How do you include others in problem-solving?

2 Choose the right people

Once you have defined the problem, you need to decide who to involve in the problem-solving process. You want to include people who have relevant knowledge, skills, or experience with the problem, as well as people who have different perspectives, backgrounds, or roles. You also want to consider the size and diversity of the group, and how they will work together. You can use tools such as the Stakeholder Analysis, the RACI Matrix, or the Belbin Team Roles to help you choose the right people.

3 Facilitate the process

As a leader, your role is to facilitate the problem-solving process , not to dominate or dictate it. You need to create a safe and supportive environment where everyone can share their ideas, opinions, and feedback without fear of judgment or criticism. You also need to guide the group through the different stages of problem-solving, such as brainstorming, analyzing, evaluating, and deciding. You can use tools such as the Brainstorming Rules, the SWOT Analysis, the Decision Matrix, or the Action Plan to help you facilitate the process.

4 Encourage participation

One of the benefits of involving others in problem-solving is that you can tap into their collective wisdom and creativity. However, you also need to ensure that everyone has an equal opportunity and incentive to participate. You can encourage participation by asking open-ended questions, acknowledging and building on contributions, using active listening and paraphrasing, and providing positive and constructive feedback. You can also use techniques such as the Nominal Group Technique, the Round Robin, or the Dot Voting to help you elicit and prioritize ideas.

5 Manage conflict

Involving others in problem-solving can also lead to conflict, as people may have different opinions, interests, or preferences. Conflict can be constructive or destructive, depending on how you handle it. You can manage conflict by clarifying the goals and criteria of the problem-solving session, respecting and validating different viewpoints, focusing on facts and evidence, and seeking common ground and compromise. You can also use methods such as the Thomas-Kilmann Conflict Mode Instrument, the Interest-Based Relational Approach, or the Six Thinking Hats to help you resolve conflict.

6 Celebrate and learn

The final step of involving others in problem-solving is to celebrate and learn from the outcome. You need to acknowledge and appreciate the efforts and contributions of everyone involved, and celebrate the achievements and successes of the group. You also need to reflect and learn from the process, and identify what worked well and what could be improved. You can use tools such as the Appreciative Inquiry, the After Action Review, or the Feedback Loop to help you celebrate and learn.