How Do You Solve Problems?

United States, 2020.

When you encounter a problem, how do you respond to it? Different people can respond to the same problem in quite different ways. Most of us have the ability to bring a variety of approaches to a problem, but our default approach, our  problem solving style, tends to be consistent across problems. If you can identify your usual  style, understand its strengths and weaknesses, and also understand and appreciate other styles, you can be much more effective, especially when working in a group to solve a common problem.

Building on work by the Deep Coaching Institute, I believe most people’s problem solving style falls into one of three broad categories: the Emotional, the Objective, and the Optimistic. These labels should not be seen as value judgements. Even though our culture (especially in business) tends to elevate objectivity over emotions, all three are valid and important approaches to solving problems. The best results come from blending the three, either in yourself or in a team. Groups are much more effective when all three styles are represented; the worst results often come when everyone in the group has the same style.

The Emotional style puts an emphasis on personal feelings about a problem. Someone with this style will express how they are affected by the problem, and use this emotional honesty as an invitation to others to share their feelings. This approach quickly surfaces potential problems and disagreements, allowing them to be dealt with before they simmer into a larger problem. It also helps the group identify where they are aligned and where they differ. One drawback of this style is that if two people use it, their emotional honesty can go too far, and they may say or do things in the heat of the moment that are difficult to take back and can damage the group’s coherence. 

The Objective style wants to put aside all personal feelings and get straight to problem solving, using logic and “just the facts.” This approach is obviously useful for moving towards a solution, but just because emotions are being ignored doesn’t mean they aren’t there, and trying to suppress them can ultimately make the feelings larger and more disruptive. A group where everyone emphasizes the Objective style may initially be able to solve problems, but because they neglect nurturing their relationships they may cease to function as a team.

The Optimistic style sees every problem as an opportunity. What appears to be a problem just needs to be reframed. They are sure that everything will work out, and want everyone to get along and have a positive attitude. This approach can keep a group energized and upbeat when they encounter obstacles, but if everyone uses the Optimistic style, difficult issues can be ignored, and they can be so busy reframing the problem they never solve it.

”An ideal group includes all three problem solving styles”

An ideal group includes all three styles. The Emotional style makes sure everyone communicates their feelings about the problem and are on the same page, or at least surfaces disagreements so they can be dealt with. The Objective style makes sure progress is made on solving the problem. And the Optimistic style makes sure the group doesn’t despair and makes it through the rough patches.

Of course, this ideal group only works if everyone, in addition to having their own style, recognizes the importance of the other styles. Without this mutual recognition, those with the Emotional style will be frustrated with those who are ignoring the importance of feeling, those with the Objective style will be frustrated with those who aren’t working to directly solve the problem in a logical manner, and those with the Optimistic style will be frustrated with everyone’s downbeat attitude.

Although we tend to have a single style as our default approach to problems, we are all capable, with introspection, of all three styles. Just as a team with all three styles can be more effective, you can often be more effective as an individual if you can blend the styles. And when you are working with a group, you can make a larger impact if you can identify which style is missing from the group and lean into that.

What’s your style?