problem solving selection criteria response

How to write key selection criteria

• Careers.Vic
• Vic public sector
• My Applications

• Search Jobs
• Why work for Victoria
• Career pathways
• Preparing your application
• How to reply to selection criteria
• Job application checklist
• What happens after you apply
• Checks we need to make
• Interview tips
• Getting help
• Public sector values and integrity
• Grades, salaries and enterprise agreements
• Organisation contacts

Well written key selection criteria may help you get an interview.

Many roles in the public sector ask you to write responses to key selection criteria. But some don’t.

Check the job advertisement and position description to see if you need to respond to key selection criteria.

If you do, a selection panel will read your responses to work out if they want to interview you.

Use your responses to help prepare for your interview, as they’re good answers to refer to.

Step 1: brainstorm key words and ideas

Copy and paste the criteria from the position description into a new document.

For each criterion:

• highlight the keys words you think the employer is looking for
• list examples of your skills, experience, incidents, training, personal qualities and expertise

Step 2: write a statement using the SAO approach

Write a statement under each criterion of 60 to 120 words using the SAO approach:

• Situation, where and when you did something
• Action, what you did and how you did it
• Outcome, what was the result of your actions 

Step 3: proofread your statements

Each of your responses to the criteria should be:

• free of errors
• concise, precise and relevant
• factual and positive
• about your capabilities and experience

Key selection criteria examples

KSC1: Problem solving - Seeks all relevant facts. Liaises with stakeholders. Analyses issues from different perspectives and draws sound inferences from available data. Identifies and proposes workable solutions.

Problem solving has been a critical part of my roles over the past five years. While working as Customer Complaints Officer at Acme Department Stores, I dealt with a variety of problems. While many could be resolved easily, two to three per week were more complex and required a detailed process to resolve. I had to investigate what had happened from the staff and customer's points of view, clarify the facts, and work out what had gone wrong and why. I then had to propose suitable solutions and negotiate a mutually satisfactory outcome. I was often commended by my manager for my sensitive handling and speedy resolution of these problems. Less than one per cent of complaints had to be escalated.

KSC2: Advanced computer skills - Uses a wide range of software features for word processing, spreadsheets, etc. Helps others solve problems with software.

As Personal Assistant to the Marketing Manager at SYZ Enterprises, about half my time was spent preparing letters and reports for clients using Word. I also used detailed information in Excel spreadsheets to prepare graphs and tables, to demonstrate the results of our market research and to analyse client company performance. I often prepared major PowerPoint presentations for my manager and maintained a database of her contacts. I also managed many daily emails and searched for information on the Internet to answer questions.

KSC3: Sound communication, interpersonal and negotiating skills, including well-developed written and oral skills, and the ability to develop and deliver interpretation and education services.

In my five years as a teacher, strong communication, negotiation and interpersonal skills have been essential. I have dealt with a wide range of people, including parents, colleagues and students. I was involved in a community project where I co-wrote a booklet on helping children learn and have fun. As part of this project, I led successful negotiations with the local council and three schools in the area who agreed to run a series of weekend family science programs for kids in the area.

404 Not found

Writing Your Key Selection Criteria Responses

Posted october 13, 2011, by sue stevens.

Many people applying for government jobs for the first time may not be aware of the importance of selection criteria responses, or how to approach them. These are a critical part of most government applications and essential to creating an outstanding application. 

Even if you have a brilliant resume that shows you have excellent skills and qualifications to do the job and you’ve written an absolutely sensational cover letter tailored to the position , if you don’t address the selection criteria in a separate document that explains how well you fit each criterion, chances are you will be overlooked. Fulfilling the selection criteria to the satisfaction of the selection committee is the only way you can make it across the line to the next stage of the recruitment process – the interview.

Where to start?

The first thing you need to do is find out what the selection criteria are. You will find them either in the advertisement or on the government department’s website along with a downloadable job application kit.

Then you need to create a new document and list all the criteria, word for word, as they appear in the job application kit.

Name the document and make sure you include your own name at the top of the page. You can use a heading such as:

• Statement addressing selection criteria
• Selection criteria summary
• Responses to selection criteria
• Statement of claims, selection criteria

FYI When it comes to naming documents, all your application documentation should have your name prominently displayed and it’s best to name the electronic documents with your name, not just ‘selection_criteria.doc’. This will make it easy for the receiver to identify your document from all the others that have also been submitted.

Give examples

When answering the selection criteria think about how you meet each selection criterion and list examples of relevant skills, experience, incidents, training and personal qualities. You need to make the link between what you can do, and have done in the past, and how it relates to the job. If you don’t have any actual work experience, use other relevant experience such as something you have done at university, for a voluntary organisation or a club to illustrate your capacity to undertake the work required.

In every answer to the criteria, you need to demonstrate that you have developed and practised these skills in your past experience/s. It’s not enough to just state that you can do ‘it’.

Use keywords

Part of the trick of responding to selection criteria is identifying and understanding the keywords in each criterion and incorporating these into your response. These subtle differences and the way you word your response could be what sets you apart from the other applicants.

Know the difference between phrases such as ‘ability to’ (means having the skills), ‘knowledge of’ (familiarity gained from actual experience) and ‘understanding of’ (fully comprehend the matter). Incorporate your understanding of these terms into your response and you’re on the right track to submitting an outstanding statement.

Choose the right words

When writing a selection criterion response, find one excellent example from your past and demonstrate what and how you achieved a good outcome. Make sure that you use strong action words such as ‘demonstrated’, ‘reviewed’, ‘developed’, ‘initiated’ or ‘negotiated’ rather than less powerful words such as ‘involved in’ or ‘assisted’.

Always give examples and avoid unsubstantiated claims. You can use bullet points if there is a list of points you are making.

Address all the parts

More often than not, selection criteria will consist of several parts and are sometimes qualified as either essential (must-have skills and experience) or desirable (good to have and improve your chances of being highly regarded).

It is tempting to write a broad response focusing on just one part of the criterion and hope this will get you through. But if you want to hit the selection criteria nail on the head and guarantee yourself an interview, then this isn’t good enough.

For example, ‘Ability to contribute ideas and demonstrate initiative and flexibility’ actually has three components – ability to contribute ideas, demonstrate initiative and demonstrate flexibility. In order to respond to this correctly it is vital that you address all three of these skills, making sure to include the keywords in your response.

STAR approach

As mentioned above, the key to responding to selection criteria well is to address all parts of the criterion, to include the keywords and give specific examples. Many well-written statements follow what is known as the STAR method of response: Situation, Task, Action, Result.

The following example response is broken up into the STAR components, with each section labelled. This is for your benefit – don’t label the sections in your final statement!

Ability to apply academic knowledge and concepts to practical situations

Another acceptable way of answering selection criteria is SAO: Situation, Action, Outcome. Whether you choose STAR or SAO, it is important that you show how you can meet each criterion.

The final touches

Some government departments and agencies do not want any more than three paragraphs per criterion (or about 250 words); others do not have any limit. As a general rule, try to be as concise as possible and at the maximum, write no more than one A4 page per criterion.

Once you have completed your statement of claims in relation to selection criteria, check over your responses and make sure there are no typographical errors and that the sentences read well.

Finally, make sure that the formatting of your selection criteria document matches the accompanying resume (or CV), cover letter and any other documentation you are submitting. By having a consistent formatting style with fonts and font sizes, your application will present as a cohesive whole. This alone shows that you have taken considerable care and attention to detail.

Get the selection criteria right and you’re on your way to an interview – and one step closer to the job!

If you’re looking for inspiration, take a look at our sample key selection criteria responses . 

Sue stevens.

Thanks for your enquiry

Good luck with your studies.

Nurse Selection Criteria + Example Responses

• Careers & Specialisations
• Wages, Salaries & Pay Rates
• Types of Nursing Courses
• ATAR for Nursing
• Scholarships
• Resume Tips & Template
• Nursing Cover Letter
• Interview Questions & Answers
• Selection Criteria Examples
• Tertiary Admissions Centres
• Nursing Agencies
• Nursing Jobs

When it comes to nursing positions, education and experience are important, but they are not the only factors employers take into consideration. Employers also look for certain key selection criteria that demonstrate a candidate’s ability to perform the role effectively. As with any interview, it’s often recommended that you follow the STAR method when provding a response. The STAR method is a structured manner of responding to behavioral-based interview questions by providing the specific Situation, Task, Action, and Result of the particular scenario. This article will go beyond education and experience, and provide insight into the key selection criteria for nursing positions, along with example STAR responses.

1. Communication & Interpersonal Skills

Effective communication and interpersonal skills are critical in the nursing profession. You need to be able to communicate with patients, their families, and other healthcare professionals in a clear and concise manner. Additionally, being able to form strong relationships with others is important in building trust and providing the best care for your patients. Employers will be looking for evidence of your communication and interpersonal skills during the interview.

Example response:

• Situation: During my time working as a nurse in a hospital, I was faced with a patient who was non-verbal and unable to communicate their needs.
• Task: I needed to assess their condition and administer medication.
• Action: I used non-verbal communication techniques, such as gestures and facial expressions, to understand their needs and communicate with them effectively. I also formed a rapport with the patient, by talking to them in a calm and reassuring tone.
• Result: The patient was able to receive the necessary treatment and was much more comfortable with the process. The patient and their family also expressed their gratitude for my compassionate and empathetic approach.

2. Compassion & Empathy

Compassion and empathy are key traits for nurses as they must be able to understand and connect with their patients. This requires an ability to listen, understand, and respond to the emotional and physical needs of patients. Nurses must be able to show compassion and empathy towards their patients and provide comfort and support.

Employers are looking for nurses who can demonstrate their compassion and empathy skills and show that they are able to connect with and understand their patients. They want to see that you have a genuine concern for the well-being of your patients and are able to provide comfort and support. They also want to know that you are able to maintain a professional demeanor and provide care in a respectful and empathetic manner.

By demonstrating your compassion and empathy skills, you show that you are a caring and empathetic nurse who is able to understand and connect with your patients. You also show that you are able to provide comfort and support to your patients, which is essential for providing high-quality patient care. Your compassion and empathy skills demonstrate your commitment to providing patient-centered care and helping your patients feel supported and understood.

• Situation: I was working in a hospice where a patient was in their final stages of life.
• Task: The patient was in a lot of pain and their family was upset and worried.
• Action: I listened to the patient’s concerns and provided comfort and reassurance to both the patient and their family. I also kept in close communication with the patient’s physician to ensure that their pain was managed appropriately.
• Result: The patient was able to pass away peacefully, and the family felt comforted knowing that their loved one was not alone. They also expressed their appreciation for my compassionate and empathetic approach.

3. Teamwork

Nursing is a team-oriented profession, and it is important to be able to work well with others. This involves being able to collaborate with other healthcare professionals, such as physicians and nursing assistants, to provide the best care for your patients. Nurses must be able to work towards a common goal and support their colleagues, while also being able to take initiative and lead when necessary.

Employers are looking for nurses who can demonstrate their teamwork skills and show that they are able to collaborate effectively with others. They want to see that you have a positive attitude, are supportive of your colleagues, and can work well under pressure. They also want to know that you have the ability to take initiative and lead when necessary, as this is essential for providing high-quality patient care.

By demonstrating your teamwork skills, you show that you are a collaborative and supportive nurse who is able to work well with others. You also show that you have the ability to take initiative and lead when necessary, which is essential for providing high-quality patient care. You demonstrate your commitment to teamwork and collaboration, which is essential for ensuring the best outcomes for your patients and the success of the healthcare team.

• Situation: I was working on a busy medical-surgical unit where the staff was stretched thin.
• Task: I needed to ensure that all of my patients received the care they needed in a timely manner.
• Action: I worked closely with my fellow nurses and nursing assistants to prioritize patient care, delegate tasks, and provide support when needed. I also kept open communication with the physician to ensure that everyone was on the same page.
• Result: We were able to provide the best care for our patients and maintain a positive and productive work environment. The unit received positive feedback from patients and their families for our teamwork and collaboration.

4. Quality Improvement

Quality improvement is an essential aspect of the nursing profession as it helps to ensure that patients receive the best care possible. It involves identifying areas for improvement and implementing changes to improve the quality of care. This could include improving patient outcomes, reducing errors, increasing patient satisfaction, or improving efficiency.

Quality improvement requires a systematic approach, collaboration, and an ongoing commitment to continuous improvement. Nurses play a vital role in this process as they are often on the front lines, working with patients and providing care. By being involved in quality improvement initiatives, nurses can make a positive impact on patient outcomes and contribute to the overall success of the healthcare organisation.

Employers will be looking for evidence of your ability to identify areas for improvement, implement changes, and monitor the results during the interview. They want to see that you have a commitment to providing the best care for your patients and are proactive in seeking ways to improve the quality of care.

• Situation: I was working in a hospital where the discharge process was taking longer than it should.
• Task: I needed to find a solution to improve the discharge process for patients.
• Action: I analyzed the current process, identified areas for improvement, and made suggestions for changes. I also collaborated with the rest of the nursing staff and physicians to implement the changes and monitor the results.
• Result: The discharge process was streamlined, and patients were able to be discharged faster, which improved their experience and satisfaction. The hospital also received positive feedback from patients and their families for the improved discharge process.

5. Continuous Professional Development (CPD)

Continuous professional development is important for nurses, as it helps them to stay up-to-date with the latest developments in the field and maintain their competency. Employers are looking for nurses who are committed to their ongoing professional development and have a strong desire to learn and grow in their careers. By demonstrating a commitment to CPD, nurses show that they are dedicated to providing the best care for their patients and are interested in staying current in their field.

• Situation: I was working as a nurse and wanted to further my knowledge in a specific area of nursing.
• Task: I needed to find ways to continue my professional development.
• Action: I researched and attended conferences, workshops, and courses related to my area of interest. I also sought out mentorship opportunities with experienced nurses.
• Result: I was able to expand my knowledge and skills in my area of interest, which helped me provide better care for my patients. I also received recognition from my peers and supervisors for my commitment to continuous professional development.

6. Problem-Solving

Problem-solving is a crucial skill for nurses as they often face complex and challenging situations in their daily work. It requires critical thinking, effective communication, and the ability to identify and analyse problems and find solutions. Nurses must be able to make informed decisions, prioritise tasks, and work effectively under pressure.

Employers are looking for nurses who can demonstrate their problem-solving skills and show that they can handle challenging situations in a calm and effective manner. They want to see that you can think creatively and come up with innovative solutions to problems. They also want to know that you have the ability to make decisions that benefit your patients, your team, and the organisation.

By demonstrating your problem-solving skills, you show that you are a competent nurse who can handle complex and challenging situations and make informed decisions. You also show that you have the ability to think critically and creatively, which is essential for providing high-quality patient care.

• Situation: I was working as a nurse in a busy emergency room where a patient was in critical condition.
• Task: I needed to find a solution to provide the best care for the patient in a limited amount of time.
• Action: I assessed the patient’s condition, gathered relevant information, and considered multiple options for treatment. I then collaborated with the physician to determine the best course of action.
• Result: The patient received the necessary treatment, and their condition stabilized. The patient and their family also expressed their gratitude for my quick thinking and effective problem-solving skills.

7. Legal Understanding

Legal understanding is an important aspect of nursing as nurses must be aware of and adhere to the laws and regulations that govern their practice. This includes understanding the laws and regulations related to patient privacy, informed consent, and medical ethics. Nurses must also be aware of the legal implications of their actions and understand how to handle difficult and complex legal situations.

Employers are looking for nurses who have a good understanding of the laws and regulations that govern their practice and who can demonstrate their ability to apply this knowledge in their daily work. They want to see that you have a commitment to upholding the ethical and legal standards of the nursing profession and are able to make informed decisions that are in line with these standards.

By demonstrating your legal understanding, you show that you are a responsible and ethical nurse who is committed to providing high-quality care to your patients. You also show that you are aware of the laws and regulations that govern your practice and have the ability to handle difficult and complex legal situations in a professional and responsible manner.

• Situation: I was working as a nurse and was faced with a situation where a patient’s privacy was in question.
• Task: I needed to ensure that the patient’s privacy was protected.
• Action: I consulted the relevant laws and regulations, and determined the appropriate course of action. I also kept the patient informed of the situation and their rights.
• Result: The patient’s privacy was protected, and the hospital was able to comply with the relevant laws and regulations. The patient also expressed their appreciation for my understanding of their rights and protection of their privacy.

In conclusion, education and experience are important factors when it comes to nursing positions, but they are not the only factors that employers take into consideration. Employers also look for evidence of key selection criteria such as communication and interpersonal skills, compassion and empathy, teamwork, quality improvement, continuous professional development, problem-solving, and legal knowledge.

It is essential for nursing candidates to understand these criteria and be able to provide examples of how they demonstrate them during the interview. By following the STAR method and being able to articulate your experiences and accomplishments, you can show the interviewer that you possess the skills and qualities necessary for a successful nursing career.

So, when preparing for a nursing interview , take the time to reflect on your experiences and think about how you can demonstrate these key selection criteria. Show the interviewer that you are a well-rounded and competent nurse who is committed to providing the best care for your patients. Good luck!

More information

• Nursing Schools
• Find Courses
• Diploma of Nursing
• Bachelor of Nursing
• Master of Nursing
• CPD Courses
• Nursing Courses Sydney
• Nursing Courses Melbourne
• Nursing Courses in QLD
• Nursing Courses Brisbane
• Nursing Courses Perth
• Nursing Courses Online
• Nursing Courses in Tasmania
• Nursing Courses in Darwin NT
• Nursing Courses in Adelaide SA
• Nursing Courses in Canberra ACT

• Soft skills
• What is a credential?
• Why do a credential?
• How do credentials work?
• Selecting your level
• How will I be assessed?
• Benefits for professionals
• Benefits for organisations
• Benefits for postgraduates

How to address key selection criteria when applying for a job

Posted on September 17, 2019

Australia’s unemployment rate is at its lowest point since 2008, before the global economic recession, leading to a very competitive job market. Underemployment remains a very large concern for recent graduates and other individuals looking to start or further their career.

According to the Australian Broadcasting Corporation, more than 1 million people in Australia are underemployed. That can mean they either work part-time or hold positions they are overqualified to maintain.

Landing the right job to match your education, skills and experience requires an often rigorous application process. In a lot of cases, there may be multiple screenings and phone interviews before you even meet hiring managers face to face. So how can you increase your chances of moving past those initial screening stages and convince the right people to consider hiring you? It’s all in the key selection criteria.

Employers highly prioritise key selection criteria while vetting candidates, and if you don’t match up with what they’re looking for, your resume will be passed over. Here’s how to address key selection criteria when applying for a job.

What are key selection criteria and why are they important?

When you come across a job posting on a company’s website, chances are you’ll see a list of key selection criteria required to fill the position. These are the must-have skills, qualifications, experience or education needed to do the job. Hiring managers make them a big priority while vetting candidates, often prizing applicant responses over the content in their resumes. While a resume may contain a lot of information that’s irrelevant to the specific position, selection criteria responses directly show how a candidate’s experience and skill sets would transfer over to that role.

If you don’t address key selection criteria in your application, it’s very unlikely that you’ll move beyond the initial screening processes. Assume that other applicants have similar qualifications listed on their resumes, making it difficult for HR folks to clearly discern what separates the very best candidates from everyone else . It’s easy to simply toss out applications that omit responses altogether.

At the same time, perfunctory answers won’t do your candidacy any favours. You need to provide the most direct, relevant and compelling responses to key selection criteria to impress hiring managers and land an interview.

Review and break down key selection criteria

The first thing to do when presented with key selection criteria is to really break down each item so you fully understand what is being asked. Pay particular attention to the language being used in every selection criterion. Some may be centered around your experience, while others will focus on your skills and abilities . Depending on how the selection criterion is written, an ideal response may tie together multiple skills and capabilities, so you’ll want to be sure you touch on each one.

For instance, you might encounter selection criteria that reads, “Teamwork skills – experience collaborating with diverse teams and business units – able to work with others to tackle problems and provide actionable solutions.” It would be very easy for an applicant to see “teamwork skills” and only respond with that in mind. There are a lot of attributes touched upon here, though: experience working with other departments, verbal communication, collaboration, problem-solving, etc. A good response will address all of those points.

If your response is limited to “I have a long track record of working on projects in a team setting,” you would ignore all the other attributes the selection criterion is asking about.

Frame your response around the position

The whole point of key selection criteria is to see if your experience and skills are a good fit for a particular job. With that in mind, your responses should be tailored to each role you apply for. Items that focus on hard skills – experience with different programming languages, for instance – are relatively easy to connect to a position. Things become more complicated when you’re responding to key selection criteria revolving around soft skills.

Soft skills are applicable to any job or role , so it’s easy to give generic responses that reference your teamwork or communication abilities without really tying them to the day-to-day logistics of a particular position.

When responding to any key selection criteria, consider how your experience or abilities would apply in the specific context of the job in question. Even if your past experience was in a different industry, frame your answer to clearly show how those skills would translate to the position you’re applying for. The more tailored your response is, the easier it is for hiring managers to imagine you in that role.

Provide compelling evidence to support your response

Simply telling potential employers that you have good teamwork skills or that you have experience with cross-departmental collaboration won’t cut it. You have to show them, in detail, how you match up with key selection criteria. That means providing evidence to support every response and claim you make.

There are a few different approaches that HR experts recommend when crafting an evidence-driven response. The most prominent of these is arguably the “STAR” approach.

The STAR approach follows this framework:

• Situation : Provide the context of your example, including the industry, department and role.
• Task : Describe the assignment, problem or issue you needed to address.
• Action : Detail the steps you took to tackle the task at hand.
• Result : Explain how your actions produced tangible results.

You may also come across the “CAR” model (Context, Action, Result), which is very similar to STAR, although perhaps slightly less detailed.

The important thing to keep in mind is to show hiring managers your accomplishments with persuasive language and evidence. Short statements and responses may not provide all the context needed to fully understand how a particular event unfolded and the role you played in it.

Another good way to provide evidence of your skills, experience and abilities is with professional credentials like those offered by Deakin . All professional credentials are rigorously vetted and authenticated to verify that you have the right soft skills for a particular job.

If you want to show employers that you have the skills and experience they’re looking for, Professional Practice credentials from Deakin can help. Contact Deakin to  earn your credentials today .

Selection Criteria

How to respond to criteria about judgement.

Applicants can be stumped when tackling selection criteria about showing judgement, intelligence and commonsense. We readily recognise poor judgement. We see plenty of examples in the media of politicians, footballers and celebrities making choices that result in poor consequences. But when it comes to our own behaviour in the workplace, what can we say that will reflect well on us?

First be clear about where these behaviours sit within competency frameworks. ‘Shows judgement, intelligence and commonsense’ falls under supporting and shaping strategic direction within the APS capability framework, known as The Integrated Leadership System.

In general, the relevant behaviours are:

• Researching information
• Analysing issues and information
• Drawing accurate conclusions based on evidence
• Sees links between issues
• Breaks problems down and weighs up options
• Explores possibilities
• Identifies solutions
• Anticipates risks
• Suggests or makes improvements
• Participates in decision-making.

What is your general approach to a situation? Over the years you will have developed a broad approach to dealing with situations needing judgement. That approach will likely involve some of the following steps:

• Looking at all sides of a problem or issue
• Weighing the options before making a decision
• Basing decisions on facts, filtering opinions, emotions, expectations, assumptions and biases
• Objectively assessing the facts to arrive at a fair and balanced judgement
• Assessing the risks, including ethical risks Considering the best interests of all parties.

When is judgement needed? If something is black-and-white, little judgement is needed. If it is clear what needs to be done, because it’s been done before, or there is a clear procedure, then little judgement is needed.  Judgement is needed in:

• Situations where emotions are strong, e.g. underperformance, breach of rules, errors, strongly held views.
• Unique or uncertain situations where policies and procedures are unclear or ambiguous.
• New situations where there are little or no precedent.
• Sensitive situations that involve protocols, privacy, confidentiality, discretion.
• Situations where the evidence or facts are not clear-cut or widely agreed.
• Situations where information is lacking or insufficient.

What are specific examples of showing judgement? As with other behaviour-based responses, you can use the SAR structure.

• What was the situation or context in which you needed to demonstrate judgement?
• What actions or approach did you take in exercising judgement?
• How was the situation resolved?

For example:

I demonstrated judgement when handling a staff underperformance issue. A member of my team was regularly failing to meet deadlines, taking advantage of flex arrangements, and producing sub-standard written documents. As team manager, my role was to bring performance up to an acceptable standard in such a way that the staff member concerned was cooperative and other staff supported my actions.

The staff member did not recognise nor accept that their performance needed changing, despite a month’s evidence. In addition, whenever the subject was raised, they became highly defensive and at times abusive.

In handling this situation I listened to the views of the staff member, team members, and staff in other teams who had worked with the person; considered the workload  and goals of the team and the impact continued underperformance would have on team morale and risks to delivery of results during a peak workload period; weighed several options for performance improvement, taking account of the staff member’s personal issues impacting on their work performance; consulted with HR to confirm policy and correct procedure. My assessment was to narrow the options to two, which I discussed with the staff member.

By a firm and fair process that allowed for support as well as confirmation of workplace requirements, the staff member gradually came to realise the seriousness of their situation and the need to take remedial steps. After several meetings we arrived at an agreement that met their, my, the team’s and organisation’s objectives. Within one month there was an improvement and after three months the staff member’s performance returned to satisfactory.

You may have demonstrated judgement:

• during a stakeholder consultation process
• while providing customer service
• as a member of a project team
• when solving a problem.

As you tell the story identify what you needed to make judgements about, what you took into account in order to assess options, how you narrowed the field of options, how you arrived at a decision or agreed position, what the outcome was.

• Career presentations
• Career development practitioners
• Job applications
• Job interviews
• Managers/selection panels
• Career Management
• Capabilities
• Daring Dames
• Sensemaking

Your Keys to Selection Criteria

Scam alert banner

Beware there has recently been an increase in reported recruitment scams currently targeting jobseekers. These scams trick you into handing over your money by offering you a ‘guaranteed’ way to make fast money or a high-paying job for little effort. Click here for more details.

Key selection criteria for goverment jobs | Hays

Key selection criteria, how to address key selection criteria for government jobs.

You've seen an job opportunity that you're interested in, on a jobs board or in the press and want to apply, but where do you start?

A key requirement for jobs in Government is to respond to the Key Selection Criteria (KSC). You need to know how to address the criteria.

On this page:

• Understand job and key selection criteria
• Key selection criteria examples

Qualifications

Find out about the employer.

• Decide if you are qualified to do the job

Our experience also shows that people who do some basic research about the job before submitting their applications achieve the best results. Before you apply, we suggest that you think about the job requirements and gather some information, so that you can focus your job application better.

Understand the job and Key Selection Criteria

If you don't fully understand the job requirements you may have difficulty demonstrating that you are the best person for the job. Study the Position Description, including Key Selection Criteria, along with any other relevant information you have collected. If you are unsure about any aspects of the job, call the Contact Officer (the name and telephone number will be in the job details) during normal business hours. They'll be happy to answer your questions.

There are four main parts to look at and review in a Position Description:

Values : These tell you about the way the organisation works and what it expects of its employees. Check that you are comfortable these values fit with the way you want to work.

Accountabilities: This is a list of the day-to-day responsibilities and tasks of the job. Each job has a key focus - for example some roles supervise staff, some manage resources or provide policy advice; others deliver support services. Your career background and interests should match the requirements of the job. You will need to be able to demonstrate that you have the capabilities - personal qualities, knowledge and skills to do the job. Perhaps you have worked in a related field or industry or have private interests that are relevant.

Key Selection Criteria:  The Key Selection Criteria outline the qualities, knowledge and skills needed to do the job. You will need to write short statements that sell your specific capabilities for each of the criterion. It is important to include specific examples or situations where you have demonstrated the behaviour, knowledge, skills and personal qualities asked for in the KSC.

Writing a good KSC response statement is invaluable in preparing you for the interview stage of the selection process. Now that you have specific examples you will be better prepared to answer questions about your ability to do the job. Make sure you check your KSC statement for spelling and grammar.

By law, we must assess all candidates for our jobs fairly and consistently - to select on merit. We do this by using the Key Selection Criteria given to all candidates to assess their ability to do a job. When you go for a job, KSC are clearly described in the Position Description - so you know what’s required. See jobs advertised on this career web site for the sort of things we look for.

Describing how you meet KSC ensures we capture all information about your suitability for a job. You can type in the spaces on your online application or cut and paste text from a document you’ve prepared. KSC vary among employers and jobs. Traditionally, they are statements combining skills, knowledge, experience and personal qualities, e.g.

• "Ability to develop and maintain systems and processes for mail distribution and storage of publications and brochures"
• "Ability to work under pressure, prioritise tasks, meet deadlines and remain tolerant"

Increasingly, KSC are based on key capabilities e.g.

• Resilience - Perseveres to achieve goals, even in the face of obstacles. Copes with setbacks. Stays calm under pressure. Accepts constructive criticism without becoming defensive.’
• Problem Solving - Seeks all relevant facts. Liaises with stakeholders. Analyses issues from different perspectives and draws sound inferences from available data. Identifies and proposes workable solutions.’

No matter how KSC appear, you respond to them the same way:

• Read and reread the advertisement, KSC and Position Description.
• Print or save the Job Details, Position Description, so you can easily refer to it later.
• Highlight key words in the first KSC and think about what the employer is asking for.
• List examples of how you meet the KSC. Describe relevant skills, experience, incidents, training, personal qualities, expertise and things you couldn’t have done without all these.
• Review your list and summarise, in 60-120 words, how you demonstrated the KSC.
• Repeat Steps 3 to 5 for the remaining KSC.

The SAO approach can help:

• Situation - Where and when did you do it?
• Action - What did you do and how did you do it?
• Outcome - What was the result of your actions?

A word of encouragement, this may seem unfamiliar and a bit awkward to begin with, but around 60% of government jobs are filled by people not currently working in government organisations. And doing it this way ensures you’re considered fairly along with all other candidates. See below for three examples of KSC responses.

Key Selection Criteria examples

Problem Solving:  Seeks all relevant facts. Liaises with stakeholders. Analyses issues from different perspectives and draws sound inferences from available data. Identifies and proposes workable solutions. "Problem solving has been a critical part of my roles over the past five years. While working as Customer Complaints Officer at Acme Department Stores, I dealt with a variety of problems. While many could be resolved easily, 2-3 per week were more complex and required a detailed process to resolve. I had to investigate what had happened from the staff and customer’s points of view, clarify the facts and work out what had gone wrong and why. I then had to propose suitable solutions and negotiate a mutually satisfactory outcome. I was often commended by my manager for my sensitive handling and speedy resolution of these problems. Less than 1% of complaints had to be escalated"

Advanced Computer Skills:  Uses a wide range of software features for word processing, spreadsheets, etc. Helps others solve problems with software. "As Personal Assistant to the Marketing Manager at SYZ Enterprises, about half my time was spent preparing letters and reports for clients using Word. I used detailed information in Excel spreadsheets to prepare graphs and tables to demonstrate the results of our market research and to analyse client company performance. I often prepared major PowerPoint presentations for my manager and maintained a database of her contacts. I also managed many daily emails and searched for information on the Internet to answer questions"

Sound communication, interpersonal and negotiating skills, including well-developed written and oral skills and the ability to develop and deliver interpretation and education services:  "In my 5 years as a teacher, strong communication, negotiation and interpersonal skills have been essential. I have dealt with a wide range of people, including parents, colleagues and students. I was involved in a community project where I co-wrote a booklet on helping child learn and have fun. As part of this project, I led successful negotiations with the Local Council and three schools in the area who agreed to run a series of weekend family science programs for kids in the area"

In many cases qualifications are either not required or are an added advantage-desirable. However, some roles need formal or mandatory qualifications, such as a University Degree. You must be able to produce documentary evidence of these qualifications to be appointed to the job.

The Government is the largest employer in each State. Each department and agency has different objectives, functions and programs and may deliver services in a variety of ways to the community. So it's important that you find out what the employing agency does - its' objectives and functions and how the job you are applying for fits in. A good starting point is to look at the agency's corporate website or visit a public library to find out about:

• The agency - look at Annual Reports, Business and Corporate Plans. There may well be a question asked at the job interview to explore your understanding of the agency's role. If you've done your homework, you will be able to impress your potential employer by describing what you understand the organisation does;
• The organisation structure - an organisation chart sets out the reporting arrangements and may tell you where the advertised job fits in. Usually the organisational context will be stated in the Position Description.
• Agency values - these vary for each agency. Public sector values are responsiveness; integrity; impartiality; accountability; respect and leadership.

Decide if you are qualified to do the job

Ask yourself these questions:

• Do I meet all or most of the Key Selection Criteria of the job?
• Could I do the job with some training - formal or on-the-job?
• Do I have skills gained in other fields of work that may be transferable?

If so, then you are ready to apply. But before you start your online application, make a few notes on all the information you have gathered:

• Summarise the background and skills you can offer
• Highlight your strengths and relevant experiences, achievements and capabilities.
• Highlight relevant achievements from past jobs.
• Address any obvious weaknesses and what training you are willing to do to address these.
• Address each Key Selection Criterion for the job.
• Prepare or update your resume or CV.
• Talk to your referees about the job you are applying for and what they will say about you to a prospective employer. 

HaysSearchEntityForm Portlet

Search for jobs.

• Enter Keywords / Reference No.

TW newsletter promo block

Hays Career Insider Newsletter

Get expert career advice to help you land the job and grow the career you want.

• Bookkeeping
• Financial Planning
• Animal Care
• Animal Science
• Dog Training
• Horse Breeding & Equine Studies
• Pet Grooming
• Veterinary Nursing
• Graphic Design
• Interior Design
• Photography
• User Experience Design
• Building & Construction
• Real Estate
• Business Administration
• Business Development
• Business Operations
• Change Management
• Customer Engagement
• Entrepreneurship
• Human Resources
• Leadership & Management
• Organisational Development
• Project Management
• Quality Management
• Small Business
• Supply Chain Operations
• Community Services
• Individual Support
• Education Support
• Training & Assessment
• Engineering
• Manufacturing
• Agriculture
• Conservation & Land Management
• Health Science
• Horticulture
• Social Science
• Sustainability
• Dermatology
• Eyebrow Specialist
• Eyelash Extension
• Hairdressing
• Nail Technology
• Allied Health
• Counselling
• Dental Assisting
• Health Administration
• Health Services Assistance
• Life Coaching
• Medical Administration
• Mental Health
• Natural Therapies
• Naturopathy
• Practice Management
• Sports & Fitness
• Culinary Arts
• Event Management
• Hospitality
• Wedding Planning
• Cloud Computing
• Cyber Security
• Data Science & Analytics
• Programming
• Systems Administration
• Web Development
• Compliance & Risk
• Criminal Justice & Psychology
• Work Health & Safety
• Advertising
• Digital Marketing
• Digital Media
• Social Media Marketing
• New South Wales
• Northern Territory
• Western Australia
• South Australia
• Graduate Diploma
• Advanced Diploma
• Associate Degree
• Graduate Certificate
• Undergraduate Certificate
• Certificate
• Certificate II
• Certificate III
• Certificate IV
• Courses by Provider
• Government Funded Courses
• Student Hub
• The Workforce Training Hub

Selection Criteria Response: Nursing Examples

In this post, 1. effective communication and interpersonal skills, 2. teamwork skills, 3. problem solving skills.

In this post Show

You will often be expected to respond to key selection criteria when applying for nursing jobs. Here are 3 examples to get you started.

While it might feel like your cover letter and resume should suffice when you’re submitting a job application, sometimes your recruiter expects a little more, depending on the field of work you’re in.

If you’re working in nursing, you’re often expected to respond to some key selection criteria in the application process.

This is an excellent opportunity to make your application stand out by matching your real-life experiences to your resume.

Here are some selection criteria examples for a registered nurse application in Australia, along with some answer examples to help you out:

Effective communication skills are essential for nursing. Show the recruiter that you’re good with people by explaining your methods, and reiterating your relevant skills.

Throughout my career in nursing care, I have proven my robust verbal communication skills when interacting one-on-one with my patients or their partners/spouses. I can effectively communicate medical terminology in digestible terms, making outcomes easier to understand by clearly indicating what any new information will mean for their overall diagnosis. I have also proven to be an effective communicator in group settings, with my patients’ larger family groups. One of my techniques is to direct my speech and eye contact between both my patient and their loved ones, to ensure that everyone feels included in the conversation. I know that I need to be conscious of the emotional impacts of what I am communicating to the group since health concerns often come hand-in-hand with hardship.

Teamwork is essential in any workplace, but especially in a hospital environment where you work with others every day. In your response to this prompt, don’t just exemplify your ability to work collaboratively – you should also prove that you’re a great team leader.

In my five years working at the Royal Melbourne Hospital as a registered nurse, I did a lot of shift work, meaning that I would not always be working with the same team. Through this experience, I thoroughly developed my teamwork skills and proved to be very adaptable as a team member. My team members were different every shift, but the outcomes of my work remained consistent, as a result of my effective interpersonal skills. I can slot into any working team and adapt my methods accordingly. Towards the end of my time at the RMH, I was occasionally rostered on with several junior staff members, meaning that I would have to step into a senior position and delegate tasks accordingly. My ability to perform as a team member or as a team leader, depending on the circumstances is one of my strongest assets.

In a nursing environment, you’re faced with new problems every day and need to be able to think on your feet, with an ability to act quickly. Provide examples of your skills in this area in your response.

When I first began my career in nursing, I primarily worked in aged care. A majority of my patients were living with degenerative brain conditions like Alzheimer’s disease. This meant that new problems arose all the time if a patient wandered off and got lost or was otherwise confused, having forgotten something significant. Patients would be lucid one second, and then stubborn and disoriented the next. This meant that I had to adapt to new circumstances quickly and efficiently, addressing new concerns every moment. It was also essential that while I solved each problem, that I had to remain calm and conscious of the patient’s vulnerability.

Overall, your key selection criteria response should come from your own real-life experience. Tailor your responses to the keywords of the position description, and try to use specific examples. Prove that your real experiences have earned you the skillset you have today.

How to Write Key Selection Criteria [+Templates]

Our Key Selection Criteria Hub can help you write the best possible answer that highlights your skillset to a potential employer.

Show Me How!

Latest Articles

How to apply for work placement: tips & resources.

Congratulations! You’re about to embark on an exciting journey where you will practise and develop t...

11 Hobbies That Can Make You Money: Use Your Passion for Profit

Hobbies often get a bad rap. They’re seen as just a way to kill time, a mindless escape from t...

Is The Job You Hate Killing You? Why You Need to Make a Change

Do you hate your job? Studies show that staying in a job you hate has negative health effects and ev...

Want to read more?

Your successful va business: why 2024 is your year.

Explore the possibility of becoming a virtual assistant and the how-tos of starting a virtual assist...

How to Grow Your Career in Bookkeeping in 5 Simple Steps

Financial literacy and accountability for decision-making are key to the success of many small to me...

How to Become a Baker

Are you interested in the field of baking but you’re not sure where to start? Learn about being a ba...

Subscribe to Our Newsletter

Get expert advice, insights, and explainers on tricky topics — designed to help you navigate your learning journey with confidence.

• Popular Subjects
• Qualification Type
• Courses by Location
• Business Admin
• Courses In ACT
• Courses In NSW
• Courses In NT
• Courses In QLD
• Courses In Tasmania
• Courses In VIC
• Courses In WA

Newsletter sign up

Newsletter sign up.

We’ll email you updates on job trends, career advice, study tips, news and more.

You are currently visiting our Australian website Training.com.au

Would you like to visit our New Zealand website instead?

35 problem-solving techniques and methods for solving complex problems

Design your next session with SessionLab

Join the 150,000+ facilitators 
using SessionLab.

Recommended Articles

A step-by-step guide to planning a workshop, how to create an unforgettable training session in 8 simple steps, 47 useful online tools for workshop planning and meeting facilitation.

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

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

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

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

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

Let’s get started! 

How do you identify problems?

How do you identify the right solution.

• Tips for more effective problem-solving

Complete problem-solving methods

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

Problem-solving warm-up activities

Closing activities for a problem-solving process.

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

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

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

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

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

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

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

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

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

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

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

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

Tips for more effective problem solving

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

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

Clearly define the problem

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

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

Don’t jump to conclusions

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

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

Try different approaches  

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

Don’t take it personally 

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

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

Get the right people in the room

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

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

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

Document everything

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

Bring a facilitator 

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

Develop your problem-solving skills

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

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

Design a great agenda

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

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

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

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

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

Design Sprint 2.0

• Open Space Technology

1. Six Thinking Hats

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

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

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

2. Lightning Decision Jam

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

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

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

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

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

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

3. Problem Definition Process

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

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

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

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

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

4. The 5 Whys 

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

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

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

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

5. World Cafe

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

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

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

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

6. Discovery & Action Dialogue (DAD)

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

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

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

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

7. Design Sprint 2.0

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

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

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

8. Open space technology

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

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

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

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

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

Techniques to identify and analyze problems

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

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

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

Let’s take a look!

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

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

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

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

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

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

10. The Creativity Dice

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

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

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

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

11. Fishbone Analysis

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

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

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

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

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

12. Problem Tree 

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

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

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

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

13. SWOT Analysis

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

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

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

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

14. Agreement-Certainty Matrix

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

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

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

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

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

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

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

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

16. Speed Boat

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

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

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

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

17. The Journalistic Six

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

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

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

18. LEGO Challenge

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

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

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

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

19. What, So What, Now What?

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

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

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

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

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

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

20. Journalists  

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

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

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

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

Problem-solving techniques for developing solutions 

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

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

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

21. Mindspin  

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

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

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

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

22. Improved Solutions

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

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

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

23. Four Step Sketch

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

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

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

24. 15% Solutions

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

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

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

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

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

25. How-Now-Wow Matrix

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

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

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

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

26. Impact and Effort Matrix

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

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

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

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

27. Dotmocracy

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

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

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

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

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

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

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

28. Check-in / Check-out

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

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

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

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

29. Doodling Together  

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

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

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

30. Show and Tell

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

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

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

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

31. Constellations

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

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

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

32. Draw a Tree

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

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

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

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

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

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

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

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

How do I conclude a problem-solving process?

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

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

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

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

33. One Breath Feedback

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

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

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

34. Who What When Matrix 

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

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

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

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

35. Response cards

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

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

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

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

Save time and effort discovering the right solutions

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

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

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

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

Over to you

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

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

thank you very much for these excellent techniques

Certainly wonderful article, very detailed. Shared!

Your list of techniques for problem solving can be helpfully extended by adding TRIZ to the list of techniques. TRIZ has 40 problem solving techniques derived from methods inventros and patent holders used to get new patents. About 10-12 are general approaches. many organization sponsor classes in TRIZ that are used to solve business problems or general organiztational problems. You can take a look at TRIZ and dwonload a free internet booklet to see if you feel it shound be included per your selection process.

Leave a Comment Cancel reply

Your email address will not be published. Required fields are marked *

Going from a mere idea to a workshop that delivers results for your clients can feel like a daunting task. In this piece, we will shine a light on all the work behind the scenes and help you learn how to plan a workshop from start to finish. On a good day, facilitation can feel like effortless magic, but that is mostly the result of backstage work, foresight, and a lot of careful planning. Read on to learn a step-by-step approach to breaking the process of planning a workshop into small, manageable chunks.  The flow starts with the first meeting with a client to define the purposes of a workshop.…

How does learning work? A clever 9-year-old once told me: “I know I am learning something new when I am surprised.” The science of adult learning tells us that, in order to learn new skills (which, unsurprisingly, is harder for adults to do than kids) grown-ups need to first get into a specific headspace.  In a business, this approach is often employed in a training session where employees learn new skills or work on professional development. But how do you ensure your training is effective? In this guide, we'll explore how to create an effective training session plan and run engaging training sessions. As team leader, project manager, or consultant,…

Effective online tools are a necessity for smooth and engaging virtual workshops and meetings. But how do you choose the right ones? Do you sometimes feel that the good old pen and paper or MS Office toolkit and email leaves you struggling to stay on top of managing and delivering your workshop? Fortunately, there are plenty of online tools to make your life easier when you need to facilitate a meeting and lead workshops. In this post, we’ll share our favorite online tools you can use to make your job as a facilitator easier. In fact, there are plenty of free online workshop tools and meeting facilitation software you can…

Design your next workshop with SessionLab

Join the 150,000 facilitators using SessionLab

Sign up for free