Problem Solving Training
Our problem-solving training takes a hands-on, workshop-style approach that actively addresses the problems you have faced, are currently facing, and may encounter in the future. By blending practical application with theoretical insights, participants engage directly with their real-world work scenarios. Moreover, while learning essential problem-solving frameworks, they continuously review and refine strategies tailored to their unique challenges, ensuring immediate relevance and long-term impact.
What is a problem
One way to define a problem is as “a matter or situation that is unwelcome or harmful and requires action to resolve and overcome.” Another definition frames it as “a work situation where the solution or next step is not immediately clear and demands careful thought.”
Our training equips you with practical strategies and actionable tactics to confidently tackle these challenges. By addressing both the unwelcome obstacles and the ambiguous scenarios you encounter, this programme empowers you to navigate complex situations with clarity and effectiveness.
Virtual Training or Classroom Training
Our problem solving training is delivered as either an online virtual session using Zoom, Teams etc. Or it is delivered in the classroom.
Training tailored to the participants
We tailor our training to the client and the particular circumstances of the participants in the workshop.
Lawyers
Lawyers stand out as a distinct group due to their advisory role with clients, colleagues, and seniors, while also managing the work output of juniors. Professionals in other services firms share some similarities, though notable distinctions may exist.
Typical Problems.
Lawyers face a range of challenges, including:
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Clients perceive situations differently from legal realities.
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Clients make timescale requests that don’t align with practical realities.
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Senior lawyers may suggest strategies when better alternatives exist.
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Navigating complex legal details.
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Managing intricate multi-jurisdictional transactions.
Managers
We define managers as individuals responsible for overseeing the work output of others while also handling key duties such as hiring and firing team members. This dual responsibility requires both strategic and interpersonal skills to succeed.
Typical Problems Managers Face
Managers often encounter a variety of challenges, including:
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Taking on team members they wouldn’t have personally chosen to hire.
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Handling diverse and complex HR-related issues.
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Addressing poor performance and its impact on team dynamics.
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Motivating employees who seem indifferent to the quality of their work.
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Managing employees with issues such as chronic lateness.
Supervisors
We define supervisors as professionals who oversee the work output and development of others. Unlike managers, they are not always involved in the recruitment process but still play a vital role in shaping performance and growth.
Typical Problems Supervisors Face
Supervisors often encounter these common challenges:
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Juniors prioritise tasks from other seniors over yours.
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Juniors produce work that does not meet quality standards.
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Juniors lack the necessary experience to perform their tasks effectively.
Our Approach to Supervisory Problem-Solving Training
We incorporate classic supervisory challenges, along with the real-life problems shared by participants, to create tailored solutions. By leveraging proven strategies and tactics, we guide supervisors through practical exercises that address their specific concerns, ensuring they leave with actionable solutions.
Project Leaders
Project Leaders and Their Role
We define project leaders as professionals responsible for overseeing work output, often without having direct managerial oversight or hiring responsibilities for their team members. Frequently, project leaders manage individuals who are located in different regions or even across multiple countries, adding a layer of complexity to their role.
Typical Problems Project Leaders Face
Project leaders often navigate a variety of challenges, such as:
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Team members failing to deliver work on time.
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Slipping deadlines that disrupt project progress.
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Internal or external clients with unrealistic expectations.
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Growing disparities between costs and budget projections.
Our Approach to Project Management Problem Solving Training
We encourage participants to bring their unique project management challenges into the session for open discussion. By analysing these real-world problems, we collaborate to develop practical, actionable solutions. This approach ensures that each participant leaves equipped to address their specific issues with confidence and clarity.
Problem Solving Training: pre-workshop
Participants answer a few short questions online, about the typical or actual problems they would like to focus on in the training.
Agenda
The following gives you an overview of the agenda of our problem solving training. This is tailored to suit the needs of the client and of the participants.
Problem Solving Approach
The overall approach taken in our problem solving training follows these simple and fairly classic steps:
- What problem – getting as much information and perspective on the problem as possible.
- Solutions – formulating as many solutions as possible.
- Assessment – comparing your different solutions and approaches.
- Decision – choosing a solution.
- Learning – possibly the most important step is that of learning from what happens as a result of implementing your chosen solution.
The following parts of the agenda fall into these five steps.
Is it a Problem
The first step we explore is whether what we think is a problem really is a problem. For these we use a variety of measures, including different perceptions, your role objectives and role targets.
Define Your Problem
Defining the problem is a vital step to understanding it better. Describing what makes you think that this is a problem, requires you to explain it logically and remove any emotion that might have crept in.
Risk / Importance of your Problem
Doing a risk analysis of the situation is key to assessing it’s importance.
Implications of Doing Nothing
It’s always an interesting exercise to assess what would happen if you did nothing. This often results in a better understanding of the risks.
Information Gathering
An important step in reducing a sense of stress related to your problem is information gathering. Getting as much data on the situation as possible can often help to shed light on the possible solutions.
Mentor
Finding a mentor for your situation or role is often a good strategy. This means a person who has experienced similar situations to your problem. They can give you their experience from having dealt with similar or exactly the same problems previously.
Personalities
Assessing the personalities of the people involved with your situation is an enlightening exercise. You will often gain new insight on the motives for their actions and their responses to situations.
Perceptions
Taking a look at the situation from different perspectives is a good way to get other people involved. Seeking their perceptions can get you out of a mental rut in the way you are thinking about the problem.
Brainstorming
Methods for developing multiple ideas, as with brainstorming, are introduced and applied to your problems.
Option Assessment
We use a simple assessment tool to grade each of your possible options. Our hindsight tool is also used to attempt to predict a view of the situation following the implementation of a selected solution. This includes assessing the reactions of those involved.
Decision Making
Following the option assessment, each participant makes a decision on their situation and explains the rationale behind this. The group discuss their choice.
Action Planning
Each participant defines their actions from the training. For this we use our Behavioural Change Action Planning Tool where appropriate.
We offer help to support participants after the training.
Case Studies
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