What are the most effective problem solving and change management strategies for your industry?

Leaders should communicate openly and honestly with their team members to ensure everyone is on the same page and understands the problem at hand. Encourage cross-functional collaboration and communication to break down silos and promote a more holistic approach to problem-solving. Leaders should be open-minded and willing to consider different perspectives and solutions to problems. A solid strategy must be implemented to solve any problem. Leaders should gather the right people, resources, budget, and knowledge from past experiences to inspire people to lift their game by making the problem-solving process highly collaborative.

It always depends on which industry you are in, therefore you can find different strategies to identify a problem. Before you start a change in your company it is all over important to communicate these through all phases. Different kind of strategies to identify a problem could be: SWOT Analysis, the 5 Why's Method, ADKAR Model or the Ishikawa Model. Through the process you can go with the 8 steps of J.P. Kotter, which says that you need the sense of urgency in order to get it into action.

Conduct a SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis to assess the internal strengths and weaknesses of your sector, as well as external opportunities and threats. This analysis can help identify areas for improvement and potential strategies for change.

Before you select a solution be clear about the goal of your change. What is the main goal of this change going on? What do you want to achieve with it? If you know your goal, it is easier to select the best solution. Always select it as a team and communicate openly the different possibilities, which will increase the engagement of your team and the engagement through the whole change process.

Now you know what the problem is, what your solution & goal is and the next step is the implementation. This is a point where most of the people stop, because change is something people don't want to have. The better your solution and action plan is setted, the better you get into action. 1. Communicate the steps in the whole company 2. Define who is responsible for which step and increase their commitment for this change. 3. do regularly feedback loops 4. Change the steps if necessary and communicate it 5. Measure the results and communicate (small) achievements

Make a person available who is responsible for communication during the change, where employees can get reassurance, be encouraged and be informed about the steps in the upcoming change. Such a position shows the importance of the change, provides security in uncertain times and shows respect for your employees. You will increase trust and the commitment of your employees will grow proactively.