Here's how you can apply creative problem solving skills to future leadership roles.

keep a curiosity diary and record anything you or different you have noticed everyday spent at least a little time exploring things outside your remit. Reflect and be honest curiosity must become a competency that is a habit

Additionally, promoting a culture where curiosity is valued nurtures a team environment where diverse perspectives can thrive. By actively encouraging curiosity, leaders can inspire their teams to explore unconventional solutions and push boundaries, fostering innovation and continuous improvement within the organization.

Curiosity is the bedrock of creative problem solving. As a leader, fostering an inquisitive mindset allows you to delve deeper into issues and see beyond the obvious. Encourage your team to ask questions and challenge the status quo. This approach will enable the team to uncover hidden aspects of a problem and generate a wider range of solutions. Remember, the more questions asked, the better understanding of the challenge at hand, paving the way for more innovative outcomes.

1. **Encourage Ideas**: Invite team input and brainstorm. 2. **Think Outside the Box**: Explore unconventional solutions. 3. **Analyze Problems**: Break down issues to understand them fully. 4. **Test Solutions**: Implement and evaluate different approaches. 5. **Learn from Mistakes**: Use failures as learning opportunities. 6. **Stay Open-Minded**: Be receptive to new perspectives. 7. **Collaborate**: Work with others to generate diverse ideas. 8. **Adapt Quickly**: Adjust strategies as needed based on feedback.

To cultivate a curiosity mindset has to be intentional. A truly transformational leader has to be willing to learn new things and evaluate everything from different perspectives. This is because change is happening at a faster rate everyday. Therefore, a leader will have to equip their mind with the latest tools for learning and communicating. Develop interest in various fields to acquire new perspectives. Then share what you learn and you will learn even more from feedback.

I find it helpful to pick a group of people to ask for feedback from. I try to include these types of employees: a recently hired person, an experienced person, someone who has a different thought process than me, management, a small group of who the decision will influence, and someone who is typically vocal. By asking a large group you can mold different aspects and hopefully alleviate any future concerns.

1. **Educate Yourself**: Learn about different cultures, backgrounds, and perspectives. 2. **Promote Inclusivity**: Ensure everyone feels valued and included. 3. **Encourage Open Dialogue**: Foster an environment where people can share their experiences and ideas. 4. **Respect Differences**: Show respect for others' viewpoints and traditions. 5. **Challenge Biases**: Identify and address any unconscious biases. 6. **Celebrate Diversity**: Acknowledge and celebrate cultural events and milestones. 7. **Provide Equal Opportunities**: Ensure fair access to resources and opportunities for all. 8. **Lead by Example**: Demonstrate inclusive behavior in your actions and decisions.

Psychological diversity should not be overlooked. People have different personality types, such as introverts and extroverts, and we should respect and value these differences.

To foster a collaborative culture and create a work environment with psychological safety, trust must be the foundation. Both leaders and team members should actively work to build and maintain trust.

1. **Set Clear Goals**: Define shared objectives for the team. 2. **Encourage Open Communication**: Promote transparency and regular updates. 3. **Build Trust**: Foster a safe environment where team members feel comfortable sharing ideas. 4. **Define Roles**: Clearly outline each member’s responsibilities. 5. **Promote Inclusivity**: Ensure everyone’s voice is heard and valued. 6. **Facilitate Team-Building**: Organize activities to strengthen team bonds. 7. **Leverage Strengths**: Utilize each member’s unique skills and expertise. 8. **Provide Tools**: Use collaboration software and tools to enhance teamwork. 9. **Lead by Example**: Demonstrate collaborative behavior in your actions. 10. **Recognize and Reward celebrate team achievements.

Encourage risk-taking In a culture where there is blame or a need to pinpoint the culprit when there is a failure, one cannot expect either creativity nor risk taking. 1 Define failure: Unexpected results vs failure. 2 Focus on a business as a system: When there are unexpected results, it the system failed vs the individual. 3 Fail fast: Report problems soonest. The sooner they are reported the sooner they can be fixed and the less expensive they are 4 Every "failure is a chance to learn. Look for what went well - those are things and lesson to retain. Then see how to do things differently. These will help remove fear of failure to encourage risk-taking.

1. **Lead by Example**: Take calculated risks. 2. **Create Safety**: Ensure no blame for trying. 3. **Encourage Experimentation**: Promote trial and error. 4. **Celebrate Failures**: Learn from mistakes. 5. **Provide Support**: Back innovative ideas. 6. **Set Boundaries**: Define acceptable risks. 7. **Reward Innovation**: Recognize bold initiatives. 8. **Open Communication**: Share ideas freely. 9. **Train and Educate**: Teach risk management. 10. **Reflect and Learn**: Review and learn from outcomes.

Trust is the key. When team members feel trusted and psychologically safe in their work environment, they are not afraid of failure. This encourages them to take risks and be more creative.

1. **Lead by Example**: Show calculated risk-taking. 2. **Ensure Safety**: No blame for trying. 3. **Promote Experimentation**: Encourage trial and error. 4. **Celebrate Failures**: Learn from mistakes. 5. **Support Ideas**: Back innovation. 6. **Set Boundaries**: Define risks. 7. **Reward Boldness**: Recognize creativity. 8. **Encourage Openness**: Share ideas. 9. **Train on Risks**: Educate team. 10. **Reflect and Learn**: Review outcomes.

Every system requires regular updates to stay healthy and effective. How often have you heard someone say, "I'm doing it this way because that's how the person before me did it..."?

1.Create time for introspection- schedule moments to think about experiences 2.Question yourself- what went wrong, how can i improve 3.Seek feedback- gather different perspectives from colleagues to broaden your insights and the impacts it has on them. 4.Set goals - determine changes and create a work plan on how to achieve them. 5. Embrace change - adaptation is part of life and change is key for positive growth.

I think resilience needs to be shown anytime in any project, and I encourage it to be shown anytime. I did show my resilience in our AI internal tools development and implementation in any aspect of my company life circle to make my work and my employees work more effectively, exactly, etc., plus I encourage them to show resilience in any situation they can have in any project. Showing this resilience will help us do good work for our clients and inspire future generations to be more resilient and productive like us. Our company can become successful and more innovative by doing this anytime and helping the local community be resilient, influential, etc., with us as partners in any projects we have for our clients and the local community.

Resilience in problem solving is essential because solutions are often not found on the initial attempt. The question is how can resilience be nurtured and acquired as a skill. I do that by teaching and having a “Move 1% Forward” mindset. There are many ways to move 1% forward every day. The key to doing so is building a habit of intentionality. Ask yourself every morning, “How will I move 1% forward today?” Every evening before you fall asleep ask yourself, “What are my unsolved challenges?” Let your subconscious mind ruminate on them as you sleep. Leveraging these morning and evening habits are key to building resilience in problem solving.

All are important features for a successful organisation. In my view there are times when one or two features are required and encouraging others at that time might not be helpful. There will be time when encouraging other features in team will produce wonderful results while ignoring previous two. The leader and teams needs to trained to be highly adaptable, recognise the value of each of these features and work accordingly.

One's ability to apply problem solving creates room for growth in other aspect of one's career. As a creative problem solver, you embrace; Diversity. Curiosity. Hunger for knowledge. Exposure. Creative blocks. In the process of going through these phases you unintentionally set yourself up for growth as a future leader.

Implementation Ideas need to be developed through the problem solving process but they also need to be implemented. This process helps to refine ideas and encourage the adoption of. Without implementation you will never know what works and what does not work.