9 Questions to Help Your Team Solve Problems On Their Own<\/strong><\/h4>\nWhen a team member comes to you for help (assuming they\u2019ve been trained and this is a problem they should be able to solve on their own), rather than jumping in with the answer, you have an opportunity to develop their critical thinking and problem-solving skills.<\/p>\n
The following nine questions will help you to free up your own time and increase your team\u2019s ability to think and problem solve on their own.<\/p>\n
1. What is your goal?<\/i><\/strong><\/p>\nStart here to check for understanding and ensure that the team member has a good grasp on their task and is focused on the right goal.<\/p>\n
2. What have you tried?<\/i><\/strong><\/p>\nThis question ensures you don\u2019t spend time covering ground they\u2019ve already explored. It also requires your team member to make some effort before requesting help.<\/p>\n
3. What happened?<\/i><\/strong><\/p>\nFinish gathering facts by asking them to talk about the consequences of the solutions they\u2019ve already tried. Sometimes just the act of talking about it will help them figure out a new solution.<\/p>\n
4. What did you learn from this?<\/i><\/strong><\/p>\nWith this question, you ask them to reflect on their experience. Often, the act of examining what happened and what learning they can draw from it will spark a new approach.<\/p>\n
5. What else do you need?<\/i><\/strong><\/p>\nThis is a check to see if there is additional training or equipment they need. Sometimes your team member will say something like: \u201cYou know if I knew how to use pivot tables, I think I could do this.\u201d Great \u2013 connect them to a spreadsheet guru for a quick lesson and get them moving.<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.18.1″ background_color=”#f7f7f4″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2019\/01\/team2.png” background_position=”top_left” custom_padding=”0px||0px|”][et_pb_row make_fullwidth=”on” custom_width_px=”680px” use_custom_gutter=”on” gutter_width=”1″ custom_padding=”0px||0px|” make_equal=”on” column_padding_mobile=”on” background_color_2=”#efefe9″ parallax_method_1=”off” parallax_method_2=”off” _builder_version=”3.18.1″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”2_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” background_color=”#efefe9″ parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2019\/01\/team3.jpg” show_bottom_space=”off” _builder_version=”3.18.1″ animation_direction=”off” animation=”off”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”3.18.1″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_font_size_last_edited=”on|phone” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20%|10%||10%” custom_margin_tablet=”|10%||10%” custom_margin_last_edited=”on|desktop”]<\/p>\n
Our brains can do amazing work when we remove the emotional blocks.<\/span><\/p>\n[\/et_pb_text][et_pb_text _builder_version=”3.0.47″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_last_edited=”on|tablet”]KARIN HURT & DAVID DYE[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″ custom_padding=”0px||0px|”][et_pb_row use_custom_width=”on” custom_width_px=”1200px” use_custom_gutter=”on” gutter_width=”4″ custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” parallax_method_1=”off” parallax_method_2=”off” parallax_method_3=”off” parallax_method_4=”off” admin_label=”row” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.18.1″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_font_size_last_edited=”on|tablet” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”60px||0px|” custom_margin_tablet=”40px||0px|” custom_margin_last_edited=”on|tablet”]<\/p>\n
6. What else can you do?<\/i><\/strong><\/p>\nNow it\u2019s time to have them generate some new options. When you ask this question, one of two answers usually happens. Your team member might say, \u201cI don\u2019t know\u201d or they might offer some options, eg: \u201cWell, I was thinking I could try option A or I could try option B.\u201d<\/p>\n
If they say, \u201cI don\u2019t know,\u201d we\u2019ll come back to that with question #9. Let\u2019s assume for now that they offer some options.<\/p>\n
7. What do you think will happen if you try option A? What about option B?<\/i><\/strong><\/p>\nYou\u2019re asking your team member to explore the potential consequences of their proposed solution. This gives you insight into their thinking and helps them think through what makes their choices viable or desirable.<\/p>\n
If they are missing a critical piece of information, you can supply it here without telling them what to do. Eg: \u201cOne additional factor you will want to know is that the customer considers that a vital feature.\u201d<\/p>\n
8. What will you do?<\/i><\/strong><\/p>\nThis is the critical step that you\u2019ve been leading up to. As you helped them review the facts, reflect on what they learned, explore alternatives, and the consequences of each choice, the goal is for your team member to choose their solution.<\/p>\n
When they choose it, they own it. If they choose something that seems to be a clearly inferior option, you can ask them to help you understand why they think that\u2019s their best option. If they don\u2019t understand some of the other issues affecting the decision, you can also add those to the mix.<\/p>\n
9. Super-Bonus Question<\/i><\/strong><\/p>\nYou might be wondering what to do if the person replies to one of your questions with, \u201cI don\u2019t know.\u201d<\/p>\n
No problem!<\/p>\n
\u201cI don\u2019t know\u201d can mean many things. Rarely does it mean the person has zero thoughts about the issue.<\/p>\n
More often, \u201cI don\u2019t know\u201d translates to:<\/p>\n
\n- \n
\n- \u201cI\u2019m uncertain.\u201d<\/li>\n
- \u201cI don\u2019t want to commit before I know where you stand.\u201d<\/li>\n
- \u201cI haven\u2019t thought about it yet.\u201d<\/li>\n
- \u201cWill you please just tell me what to do?\u201d<\/li>\n
- \u201cI\u2019m scared about getting it wrong.\u201d<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n
Your job as a leader is to continue the dialogue \u2013 to ease the person through their anxiety and train their brain to engage. This is where the super-bonus question comes in.<\/p>\n
With one question you can re-engage them in the conversation and move through \u201cI don\u2019t know\u201d to productivity.<\/p>\n
When someone says, \u201cI don\u2019t know,\u201d your super-bonus question is: \u201cWhat might you do if you did know?\u201d<\/p>\n
It\u2019s like magic.<\/p>\n
The person who was stymied two seconds ago will start to share ideas, brainstorm solutions, and move on as if they were never stuck. It\u2019s amazing and hard to believe until you try it.<\/p>\n
The super-bonus question works because it addresses the source of the person\u2019s \u201cI don\u2019t know.\u201d If they were anxious or fearful, it takes the pressure off with tentative language: \u201cIf you did know\u2026\u201d Now your team member doesn\u2019t have to be certain or look for your approval and they\u2019re free to share whatever they might have been thinking.<\/p>\n
If he or she hadn\u2019t thought about the issue or didn\u2019t want to think about it, you\u2019ve lowered the perceived amount of energy they have to spend. You\u2019re not asking for a thesis on the subject, just a conversational \u201cWhat might you do?\u201d<\/p>\n
Our brains can do amazing work when we remove the emotional blocks. When you do this for your team, you train their brain to engage, to push through their ordinary blocks, and increase their performance. Ultimately, they will be able to have these conversations with themselves and will only need to bring the very serious issues to you.<\/p>\n
You\u2019ll know you\u2019re succeeding when a team member tells you: \u201cI had a problem. I was going to come and talk it over with you, but then I thought, you\u2019re just going to ask me all these questions. So I asked myself all the questions instead and I figured it out.\u201d<\/p>\n
Celebrate those moments and encourage them to start asking those questions of the people around them. You\u2019ve just increased your team\u2019s capacity for problem-solving, freed up time to focus on your work, and\u2026you\u2019ve built a leader!<\/p>\n
Free Winning Well Toolkit<\/b><\/p>\n
You can download a free easy-to-follow PDF of this process (along with other tools) by clicking here.<\/a><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″][et_pb_row use_custom_width=”on” custom_width_px=”780px” custom_padding=”0px|0px|73.90625px|0px” column_padding_mobile=”on” parallax_method_1=”off” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.0.47″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”36″ text_font_size_tablet=”26″ text_font_size_last_edited=”on|tablet” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|”]Want new articles before they get published? 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body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”]Public Sector Trends[\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"
If you\u2019re like most managers we work with you just don\u2019t have enough time. Your open door has become a revolving door of employees bringing you problems that need solving. So how do you turn these problem-bringers into problem solvers?<\/p>\n","protected":false},"author":3272,"featured_media":33774,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[17],"tags":[71,8],"class_list":["post-33658","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-education","tag-employee-performance","tag-leadership"],"acf":[],"yoast_head":"\n
The Secret to Building a Team of Problem Solvers - Careers in Government<\/title>\n<meta name=\"description\" content=\"Your open door has become a revolving door of employees bringing you problems that need solving. So how do you turn these problem-bringers into problem solvers?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/the-secret-to-building-a-team-of-problem-solvers\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Secret to Building a Team of Problem Solvers - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Your open door has become a revolving door of employees bringing you problems that need solving. 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