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How can you customize problem-solving training for different roles?

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Problem-solving is a crucial skill for any role, but not every role requires the same approach or level of complexity. How can you customize problem-solving training for different roles in your organization, so that each employee can develop the skills they need and apply them effectively? In this article, we will explore some strategies to design and deliver problem-solving training that is tailored to different roles, based on their goals, challenges, and contexts.

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1 Assess the problem-solving needs of each role

Before you design any problem-solving training, you need to understand the problem-solving needs of each role in your organization. What types of problems do they face? How often and how urgently do they need to solve them? What tools, methods, and resources do they use or need? How do they communicate and collaborate with others to solve problems? You can use various methods to assess these needs, such as surveys, interviews, focus groups, observations, or performance reviews. The goal is to identify the gaps, strengths, and opportunities for improvement in each role's problem-solving skills and behaviors.

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Muna Hopkins CSM, CSPO

Entrepreneur |Leader| EX| Digital Transformation| Training Design | Data Enthusiast| I help businesses build an impactful talent experience ecosystem to foster excellence
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To help improve problem-solving skills for any role, it is essential to ensure that every employee receives training relevant to their role. Acquiring more technical knowledge in the specific field depending on the industry, would make it easier to solve problems if they have strong working technical knowledge.

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2 Choose the appropriate problem-solving model for each role

Once you have assessed the problem-solving needs of each role, you can choose the appropriate problem-solving model for each role. A problem-solving model is a framework or process that guides the steps and actions to solve a problem. There are many problem-solving models available, such as the 5 Whys, the 8D Method, the PDCA Cycle, or the IDEAL Model. Each model has its own advantages and disadvantages, depending on the nature, scope, and complexity of the problem. You should choose the model that best suits the role's problem-solving needs, goals, and preferences. For example, you might choose a simple and straightforward model for a role that needs to solve problems quickly and frequently, or a more comprehensive and structured model for a role that needs to solve problems that are complex and require root cause analysis.

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3 Design problem-solving scenarios and activities for each role

After you have chosen the problem-solving model for each role, you can design problem-solving scenarios and activities for each role. These are the learning materials and exercises that will help the employees practice and apply the problem-solving skills and behaviors they need. You should design scenarios and activities that are realistic, relevant, and challenging for each role, based on their problem-solving contexts and situations. You should also include feedback, reflection, and evaluation mechanisms to help the employees monitor and improve their problem-solving performance. For example, you might design scenarios and activities that involve real or simulated problems that the employees encounter in their work, or that require them to use the tools, methods, and resources that they have or need.

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Muna Hopkins CSM, CSPO

Entrepreneur |Leader| EX| Digital Transformation| Training Design | Data Enthusiast| I help businesses build an impactful talent experience ecosystem to foster excellence
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Scenario-based training is definitely useful in this case but there are other approaches that would increase confidence: Provide the opportunity for employees to spend time practicing various problems to help them get more comfortable with the problem-solving process. Connect them with tenured employees to gain experience in the field to solve hypothetical problems that are realistic within the industry. Consider role-play opportunities to better develop problem-solving skill set. Also, observation approach: watching others solve problems can help learn new techniques and approaches. Create a culture of ownership to allow employees seek out opportunities to problem-solve by putting themselves into new situations.

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4 Deliver problem-solving training in different formats and modes for each role

Finally, you can deliver problem-solving training in different formats and modes for each role. These are the ways and methods that you will use to present and facilitate the problem-solving scenarios and activities to the employees. You should deliver problem-solving training in formats and modes that are convenient, accessible, and engaging for each role, based on their learning preferences and availability. You should also consider the level of interaction, collaboration, and support that each role needs or wants in their problem-solving training. For example, you might deliver problem-solving training in formats and modes such as e-learning, webinars, workshops, coaching, mentoring, or peer learning.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
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This may just be semantics, but I struggle with the idea of problem-solving training. I think it can be part of the overall structure and learning objectives, but unless you are literally following one process only, it's hard to "train" someone to do complex thinking. Instead, you're introducing them to one or more frameworks - boundaries they should follow and problem-solve within those boundaries. There isn't one right answer, and that is more about learning than training. Again, I may be getting too caught up in the connotations, but you don't train someone to solve problem in one event. It's an ongoing process and builds in complexity.

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How can you customize problem-solving training for different roles?

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5

1 Assess the problem-solving needs of each role

2 Choose the appropriate problem-solving model for each role

3 Design problem-solving scenarios and activities for each role

4 Deliver problem-solving training in different formats and modes for each role

5 Here’s what else to consider

Staff Development

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How can you customize problem-solving training for different roles?

1

2

3

4

5

1 Assess the problem-solving needs of each role

2 Choose the appropriate problem-solving model for each role

3 Design problem-solving scenarios and activities for each role

4 Deliver problem-solving training in different formats and modes for each role

5 Here’s what else to consider

Staff Development

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