Author: Mike Urgo
When hiring, being solution oriented is one of the top competencies I look for in a candidate.
But what does it mean to be Solution Oriented?
… And how can someone become solution oriented if they are struggling?
Let’s start with a simple definition as it means to me. I believe solution-oriented people are focused on PIE.
If you think solution-oriented people shouldn’t be focused on the problem, you are sorely mistaken. By not acknowledging the problem or shifting focus, that creates a culture where leadership puts its head in the stand and hopes the problem will just go away or solve itself. Like the guy in Jurassic Park who runs to hide in the stall like the giant T-Rex isn’t going to find him.
That. Rarely. Happens.
Instead, solution-oriented people should seek to understand the problem. They should view problems as opportunities and not blockers.
A lighthearted analogy I love to use with team members is one of a family on vacation. Anyone who has been on vacation, especially with kids, knows that something is bound to go wrong.
It’s vacation. So, as a group, you can either focus on the problem or look for an opportunity to make the most of it. A couple of years ago, I was lucky to bring our family to a resort in Jamaica. Upon arriving, like everyone else we had to go through customs, and there was a bit of a wait. Looking around at the other families and couples waiting, I was surprised to see how many people looked miserable.
I thought to myself:
We all just landed in Jamaica!
Sure, it’s hot, but we choose to come here, right?
Is this how people are starting their trip?
I looked over at my wife and kids and I started to see them succumb to the temperature and overall vibe of the line in which we were waiting. I immediately began to think of ways we could take advantage of the time we had been given here prior to arriving at the resort. Well, in order to get the kids excited for the trip we had already watched YouTube videos and reviews of the resort at home, so I prompted the group with:
What are the top three things we want to do when we get there?
It was a simple question, but it immediately shifted their focus from the heat and waiting in line, to the excellent experience coming our way. It is so easy to let a problem become a negative, whether it is inside or outside of work. The key is to shift the way you initially see problems and look at them as opportunities and not blockers.
Unless you are working on something very technical or scientific, there are usually multiple ways to solve a problem or find a solution. I have seen a number of leaders face challenges when they are committed to a solution prior to fully understanding the problem or just aren’t open to other solutions. In my experience, when working with business or technology the solution to a problem in general may be agreed upon, but the specifics of how to implement the solution may create friction.
I liken it sometimes to T-shirt sizing.
All leaders could agree that a t-shirt is needed to solve a problem. In fact, most leaders agree that a large size t-shirt is needed. But then before the T-shirt can be purchased and put on to solve the problem, the conversation gets stopped. Some leaders are concerned about the color of the T-shirt, while others are concerned about the brand. All leaders need to seek to understand if the color or brand actually matters or are they just delaying a solution.
It’s unfortunate how often an ego or personal bias can get in the way of solutions. As leaders, it’s important to recognize when we are starting to become the blocker, or if others on the team are starting to get pulled into details that aren’t necessary. It’s important to be open-minded as leaders to potential solutions and show trust in our teams.
Lastly, it’s important to be empathetic. It is significantly easier to influence those impacted by a problem by being empathetic to their situation. People who are met with no emotional recognition or empathy will likely become resistant to focusing on the solution and instead focus on the problem and its impact.
Looking back to the vacation analogy, imagine two different conversations I could have had with my family, and which one would be more effective.
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- Hey, stop focusing on the heat and how long the line is and tell me what you want to do when we get to the resort.
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- Hey fam, this heat and line sucks, right? But, before we know it, we will be at this awesome resort for the next week and will be having nonstop fun. I have an idea, to pass the time and get our minds off the wait, why don’t we start discussing the first few things we want to do once we check in? Should we try the water slides?
When you read it like that, it is so obvious the right way to communicate. It’s amazing how many times we don’t take the time to talk that way. Because, as leaders, we are also hot. We don’t want to wait in a long line either. But it’s important when being solution-oriented to rise above the heat, or wait, or whatever negative experience is happening and elevate those around you out of it as well.
So, whether you are working on being better at being solution-oriented, or looking for ways to help your team become solution-oriented, just remember: PIE!
Do you need help guiding your team to be solution-oriented? Want to know more about how this type of thinking can have a positive impact on your organization?
Schedule a call to see how I can help you or perhaps you are an organization that is a good fit for my next full-time career move.
https://calendly.com/mjurgo
The ability to take the time to understand your organization, your people, your processes, and translate to technological solutions is what makes Intellectual Nebula so effective!
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