply. In most real-world situations, as opposed to case discussions in class, you already know a great deal about the people and prior experiences that are relevant. In addition, events never turn out exactly as you anticipate them.

Step 1: Comprehend the Case Situation: Data Collection, Identify Relevant Facts

Most cases require at least two readings, sometimes more; the first time through should involve familiarizing yourself with the basic situation; you may be given some guide questions to help you and you also might think about why the case was assigned now. There are some standard questions that you might keep in mind as you read the case:

• What are the key issues in the case; who is the decision maker in the case; is there a critical decision?
• What is the environment in which the key people operate; what are the constraints on their actions; what demands are imposed by the situation?
• Are solutions called for?
• If you had the chance to talk to critical people in the company, what would you want to know?
• What are the actual outcomes of the current situation-productivity, satisfaction, etc; how stable are present conditions?
• What are the "ideal" outcomes; what is an ideal "future" condition?
• What information is lacking; what are the sources of the available information?

Managers and students rarely have complete information and must rely on inferences. Be prepared to make creative assumptions; good analysis goes beyond identifying the relevant facts in the case. If some facts aren’t given, figure out what you can assume they are.

Rereading: After the first reading, try to formulate several plausible courses of action and explanation for the data in the case. Imagine yourself as various key people in the case and figure out why you (as the person in the case) might have acted as he/she did, or what you would do. Think about the consequences if you are wrong.

Using evidence and numbers: One of the most difficult problems in preparing a case is sorting through the mass of information and evidence. Often cases involve considerable background information of varying relevance to the decision at hand. Often cases involve conflict with different actors providing selective information and courses of action to support their claims. As in real life, you must decide what information is important and what isn’t and evaluate apparently conflicting evidence.

As in real life, you will be faced with a lot of information but perhaps not exactly the information you need. It is not uncommon to feel paralyzed by all the available information; it is difficult to identify the key information after the first reading. You should be slightly skeptical about the information presented or the interpretation placed on it by various actors in the case. You won’t have time to question all evidence in the case but if the evidence is critical, you might ask yourself what it really implies and whether it is as compelling as it seems.

As you read the case keep in mind:

• remember that all behavior is caused, motivated, and goal-directed; behavior may see strange, or "irrational" but you can assume it makes sense to the actor
• separate fact from opinion; distinguish between what people say vs. do
• it might be possible to get more information about the case (eg. the industry) but for the most part you will be asked to do your best with the information available
• separate symptoms from underlying causes
• avoid judgments; avoid premature solutions

Step 2: Defining the Problem

What is the critical issue or problems to be solved? This is probably the most crucial part of the analysis and sometimes the hardest thing to do in the whole analysis. Perhaps the most common problem in case analysis (and in real life management) is that we fail to identify the real problem and hence solve the wrong problem. What we at first think is the real problem often isn’t the real problem .

To help in this stage here are some questions to ask in trying to identify the real problem:

• where is the problem (individual, group, situation) why is it a problem; is there a "gap" between actual performance and desired performance; for whom is it a problem and why
• explicitly state the problem; are you sure it is a problem; is it important; what would happen if the "problem" were left alone"; could doing something about the "problem" have unintended consequences?
• what standard is violated; where is the deviation from standard
• what are the actual outcomes in terms of productivity and job satisfaction; what are the ideal outcomes
• how do key people feel about the problem and current outcomes
• what type of problem is it ?(individual, relationships, group, intergroup, leadership/motivation/power, total system)
• how urgent is the problem? How important is the problem relative to other problems?
• assess the present conditions:
• What are the consequences; how high are the stakes; what factors must and can change?
• for the organization (costs and profits; meeting obligations; productivity)
• for the people (personal and financial rewards; careers; satisfaction and growth)
• How stable are present conditions?
• What information is lacking?
• What are the sources of the available information?

Traps in this stage :

• suggesting a solution prematurely-stating a problem while implying a solution
• stating problems in behavioral (personal) terms, not situational terms
• not explicitly stating the problem-assuming "your" problem is "the" problem
• blindly applying stereotypes to problems; accepting all information at face value; making premature judgments; multiple causality
• most crucial at this step is to avoid suggesting a solution
• confusing symptoms with causes; differentiating fact from opinion; prematurely judging people and actions
• stating the problem as a disguised solution (eg. Hardesty’s failure is due to his not visiting purchasing agents)

Step 3: Causes

Once you have identified the key problem(s), try to find the causes here. Most critical here is avoiding solutions, and avoiding blaming or judging people. Also

• don’t quit at the most obvious answer-try playing devil’s advocate; put yourself in the other person’s shoes
• accept the multiple causality of events
• there may be a number of viable ways to fit the data together; explore as many as you can; go past the obvious
• there is a great tendency to evaluate behavior as good or bad; I care about why it occurred; judgments leads to a poor analysis focusing on justification for the evaluation
• the concern is not whether behavior is good or bad but why it occurred and its consequences
• be careful about hindsight; actors in the case usually don’t have access to outcomes when they act so avoid "Monday Morning Quarterbacking"-consider what actors in the case are reasonably likely to know or do
• as before, avoid premature solutions and premature judgments

Step 4: Generating Alternative Solutions (not all assignments will call for this)

In thinking about a context for generating alternatives, think about:

• what are the decision-maker’s sources of power in the situation? (legitimate, reward, punishment, expert, referent)
• what are possible leverage points (changing technology such as machines, processes, product designs; changing organizational structure; changing reward systems, job descriptions education, changing personnel, changing culture)
• can individual behavior be changed (education, training, reward systems, job description, etc.)
• what are the constraints on the solution? (time, money, organizational traditions, prior commitments, external realities, legal etc)
• what are the available resources (time, money, people, existing relationships, power)
• should others be involved (in problem definition, data collection, generating alternatives, implementing solutions, monitoring and assessing realities)
• In this stage it is important to avoid reaching for a solution too quickly; be creative here and put yourself in the case. Try living with various alternatives that you are thinking about; what would be the impact on you and on others. Be sure to think about the costs and benefits of each alternative.

Step 5: Decision (note that not all assignments will call for a solution)

In considering the alternatives generated above you need to be clear on the criteria you will use to evaluate them. Some possible criteria include:

• does the alternative address the critical aspect of the problem? What are your objective? Be specific.
• what are the intended consequences; what are some unintended possible consequences; how will your decision improve the situation
• what is the probability of success; what are the risks; what happens if the plan fails
• what does the plan depend on? What are the costs? What power and control is needed?
• who would be the "change agent" Does he/she have the power, skills, knowledge to be successful
• is the "solution" consistent with organizational realities

Remember that there is no one "elegant" solution; all solutions have costs and benefits ; identify pros and cons of each alternative; evaluate relative to goals; look at main and side effects you may have to make inferences and judgments; do this as long as you have good reasons for your inferences Choose alternative which best meets the criteria. The decision might not be accepted by those involved so you may have to choose a more acceptable one. You might want to rank order your alternatives according to how well they meet the criteria used. as you think about action, put yourself into the case; try to project living with the consequences

Step 6: Taking Action and Following Up

In thinking about implementation you want to think about these areas:

• what are leverage points for change-technology, reward systems, work relationships, reporting relationships, personnel changes
• what are the decision maker’s sources of power: legitimate, reward, expert, referent, etc?
• what are the constraints on a solution: time, money, organizational policies, traditions, prior commitments, external realities
• does culture have to change; what historical relationships must be respected
• implementation-will people resist change; is change being reinforced; is a new stability developing
• monitoring changes-are further changes necessary; are costs and benefits of changes as expected
• make sure you have thought about the ramifications of implementing the plan; how will you address them

Action Plans : provide options for meeting specific objectives should include: a brief description of the plan, costs, benefits, drawbacks

Some simple models are helpful in thinking about implementation. One involves thinking about implementation as involving three stages:

• Unfreezing: Making sure those affected feel the need for change
• Change: introducing the change
• Refreezing: Reinforcing the new behaviors

General Reminders/Check List

• remember you will never have enough information!
• the most critical aspect of case analysis may be "identifying the problem"
• you will never be sure you have identified the real problem
• there is rarely one "right" answer-different answers may be somewhat right

Accept that cases and managerial situations involve:

• ambiguous situations multiple causality inadequate information
• no elegant solution
• acknowledge that personal values play a role in case analysis
• no one (including the instructors) can "solve" the case
• try to imagine "living" with the problem and your recommendations

Try to avoid:

• blindly applying stereotypes to problems accepting information at face value
• confusing symptoms with problems making premature evaluations
• judging behavior-we assume no one is "good" or "bad"; labelling people as such is an easy way to dispense with problems of trying to figure out why someone does what he does
• don’t assume you are so much smarter or better informed than managers you observe or read about that you can readily solve problems they have been dealing with for years
• managers involved may understand their problems better than you do and act the way they do for reasons that are sound to themselves

Writing Tips

• while it is critical to follow the above advice on case analysis, much of this analysis may not appear in your paper. The analysis is required to generate material for your memo but may not necessarily appear in it
• think carefully in your writing who your audience is
• assume your reader is a little dense; write in a form that is easy to digest-good introduction, subheadings, manageable paragraphs, clear topic sentences, clear transitions
• provide a strong introduction; give your reader a reason to read the analysis; give the reader the "benefits"
• in a memo, you can only convey one or two main points; make sure the reader knows what they are; make sure your introduction provides a clear "road map" for where you are going; reinforce this in the conclusion
• use models/theories in your analysis, but you may not necessarily "leave" these "tools" in your document.

Final Comments

Case teaching is a lab experience. It is low risk and participative. It does not provide "how to" or surefire techniques. Students sometimes express dissatisfaction with cases. "Information is ambiguous, redundant, irrelevant; the issue isn’t stated clearly; the instructor isn’t directive enough; we never know the "right" answer; the instructor should lecture more."

These comments are legitimate. But for the most part the difficulties associated with case teaching stem from real situations themselves. These are the same dilemmas you will face as managers.

More Related Posts

• Case Hints – The Case Method
• Case Analysis Template
• 5 Forces Framework
• Case Hints – Some Guidelines for Case Analysis & Number Crunching
• Case Hints – Marketing Management Case Analysis

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Hypothesis-Driven Approach: Crack Your Case Like a Consultant

• Last Updated June, 2023

A hypothesis-driven approach in consulting is a structured method of problem-solving. Consultants formulate a hypothesis for the solution to a business problem, then gather data to support or disprove it. 

Cracking a case interview can be a daunting task, with a wide range of potential solutions and approaches to consider. However, using a hypothesis-driven approach is a systematic and effective problem-solving method. It will impress your interviewer and demonstrate your readiness for a career in consulting.

In this article, we will talk about:

• The definitions of a hypothesis and a hypothesis-driven approach
• The differences between a hypothesis-driven approach and a non-hypothesis-driven approach
• An example of how to solve a case using both approaches
• Our 5-step process for using a hypothesis-driven approach to solve consulting cases

Let’s get started!

What Is a Hypothesis & a Hypothesis-Driven Approach?

Differences between a hypothesis-driven approach vs. non-hypothesis-driven approach, our 5-step process for using the hypothesis-driven mindset to solve cases, other consulting tools that will strengthen your problem-solving.

In the realm of science, the term “hypothesis” is used to describe a proposed explanation for a question or phenomenon, based on limited evidence, as a starting point for further investigation. Similarly, consultants act as scientists or as doctors solving their clients’ business problems, constantly forming and testing hypotheses to identify the best solutions. 

The key phrase here is “starting point,” as a hypothesis is an educated guess at the solution, formed from currently available information. As more data is gathered, the hypothesis may be adjusted or even discarded entirely.

Nail the case & fit interview with strategies from former MBB Interviewers that have helped 89.6% of our clients pass the case interview.

Hypothesis-Driven Approach

Consultants are engaged to efficiently and effectively solve their clients’ problems and assist in making critical business decisions. With the vast amount of data available and an array of options to consider, it can be overwhelming to examine everything. Time constraints on projects make it imperative that consultants avoid getting bogged down in excessive analysis and questioning, without making meaningful progress toward a recommendation.

Instead, consultants begin by forming a hypothesis after gaining an understanding of the client’s problem and high-level range of possibilities. Then, they gather data to test the initial hypothesis. If the data disproves the hypothesis, the consultants repeat the process with the next best hypothesis. This method of problem-solving is commonly used by top consulting firms, such as McKinsey.

A non-hypothesis-driven approach is the opposite of a hypothesis-driven approach. Instead of forming a hypothesis, the individual makes a recommendation only after thoroughly evaluating all data and possibilities. This approach may rely on intuition, trial and error, or exhaustively exploring all options to solve the problem. This is not an efficient method for a case interview, where time is limited.

An analogy that illustrates the distinction between the two methods is to look at problem-solving as trying to find a needle in a haystack. A non-hypothesis-driven approach would involve randomly searching through the entire stack without any clear strategy. 

On the other hand, a hypothesis-driven approach would involve dividing the haystack into smaller piles, and systematically searching through one section at a time. The searcher would gather information from the person who lost the needle, such as their location when it was lost, to identify the most likely pile to search first. This not only saves time but also increases the likelihood of finding the needle. If the needle is not found in the initial pile, the search can then move on to the next most probable pile.

Solving a Case Interview Using the Hypothesis-Driven Approach vs. the Non-Hypothesis-Driven Approach

To further illustrate the advantages of a hypothesis-driven approach, let’s examine two different approaches to the same case interview example. We’ll compare and contrast these approaches, highlighting the key distinctions between them. By the end, you’ll have a clear understanding of the benefits of using a hypothesis-driven approach in problem-solving. 

The client is SnackCo, a consumer goods company that manufactures and sells trail mixes in the United States. Over the past decade, SnackCo has seen significant growth following the launch of premium trail mix products, capitalizing on the trend toward healthier snacking options. Despite this success, the company’s operations have remained unchanged for the past decade. SnackCo is asking for your help to improve its bottom line.

Let’s look at how two candidates, Alex and Julie, solve the same case.

The Non-Hypothesis-Driven Approach

After hearing this prompt, Alex jumps right into listing possible questions related to how to improve the bottom line.

Alex: I understand SnackCo wants to improve profitability. Here are some questions I want to look into. Has SnackCo’s retail prices remained the same in recent years?

Interviewer: No, SnackCo has adjusted prices quite closely to what competitive products are selling at.

Alex: Oh interesting. Are consumers willing to pay more for premium trail mix? Do we know if we are underpricing?

Interviewer: SnackCo’s Director of Sales strongly believes that they should not change product prices. He believes the consumers love the product and it is priced fairly. 

Alex: Got it. Has the client’s market share decreased?

Interviewer: No, the market share has increased over the years.

Alex: In that case, it seems like our growth is fine. Have the costs increased?

Interviewer: SnackCo has not made many changes to its costs and operations in the last decade. What are some ways we can help them look at their cost savings opportunities?

Although Alex is making progress and may eventually solve the case, his communication style gives the impression that he is randomly guessing at the sources of the problem, rather than using logical reasoning and structure to pinpoint the solution.

The Hypothesis-Driven Approach

Julie has prepared for her case interviews with My Consulting Offer’s coaches so she is well-versed in the hypothesis-driven approach. 

After hearing the same prompt, she takes a moment to write down the key issues she wants to dig into to solve this case and organizes her thoughts. 

Julie: For the goal of improving profitability, we could look at how to improve revenue or decrease costs. For revenue, we could look at if prices or volumes have changed. Since the client said they haven’t made any changes to the business operations in the last decade, I would like to start with a better understanding of their costs. However, before we begin, I want to confirm if there have been any changes to prices or volumes recently.

Interviewer: SnackCo’s Director of Sales strongly believes that they should not change product prices. They also believe the volumes have grown well as SnackCo is one of the market leaders now. 

Julie: Great. That confirms what I was thinking. It’s likely a cost problem. We could look at their variable costs, such as ingredients, or fixed costs, such as manufacturing facilities. Given that this is an established business, I would assume their fixed costs are likely consistent. Therefore, let’s start with their variable costs.

Interviewer: How should we think about variable costs?

Julie: Variable costs for SnackCo likely include ingredients, packaging, and freight. The levers they could pull to reduce these costs would be through supplier relationships or changing the product composition. 

Julie quickly identifies that variable costs are likely the problem and has a structured approach to understanding which opportunities to explore. 

Key Differences

The interviewer is looking for candidates with strong problem-solving and communication skills, which are the qualities of a good consultant. Let’s look at how the two candidates performed.

Problem-Solving

Alex’s approach to solving the client’s problem was haphazard, as he posed a series of seemingly unrelated questions in no particular order. This method felt more like a rapid-fire Q&A session rather than a structured problem-solving approach. 

On the other hand, Julie takes a structured and analytical approach to address profitability concerns. She quickly realizes that while revenue is one factor of profitability, it is likely costs that are the main concern, as they haven’t changed much in the last decade. She then breaks down the major cost categories and concludes that variable costs are the most likely opportunity for cost reduction. Julie is laser-focused on the client’s goal and efficiently gets to a solution.

Communication

Alex is not making a positive initial impression. If this were an actual client interaction, his questioning would appear disorganized and unprofessional. 

On the other hand, Julie appears more organized through her clear communication style. She only considers the most pertinent issues at hand (i.e., the client’s business operations and costs) and avoids going down irrelevant rabbit holes.

• Understand the client’s problem; ask clarifying questions if needed.
• Formulate an issue tree to break down the problem into smaller parts.
• State the initial hypothesis and key assumptions to be tested.
• Gather and analyze information to prove or disprove the hypothesis; do not panic if the hypothesis is disproven.
• Pivot the hypothesis if necessary and repeat step 4. Otherwise, make your recommendation on what the client can do to solve their problem. 

Other helpful tips to remember when using the hypothesis-driven approach:

• Stay focused on the client’s problem and remember what the end goal is.
• Think outside the box and consider new perspectives beyond traditional frameworks. The basic case interview frameworks are useful to understand but interviewers expect candidates to tailor to the specific client situation.
• Clearly communicate assumptions and implications throughout the interview; don’t assume the interviewer can read your mind.

A hypothesis-driven approach is closely tied to other key consulting concepts, such as issue trees, MECE, and 80/20. Let’s take a closer look at these topics and how they relate.

• Issue Trees

Issue trees, also known as decision trees, are visual tools that break down complex business problems into smaller, more manageable parts. In a consulting interview, candidates use the issue tree to outline key issues and potential factors in the client’s problem, demonstrating their understanding of the situation. This structure is then used to guide the case discussion, starting with the candidate’s best hypothesis, represented as one branch of the issue tree. For more information and examples of issue trees, check out our i ssue tree post. 

During the interview process, consulting firms look for candidates who can demonstrate a MECE (mutually exclusive and collectively exhaustive) approach to problem-solving, which involves breaking down complex issues into distinct, non-overlapping components. 

A MECE approach in case interviews involves identifying all potential paths to solving a client’s problem at a high level. This allows the candidate to form an initial hypothesis with confidence that no potential solutions have been overlooked. To gain a deeper understanding, read our comprehensive guide on the MECE case structure .

Consultants use the 80/20 rule, also known as the Pareto principle, to prioritize their efforts and focus on the most important things. This principle states that 80% of effects come from 20% of causes, which means a small number of issues often drive a large portion of the problem. By identifying and focusing on the key issues, consultants can achieve significant results with relatively minimal resources.

By following these tips and developing a solid understanding of the hypothesis-driven approach to case-solving, you will have the necessary tools to excel in your case interview. For more interview resources, check out Our Ultimate Guide to Case Interview Prep . 

– – – – –

In this article, we’ve covered:

• Explanations of a hypothesis and hypothesis-driven approach
• Comparison between a hypothesis-driven approach and a non-hypothesis-driven approach
• Examples of the same case using both approaches and the key differences
• Practical tips on how to develop a hypothesis-driven mindset to ace the case

Still have questions?

If you have more questions about the best degrees for a career in consulting, leave them in the comments below. One of My Consulting Offer’s recruiters will answer them.

Other people preparing to apply to consulting firms found the following pages helpful:

• Our Ultimate Guide to Case Interview Prep
• Types of Case Interviews
• Case Frameworks
• Hypothesis Trees

Help with Your Consulting Application

Thanks for turning to My Consulting Offer for advice on the best majors for consulting. My Consulting Offer has helped almost 89.6% of the people we’ve worked with to get a job in management consulting. We want you to be successful in your consulting interviews too. For example, here is how Misha was able to get his offer from BCG.

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5 Advantages and Disadvantages of Problem-Based Learning [+ Activity Design Steps]

Written by Marcus Guido

• Teaching Strategies

Wondering if problem-based learning is right for your classroom? Here are 5 advantages and disadvantages, plus a downloadable activity guide for reference!

• Advantages of Problem-Based Learning
• Disadvantages of Problem-Based Learning
• Steps to Designing Problem-Based Learning Activities

Used since the 1960s, many teachers express concerns about the effectiveness of problem-based learning (PBL) in certain classroom settings.

Whether you introduce the student-centred pedagogy as a one-time activity or mainstay exercise, grouping students together to solve open-ended problems can present pros and cons.

Below are five advantages and disadvantages of problem-based learning to help you determine if it can work in your classroom.

If you decide to introduce an activity, there are also design creation steps and a downloadable guide to keep at your desk for easy reference.

1. Development of Long-Term Knowledge Retention

Students who participate in problem-based learning activities can improve their abilities to retain and recall information, according to a literature review of studies about the pedagogy .

The literature review states “elaboration of knowledge at the time of learning” -- by sharing facts and ideas through discussion and answering questions -- “enhances subsequent retrieval.” This form of elaborating reinforces understanding of subject matter , making it easier to remember.

Small-group discussion can be especially beneficial -- ideally, each student will get chances to participate.

But regardless of group size, problem-based learning promotes long-term knowledge retention by encouraging students to discuss -- and answer questions about -- new concepts as they’re learning them.

2. Use of Diverse Instruction Types

You can use problem-based learning activities to the meet the diverse learning needs and styles of your students, effectively engaging a diverse classroom in the process. In general, grouping students together for problem-based learning will allow them to:

• Address real-life issues that require real-life solutions, appealing to students who struggle to grasp abstract concepts
• Participate in small-group and large-group learning, helping students who don’t excel during solo work grasp new material
• Talk about their ideas and challenge each other in a constructive manner, giving participatory learners an avenue to excel
• Tackle a problem using a range of content you provide -- such as videos, audio recordings, news articles and other applicable material -- allowing the lesson to appeal to distinct learning styles

Since running a problem-based learning scenario will give you a way to use these differentiated instruction approaches , it can be especially worthwhile if your students don’t have similar learning preferences.

3. Continuous Engagement

Providing a problem-based learning challenge can engage students by acting as a break from normal lessons and common exercises.

It’s not hard to see the potential for engagement, as kids collaborate to solve real-world problems that directly affect or heavily interest them.

Although conducted with post-secondary students, a study published by the Association for the Study of Medical Education reported increased student attendance to -- and better attitudes towards -- courses that feature problem-based learning.

These activities may lose some inherent engagement if you repeat them too often, but can certainly inject excitement into class.

4. Development of Transferable Skills

Problem-based learning can help students develop skills they can transfer to real-world scenarios, according to a 2015 book that outlines theories and characteristics of the pedagogy .

The tangible contexts and consequences presented in a problem-based learning activity “allow learning to become more profound and durable.” As you present lessons through these real-life scenarios, students should be able to apply learnings if they eventually face similar issues.

For example, if they work together to address a dispute within the school, they may develop lifelong skills related to negotiation and communicating their thoughts with others.

As long as the problem’s context applies to out-of-class scenarios, students should be able to build skills they can use again.

5. Improvement of Teamwork and Interpersonal Skills

Successful completion of a problem-based learning challenge hinges on interaction and communication, meaning students should also build transferable skills based on teamwork and collaboration . Instead of memorizing facts, they get chances to present their ideas to a group, defending and revising them when needed.

What’s more, this should help them understand a group dynamic. Depending on a given student, this can involve developing listening skills and a sense of responsibility when completing one’s tasks. Such skills and knowledge should serve your students well when they enter higher education levels and, eventually, the working world.

1. Potentially Poorer Performance on Tests

Devoting too much time to problem-based learning can cause issues when students take standardized tests, as they may not have the breadth of knowledge needed to achieve high scores. Whereas problem-based learners develop skills related to collaboration and justifying their reasoning, many tests reward fact-based learning with multiple choice and short answer questions. Despite offering many advantages, you could spot this problem develop if you run problem-based learning activities too regularly.

2. Student Unpreparedness

Problem-based learning exercises can engage many of your kids, but others may feel disengaged as a result of not being ready to handle this type of exercise for a number of reasons. On a class-by-class and activity-by-activity basis, participation may be hindered due to:

• Immaturity  -- Some students may not display enough maturity to effectively work in a group, not fulfilling expectations and distracting other students.
• Unfamiliarity  -- Some kids may struggle to grasp the concept of an open problem, since they can’t rely on you for answers.
• Lack of Prerequisite Knowledge  -- Although the activity should address a relevant and tangible problem, students may require new or abstract information to create an effective solution.

You can partially mitigate these issues by actively monitoring the classroom and distributing helpful resources, such as guiding questions and articles to read. This should keep students focused and help them overcome knowledge gaps. But if you foresee facing these challenges too frequently, you may decide to avoid or seldom introduce problem-based learning exercises.

3. Teacher Unpreparedness

If supervising a problem-based learning activity is a new experience, you may have to prepare to adjust some teaching habits . For example, overtly correcting students who make flawed assumptions or statements can prevent them from thinking through difficult concepts and questions. Similarly, you shouldn’t teach to promote the fast recall of facts. Instead, you should concentrate on:

• Giving hints to help fix improper reasoning
• Questioning student logic and ideas in a constructive manner
• Distributing content for research and to reinforce new concepts
• Asking targeted questions to a group or the class, focusing their attention on a specific aspect of the problem

Depending on your teaching style, it may take time to prepare yourself to successfully run a problem-based learning lesson.

4. Time-Consuming Assessment

If you choose to give marks, assessing a student’s performance throughout a problem-based learning exercise demands constant monitoring and note-taking. You must take factors into account such as:

• Completed tasks
• The quality of those tasks
• The group’s overall work and solution
• Communication among team members
• Anything you outlined on the activity’s rubric

Monitoring these criteria is required for each student, making it time-consuming to give and justify a mark for everyone.

5. Varying Degrees of Relevancy and Applicability

It can be difficult to identify a tangible problem that students can solve with content they’re studying and skills they’re mastering. This introduces two clear issues. First, if it is easy for students to divert from the challenge’s objectives, they may miss pertinent information. Second, you could veer off the problem’s focus and purpose as students run into unanticipated obstacles. Overcoming obstacles has benefits, but may compromise the planning you did. It can also make it hard to get back on track once the activity is complete. Because of the difficulty associated with keeping activities relevant and applicable, you may see problem-based learning as too taxing.

If the advantages outweigh the disadvantages -- or you just want to give problem-based learning a shot -- follow these steps:

1. Identify an Applicable Real-Life Problem

Find a tangible problem that’s relevant to your students, allowing them to easily contextualize it and hopefully apply it to future challenges. To identify an appropriate real-world problem, look at issues related to your:

• Students’ shared interests

You must also ensure that students understand the problem and the information around it. So, not all problems are appropriate for all grade levels.

2. Determine the Overarching Purpose of the Activity

Depending on the problem you choose, determine what you want to accomplish by running the challenge. For example, you may intend to help your students improve skills related to:

• Collaboration
• Problem-solving
• Curriculum-aligned topics
• Processing diverse content

A more precise example, you may prioritize collaboration skills by assigning specific tasks to pairs of students within each team. In doing so, students will continuously develop communication and collaboration abilities by working as a couple and part of a small group. By defining a clear purpose, you’ll also have an easier time following the next step.

3. Create and Distribute Helpful Material

Handouts and other content not only act as a set of resources, but help students stay focused on the activity and its purpose. For example, if you want them to improve a certain math skill , you should make material that highlights the mathematical aspects of the problem. You may decide to provide items such as:

• Data that helps quantify and add context to the problem
• Videos, presentations and other audio-visual material
• A list of preliminary questions to investigate

Providing a range of resources can be especially important for elementary students and struggling students in higher grades, who may not have self-direction skills to work without them.

4. Set Goals and Expectations for Your Students

Along with the aforementioned materials, give students a guide or rubric that details goals and expectations. It will allow you to further highlight the purpose of the problem-based learning exercise, as you can explain what you’re looking for in terms of collaboration, the final product and anything else. It should also help students stay on track by acting as a reference throughout the activity.

5. Participate

Although explicitly correcting students may be discouraged, you can still help them and ask questions to dig into their thought processes. When you see an opportunity, consider if it’s worthwhile to:

• Fill gaps in knowledge
• Provide hints, not answers
• Question a student’s conclusion or logic regarding a certain point, helping them think through tough spots

By participating in these ways, you can provide insight when students need it most, encouraging them to effectively analyze the problem.

6. Have Students Present Ideas and Findings

If you divided them into small groups, requiring students to present their thoughts and results in front the class adds a large-group learning component to the lesson. Encourage other students to ask questions, allowing the presenting group to elaborate and provide evidence for their thoughts. This wraps up the activity and gives your class a final chance to find solutions to the problem.

Wrapping Up

The effectiveness of problem-based learning may differ between classrooms and individual students, depending on how significant specific advantages and disadvantages are to you. Evaluative research consistently shows value in giving students a question and letting them take control of their learning. But the extent of this value can depend on the difficulties you face.It may be wise to try a problem-based learning activity, and go forward based on results.

Create or log into your teacher account on Prodigy -- an adaptive math game that adjusts content to accommodate player trouble spots and learning speeds. Aligned to US and Canadian curricula, it’s used by more than 350,000 teachers and 10 million students. It may be wise to try a problem-based learning activity, and go forward based on results.

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