When presented with new initiatives or projects, some teams are really good at spotting potential problems. They readily ask tough questions and point out the possible risks. But a team overly focused on finding problems, rather than solving them, can be detrimental to morale and productivity. So how do you change your team’s culture to become more solutions oriented? 

Here are our dos and don’ts in developing a culture that is solutions-oriented:

Do:

• Practice what you preach. Role model the problem-solving behavior and attitude you’d like to see in your team. This mirroring phenomenon will lead to others in your team unconsciously imitating your gestures, patterns, and actions.

• Identify a trigger word to remind team members to focus on solutions. That way, when your conversations veer off course, your teammates can help get it back on track to the task at hand.

• Reflect on how you can create an environment that allows for both creativity and critical thinking. This will offer more innovative solutions, as well as fostering a culture of openness and psychological safety.

Don’t:

• Ignore or discount resistance to an obstacle. Instead, explore possible solutions by asking questions. Become curious about other people's thinking around tasks.

• Go it alone. Invite a different student, lecturer or a person from a different programme to attend one of your team meetings. They might spark new strands of conversation that perhaps your group have overlooked.

• Be stingy with compliments. Publicly acknowledging your team members’ is a super easy way to build creative thinking, as it creates an environment of psychological safety

Remember building a team environment that is solutions-oriented is not easy. It takes time, practice and a lot of thought. Now go apply these ideas to your next project group.

Until next time…