Process oriented problem solving

We often see managers in the knowledge based teams crib about the problem solving capabilities of the team, or the problem solving differences among the team members. Have you ever wondered what could be the reason for the differences which seem to exist? People are normally recruited based on the clearance of a particular criteria, but still there is difference in the performance between the two people who may have performed equally well in the selection procedure, why? What could be the reason for all these perceived differences? Why people perform differently in problem solving and why they win or lose in some scenarios or in some tasks?

Being a behavioral science hobbyist, I looked for an answer in the field of psychology & cognitive sciences and I did get hold of a relatively old research paper that answered exactly what I was looking for. The paper I read was based on the consideration of individual differences and personality traits to come up with a model or process for problem solving. Based on their studies and research findings, the authors of the paper suggest an organizational problem solving process with specific techniques recommended for individual problem solving styles.

Organizations traditionally have been using processes for controlling things that are either done repeatedly or for controlling things that are more procedural with multiple steps to achieve a goal. We haven’t yet come to a point where a process is (widely) used to optimize the problem solving or decision making tasks of individuals and teams and that’s why we have the problem of sub optimal solutions, designs, etc.

Even though some organizations suggest using problem solving processes, it is not made a mandate and more over the processes that being widely suggested like Six Thinking Hats, etc. are based on the rationality of the human mind. As per the findings of latest research in behavioral sciences, there seem to be more emphasis on the irrationality of the human mind as opposed to the classical belief that the human mind is more rational based. Most of the current business management theory is based on the classical belief though, and that is the reason why the managers are bound to think that the problem is with the individuals and not the system itself.

Mostly teams are formed based on skill sets or sometimes sadly based on just the availability of people, but such teams doesn’t seem to deliver to the fullest for unexplainable reasons even after so much of management and other processes that ensures the quality of outputs. It could also be that we have come to a point where the external systems and control procedures hit its limits in doing whatever it can.

Extract from the paper in quotes, as I just want to repeat the same thing here.

“When solving problems, individuals preferring introversion (I) will want to take time to think and clarify their ideas before they begin talking, while those preferring extraversion (E) will want to talk through their ideas in order to clarify them. In addition, Is will more likely be concerned with their own understanding of important concepts and ideas, while Es will continually seek feedback from the environment about the viability of their ideas.

Sensing individuals will be more likely to pay attention to facts, details, and reality. They will also tend to select standard solutions that have worked in the past. Persons with intuition preferences, on the other hand, will more likely attend to the meaningfulness of the facts, the relationships among the facts, and the possibilities of future events that can be imagined from these facts. They will exhibit a tendency to develop new, original solutions rather than to use what has worked previously.

image source: http://www.imindmap.com/articles/files/ProblemSolving.jpg

Individuals with a thinking preference will tend to use logic and analysis during problem solving. They are also likely to value objectivity and to be impersonal in drawing conclusions. They will want solutions to make sense in terms of the facts, models, and/or principles under consideration. By contrast, individuals with a feeling preference are more likely to consider values and feelings in the problem-solving process. They will tend to be subjective in their decision making and to consider how their decisions could affect other people.”

Since it is very difficult to put together a team that is psychologically fit for a task, it would be good to define a process that clearly states the pros and cons of specific personality types and the things individuals and teams need to look for to consciously avoid the side effects by putting a right plan or a review mechanism or system that mitigates the flaw. That may also need individual style profiling techniques to be defined.

Finally, behavioral sciences research in recent times is becoming more powerful with the advancement in technologies like functional MRI and the other means to understand how ‘exactly’ human brain works. In my opinion, it is sure to redefine the management practice shortly. Some companies are already doing their pilots to taking advantage of the behavioral sciences theory in the field of economics, finance and marketing.

It would good for the knowledge based organizations also to look at other fields for redefining their policies, processes, and training & performance management methodologies. In my opinion, companies that would look at the behavior oriented management techniques fast would capitalize the latest research early and would differentiate themselves from the other organizations in a big way.