A mid-level manager recently asked me what she could do to improve her problem-solving skills. Now, problem-solving is a critical management skill, fundamental to improving businesses and to rectifying and/or effectively resolving any less than optimal situation. So, I was surprised when it quickly became apparent this person was unaware that such competence is really a learned skill which can be improved and honed, rather than it being a “God-given gift,” or an expected, inherent capability.

It is normally the case that top managers are inherently strong in their problem-solving skills. However, it is also true that most of us can improve any competence with a little time and focus on a given subject. Good innate competence in a skill will not ensure we have a strong, repeatable method in our approach without a little investment in training. Indeed, training in problem-solving technique is one of the most important investments any manager can make. Just avoid materials that are less precise or incomplete with their descriptions.

Problem-solving is about process and organization. Clear thinking is always important, but if you understand how to systematically and repeatedly gather and process information about any new problem you encounter, you will invariably succeed in solving that problem. Although humans are natural problem solvers, most challenges we address are trivial, direct, and cause-and-effect in nature. When answers and underlying problems are less obvious, a solid skill-set and well-proven process is essential. Training classes usually prove the best method to learn and enhance problem-solving skills.

Training invariably provides good immersion in methodology and presents you the chance to study case histories. These will highlight and demonstrate the criticality of this skill, while providing working examples that you can use  to explore and practice the behavior. Although problem-solving has obvious uses in such areas as manufacturing, operations and research, it has equal value and application in improving and/or fixing sales, marketing, and even HR issues. Its application is both diverse and powerful in these areas and many aspects of everyday life.

The structure of most training typically teaches you to:

• Recognize symptoms of the problem. This shows how to recognize what occurs, when, where and to what extent.
• Record the facts. How to assess and keep records of observations made (as defined in the bulleted item, immediately above).
• Brainstorm root causes. This speaks for itself; make a list of candidate root causes which are causing the symptoms recorded above.
• Evaluate the possibilities. The process of eliminating candidate root causes, until only the culprit remains.
• Install solutions. When the underlying problem is known it is key to follow-up with good closure, install and prove a solution then measure results and communicate the new situation/process to all those affected or involved.

These bullets (above) certainly provide the briefest possible description of problem-solving! A little more detail and discussion is offered in my own book, Empower Your Inner Manager. If you already recognize you have a real need for enhancing your problem-solving skills you can either leverage the references provided in my book, check out anything that might be offered through your own company, or go online and choose a training course you best feel matches your needs.

As for my mid-level manager friend, she decided she was going to need a fundamental training class. So, don’t forget that to be recognized as a well-skilled and proficient manager you will need to demonstrate proficient problem-solving skills, too!