Dennis, great extensions, problem solving doesn’t stop with the answer, it needs to be implemented, shared, and followed up.

Janet, as you suggest, and as Kevin echoes, there’s a cultural imperative to make such a perspective become part of the solution. I think that when the CxO says “of course we support problem-solving”, you need an audit to provide documentation that you don’t, in fact, have the supportive culture they believe.

Changing culture is hard, but part of my model for attitude change is making them aware of the true nature of the problem. Once they’re aware, you can show alternatives and let them weigh the tradeoffs. If you’ve done this right, they should see that the alternative is a better situation. The, at least, you have a mandate to make the change, and regular org change kicks in. (They’ll have to truly embrace it, and agree to walk the walk.)

Of course, you could just put in a social media infrastructure, and then when no one contributes, you have concrete evidence that the culture isn’t supportive!

SOLVE PROBLEM – identify potential causes.

Once the cause of the problem is identified, a DECISION must be made as to the solution for the problem.

Once a decision is made, an implementation PLAN must be made in order to implement the solution.

We don’t always start at the problem solving phases and should identify from the start what we’re trying to accomplish (i.e., solving problem, making decision or implementing a plan).

If you ask any CEO the question,”Do you support problem-solving, sharing and reflection, reward diverse participation, and encourage individual initiative?”, you’re going to get the same answer every time…”Why, of course!”

If you ask the folks in the trenches, you’re likely to get the complete opposite answer (not saying all are like this, but where most of us are in the middle somewhere). I think all of us in the learning industry would love to work in an environment in such a way as to experiment more freely. Not that we can’t or aren’t allowed, rather we simply do not have the time cycles, or qualified skills on our team (if we even have a team) to pursue such endeavors.

Me? I’m on board. When do we start?!

IMHO, problem-solving is an ideal framework for many organizations to maximize their success in all areas, not only in the area of learning. But without the right culture and leadership… Well, it is another potentially dynamic model either falls flat or is mandated, formalized and structured into a lifeless checklist that is only a pale ghost of the promise of the approach.

Now, if someone could just sort out how you promote the cultural shift that allows the promise of problem-solving to shine through….