You're managing a practice and struggling to solve a problem. How can you get your team on board?

One thing I have found helpful is to take the time to identify the problem clearly. Rushing into solutions without a thorough understanding of the issue can often lead to wasted time and resources. By taking a step back and carefully examining the root cause of the problem, we can develop more effective strategies for addressing it. This involves gathering input from all relevant stakeholders, analyzing data and feedback, and avoiding jumping to conclusions or making assumptions. By clearly defining the problem, we can ensure that our efforts are focused on the right areas and increase the likelihood of finding a successful resolution.

To gain ground in issue resolution, it is pivotal to go to where the work is happening and pull in key feedback contributors. You will learn most from the people that do the work every day. Assure that there is an understanding of processes surrounding the issue, and close gaps with education. Remember, if there is an issue, approaching the process rather than the people as the root of the problem will help to diminish resistance, feelings of blame and poor morale. Focusing on resolving the issue and removing barriers that your team lifts up will bestow confidence to the team to share more openly in the future.

In my experience, involving your team in the problem-solving process is crucial for finding effective solutions. When I faced similar challenges in the past, I found that tapping into the collective intelligence and experience of the team often led to innovative approaches and better outcomes. By involving team members, you not only gain diverse perspectives but also foster a sense of ownership and commitment to the solution. It empowers team members to contribute their ideas and feel valued for their input, which in turn boosts morale and teamwork. Additionally, involving the team promotes a collaborative culture where everyone feels invested in the success of the practice.

People want to contribute to something larger than themselves. Involving your team has so many incredible benefits: - They feel buy in to the solution - They are the ones who see the problem first hand - They have to deal with the fall out if the solution doesn't work - They want to do a good job - They feel more like a part of the team when they are asked to participate. Rather than just asking for volunteers, ensure that at least some people on the work group are people you have selected to participate. Some people just won't volunteer... even if they have great ideas! Imposter syndrome is real! Let them know they matter to the team but inviting them personally to participate.

I've always had success with involving my team. Encouraging open discussions and inviting my team members to share their perspective on the problem. Actively listening to their ideas and feeback. Involving the team in the problem-solving process can lead to innovative solutions and increase team ownership of the outcome.

Clear communication of the problem, active solicitation of input, and respectful listening to team members' opinions are key components of effective collaboration. Furthermore, encouraging creativity and fostering an environment where team members feel valued and empowered can boost morale and motivation.

One thing I have found helpful is to thoroughly evaluate and select the best solution after generating multiple options with the team. Reflecting on a particular instance at work, we encountered a complex challenge where it was crucial to weigh various solutions against our practice's goals and values. In such scenarios, I've learned that a systematic approach is essential. We meticulously assessed each solution, considering its feasibility, cost-effectiveness, potential impact, and alignment with our long-term objectives.

Change management is really adaptation. And adaptation is more than 90% 'conservative'... meaning that when we make an adaptation, about 90% of what is relevant stays the same. It may not feel that way always... but it's generally the case. So, think in incremental change. And, recognize that big changes may be more like pivots than erasing everything that was ever done. Be prepared for the initial solution not to work. That's okay. You learned. Take calculated risks knowing that if you need to adjust, you can. Don't go 'all in' on a solution with no safety plan!

In my experience, implementing and monitoring the solution is as crucial as identifying and selecting it. Reflecting on a particular scenario at work, we faced a significant operational challenge that required a systematic approach to resolution. Once we finalized the most suitable solution with our team, we immediately transitioned into the implementation phase. Clear communication of roles, responsibilities, and expectations was paramount. We developed a detailed action plan outlining specific steps, allocated resources efficiently, and established a timeline for execution. Moreover, effective monitoring played a pivotal role throughout the implementation process. We regularly tracked progress, measured key performance indicators.

In my experience, learning and improving from problem-solving endeavors is crucial for sustained success. After implementing and monitoring solutions to challenges within our practice, we held reflective sessions to celebrate successes and acknowledge shortcomings without blame. We analyzed the root causes of setbacks and extracted valuable lessons from our achievements, refining our approaches and incorporating newfound insights. Actively seeking feedback and fostering a culture of creativity and collaboration propelled us forward, enhancing our ability to tackle future challenges effectively. Embracing a growth mindset and iterative problem-solving approaches enabled us to adapt to evolving circumstances, fostering resilience.

Here's how to get your team involved : 1. Frame it as a challenge, not a burden:Briefly explain the problem and emphasize it's a team effort to find the best solution. 2. Active listening: Encourage everyone to share their ideas, concerns, and perspectives openly in a safe space. 3. Brainstorm collaboratively:Facilitate a brainstorming session where all ideas are welcome, building on each other's thoughts. 4. Ownership and accountability: Delegate tasks and responsibilities based on team strengths, fostering ownership of the solution. 5. Celebrate success: Recognize and celebrate the team's contribution to overcoming the challenge, strengthening collaboration.