ISSUE 28 ISSN 1712-468
PO Box 418 Main, Stn A
Abbotsford, BC V2T 6Z7
PO Box 8000 PMB 386
Sumas, WA 98295-8000
Phone: 604-852-0566
Fax: 604-850-3003

How to Handle a Problem

Freedom from problems—that’s what we all want!

Unfortunately, something called “change” exists and, with it, problems are close at hand. Professionals know that their skill in handling those situations is what sets them apart from their peers.

Hasty action often results in a more difficult situation to handle later.

For example, the business owner tells you to fire so-and-so because he is such an “idiot.” Usually, that won’t solve the problem. More than likely, the cause of the trouble is that the staff member was not doing the job the way the business owner thinks it should be done. His solution? Get rid of the “culprit” without fixing the real problem.

When it comes to handling problems, here are four steps to use as your outline for action.

  1. Get the Facts

    To create the right solution, you need the whole story.

    • You need facts about the employee—age, length of service, and experience on the job.
    • You may think you know the person quite well, but if you classify him as a “good employee” or a “chronic whiner,” you are really not seeing the individual. He is as unique from every other person in the department as you are.
    • As a coach or supervisor, you need to know what that person thinks and feels about himself and the people around him. Find out what he wants and what he thinks should be done and why. Help him find ways to express his concerns.
    • As an experienced leader, consider how health and working conditions are affecting the employee.
    • Also, take into consideration both the office rules and “the way things are done around here.”
    • If more than one person is involved, go through the same fact-finding steps for each person.

    Before you plan what to do, be sure you know the full story.

  2. Weigh and Decide
  3. Once the facts are gathered, review the different action steps available against your objective and the effect on the individual, the group, and company overall.

    With the complete picture, you are now in the best position to know the right thing to do. Often, the right answer “jumps out.”

    Remember, when you act without understanding the whole picture, you are likely to have more difficult problems to handle later.

  4. Take Action
  5. Jumping to conclusions is a poor way to handle problems. Likewise, putting off action may be equally wrong. As a supervisor, you cannot pass the buck or you will be by-passed in the future.

    Understand, though, that it is not passing the buck to recognize that there are some situations you cannot manage yourself.

    After considering all the facts, you may determine that this is a situation with which you need help or that is not within your job responsibilities or authority to handle. The sign of responsible action is to ensure that the significant details of the situation are passed on to the right person.

    Remember to consider the timing, as well. The wrong timing can make the “right thing” the wrong thing to do.

  6. Check Results
  7. Did your action work?

    If not, re-examine the situation and attempt to discover what you overlooked.

    Checking the results is necessary in every situation because conditions change. What worked with one individual will not necessarily work with another.

One of the most challenging parts of your job is honing your ability to understand the essential role that people play in a problem situation…while at the same time knowing what is important to each individual.

Problem-solving is more than simply determining what is right or wrong or deciding what is just or unjust. It is a practical approach to effective supervision. You may think problem-solving takes too much time but, day-by-day, the use of that skill when dealing with people will save you time in the long run.

The sign of a great leader is knowing the individuals in the team well enough to build them into a smooth operating group.

CRG has a range of tools and assessments to help you better understand the people with whom you are working. As a step in the right direction, take a look at CRG’s Values Preference Indicator and Self-Worth Inventory.

Yours truly,

Neal Diamond

Learn how to maximize your training efficiencies and effectiveness through the CRG Assessment System Certification program and the proven CRG tools.
Click here to find out about the next training.

Upcoming Events

Who: Ken Keis Presents
What: Living On Purpose: From Mediocre to Meaningful
National Association on Workforce Development Professionals Conference
Where: Albuquerque Convention Centre
Albuquerque, New Mexico
When: May 2, 3, 4, 5, 2010
Register: Register Now

Who: Ken Keis Presents
What: Dying to Live—Health and Wellness Practices for the Workplace Professional
2010 Opportunities Conference - Ontario's Career Development Sector
Where: Sheraton on the Falls Hotel
Niagara Falls, Ontario
When: May 3, 4, 5, 2010
Register: Register Now

Who: Ken Keis Presents
Communication–Connecting in a
Disconnected Society

Canadian Counselling and Psychotherapy Association 2010 Annual Conference
Delta Prince Edward Hotel
Charlottetown, Prince Edward Island
When: May 11, 12, 13, 14, 2010
Register: Register Now

Who: Ken Keis Presents
CRG Assessment Systems Certification Workshop
Where: Vancouver, British Columbia
When: July 22, 23, 34, 2010
Register: Register Now

Who: Ken Keis Presents
CRG Assessment Systems Certification Workshop
Where: Vancouver, British Columbia
When: October 21,22, 23, 2010
Register: Register Now

CRG Assessment Systems Certification

Click to Register
Register now:
July 22-24, 2010 in
Vancouver, BC

Secrets of Sucess Journal

Click to Download

This 52-page PDF outlines and provides a summary of most of our 100+ resources. It also provides valuable articles that you can re-purpose or forward to others.

My Source Experience - Journal

My Source EXPERIENCE Journal

Online Personal Style Indicator

Online Entrepreneurial Style and Success Indicator

Online Job Style Indicator

Online Sales Style Indicator

Online Values Preference Indicator

Online Stress Indicator and Health Planner

Online Self-Worth Inventory

Online Leadership Skills Inventory -Self

Online Instructional Style Indicator

Online Learning Style Indicator

CRG's Licensed Associate Program

CRG's Affiliate Newsletter is published and distributed only to our REGISTERED AFFILIATES by CRG Consulting Resource Group International, Inc. Copyright 2010.

You or someone on your behalf agreed to receive this newsletter in becoming a Registered CRG Affiliate.

You may unsubscribe to this email, however doing so means you are also unsubscribing from our Registered Affiliate program and any unpaid commissions will be forfeited and your Affilate status removed.