In my experience, I’ve seen how innovation and effective problem solving are more easily achieved when companies actively seek interdepartmental collaboration. They break down long-standing silos and encouraging open communication. Microsoft Workplace Insights contributors offer these tips to accomplish this challenging task. Broaden your employee’s vision. Bring diverse teams together to work on an initiative. They’ll uncover a […]
Read More →Strong problem-solving skills are not only crucial in business, but also in life. Some people do it well instinctually, while others could use advice on where to start or how to improve. Success.com consulted members of the Young Entrepreneurs Council to see how they hone their problem-solving skills. Here are three of their suggestions. Reflect on your worst […]
Read More →Success.com asked members of the Young Entrepreneurs Council how they strengthen their problem-solving skills. Here are four of their answers. Exercise creativity like a muscle. WPBeginner’s Syed Balkhi suggests writing, doodling or brainstorming. Express any idea, no matter how absurd, then whittle down your answers to the most useful ones. Change your perspective. Stephanie Wells of Formidable Forms says […]
Read More →When things go wrong, rather than focusing on identifying who made the mistake, focus on the situation and the solution. Put your energy and attention into what happened, how best to fix it, what process improvements, training, and checks and balances are needed to insure it doesn’t happen again. Resist finger-pointing or blaming. Don’t go on a […]
Read More →Quick decision-making is one of the hallmarks of an agile company. But making fast decisions is easier said than done. A recent McKinsey and Company article looks at three types of decisions and offers ways to speed up the process. For Big-Bet decisions made at the very top, like making an acquisition, spur productive debate. Assign someone to argue […]
Read More →Are you dealing with a complex situation? One where you’re unclear about the issues, who to involve and in what way? If the path forward is unclear, try this: Grab paper and pen and draw the situation. Map it out. Include all the players – those who are actively involved, as well as those who […]
Read More →Is your company good at diagnosing problems? According to the Harvard Business Review, 85% of C-Suite execs at 91 private companies in 17 countries believe they are bad at uncovering the actual problem. They feel this flaw comes at a high price. Thomas Wedell-Wedellsborg, recommends these tools for reframing problems before diving into solutions. Establish […]
Read More →Think about something you’ve learned. For example, how to manage meetings, make effective presentations, write well, play tennis or golf. How to be a good listener, a great salesperson, teacher, parent or surfer. Whatever you know how to do today, you’ve learned it by degrees. I call it learning in layers. The first layer of […]
Read More →Dear Teressa, My boss is an excellent manager and a very inspirational leader. However, I have a colleague, who I think is a good person, but who seems to very much resent this boss. This colleague is also very good friends with my boss’s boss. The colleague is now making life very difficult and […]
Read More →Recently I heard a quote that got right to the heart of conflict and how to resolve it. I’m paraphrasing, but it was along the lines of “conflict does not rise out of a clash of good and bad, it arises out of a clash of good and good.” In other words, each conflicting party […]
Read More →To get clear about the best way to effectively address a specific performance or behavior problem, the first step is asking yourself which course of action the problem calls for? Is feedback sufficient? You simply describe the person’s behavior and its impact. Is coaching more appropriate? You work to strengthen performance through teaching, training and […]
Read More →To get clear about the best way to effectively address a specific performance or behavior problem, the first step is asking yourself which course of action the problem calls for? Is feedback sufficient? You simply describe the person’s behavior and its impact. Is coaching more appropriate? You work to strengthen performance through teaching, training and […]
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