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700 Questionnaire Items Measuring Problem Solving

Problem-Solving skills not only help individuals and organizations overcome challenges but also create pathways for growth and success. Here are some examples of how each skill contributes to your success:

• Career Advancement Individuals with strong problem-solving abilities are often considered valuable assets, leading to promotions and leadership roles.
• Innovation Creative problem-solving fosters innovation and helps develop new products, services, and processes.
• Efficiency Improvements Identifying and resolving inefficiencies can lead to streamlined operations and cost savings.
• Conflict Resolution These skills help mediate conflicts and find mutually beneficial solutions in personal and professional contexts.
• Decision Making Enhancing the ability to make informed and effective decisions by evaluating all options and consequences.
• Customer Satisfaction Addressing customer issues promptly and effectively leads to higher satisfaction and loyalty.
• Personal Growth Developing problem-solving skills enhances critical thinking and adaptability, beneficial in all areas of life.

Excellent problem-solving skills enable you to identify and resolve issues efficiently, leading to smoother operations and cost savings. These skills also foster innovation and strategic decision-making, driving business growth and maintaining a competitive edge.

360-Degree Feedback Questionnaire Items

The Problem Solving Competency in a 360-Degree Feedback assessment includes items identifying an issue, understanding its root causes, brainstorming and evaluating solutions, and then effectively implementing the best strategy to resolve the problem.



Problem Definition

• Assesses the size and impact of the problem to better understand where resources may be needed.
• Pinpoints the issues that have arisen or are expected to arise.
• Establishes the issue(s) that have gone wrong or are about to go wrong.
• Determines what needs fixed, its root causes, and the correct solutions to be implemented.
• Quantifies the discrepancy between expected outcomes and measures of performance.
• Communicates goals and the present situation to ensure everyone understands the problem.
• Identifies the problems that have occurred or are likely to occur.
• Clarifies objectives and the current scenario to help employees grasp the problem.
• Recognizes the challenges that have emerged or are about to emerge.
• Clearly articulates expected outcomes and the current situation to foster a shared understanding of the problem among stakeholders.
• Illuminates the problem by identifying the gap between expected outcomes and the current situation.
• Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace.

Effectiveness

• Is a good problem solver and decision maker.
• Resolves production and scheduling issues/problems.
• Effective in solving difficult problems.
• Focuses solutions on closing the gap between expected outcomes and the current situation.
• Utilizes concrete measures of the gap between expected and observed outcomes so that the effectiveness of solutions can be determined.
• Effective in solving problems.
• Able to solve problems that involve political biases, conflicting evidence, and/or lack of data.
• Solves difficult problems with ease.
• Effective problem-solver

Root Cause Analysis

• Is able to isolate the main problem.
• Diagnoses the root causes of problems.
• Actively seeks the root cause of a problem.
• Pinpoints the origins of the issue to tackle the root causes and solve the problem at its source.
• Ability to solve problems at root cause rather than at symptom level.
• Conducts a thorough and careful analysis of the underlying causes of problems.
• Able to solve problems at root cause rather than at symptom level.
• Conducts a meticulous investigation of incidents to ensure no possible cause is overlooked.
• Understands the root causes of problems.
• Solves problems at root cause rather than at symptom level.
• Closely examines all the contributing factors to identify the root cause of issues.

Information Gathering/Collection

• Determines what facts are relevant.
• Infers important trends from data.
• Gathers input from staff for use in problem solving.
• Gets accurate information about what went wrong.
• Collects relevant information and data.
• Asks the "right" questions to size up or evaluate situations.
• Asks the right questions to size up or evaluate situations.
• Accurately evaluates the implications of new information or events.
• Gathers input from various team members helps to ensure that the problem is fully understood from all angles, reducing the risk of oversight.
• Able to conduct a thorough Critical Incident interview.
• Analyzes systems and processes for opportunities to gain efficiency.
• Solicits information about the problem from team members.
• Gathers information on the problem and each solution, covering costs, benefits, risks, feasibility, and business impact.
• Adept at conducting an exhaustive Critical Incident interview.

Considers Alternate Perspectives

• Creates a table or chart to compare the solutions side-by-side across all evaluation criteria.
• Open to the suggestions of others when working on a problem.
• Clearly documents the decision-making process, including the evaluation criteria, the scores or rankings of each solution, and the reasons for selecting the chosen option.
• Evaluates alternative courses of action.
• Acknowledges the unique viewpoints and perspectives of other team members to lead to more innovative and comprehensive solutions.
• Has the ability to compare "best practice" performance to current situation and affect improvements.
• Able to balance the needs of different people in a solution to a problem.
• Selects the solution that best addresses the problem's objectives, aligns with business priorities, and is feasible to implement.
• Able to meet the needs of different constituents in the solution of a problem.
• Evaluates whether the necessary resources (budget, personnel, time, technology) are available to implement each solution.

Flexibility

• Quickly adapts and changes course as new information emerges or the situation evolves.
• Effectively uses a variety of problem-solving/analytical approaches to address challenges within the Area.
• Is a versatile problem-solver with a wide range of tools and techniques at their disposal to apply them appropriately to different situations.
• Possesses a broad skill set and toolkit to address different challenges effectively.
• Is smooth and seamless in transitions between different ideas and approaches, avoiding getting stuck in one line of thinking.
• Adapts to different problems by applying a wide range of strategies and techniques.
• Utilizes a variety of approaches and tools to tackle issues in various contexts.
• Is comfortable with uncertainty and can work effectively even when all the information is not yet available.
• Demonstrates flexibility in problem-solving with a diverse array of methods and resources suited to various scenarios.
• Modifies approaches and solutions to fit changing circumstances or unexpected obstacles.

Balances Criteria/solutions

• Able to solve problems with multiple criteria that need to be met.
• Weighs the pros and cons of proposed solutions.
• Solves problems that require several different criteria or constraints.
• Assesses the extent to which proposed solutions would lead to success.
• Analyzes both the potential risks and benefits associated with each proposed solution.
• Analyzes the potential success of proposed solutions.
• Assessing whether the proposed solutions are practical and achievable.
• Solves problems that have difficult or conflicting constraints.

Brainstorming

• Chooses a diverse group with relevant expertise and perspectives for a brainstorming session.
• Brings together individuals with different backgrounds, skills, and viewpoints, brainstorming harnesses a wide range of insights.
• Generates alternative solutions to problems and challenges.
• Identifies and assesses all potential responses to a problem.
• Values the diversity of thought that can uncover unique angles and approaches that might not emerge in a more homogeneous group.
• Uses a structured process to evaluate ideas generated from a brainstorming session based on their feasibility, cost, potential impact, and alignment with business goals.
• Generates a wide range of possible solutions.
• Creates an environment where team members feel free to share their thoughts and ideas without fear of criticism.
• Strengthens team cohesion and communication to facilitate effective brainstorming sessions.
• Facilitates rapid development and exchange of ideas.
• Allows team members to build on each other's ideas, leading to the development of more refined and robust solutions.

Logical Thinking

• Analyzes the information available, considers alternatives, makes the best choice available.
• Makes judgments based upon relevant information.
• Solves problems using logic and insight.
• Uses charting tools to identify patterns in data.
• Uses tools like Gantt charts and resource calendars can help visualize and manage solutions.

Creative/Innovative Thinking

• Identifies fresh approaches and shows a willingness to question traditional assumptions.
• Finds creative ways to get things done with limited resources.
• Uses creative thinking to develop new solutions to problems.
• Generates innovative and practical ideas and approaches.
• Develops innovative solutions to problems.
• Ability to develop innovative solutions to problems.
• Able to develop innovative solutions to problems.
• Develops creative solutions.
• Effective in developing innovative products and services.

Evaluation of Options

• Evaluates potential solutions based on cost, feasibility, and probability of success.
• Determines the impact of recommended solutions.
• Analyzes alternatives and selects a course of action.
• Selects the solution best aligned with the department's goals.
• Identifies potential courses of action.
• Decides which alternative solutions would have the greatest chance of success.
• Conducts a cost-benefit analysis for each solution to determine its financial viability and potential return on investment.
• Compares the proposed solutions against each other and against any existing solutions to determine which one is likely to yield the best results.
• Uses a consistent method to evaluate each potential solution against the defined criteria.
• Compares analogous situations transferring insights to new situations.

Implementation

• Develops and implements clear guidelines and protocols for handling tasks.
• Develops a schedule and gathers the necessary materials and tools.
• Assigns individuals the responsibility for completing separate phases of the implementation.
• Implements solutions and evaluates results.
• Implements actions as planned to address the problems.
• Implements effective solutions to critical problems.
• Sets realistic deadlines for each action step and for the overall completion of the solution.
• Establishes a timeline for implementation and organizes the needed supplies and equipment.
• Creates a project plan to implement the solution and collects all required resources.
• Implements solutions to solve the problem.

Proactive/Risk Assessment

• Anticipates potential problems dealing with them in advance.
• Invests in training and development programs to equip team members with the skills and knowledge they need to identify and solve problems effectively.
• Takes preventative action to address issues before they become difficult to manage.
• Encourages team members to suggest ways to enhance efficiency, reduce waste, and prevent potential problems.
• Fosters a willingness to experiment and try new things, even if there's a risk of failure.
• Routinely checks and maintains equipment, systems, or processes to catch any signs of wear or inefficiency before they turn into bigger issues.
• Ensures that team members have the necessary training and are informed about best practices and procedures.
• Identifies and analyzes potential risks in advance.

Action Planning

• Establishes the sequence of tasks, taking into account dependencies.
• Identifies all stakeholders who need to be kept informed about the action plan and its progress.
• Sets up clear communication (e.g., regular meetings, email updates, project management software) to keep employees updated of action plans.
• Ensures that team members stay on track to implementing the solution and address any issues that arise.
• Identifies and assembles the necessary resources (e.g., budget, tools, equipment, personnel) required to implement the action plan.
• Determines the order in which the action steps need to be completed including steps that may be dependent on others.
• Create a timeline for completing the action steps including deadlines for each task and milestones to be achieved.
• Establish clear, measurable goals that the action plan aims to achieve.
• Plans the order of actions, considering any interdependent steps.
• Clearly communicates the action plan to all employees, including team members, management, and other affected parties.

Resource Allocation

• Establishes realistic budgets consistent with strategic objectives
• Allocates resources strategically to areas with higher risk potential.
• Prioritizes which problems to address issues based on their potential impact on the business.
• Strategically distributes resources (people/time/money) to maximize chances of solving the problem efficiently and effectively.
• Maximizes the return on investment in problem-solving efforts by using resources wisely.
• Ensures that critical aspects of the solution to the problem are well-supported and less likely to encounter issues.
• Identifies the specific resources required to tackle different aspects of a problem and then assigns the resources where they'll have the greatest impact.
• Optimizes resource utilization, reducing waste and maximizing efficacy of the solutions implemented.
• Assigns the right people with the right skills to the right tasks taking into account experience, expertise, and availability.
• Ensures that the right resources are available when and where they are needed, speeding up the problem-solving process.

Monitoring and Adjusting

• Conducts ongoing monitoring and follow-up to ensure the solution's continued success and to catch any unintended consequences.
• Gathers relevant data to track the solution's performance and identify any trends or patterns.
• Selects operating indicators to track organizational performance over time and communicates current status to the organization
• Links process improvement and results improvement
• Provides a comprehensive assessment of the solution's overall effectiveness, efficiency, and impact, often including both quantitative and qualitative data.
• Measures the solution's impact on the desired outcomes and identifyies any deviations from the expected performance.
• Uses data analytics to identify patterns and trends that may indicate emerging issues.
• Continuously monitors performance after implementing a solution to ensure it remains effective.
• Creates systems for gathering and acting on feedback from employees, customers, and stakeholders.
• Implements the ongoing tracking of key metrics and indicators to ensure the solution continues to perform as expected.

Responsive

• Reacts to unforeseen consequences of implemented solutions to problems.
• Flexible and willing to adjust their approach when new information or changes in the environment arise.
• Remains calm and composed under pressure to think clearly and respond appropriately to unforeseen challenges.
• Regularly assesses the situation and the effectiveness of solutions.
• Reacts to problems as they arise.
• Able to respond swiftly to keep the problem-solving process moving forward without unnecessary delays.
• Is flexible and adjusts the solution as needed based on the monitoring data and feedback received.
• Leverages available resources efficiently and is quick to find alternative solutions when obstacles occur.

Collaboration

• Involves team members in conversations about the problem to improve communication and teamwork, which helps in finding and applying the best solutions.
• Works cooperatively with others to solve problems.
• Encourages the sharing of information, concerns, and ideas to prevent problems from being overlooked.
• Gets buy-in from constituents before implementing solutions.
• Involves team members in discussions and planning to gain their endorsement before rolling out a new solution.
• Engages employees in the decision-making process to ensure their support before introducing a solution to a major problem.
• Secures the employees' agreement and commitment prior to implementing changes to prevent resistance.
• Involves the department in the problem-solving process to foster a sense of collective responsibility and investment in the outcome.

Persistence

• Works extra as needed to find the best solution to a problem.
• Demonstrates unwavering persistence even when facing setbacks.
• Bounces back from setbacks and learn from failures, adapting and adjusting approaches as needed.
• Keeps a positive outlook and perseveres through challenges.
• Maintains a strong and determined attitude in the face of difficulties.
• Remains resilient and motivated when encountering challenges or setbacks.
• Assumes new and difficult challenges and manages them as opportunities.
• Stays positive and driven despite obstacles.
• Works diligently until the problem is solved.

Employee Opinion Survey Items

Problem-solving enables companies to efficiently address challenges, optimize processes, and drive innovative solutions, ultimately enhancing their overall performance and competitiveness.



Problem Definition

• Coworkers are able to recognize the challenges that have emerged or are about to emerge.
• The safety inspector adequately identifies the problems that have occurred or are likely to occur.
• The project manager illuminates problems by identifying the gap between expected outcomes and the current situation.
• The team leader clearly articulates expected outcomes and the current situation to foster a shared understanding of the problem among team members.
• My manager is effective in assessing the size and impact of the problem to better understand where resources may be needed.
• The supervisor is keen to pinpoint the issues that have arisen or are about to arise.
• Senior leadership is effective in communicating goals and the present situation to ensure everyone understands the problem.
• My colleagues are skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace.
• I know how to determine what needs fixed, its root causes, and the correct solutions to be implemented.
• The department head measures the discrepancy between expected outcomes and actual performance.
• The supervisor clarifies objectives and the current scenario to help employees grasp the problem.
• The manager effectively establishes the issues that have gone wrong or are about to go wrong.

Effectiveness

• Senior leadership are able to solve difficult problems with ease.
• When solving problems, I utilize concrete measures of the gap between expected and observed outcomes so that the effectiveness of solutions can be determined.
• My manager is skilled at solving problems that involve political biases, conflicting evidence, and/or lack of data.
• My supervisor is effective in solving difficult problems.
• The team leader is an effective problem-solver.
• I believe that other staff in the Company have an attitude of "owning a problem" that comes to their attention, rather than "passing the buck"
• I believe I have an attitude of "owning a problem" that comes to my attention, rather than "passing the buck"
• We resolve issues in our organization without resorting to blame, anger, or retribution.
• I feel I am effective in solving problems.
• My Department works toward solving problems, not assigning blame
• The project manager focuses solutions on closing the gap between expected outcomes and the current situation.
• My department head is a good problem solver and decision maker.

Root Cause Analysis

• The team leader closely examines all the contributing factors to identify the root cause of issues.
• In my job I focus on problem solving instead of fault finding
• The supervisor effectively diagnoses the root causes of a problem.
• People in my department solve problems at root cause rather than at symptom level.
• People in my department conduct a thorough and careful analysis of the underlying causes of a problem.
• I am able to understand the root causes of most problems.
• The colleagues I work with are able to isolate the main problem.
• Our team pinpoints the origins of the issue to tackle the root causes and solve the problem at its source.
• My manager is adept at solving problems at root cause rather than at symptom level.
• Our department conducts a meticulous investigation of incidents to ensure no possible cause is overlooked.
• My Department focuses on solving problems instead of finding fault
• Problems are solved at the root cause, not just at the symptom level
• My supervisor actively seeks the root cause of a problem.
• Coworkers regularly solve problems at root cause rather than at symptom level.

Information Gathering/Collection

• When something goes wrong, my coworkers are usually able to get accurate information about it.
• The team leader asks the right questions to size up or evaluate situations.
• Senior managers are effective in inferring important trends from data.
• The team leader is adept at conducting an exhaustive Critical Incident interview.
• The team leader tries to gather relevant information from team members.
• I know how to determine what facts are relevant.
• The team leader gathers input from various team members helps to ensure that the problem is fully understood from all angles, reducing the risk of oversight.
• My supervisor asks the "right" questions to size up or evaluate situations.
• Employees seek to acquire new information and knowledge before deciding on a course of action when problem solving
• The team leader regularly solicits for information about problems from team members.
• My supervisor accurately evaluates the implications of new information or events.
• The project manager gathers information on the problem and each solution, covering costs, benefits, risks, feasibility, and business impact.
• My manager analyzes systems and processes for opportunities to gain efficiency.
• I know how to conduct a thorough Critical Incident interview.
• I am able to collect relevant information and data about problems in the production line.
• The department head gathers input from staff for use in problem solving.

Considers Alternate Perspectives

• Our team creates a table or chart to compare the solutions side-by-side across all evaluation criteria.
• The supervisor evaluates whether the necessary resources (budget, personnel, time, technology) are available to implement each solution.
• Employees in my department evaluates alternative courses of action before making a decision.
• The project manager clearly documents the decision-making process, including the evaluation criteria, the scores or rankings of each solution, and the reasons for selecting the chosen option.
• The senior leadership is able to meet the needs of different constituents in the solution of a problem.
• My supervisor selects the solution that best addresses the problem's objectives, aligns with business priorities, and is feasible to implement.
• Colleagues are open to suggestions from others when working on a problem.
• Team leaders acknowledge the unique viewpoints and perspectives of other team members to lead to more innovative and comprehensive solutions.
• Managers compare "best practice" performance to our current situation and then decide on the most effective improvements.
• The manager is effective in balancing the needs of different people in a solution to a problem.

Flexibility

• In my department, we are able to quickly adapt and change course as new information emerges or the situation evolves.
• The team leader is smooth and seamless in transitions between different ideas and approaches, avoiding getting stuck in one line of thinking.
• I feel the department head is a versatile problem-solver with a wide range of tools and techniques at their disposal to apply them appropriately to different situations.
• The project manager modifies approaches and solutions to fit changing circumstances or unexpected obstacles.
• Our department possesses a broad skill set and toolkit to address different challenges effectively.
• My manager demonstrates flexibility in problem-solving with a diverse array of methods and resources suited to various scenarios.
• I know how to adapt to different problems by applying a wide range of strategies and techniques.
• My coworkers are comfortable with uncertainty and can work effectively even when all the information is not yet available.
• Supervisors effectively use a variety of problem-solving/analytical approaches to address challenges within the Area.
• My department utilizes a variety of approaches and tools to tackle issues in various contexts.

Balances Criteria/solutions

• The manager is able to solve problems with multiple criteria that need to be met.
• My coworkers are good at assessing whether the proposed solutions are practical and achievable.
• When an issue arises affecting the organization, we construct solutions by taking into account everyone's needs.
• The project lead analyzes both the potential risks and benefits associated with each proposed solution.
• My manager assesses the extent to which proposed solutions would lead to success.
• I am comfortable solving problems that require several different criteria or constraints.
• The team leader weighs the pros and cons of proposed solutions.
• In our department, we analyze the potential success of proposed solutions.
• My manager solves problems that have difficult or conflicting constraints.

Brainstorming

• Our department generates a wide range of possible solutions.
• My colleagues try to identify and assess all potential responses to a problem.
• Supervisors facilitate rapid development and exchange of ideas.
• The team leader allows team members to build on each other's ideas, leading to the development of more refined and robust solutions.
• The project manager uses a structured process to evaluate ideas generated from a brainstorming session based on their feasibility, cost, potential impact, and alignment with business goals.
• The team generate alternative solutions to problems and challenges.
• The team leader chooses a diverse group with relevant expertise and perspectives for a brainstorming session.
• My manager is good at bringing together individuals with different backgrounds, skills, and viewpoints, brainstorming harnesses a wide range of insights.
• Team leaders create an environment where team members feel free to share their thoughts and ideas without fear of criticism.
• The Company identifies a variety of solutions and weighs the value of each before implementing changes
• Our team strengthens team cohesion and communication to facilitate effective brainstorming sessions.
• Our department values the diversity of thought that can uncover unique angles and approaches that might not emerge in a more homogeneous group.

Logical Thinking

• My colleagues solve problems using logic and insight.
• My manager analyzes the information available, considers alternatives, makes the best choice available.
• My Supervisor is comfortable using analytic techniques to solve problems
• Supervisors are effective in making judgments based upon relevant information.
• My director uses charting tools to identify patterns in data.
• My team works to simplify problems to make them more manageable
• I know how to use tools like Gantt charts and resource calendars can help visualize and manage solutions.

Creative/Innovative Thinking

• My supervisor develops creative solutions.
• Senior leadership uses creative thinking to develop new solutions to problems.
• Our team generates innovative and practical ideas and approaches.
• Our department finds creative ways to get things done with limited resources.
• Our team develops innovative solutions to problems.
• My manager is effective in developing innovative products and services.
• I am able to develop innovative solutions to problems.
• I have the ability and autonomy to develop innovative solutions to problems.
• My supervisor identifies fresh approaches and shows a willingness to question traditional assumptions.

Evaluation of Options

• My manager analyzes alternatives and selects the best course of action.
• The quality control inspector evaluates potential solutions based on cost, feasibility, and probability of success.
• Leaders identify problems, collect information from various sources, and synthesize that information into effective solutions
• The team leader compares analogous situations transferring insights to new situations.
• Our manager uses a consistent method to evaluate each potential solution against the defined criteria.
• My department chair selects the solution best aligned with the department's goals.
• Employees in my department know how to conduct a cost-benefit analysis for each solution to determine its financial viability and potential return on investment.
• The project manager compares the proposed solutions against each other and against any existing solutions to determine which one is likely to yield the best results.
• The supervisor is effective in deciding which alternative solutions would have the greatest chance of success.
• The department head determines the impact of recommended solutions.
• Our team identifies potential courses of action.

Implementation

• My department implements actions as planned to address the problems.
• The project manager effectively implements solutions to solve problems.
• My manager assigns individuals the responsibility for completing separate phases of the implementation.
• The supervisor establishes a timeline for implementation and organizes the needed supplies and equipment.
• The team implements solutions and evaluates results.
• The team leader sets realistic deadlines for each action step and for the overall completion of the solution.
• Our department implements effective solutions to critical problems.
• My manager develops and implements clear guidelines and protocols for handling tasks.
• The project manager develops a schedule and gathers the necessary materials and tools.
• Our project manager creates a project plan to implement the solution and collects all required resources.

Proactive/Risk Assessment

• The supervisor takes preventative action to address issues before they become difficult to manage.
• The project manager ensures that staff have the necessary training and are informed about best practices and procedures.
• We work to anticipate problems and develop appropriate solutions
• Our team invests in training and development programs to equip team members with the skills and knowledge they need to identify and solve problems effectively.
• My manager fosters a willingness to experiment and try new things, even if there's a risk of failure.
• Our department routinely checks and maintains equipment, systems, or processes to catch any signs of wear or inefficiency before they turn into bigger issues.
• The manager identifies and analyzes potential risks in advance.
• My supervisor anticipates potential problems dealing with them in advance.
• The department head encourages employees to suggest ways to enhance efficiency, reduce waste, and prevent potential problems.
• My Department anticipates and resolves problems

Action Planning

• The project manager establishes the sequence of tasks, taking into account dependencies.
• The manager clearly communicates the action plan to all employees, including team members, management, and other affected parties.
• My manager determines the order in which the action steps need to be completed including steps that may be dependent on others.
• The supervisor sets up clear communication (e.g., regular meetings, email updates, project management software) to keep employees updated of action plans.
• My manager identifies and assembles the necessary resources (e.g., budget, tools, equipment, personnel) required to implement the action plan.
• The project leader plans the order of actions, considering any interdependent steps.
• Senior leadership identifies all stakeholders who need to be kept informed about the action plan and its progress.
• The supervisor establishes clear, measurable goals that the action plan aims to achieve.
• The team leader creates a timeline for completing the action steps including deadlines for each task and milestones to be achieved.
• Team leaders check regularly to ensure that team members stay on track to implementing the solution and address any issues that arise.

Resource Allocation

• The supervisor ensures that the right resources are available when and where they are needed, speeding up the problem-solving process.
• My manager prioritizes which problems need to be addressed based on their potential impact on the business.
• My manager allocates resources strategically to areas with higher risk potential.
• Supervisors maximize return on investment in problem-solving efforts by using resources wisely.
• Senior leadership strategically distributes resources (people/time/money) to maximize chances of solving the problem efficiently and effectively.
• The team leader ensures that critical aspects of the solution to the problem are well-supported and less likely to encounter issues.
• My project manager assigns the right people with the right skills to the right tasks taking into account experience, expertise, and availability.
• The department head establishes realistic budgets consistent with strategic objectives.
• My manager identifies the specific resources required to tackle different aspects of a problem and then assigns the resources where they'll have the greatest impact.
• The project leader optimizes resource utilization, reducing waste and maximizing efficacy of the solutions implemented.

Monitoring and Adjusting

• My manager is effective in using data analytics to identify patterns and trends that may indicate emerging issues.
• Our department continuously monitors performance after implementing a solution to ensure it remains effective.
• Our department links process improvement and results improvement.
• Our team implements the ongoing tracking of key metrics and indicators to ensure the solution continues to perform as expected.
• Our team leader creates systems for gathering and acting on feedback from employees, customers, and stakeholders.
• The manager measures the solution's impact on the desired outcomes and identifies any deviations from the expected performance.
• My manager gathers relevant data to track the solution's performance and identify any trends or patterns.
• The Quality Control manager conducts ongoing monitoring and follow-up to ensure the solution's continued success and to catch any unintended consequences.
• Our department head provides a comprehensive assessment of the solution's overall effectiveness, efficiency, and impact, often including both quantitative and qualitative data.
• My supervisor selects operating indicators to track organizational performance over time and communicates current status to the organization

Responsive

• My manager is flexible and willing to adjust their approach when new information or changes in the environment arise.
• Our supervisor is able to respond swiftly to keep the problem-solving process moving forward without unnecessary delays.
• Our department responds quickly to problems as they arise.
• Our team leader is flexible and adjusts the solution as needed based on the monitoring data and feedback received.
• I deal effectively and in a timely manner with difficult people and poor performers.
• The project manager reacts to unforeseen consequences of implemented solutions to problems.
• My manager remains calm and composed under pressure to think clearly and respond appropriately to unforeseen challenges.
• The team leader leverages available resources efficiently and is quick to find alternative solutions when obstacles occur.
• My coworkers regularly assesses the situation and the effectiveness of solutions.

Collaboration

• Our department involves team members in discussions and planning to gain their endorsement before rolling out a new solution.
• The manager involves the whole department in the problem-solving process to foster a sense of collective responsibility and investment in the outcome.
• We work together to solve problems
• The project leader secures the employees' agreement and commitment prior to implementing changes to prevent resistance.
• The team leader engages the team in discussions about the problem to enhance communication and teamwork, which aids in identifying and implementing the best solutions.
• Managers engage employees in the decision-making process to ensure their support before introducing a solution to a major problem.
• Supervisors work cooperatively with others to solve problems.
• Supervisors encourage the sharing of information, concerns, and ideas to prevent problems from being overlooked.
• Our leadership gets buy-in from constituents before implementing solutions.

Persistence

• I maintain a strong and determined attitude in the face of difficulties.
• My supervisor stays positive and driven despite obstacles.
• Our division remains resilient and motivated when encountering challenges or setbacks.
• My department bounces back from setbacks and learn from failures, adapting and adjusting approaches as needed.
• My manager assumes new and difficult challenges and manages them as opportunities.
• My manager works diligently until the problem is solved.
• The supervisor works extra as needed to find the best solution to a problem.
• My coworkers demonstrate unwavering persistence even when facing setbacks.
• The supervisor keeps a positive outlook and perseveres through difficult challenges.

Self-Assessment Items

Problem Definition

• You clearly articulate expected outcomes and the current situation to foster a shared understanding of the problem among stakeholders.
• You clarify objectives and the current scenario to help employees grasp the problem.
• I communicate goals and the present situation to ensure everyone understands the problem.
• You identify the problems that have occurred or are likely to occur.
• I establish the issue(s) that have gone wrong or are about to go wrong.
• I determine what needs fixed, its root causes, and the correct solutions to be implemented.
• I assess the size and impact of the problem to better understand where resources may be needed.
• You recognize the challenges that have emerged or are about to emerge.
• You quantify the discrepancy between expected outcomes and measures of performance.
• I pinpoint the issues that have arisen or are expected to arise.
• I illuminate the problem by identifying the gap between expected outcomes and the current situation.
• I am skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace.

Effectiveness

• You are an effective problem-solver
• I utilize concrete measures of the gap between expected and observed outcomes so that the effectiveness of solutions can be determined.
• I focus solutions on closing the gap between expected outcomes and the current situation.
• You are effective in solving problems.
• You are effective in solving difficult problems.
• You solve difficult problems with ease.
• You resolve production and schedule issues/problems.
• You are a good problem solver and decision maker.
• I am able to solve problems that involve political biases, conflicting evidence, and/or lack of data.

Root Cause Analysis

• You are able to isolate the main problem.
• You actively seek the root cause of a problem.
• I pinpoint the origins of the issue to tackle the root causes and solve the problem at its source.
• I closely examine all the contributing factors to identify the root cause of issues.
• You are able to solve problems at root cause rather than at symptom level.
• You understand the root causes of problems.
• You are able to solve problems at root cause rather than at symptom level.
• I diagnose the root causes of problems.
• I conduct a meticulous investigation of incidents to ensure no possible cause is overlooked.
• I conduct a thorough and careful analysis of the underlying causes of problems.
• You solve problems at root cause rather than at symptom level.

Information Gathering/Collection

• You gather input from staff for use in problem solving.
• I determine what facts are relevant.
• I get accurate information about what went wrong.
• I solicit information about the problem from team members.
• I am adept at conducting an exhaustive Critical Incident interview.
• You infer important trends from data.
• You analyze systems and processes for opportunities to gain efficiency.
• You ask the "right" questions to size up or evaluate situations.
• You accurately evaluates the implications of new information or events.
• You gather input from various team members helps to ensure that the problem is fully understood from all angles, reducing the risk of oversight.
• I gather information on the problem and each solution, covering costs, benefits, risks, feasibility, and business impact.
• You collect relevant information and data.
• I am able to conduct a thorough Critical Incident interview.
• You ask the right questions to size up or evaluate situations.

Considers Alternate Perspectives

• I acknowledge the unique viewpoints and perspectives of other team members to lead to more innovative and comprehensive solutions.
• You are able to balance the needs of different people in a solution to a problem.
• I select the solution that best addresses the problem's objectives, aligns with business priorities, and is feasible to implement.
• You are open to the suggestions of others when working on a problem.
• You evaluate alternative courses of action.
• I create a table or chart to compare the solutions side-by-side across all evaluation criteria.
• I clearly document the decision-making process, including the evaluation criteria, the scores or rankings of each solution, and the reasons for selecting the chosen option.
• I evaluate whether the necessary resources (budget, personnel, time, technology) are available to implement each solution.
• You are able to meet the needs of different constituents in the solution of a problem.
• You have the ability to compare "best practice" performance to current situation and affect improvements.

Flexibility

• I am smooth and seamless in transitions between different ideas and approaches, avoiding getting stuck in one line of thinking.
• You possess a broad skill set and toolkit to address different challenges effectively.
• You modify approaches and solutions to fit changing circumstances or unexpected obstacles.
• You effectively use a variety of problem-solving/analytical approaches to address challenges within the area.
• I demonstrate flexibility in problem-solving with a diverse array of methods and resources suited to various scenarios.
• I adapt to different problems by applying a wide range of strategies and techniques.
• I quickly adapt and change course as new information emerges or the situation evolves.
• I am comfortable with uncertainty and can work effectively even when all the information is not yet available.
• You utilize a variety of approaches and tools to tackle issues in various contexts.
• You are a versatile problem-solver with a wide range of tools and techniques at their disposal to apply them appropriately to different situations.

Balances Criteria/solutions

• I assess the extent to which proposed solutions would lead to success.
• I analyze the potential success of proposed solutions.
• You solve problems that require several different criteria or constraints.
• You weigh the pros and cons of proposed solutions.
• You solve problems that have difficult or conflicting constraints.
• I analyze both the potential risks and benefits associated with each proposed solution.
• I assess whether the proposed solutions are practical and achievable.
• You are able to solve problems with multiple criteria that need to be met.

Brainstorming

• I create an environment where team members feel free to share their thoughts and ideas without fear of criticism.
• I facilitate rapid development and exchange of ideas.
• I allow team members to build on each other's ideas, leading to the development of more refined and robust solutions.
• You identify and assess all potential responses to a problem.
• I bring together individuals with different backgrounds, skills, and viewpoints, brainstorming harnesses a wide range of insights.
• You strengthen team cohesion and communication to facilitate effective brainstorming sessions.
• You value the diversity of thought that can uncover unique angles and approaches that might not emerge in a more homogeneous group.
• I generate a wide range of possible solutions.
• You generate alternative solutions to problems and challenges.
• You choose a diverse group with relevant expertise and perspectives for a brainstorming session.
• I use a structured process to evaluate ideas generated from a brainstorming session based on their feasibility, cost, potential impact, and alignment with business goals.

Logical Thinking

• You use charting tools to identify patterns in data.
• You make judgments based upon relevant information.
• I use tools like Gantt charts and resource calendars can help visualize and manage solutions.
• I analyze the information available, considers alternatives, make the best choice available.
• You solve problems using logic and insight.

Creative/Innovative Thinking

• You find creative ways to get things done with limited resources.
• You can develop innovative solutions to problems.
• You are effective in developing innovative products and services.
• I use creative thinking to develop new solutions to problems.
• You generate innovative and practical ideas and approaches.
• You develop creative solutions.
• You develop innovative solutions to problems.
• You identify fresh approaches and shows a willingness to question traditional assumptions.
• You are able to develop innovative solutions to problems.

Evaluation of Options

• You compare analogous situations transferring insights to new situations.
• You determine the impact of recommended solutions.
• I conduct a cost-benefit analysis for each solution to determine its financial viability and potential return on investment.
• I select the solution best aligned with the department's goals.
• I identify potential courses of action.
• I decide which alternative solutions would have the greatest chance of success.
• You use a consistent method to evaluate each potential solution against the defined criteria.
• I compare the proposed solutions against each other and against any existing solutions to determine which one is likely to yield the best results.
• You evaluate potential solutions based on cost, feasability, and probability of success.
• You analyze alternatives and select a course of action.

Implementation

• I create a project plan to implement the solution and collects all required resources.
• You develop a schedule and gathers the necessary materials and tools.
• You establish a timeline for implementation and organize the needed supplies and equipment.
• I develop and implement clear guidelines and protocols for handling tasks.
• I implement actions as planned to address the problems.
• You implement solutions and evaluates results.
• You assign individuals the responsibility for completing separate phases of the implementation.
• I implement solutions to solve the problem.
• You implement effective solutions to critical problems.
• I set realistic deadlines for each action step and for the overall completion of the solution.

Proactive/Risk Assessment

• I anticipate potential problems dealing with them in advance.
• You routinely check and maintain equipment, systems, or processes to catch any signs of wear or inefficiency before they turn into bigger issues.
• I ensure that team members have the necessary training and are informed about best practices and procedures.
• You take preventative action to address issues before they become difficult to manage.
• You encourage team members to suggest ways to enhance efficiency, reduce waste, and prevent potential problems.
• I foster a willingness to experiment and try new things, even if there's a risk of failure.
• You identify and analyze potential risks in advance.
• I invest in training and development programs to equip team members with the skills and knowledge they need to identify and solve problems effectively.

Action Planning

• I set up clear communication (e.g., regular meetings, email updates, project management software) to keep employees updated of action plans.
• I identify all stakeholders who need to be kept informed about the action plan and its progress.
• You ensure that team members stay on track to implementing the solution and address any issues that arise.
• You identify and assemble the necessary resources (e.g., budget, tools, equipment, personnel) required to implement the action plan.
• I clearly communicate the action plan to all employees, including team members, management, and other affected parties.
• I establish the sequence of tasks, taking into account dependencies.
• I create a timeline for completing the action steps including deadlines for each task and milestones to be achieved.
• You plan the order of actions, considering any interdependent steps.
• You establish clear, measurable goals that the action plan aims to achieve.
• You determine the order in which the action steps need to be completed including steps that may be dependent on others.

Resource Allocation

• You prioritize which problems to address issues based on their potential impact on the business.
• I identify the specific resources required to tackle different aspects of a problem and then assign the resources where they'll have the greatest impact.
• You strategically distribute resources (people/time/money) to maximize chances of solving the problem efficiently and effectively.
• I ensure that the right resources are available when and where they are needed, speeding up the problem-solving process.
• You optimize resource utilization, reducing waste and maximizing efficacy of the solutions implemented.
• I allocate resources strategically to areas with higher risk potential.
• You establish realistic budgets consistent with strategic objectives
• I assign the right people with the right skills to the right tasks taking into account experience, expertise, and availability.
• I ensure that critical aspects of the solution to the problem are well-supported and less likely to encounter issues.
• You maximize the return on investment in problem-solving efforts by using resources wisely.

Monitoring and Adjusting

• I continuously monitor performance after implementing a solution to ensure it remains effective.
• You measure the solution's impact on the desired outcomes and identify any deviations from the expected performance.
• I gather relevant data to track the solution's performance and identify any trends or patterns.
• You create systems for gathering and acting on feedback from employees, customers, and stakeholders.
• You select operating indicators to track organizational performance over time and communicate current status to the organization
• I implement the ongoing tracking of key metrics and indicators to ensure the solution continues to perform as expected.
• You link process improvement and results improvement
• I conduct ongoing monitoring and follow-up to ensure the solution's continued success and to catch any unintended consequences.
• I use data analytics to identify patterns and trends that may indicate emerging issues.
• I provide a comprehensive assessment of the solution's overall effectiveness, efficiency, and impact, often including both quantitative and qualitative data.

Responsive

• You are flexible and willing to adjust your approach when new information or changes in the environment arise.
• I regularly assess the situation and the effectiveness of solutions.
• You remain calm and composed under pressure to think clearly and respond appropriately to unforeseen challenges.
• You leverage available resources efficiently and are quick to find alternative solutions when obstacles occur.
• I react to problems as they arise.
• I am able to respond swiftly to keep the problem-solving process moving forward without unnecessary delays.
• I am flexible and adjust the solution as needed based on the monitoring data and feedback received.
• You react to unforeseen consequences of implemented solutions to problems.

Collaboration

• You involve team members in discussions and planning to gain their endorsement before rolling out a new solution.
• You work cooperatively with others to solve problems.
• You involve team members in conversations about the problem to improve communication and teamwork, which helps in finding and applying the best solutions.
• I involve the department in the problem-solving process to foster a sense of collective responsibility and investment in the outcome.
• I secure the employees' agreement and commitment prior to implementing changes to prevent resistance.
• You encourage the sharing of information, concerns, and ideas to prevent problems from being overlooked.
• You engage employees in the decision-making process to ensure their support before introducing a solution to a major problem.
• I get buy-in from constituents before implementing solutions.

Persistence

• I stay positive and driven despite obstacles.
• You work diligently until the problem is solved.
• I bounce back from setbacks and learn from failures, adapting and adjusting approaches as needed.
• I remain resilient and motivated when encountering challenges or setbacks.
• I maintain a strong and determined attitude in the face of difficulties.
• You demonstrate unwavering persistence even when facing setbacks.
• You assume new and difficult challenges and manage them as opportunities.
• You keep a positive outlook and perseveres through challenges.
• You work extra as needed to find the best solution to a problem.

Job Interview Questions

Problem Definition

• Explain how you would clarify objectives and the current scenario to help your employees grasp the problem.
• In your previous position how did you pinpoint the issues that have arisen or are expected to arise?
• How would you assess the size and impact of a problem to better understand where resources may be needed?
• Explain how you would illuminate a problem by identifying the gap between expected outcomes and the current situation.
• In your department, how would you recognize the challenges that have emerged or are about to emerge?
• How would you communicate goals and the present situation to ensure everyone understands the problem?
• How do you establishes the issue(s) that have gone wrong or are about to go wrong?
• Are you skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace? Give examples.
• Give examples from your previous position in which you identified the problems that have occurred or were likely to occur.
• Defining a problem is one of the first steps to finding a solution. What steps would you go through to determine what needs fixed, its root causes, and the correct solutions to be implemented?
• Give examples of how you clearly articulate expected outcomes and the current situation to foster a shared understanding of the problem among stakeholders.
• How would you quantify a discrepancy between expected outcomes and measures of performance?

Effectiveness

• Are you able to solves difficult problems with ease? What kinds of problems? When did they occur?
• How would you solve problems that involve political biases, conflicting evidence, and/or lack of data?
• Are you effective in solving difficult problems? What difficult problem have you solved recently?
• Measuring the gap between expected and observed outcomes is important so that the effectiveness of solutions can be determined. Do you utilize concrete measures of the gap between expected and observed outcomes? Explain.
• Are you an effective problem solver? How did you help your department last year with issues that needed solved?
• Would others say that you are effective in solving problems? What kinds of problems? Give an example.
• How do you ensure employees in your department focus on solutions that close the gap between expected outcomes and the current situation?
• Are you a good problem solver and decision maker? Give a few examples.

Root Cause Analysis

• How do you solve problems at root cause rather than at symptom level?
• In your previous role, did you have the opportunity to pinpoint the origins of an issue to tackle the root causes and solve the problem at its source? Explain further.
• Describe how you would conduct a meticulous investigation of the incident to ensure no possible cause is overlooked.
• How do you ensure your employees are able to solve problems at root cause rather than at symptom level?
• Explain how you would closely examine all the contributing factors to identify the root cause of issues.
• Thoroughness is important in any investigation. How do you conduct a thorough and careful analysis of the underlying causes of the problem?
• Give an example of when you actively sought the root cause of a problem.
• Explain how you would be able to isolate the main problem.
• Share an example of when you diagnosed the root causes of a problem.
• How do you solve problems at root cause rather than at symptom level?
• Do you ensure your employees understand the root causes of problems they encounter? How?

Information Gathering/Collection

• Different team members may have pieces of information that could be key to solving a problem. And you wouldn't want to mis anything. How would you gather input from various team members to help ensure that the problem is fully understood from all angles?
• New information or events can change everything. How do you accurately assess the implications of new information or events?
• How do you ensure your employees know how to ask the right questions to size up or evaluate situations?
• Are you able to conduct a thorough Critical Incident interview?
• What important trends can you infer from data?
• Are you adept at conducting an exhaustive Critical Incident interview? Have you conducted one recently?
• Having information is key to making good decisions. How do you gather information on a problem and each solution? Discuss covering costs, benefits, risks, feasibility, and business impact.
• Describe the steps you would take to get accurate information about some process or device that went wrong?
• Give an example of when you analyzed systems and processes for opportunities to gain efficiency.
• How would you gather input from staff for use in problem solving?
• How do you determine what facts are relevant?
• How do you ensure you are asking the "right" questions to size up or evaluate situations?
• What do you find as your most effective way of soliciting information about a problem from team members?

Considers Alternate Perspectives

• How would you create a table or chart to compare the solutions side-by-side across all evaluation criteria?
• In your former role, have you evaluated whether the necessary resources (budget, personnel, time, technology) were available to implement each solution? Explain.
• Different perspectives can lead to more innovative and comprehensive solutions. How do you acknowledge the unique viewpoints and perspectives of other team members?
• "Best practices" often form a benchmark for comparisons. Have you compared "best practice" performance to your current situation? Did you make improvements?
• How do you evaluate alternative courses of action?
• Documentation helps ensure continuity. How do you document the decision-making process, including the evaluation criteria, the scores or rankings of each solution, and the reasons for selecting the chosen option?
• How do you balance the needs of different people in a solution to a problem?
• How do you select the solution that best addresses the problem's objectives, aligns with business priorities, and is feasible to implement?
• Are you able to meet the needs of different constituents in the solution of a problem?
• Would others say that you are open to their suggestions when working on a problem?

Flexibility

• Can you demonstrate flexibility in problem-solving with a diverse array of methods and resources suited to various scenarios?
• Do you quickly adapt and changes course as new information emerges or the situation evolves?
• How can you effectively use a variety of problem-solving/analytical approaches to address challenges within the Area?
• Describe how you would modify approaches and solutions to fit changing circumstances or unexpected obstacles.
• Flexibility is important in problem solving. Describe how you would adapt to different problems by applying a wide range of strategies and techniques.
• Would your coworkers say that you possess a broad skill set and toolkit to address different challenges effectively?
• Would you describe yourself as a versatile problem-solver with a wide range of tools and techniques at your disposal? How do you apply these tools appropriately to different situations?
• Are you comfortable with uncertainty and can work effectively even when all the information is not yet available? Elaborate.
• Describe what approaches and tools you would use to tackle issues in various contexts.

Balances Criteria/solutions

• Did you solve problems that require several different criteria or constraints?
• How would you assess whether the proposed solutions are practical and achievable?
• How would you analyze both the potential risks and benefits associated with each proposed solution?
• Explain how you would assess the extent to which a proposed solution would lead to success.
• Describe how you would weighs the pros and cons of proposed solutions.
• How do you solve problems with multiple criteria that need to be met?
• In your former role, did you solve problems that had difficult or conflicting constraints?
• How do you analyze the potential success of proposed solutions?

Brainstorming

• How do you identify and assess all potential responses to a problem?
• How do you choose a diverse group with relevant expertise and perspectives for a brainstorming session?
• Describe how you generated alternative solutions to problems and challenges in your last job.
• Brainstorming requires a wide range of insights from different individuals. Describe how you bring individuals together with different backgrounds, skills, and viewpoints.
• How would you strengthen team cohesion and communication to facilitate effective brainstorming sessions?
• Explain how you encourage team members to build on each other's ideas?
• How would you create an environment where team members feel free to share their thoughts and ideas without fear of criticism?
• How do you generates a wide range of possible solutions to a problem?
• Give an example of how you facilitated the rapid development and exchange of ideas.
• A large number of ideas could be generated from a brainstorming session. How do you uses a structured process to evaluate these ideas based on their feasibility, cost, potential impact, and alignment with business goals?
• A diverse group of individuals will create diversity of thought which can uncover unique angles and approaches that might not emerge in a more homogeneous group. Explain how you would value diversity of thought?

Logical Thinking

• Do you solve problems using logic and insight? Explain.
• Do you use tools like Gantt charts and resource calendars can help visualize and manage solutions?
• In your former role, have you used charting tools to identify patterns in data?
• How do you consider different alternatives to arrive at the best choice available?
• Explain how you make judgments about the best solution to a problem.

Creative/Innovative Thinking

• Describe how you developed innovative solutions to problems.
• How do you find creative ways to get things done with limited resources?
• Have you developed creative solutions to problems? Explain.
• In your previous position, have you identified fresh approaches and shown a willingness to question traditional assumptions? Elaborate.
• How do you develop innovative solutions to problems?
• How do you generate innovative and practical ideas and approaches?
• Give examples of when you used creative thinking to develop new solutions to problems.
• Are you effective in developing innovative products and services? Elaborate.
• In your former role, have you developed innovative solutions to problems?

Evaluation of Options

• How would you decides which alternative solutions would have the greatest chance of success?
• Solutions may have costs and benefits associated with them. How would you determine the financial viability and potential return on investment of solutions to a problem?
• How do you identify potential courses of action?
• Give examples of when you evaluated potential solutions against the defined criteria.
• Explain how you would determine the impact of recommended solutions.
• How do you determine which option is likely to yield the best results?
• How do you analyze alternatives and select a course of action?
• How do you select the solution best aligned with the department's goals?
• Describe how you would evaluate potential solutions based on cost, feasibility, and probability of success.

Implementation

• Did you create a project plan to implement the solution?
• Share how you would implement solutions to solve the problem?
• Describe how you establish a timeline for implementation and organizes the needed supplies and equipment.
• How do you develop and implement clear guidelines and protocols for handling tasks?
• Explain how you set realistic deadlines for each action step and for the overall completion of the solution?
• How did you implement actions as planned to address the problems?
• How do you implement solutions and evaluate results?
• In your former position, did you implement effective solutions to critical problems?
• How did you utilize your staff for the implementation?
• Have you developed a schedule and gathered the necessary materials and tools?

Proactive/Risk Assessment

• Have you taken preventative action to address issues before they became difficult to manage?
• Did you foster a willingness to experiment and try new things, even if there's a risk of failure?
• How did you ensure that team members had the necessary training and were informed about best practices and procedures?
• In your former role, did you identify and analyze potential risks in advance?
• Did you routinely check and maintain equipment, systems, or processes to catch any signs of wear or inefficiency before they turned into bigger issues?
• What did you do to invest in training and development programs to equip team members with the skills and knowledge they needed to identify and solve problems effectively?
• Did you encourages your team members to suggest ways to enhance efficiency, reduce waste, and prevent potential problems? How?
• Give examples of how you anticipated potential problems by dealing with them in advance.

Action Planning

• How would you ensure that team members stay on track to implementing the solution and address any issues that arise?
• Could you identify all stakeholders who would need to be kept informed about the action plan and its progress?
• How did you clearly communicate the action plan to all employees, including team members, management, and other affected parties?
• Did you establish the sequence of tasks, taking into account dependencies?
• In your previous job, did you create a timeline for completing the action steps including deadlines for each task and milestones to be achieved?
• Describe how you would plan the order of actions, considering any interdependent steps.
• How would you determine the order in which the action steps would need to be completed including steps that may be dependent on others?
• Can you identify and assemble the necessary resources (e.g., budget, tools, equipment, personnel) required to implement the action plan?
• Explain how you would set up clear communication (e.g., regular meetings, email updates, project management software) to keep employees updated of action plans.
• Did you establish clear, measurable goals that the action plan aimed to achieve?

Resource Allocation

• How would you prioritize problems to address them based on their potential impact on the business?
• How do you identify the specific resources required to tackle different aspects of a problem and then assign the resources where they'll have the greatest impact?
• Did you allocate resources strategically to areas with higher risk potential?
• In your last job, how did you ensure that the right resources were available when and where they were needed?
• Can you ensure that critical aspects of the solution to the problem in our department would be well-supported and less likely to encounter issues?
• Explain how to maximize the return on investment in problem-solving efforts.
• How would you distribute resources (people/time/money) to maximize chances of solving the problem efficiently and effectively?
• Do you establish realistic budgets consistent with strategic objectives? Explain.
• How would you assign the right people with the right skills to the right tasks taking into account experience, expertise, and availability?
• How do you optimize resource utilization, reducing waste and maximizing efficacy of the solutions implemented?

Monitoring and Adjusting

• How can you provide a comprehensive assessment of the solution's overall effectiveness, efficiency, and impact?
• Have you used data analytics to identify patterns and trends that may indicate emerging issues?
• Did you create systems for gathering and acting on feedback from employees, customers, and stakeholders? Explain.
• How would you conducts ongoing monitoring and follow-up to ensure the solution's continued success and to catch any unintended consequences?
• Did you select operating indicators to track organizational performance over time and communicate current status to the organization?
• How would you implement the ongoing tracking of key metrics and indicators to ensure the solution continues to perform as expected?
• Can you link process improvement and results improvement?
• Have you gathered relevant data to track the solution's performance and identify any trends or patterns?
• Did you measure the solution's impact on the desired outcomes and identify any deviations from the expected performance?
• Do you continuously monitor performance after implementing a solution to ensure it remains effective? Give examples.

Responsive

• Do you remain calm and composed under pressure to respond appropriately to unforeseen challenges?
• In your former position, were you flexible and willing to adjust your approach when new information or changes in the environment arose?
• How did you react to problems when they arose?
• Did you react to unforeseen consequences of implemented solutions to problems? Give examples.
• Explain how you leveraged available resources efficiently and were quick to find alternative solutions when obstacles occurred.
• Are you flexible and can adjust the solution as needed based on the monitoring data and feedback received?
• Do you regularly assess the situation and the effectiveness of solutions?
• Are you able to respond swiftly to keep the problem-solving process moving forward without unnecessary delays?

Collaboration

• Was your department involved in the problem-solving process to foster a sense of collective responsibility and investment in the outcome?
• Have you worked cooperatively with others to solve problems?
• How do you encourage the sharing of information, concerns, and ideas to prevent problems from being overlooked?
• How do you get buy-in from constituents before implementing solutions?
• Explain how you would involve team members in discussions and planning to gain their endorsement before rolling out a new solution.
• Do you involve team members in conversations about the problem?
• Did you engage employees in the decision-making process to ensure their support before introducing a solution to a major problem?
• Did you secure the employees' agreement and commitment prior to implementing changes to prevent resistance?

Persistence

• How did you maintain a strong and determined attitude in the face of difficulties?
• How did you encourage employees to bounce back from setbacks and learn from failures, adapting and adjusting approaches as needed?
• Did you remain resilient and motivated when encountering challenges or setbacks?
• How do you encourage employees to stay positive and driven despite obstacles?
• Explain how you would find the best solution to a problem if extra work is needed?
• How did you assume new and difficult challenges and manage them as opportunities?
• How do you get employees to work diligently until the problem is solved?
• Did you demonstrate unwavering persistence even when faced with setbacks?
• How do you keep a positive outlook and persevere through challenges?

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