Here's how you can motivate your team members to improve in Problem Solving through feedback.

Absolutely, building a foundation of trust is crucial before engaging in feedback for effective problem-solving. When team members feel safe to express their ideas and make mistakes without fear of judgment, they are more open to sharing their thought processes and receiving constructive feedback. Acknowledging their efforts and framing feedback as a tool for growth rather than criticism fosters a supportive environment. This trust encourages open dialogue and collaboration, which is essential for continuous improvement and more effective problem-solving.

Trust is often broken by bosses , not leaders. ?? Sharing the lead team affects Relationships. When Trust is broken , the worker gets Predigist against them. Learning is meant to be a mixture of failures and sucesses. Bosses too need to show leadership by being visible in Safety and be the people , on the floor team members look up to

While leading a development team, we faced challenges with a new feature rollout. To tackle this, I focused on building trust first. I praised the team's hard work and emphasized that feedback was for growth, not criticism. I encouraged open dialogue by sharing my own mistakes and learning experiences. This approach made the team feel safe and valued, leading to honest discussions and innovative solutions. As a result, we resolved the issues effectively and improved our process. This experience demonstrated that trust is crucial for fostering open communication and effective problem-solving.

Build Relationships: Develop strong, trusting relationships with team members by showing genuine interest in their well-being and professional growth. Transparent Communication: Be open and honest in your communications, creating a safe space for team members to share their thoughts and concerns. Consistency: Be consistent in your actions and decisions to build credibility and reliability within the team.

Feedback has to be a two way road. If management isn't into New Processes then the person suggesting great ideas restricts their dreams. I have felt bias, because of my knowledge. 22 years in the building field was restricted and nothing was implemented. In my former work of 12 years long service I had been a dispatcher,had been in stores, had created processes to increase margin through damage control, I had forklift, digger licences and learnt Safety to keep people safe. Bias is a killer of energy. Someone offering knowledge only wants the best for the business

Actionable Insights: Provide feedback that is specific, actionable, and focused on particular behaviors or situations. Clear Examples: Use clear examples to illustrate your points, helping team members understand exactly what needs improvement. Balanced Approach: Balance constructive criticism with positive feedback to ensure team members feel appreciated and motivated to improve.

Reflection shouldn't be left to KPI meetings. If you are visible to your bosses as a employee it is really nice getting feedback. As long as you are safe in processes negative responses should be only monitored but not acted upon. A employee should be allowed to question and report management failures. An example seen. As a person who knows Health and Safety seeing bosses on racks without harnesses and being lifted down on pallets is wrong when cage and harnesses is available. Yet feedback is scowled upon. Feedback can make or break a person. Safety is so important. I am not working for 4 years and threw my dreams in a rubbish tin with 22 years experience in building field because reflection destroyed my Trust

Self-Assessment: Encourage team members to reflect on their own performance and identify areas for improvement. Guiding Questions: Use open-ended questions to guide their reflection, such as "What challenges did you encounter during this project?" or "How could you approach this problem differently next time?" Learning from Mistakes: Promote a culture where mistakes are seen as learning opportunities, not failures.

1. Provide Specific Feedback: Offer clear, actionable insights on their problem-solving approach. 2. Encourage Continuous Learning: Promote a growth mindset by highlighting learning opportunities from each problem. 3. Recognize Efforts: Acknowledge and celebrate successful problem-solving efforts to reinforce positive behavior. 4. Foster Open Communication: Create an environment where feedback is viewed as a constructive tool for improvement. Best Practices: -Positive Reinforcement: Regularly praise progress and accomplishments to boost motivation and confidence.

Celebrate Successes: Recognize and celebrate both small and large successes to reinforce positive behaviors and outcomes. Highlight Progress: Regularly acknowledge progress and improvements in problem-solving skills, motivating team members to continue their efforts. Personalized Recognition: Tailor your recognition to the individual’s preferences and contributions to make it more meaningful.

Apesar de ser importante identificar os pontos que têm espa?o para melhora, acredito ser mais produtivo focar nas habilidades que devem ser aprimoradas/desenvolvidas no futuro, um feedforward. No médio/longo prazo essa iniciativa tende a proporcionar um maior desenvolvimento nas pessoas.

Team Workshops: Organize workshops and brainstorming sessions to tackle problems collectively, fostering a collaborative learning environment. Peer Feedback: Encourage team members to give and receive feedback from their peers, promoting diverse perspectives and shared learning. Mentorship Programs: Implement mentorship programs where experienced team members can guide others in developing their problem-solving skills.

Regular Check-Ins: Schedule regular one-on-one check-ins to discuss progress, provide guidance, and address any challenges. Resources and Training: Provide access to resources, training programs, and tools that can help team members enhance their problem-solving abilities. Continuous Improvement: Foster a culture of continuous improvement, encouraging team members to always seek new ways to develop their skills and tackle problems more effectively.