Success Advice
The Go-To Guide for Creative Problem Solving

Creative problem solving is a skill that is necessary for business leaders. Being able to devise creative solutions to difficult business problems will establish your credibility as an effective leader.
Have you ever dealt with a business problem that just doesn’t seem to have an answer? Sometimes, especially when we’re in crisis mode, a problem presents itself that doesn’t seem to have a solution. Or maybe you have come up with some possible answers, but you just think that you can come up with something better.
In order to become proficient at creative problem solving, it’s important to change your perspective. What can you do to shift your viewpoint, expand your thinking and come up with a creative solution?
1. Approach Every Situation Like It Is a Project
Most professionals are used to doing this for actual projects, but you should consider doing this for day-to-day activities as well. Putting together a project plan gives you peace-of-mind because you will have a broad view of all the activities that are going on. The plan gives you a long-term view of issues before they arise.
Also, if problems come up that you don’t anticipate, you are able to assess the impact on the entire project. What might appear to be a major issue if you are managing “on-the-fly” may not seem as significant to the overall scheme of the project if you are using a project plan. Planning gives you a high-level view of the issue that will help you to calmly assess your options.
2. An Important Aspect to Creative Problem Solving Is “Don’t Panic”
Some positive self-talk will go a long way towards helping you find a good solution. Rather than thinking, “I don’t know what to do” rephrase the statement to something like, “I know there’s a better solution to this issue; I just haven’t come up with it yet.”
Continue along this train of thought until you can say to yourself, “the answer is coming to me now.” The energy of this self-talk will attract new solutions and facilitate creative problem solving.
“We can not solve our problems with the same level of thinking that created them.” – Albert Einstein
3. Hold a Short Project Team Meeting with Everyone Who Is Involved
I say short, because long, drawn-out meetings tend to quash creative thinking. Explain to the team what you are dealing with and ask for suggestions. Include every level of the team from managerial to administrative. If you don’t get a lot of viable solutions in the meeting, ask the meeting attendees to think about it and send you a follow-up email with their suggestions.
4. Bring in Someone Else Who Is Not Involved to Offer a Different Perspective
This is a good time to bring in your boss, who may have dealt with the problem before. Or it could be a colleague who doesn’t have experience in your area, but who has proven success at creative problem solving with other types of problems. Explain the problem in terms that someone who does not have your experience can understand and ask for their opinion.
5. To Access Creative Thinking and to Stimulate Creative Problem Solving, Take a Break from the Problem
No matter what type of crisis you might be experiencing, find a way to get away from the location where the problem exists. If you have the luxury of time, take the weekend and really relax.
Creative problem solving is a very creative process. Do something you enjoy, even if it’s for 20 minutes. Listen to some music you enjoy without distraction, take a walk outside, or do something recreational that completely takes your mind off of the problem. You might think this is slacking off when you should be working hard to resolve the issue, but actually, the time you spend away from the issue will open you up to new possibilities and is just as important as the time you spend working on it.
6. After You Have Gathered All Possible Solutions, Evaluate Them by Listing Them
Then make three columns next to the various solutions titled “issues, risks and rewards”. Have the project team fill out the various columns. Laying it out in this manner will help you identify the most attractive solution very quickly. It might be that the perfect solution is a combination of more than one solution. White-boarding the various scenarios makes the best pathway easier to identify.
“There’s no use talking about the problem unless you talk about the solution.” – Betty Williams
7. Don’t Get Discouraged
Remember, you are the best person to make the decision in this particular situation because you have unique knowledge and you are the closest to the situation. So have the confidence that you will come up with the best possible solution! In this case, you should be rational and pay attention to everything. If you cannot cope with your problems or make a decision, just ask somebody to help you. It can be a stranger as well as your close friend.
What do you think is the best method to creatively solve a problem? Share your thoughts and experience with us below!
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Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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