building problem solving attitude

Problem-Solving Mindset: How to Achieve It (15 Ways)

One of the most valuable skills you can have in life is a problem-solving mindset. It means that you see challenges as opportunities to learn and grow, rather than obstacles to avoid or complain about. A problem-solving mindset helps you overcome difficulties, achieve your goals, and constantly improve yourself. By developing a problem-solving mindset, you can become more confident, creative, and resilient in any situation.A well-defined problem paves the way for targeted, effective solutions. Resist the urge to jump straight into fixing things. Invest the time upfront to truly understand what needs to be solved. Starting with the end in mind will make the path to resolution that much smoother.

Sanju Pradeepa

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Ever feel like you’re stuck in a rut with no way out? We’ve all been there. The problems life throws at us can seem insurmountable. But the truth is, you have everything you need to overcome any challenge already within you. It’s called a problem-solving mindset. Developing the ability to see problems as puzzles to solve rather than obstacles to overcome is a game changer. With the right mindset, you can achieve amazing things.

In this article, we’ll explore what having a problem-solving mindset really means and how you can cultivate one for yourself. You’ll learn proven techniques to shift your perspective, expand your creativity, and find innovative solutions to your biggest problems. We’ll look at examples of people who have used a problem-solving mindset to accomplish extraordinary feats. By the end, you’ll have the tools and inspiration to transform how you think about and approach problems in your own life.

What is a problem-solving mindset.

A problem solving mindset is all about approaching challenges in a solution-focused way. Rather than feeling defeated by obstacles, you look at them as puzzles to solve. Developing this mindset takes practice, but the rewards of increased resilience, creativity and confidence make it worth the effort.

Identify problems, not excuses. Rather than blaming external factors, look for the issues within your control. Ask yourself, “What’s really going on here and what can I do about it?”
Focus on solutions, not problems. Once you’ve pinpointed the issue, brainstorm options to fix it. Don’t get stuck in a negative loop. Shift your mindset to answer the question, “What are some possible solutions?”
Look for opportunities, not obstacles. Reframe the way you view problems. See them as chances to improve and learn, rather than roadblocks stopping your progress. Ask, “What’s the opportunity or lesson here?”
Start small and build up. Don’t feel overwhelmed by big challenges. Break them into manageable steps and celebrate small wins along the way. Solving little problems builds your confidence to tackle bigger issues.

Be patient with yourself and maintain an open and curious attitude . With regular practice, you’ll get better at seeing the solutions, rather than the obstacles. You’ll become more flexible and innovative in your thinking. And you’ll discover that you have the ability to solve problems you once thought insurmountable. That’s the power of a problem-solving mindset.

Why Developing a Problem Solving Mindset Is Important

Developing a problem-solving mindset is crucial these days. Why? Because life throws curveballs at us constantly and the only way to overcome them is through creative solutions.

Having a problem-solving mindset means you view challenges as opportunities rather than obstacles. You approach them with curiosity and optimism instead of dread. This allows you to see problems from new angles and come up with innovative solutions.

Some key characteristics of a problem-solving mindset include:

Flexibility. You’re open to different perspectives and willing to consider alternative options.
Creativity. You think outside the box and make unexpected connections between ideas.
Persistence. You don’t give up easily in the face of difficulties or setbacks. You continue experimenting and adjusting your approach.
Adaptability. You accept change and are able to quickly adjust your strategies or plans to suit new situations.
Resourcefulness. You make the most of what you have access to and find ways to overcome limitations.

Developing a problem-solving mindset takes conscious effort and practice.

The Key Characteristics of Effective Problem Solvers

To become an effective problem solver, you need to develop certain characteristics and mindsets. Here are some of the key traits shared by great problem solvers:

1. Openness to New Ideas

Effective problem solvers have an open and curious mind. They seek out new ways of looking at problems and solutions. Rather than dismissing ideas that seem “out there,” they explore various options with an open mind.

2. Flexibility

Great problem solvers are flexible in their thinking. They can see problems from multiple perspectives and are willing to adapt their approach. If one solution isn’t working, they try another. They understand that there are many paths to solving a problem.

3. Persistence

Solving complex problems often requires persistence and determination. Effective problem solvers don’t give up easily. They continue exploring options and trying new solutions until they find one that works. They see setbacks as learning opportunities rather than failures.

Why Persistence is Important: 8 Benefits & 6 Ways to Develop

4. creativity.

Innovative problem solvers think outside the box . They make unexpected connections and come up with unconventional solutions. They utilize techniques like brainstorming, mind mapping, and lateral thinking to spark new ideas.

5. Analytical Thinking

While creativity is key, problem solvers also need to be able to evaluate solutions in a logical and analytical manner. They need to be able to determine the pros and cons, costs and benefits, and potential obstacles or issues with any solution. They rely on data, evidence, and objective reasoning to make decisions.

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How to cultivate a problem-solving mindset.

To cultivate a problem-solving mindset, you need to develop certain habits and ways of thinking. Here are some tips to get you started:

1. Look for Opportunities to Solve Problems

The more you practice problem solving, the better you’ll get at it. Look for opportunities in your daily life to solve small problems. This could be figuring out a better way to organize your tasks at work or coming up with a solution to traffic in your neighborhood. Start with small, low-risk problems and work your way up to more complex challenges.

2. Ask Good Questions

One of the most important skills in problem solving is asking good questions. Questions help you gain a deeper understanding of the issue and uncover new perspectives. Ask open-ended questions like:

What’s the real problem here?
What are the underlying causes?
Who does this impact and how?
What has been tried before? What worked and what didn’t?

3. Do Your Research

Don’t go into problem solving blind. Do some research to gather relevant facts and data about the situation. The more you know, the better equipped you’ll be to come up with innovative solutions. Talk to people with different viewpoints and life experiences to gain new insights.

4. Brainstorm Many Options

When you start thinking of solutions, don’t settle for the first idea that comes to mind. Brainstorm many options to open up possibilities. The more choices you have, the more likely you are to discover an unconventional solution that really fits the needs of the situation. Think outside the box!

5. Evaluate and Decide

Once you have a list of possible solutions, evaluate each option objectively based on criteria like cost, time, and effectiveness. Get input from others if needed. Then make a decision and take action. Even if it’s not the perfect solution, you can make changes as you go based on feedback and results.

6. Question your beliefs

The beliefs and assumptions you hold can influence how you perceive and solve problems. Ask yourself:

What beliefs or stereotypes do I have about this situation or the people involved?
Are these beliefs grounded in facts or just my personal experiences?
How might my beliefs be limiting my thinking?

Challenging your beliefs helps you see the problem with fresh eyes and identify new solutions.

The Ultimate Guide of Overcoming Self-Limiting Beliefs

7. seek different perspectives.

Get input from people with different backgrounds, experiences, and thought processes than your own. Their unique perspectives can reveal new insights and spark innovative ideas. Some ways to gain new perspectives include:

Discuss the problem with colleagues from different departments or areas of expertise.
Interview customers or clients to understand their needs and priorities.
Consult experts in unrelated fields for an outside-the-box opinion.
Crowdsource solutions from people of diverse ages, cultures, and socioeconomic backgrounds.

8. Look beyond the obvious

We tend to focus on the most conspicuous or straightforward solutions, but the best option isn’t always obvious. Try these techniques to stimulate unconventional thinking:

Restate the problem in new ways. A new phrasing can reveal alternative solutions.
Remove constraints and imagine an ideal scenario. Then work backwards to find realistic options.
Make unexpected associations between the problem and unrelated concepts or objects. Look for parallels and analogies in different domains.
Play with hypothetical scenarios to find combinations you may not logically deduce. Some of the wildest ideas can lead to innovative solutions!

With an open and curious mindset, you can overcome assumptions, gain new insights, and find unconventional solutions to your most complex problems. The key is looking at the situation in new ways and exploring all possibilities.

Mindset is Everything: Reprogram Your Thinking for Success

9. practice active listening.

To become an effective problem solver, you need to practice active listening. This means paying close attention to what others are saying and asking follow-up questions to gain a deeper understanding of the issues.

Listen without judgment

When someone is explaining a problem to you, listen with an open mind. Avoid interrupting or criticizing them. Your role is to understand their perspective and concerns, not pass judgment. Nod, make eye contact, and give verbal affirmations like “I see” or “go on” to show you’re engaged.

Ask clarifying questions

If something is unclear or you need more details, ask questions. Say something like, “Can you explain that in more detail?” or “What specifically do you mean by that?” The more information you have about the problem, the better equipped you’ll be to solve it. Ask open-ended questions to encourage the other person to elaborate on their points.

Paraphrase and summarize

Repeat back parts of what the speaker said in your own words to confirm you understood them correctly. Say something like, “It sounds like the main issues are…” or “To summarize, the key points you’re making are…” This also shows the other person you were paying attention and care about addressing their actual concerns.

10. Withhold suggestions initially

When someone first presents you with a problem, avoid immediately suggesting solutions. Your first task is to understand the issue thoroughly. If you start proposing solutions too soon, it can seem like you’re not really listening and are just waiting for your turn to talk. Get clarification, summarize the issues, and ask any follow up questions needed before offering your input on how to solve the problem.

Developing the patience and discipline to actively listen takes practice. But by listening without judgment, asking clarifying questions, paraphrasing, and withholding suggestions initially, you’ll gain valuable insight into problems and be better equipped to solve them. Active listening is a skill that will serve you well in all areas of life.

11. Ask Lots of Questions

To solve problems effectively, you need to ask lots of questions. Questioning helps you gain a deeper understanding of the issue, uncover hidden factors, and open your mind to new solutions.

Asking “why” helps you determine the root cause of the problem. Keep asking “why” until you reach the underlying reason. For example, if sales numbers are down, ask why. The answer may be that you lost a key client. Ask why you lost the client. The answer could be poor customer service. Ask why the customer service was poor. And so on. Getting to the root cause is key to finding the right solution.

Challenge Assumptions

We all have implicit assumptions and biases that influence our thinking. Challenge any assumptions you have about the problem by asking questions like:

What if the opposite is true?
What are we missing or ignoring?
What do we think is impossible but perhaps isn’t?

Questioning your assumptions opens you up to new perspectives and innovative solutions.

12. Consider Different Viewpoints

Try to see the problem from multiple angles by asking:

How do others see this problem?
What solutions might employees, customers, or experts suggest?
What would someone from a different industry or background recommend?

Getting input from people with diverse experiences and ways of thinking will lead to better solutions.

13. Brainstorm New Possibilities

Once you have a good understanding of the root problem, start generating new solutions by asking open-ended questions like:

What if anything were possible, what solutions come to mind?
What are some wild and crazy ideas, even if implausible?
What solutions have we not yet thought of?

Don’t judge or evaluate ideas at this stage. Just let the questions spark new creative solutions. The more questions you ask, the more solutions you’ll discover. With an inquisitive mindset, you’ll be well on your way to solving any problem.

14. Document what you find

As you research, keep notes on key details, facts, statistics, examples, and advice that stand out as most relevant or interesting. Look for common themes and threads across the different resources. Organize your notes by topic or theme to get a better sense of the big picture. Refer back to your notes to recall important points as you evaluate options and determine next steps.

Doing thorough research arms you with the knowledge and understanding to develop effective solutions. You’ll gain a deeper appreciation for the complexity of the problem and be able to make more informed choices. Research also exposes you to new ideas you may not have considered. While it requires an investment of time, research is a crucial step for achieving an optimal solution.

15. Start With the End in Mind: Define the Problem Clearly

To solve a problem effectively, you need to first define it clearly. Without a concrete understanding of the issue at hand, you’ll waste time and energy grappling with a vague, nebulous challenge.

Identify the root cause

Ask probing questions to determine the underlying reason for the problem. Get specific by figuring out who is affected, what’s not working, where the breakdown is happening, when it started, and why it’s an issue. Look beyond the symptoms to find the source. The solution lies in resolving the root cause, not just alleviating surface-level pain points.

Gather objective data

Rely on facts, not opinions or assumptions. Observe the situation directly and collect information from multiple sources. Get input from people with different perspectives. Hard data and evidence will give you an accurate, unbiased view of the problem.

Define constraints and priorities

Determine any restrictions around time, money, resources, or policies that could impact your solution. Also identify what’s most important to solve—you can’t fix everything at once. Focus on high-priority issues and leave lower-priority problems for another time.

Frame the problem statement

With a clear understanding of the root cause, supporting data, and constraints, you can craft a concise problem statement. This articulates the issue in 1 or 2 sentences and serves as a guiding vision for developing solutions. Refer back to your problem statement regularly to ensure you stay on track.

Final Thought

Developing a problem-solving mindset is within your reach if you commit to continuous learning, looking at challenges from new angles, and not being afraid to fail. Start small by picking one problem each day to solve in a creative way. Build up your confidence and skills over time through practice.

While it may feel uncomfortable at first, having an adaptable and solution-focused mindset will serve you well in all areas of life. You’ll be able to navigate obstacles and setbacks with more ease and grace. And who knows, you may even start to enjoy the problem-solving process and see problems as opportunities in disguise. The problem-solving mindset is a gift that keeps on giving. Now go out there, face your challenges head on, and solve away!

Solve It!: The Mindset and Tools of Smart Problem Solvers by Dietmar Sternad

Creative Problem Solving as Overcoming a Misunderstanding by Maria Bagassi and Laura Macchi * (Department of Psychology, University of Milano-Bicocca, Milan, Italy) ,
Mindsets: A View From Two Eras by Carol S. Dweck 1 and David S. Yeager 2 published in National Library of Medicine ( Perspect Psychol Sci. Author manuscript; available in PMC 2020 May 1. Published in final edited form as: Perspect Psychol Sci. 2019 May; 14(3): 481–496. )

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With regular practice, a problem solving mindset can become second nature. You’ll get better at seeing opportunities, asking the right questions, uncovering creative solutions, and taking action. And that will make you a highly valuable thinker in any organization or team.

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Developing a problem solving mindset

By Carthage

August 22, 2014

Whether you are trying to improve your productivity, improve the quality of your relationships or, resolve conflict; there is one critical factor which is often overlooked – a problem solving mindset. A problem solving mindset is essential in almost every area of life. Even with the best planning and preparation, things will go wrong for you. When this happens, your problem solving mindset will enable you to find the best path forward. You will be able to achieve your objectives quicker, help others to find solutions to their problems and, reduce conflict and stress. When you have an effective problem solving mindset, you become a valuable resource for friends, family and colleagues. Even in the most pressurised of situations, you will be seen as an ally rather than a threat.

Critical aspects of a problem solving mindset

The following skills are critical aspects of a problem solving mindset. As you start to implement these skills, and improve your ability with them, you will see large improvements in the results that you achieve.

1. Responsibility

Responsibility is both a skill and an attitude. When you encounter a problem in your life, you can either bury your head in the sand or, you can choose to do something proactive about the situation. Sadly, many choose the first option but avoidance is not an effective problem solving skill . When you choose to ignore a problem; it doesn’t go away. Instead, it builds up in the background until eventually; you are forced to deal with it.

With a problem solving mindset, you know that if you do not attempt to deal with the problem; you are creating a bigger problem which, when you are eventually forced to deal with it; it will be more difficult to resolve successfully. Therefore, when you see a problem, you are eager and willing to step up and attempt to resolve the situation.

2. Emotional intelligence

When things go wrong, it is easy to lose control of your emotions. You may become angry or distraught due to things not going as expected. It is important that you feel and experience your emotions but it is just as important that you do not choose your next action based on these emotions. Your emotions are so powerful that they can influence you to take decisions and actions that you would not otherwise consider. An essential component of an effective problem solving mindset is the ability to take ownership of your emotions and then, centre yourself and regain your composure, prior to choosing your response to the situation.

Dr. Steve Peter’s excellent book ‘The Chimp Paradox: The Mind Management Program to Help You Achieve Success, Confidence, and Happiness’, will give you an excellent overview of this.

3. Goal identification

You would be amazed at how many people I have met over the years who, when faced with a problem, rush straight in to trying to solve the problem before they have decided on the outcome they desire. When you are trying to solve a problem, you must first understand the true nature of the problem . Then, you must decide what solution you would like to achieve i.e. what is the end goal of the problem solving process. If you have no idea of the outcome you are trying to achieve; you will not solve the problem, you will merely change the problem.

Once you have developed a problem solving mindset, you will realise that you need to stand back and analyse a problem before you rush in to solve it. You will then enter the problem solving phase with a clear understanding of what is wrong, what it is costing you and, what you would like to achieve as a result of your efforts. With this approach, your chances of success are greatly elevated.

You can learn more about idenitifying and setting effective goals with the Ultimate Guide to Goal Setting .

4. Descriptive and objective detail

One of the biggest obstacles to problem solving is the apportioning of blame. When you use the language of blame, others take offence and go on the defensive. They are then less likely to engage in any attempts to resolve the situation. To prevent this from happening, it is imperative that you be able to give an accurate, detailed account of what has occurred. If you are unsure of some of the details, say so. Do not try to fill the gap with assumptions as somebody is likely to offer a contrary view, thus leading to an unnecessary argument.

5. Active listening

When I first entered the working world, the term ‘active listening ’ was really taking off. However, the teaching on this area seemed to focus on the need to let the other person know that you are listening; with verbal and physical gestures e.g. nodding your head. However, I have always found that there is a simpler way to practice active listening – listen.

When you genuinely listen to people, and take an interest in what they say, this communicates itself to the person speaking. You will naturally begin to do verbal and physical gestures. You will also find that you are inclined to ask questions and reflect. When you listen actively, the speaker feels valued and appreciated thus encouraging them to be more open, trustworthy and helpful as you try to resolve the problem.

6. Probe and reflect

So, active listening is not just listening. It is listening and, supporting that listening with questions and reflections, with the purpose of gathering as much information about the problem as possible. When you are listening, you may be confused about something that you have heard or, you may wish to learn a little more about something which was mentioned. This is the ideal time to ask a question or two, so that you may probe a little further.

When you develop a problem solving mindset, you realise that there is thinking that you understand and, ensuring that you understand. You don’t settle for thinking that you understand. Instead, you use reflection to tell the speaker your understanding of what they have told you. This is important because it provides them with the opportunity to correct any misunderstandings. This ensures that you can pursue a solution based on facts rather than miscommunications.

7. Desire to find the most appropriate solution

Too often, when trying to solve a problem, people jump at the first solution that comes into their head. In my experience, the first solution is rarely the best or most appropriate solution. It is best to take a period of time to generate as many potential solutions as possible. Invite all of the relevant stakeholders to offer their thoughts. Then, together, you can evaluate each potential solution to determine which one is most likely to bring about the conclusion that you are seeking.

Effective communication skills are an essential part of a problem solving mindset. You can learn more with How To Talk So Others Will Listen .

A problem solving mindset is crucial in every walk of life. When you have a problem solving mindset you understand the difference between actually solving the problem and, merely changing the nature of the problem. When you have a problem solving mindset you have a range of skills and attributes which enable you to find the most appropriate solution to implement, in order to bring about the desired change. As you implement these skills and gain confidence in your ability to use them, you will deal with any problems that may arise, quicker and more effectively. As a consequence, you will improve the quality of the results that you achieve in all areas of your life.

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What is a problem-solving mindset?

Better decision-making: A problem-solving mindset helps managers analyze problems more effectively and generate various possible solutions. This leads to more informed decision-making , which is critical for effective leadership.
Improved productivity: By addressing problems proactively, managers can prevent potential obstacles from becoming major issues that impact productivity . A problem-solving mindset can help managers to anticipate and prevent problems before they occur, leading to smoother operations and higher productivity.
Enhanced teamwork: Encouraging a problem-solving mindset among team members fosters a culture of collaboration and encourages open communication. This can lead to stronger teamwork , as team members are more likely to work together to identify and solve problems.
Improved morale: When managers take a proactive approach to problem-solving, they demonstrate their commitment to their team’s success. This can improve morale and build trust and respect between managers and team members.
Better outcomes: Ultimately, a problem solving mindset leads to better outcomes. By effectively identifying and addressing problems, managers can improve processes, reduce costs, and enhance overall performance.
Acknowledge the issue: Instead of avoiding or dismissing the problem, the first step in adopting a problem-solving mindset is to embrace it. Accept the problem and commit to trying to find a solution.
Focus on the solutions: Shift your attention from the problem to the solution by concentrating on it. Then, work towards the result by visualizing it.
Come up with all possible solutions: Create a list of all potential answers, even those that appear unusual or out of the ordinary. Avoid dismissing ideas prematurely and encourage creative thinking.
Analyze the root cause: After coming up with a list of viable solutions. Finding the fundamental reason enables you to solve the problem and stop it from happening again.
Take on a new perspective: Sometimes, a new viewpoint might result in game-breakthrough solutions. Consider looking at the problem differently, considering other people’s perspectives, or questioning your presumptions.
Implement solutions and monitor them: Choose the best course of action, then implement it. Keep an eye on the findings and make changes as needed. Use what you learn from the process to sharpen your problem-solving skills.

From obstacles to solutions: How a problem-solving mindset can help managers succeed?

Positive attitude: A problem-solving manager approaches challenges with a positive and proactive mindset, focused on solutions rather than problems.
Analytical thinking: A problem-solving manager breaks down complex challenges into smaller, more manageable pieces and identifies the underlying causes of difficulties because of their strong analytical skills .
Creativity: A manager with a problem solving mindset think outside the box to solve difficulties and problems.
Flexibility: A manager with a problem-solving mindset can change their problem-solving strategy depending on the circumstances. They are receptive to new ideas and other viewpoints.
Collaboration: A manager who prioritizes problem-solving understands the value of collaboration and teamwork. They value team members’ feedback and are skilled at bringing diverse perspectives together to develop creative solutions.
Strategic thinking: A problem-solving manager thinks strategically , considering the long-term consequences of their decisions and solutions. They can balance short-term fixes with long-term objectives.
Continuous improvement: A problem-solving manager is dedicated to continuous improvement, always looking for new ways to learn and improve their problem-solving skills. They use feedback and analysis to improve their approach and achieve better results.
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A manager listens actively to a team member’s concerns and identifies the root cause of a problem before brainstorming potential solutions.
A manager encourages team members to collaborate and share ideas to solve a challenging problem.
A manager takes a proactive approach to address potential obstacles, anticipating challenges and taking steps to prevent them from becoming major issues.
A manager analyzes data and feedback to identify patterns and insights that can inform more effective problem-solving.
A manager uses various tools and techniques, such as brainstorming , SWOT analysis, or root cause analysis, to identify and address problems.
To inform about problem-solving, a manager seeks input and feedback from various sources, including team members, stakeholders, and subject matter experts.
A manager encourages experimentation and risk-taking, fostering a culture of innovation and creativity.
A manager takes ownership of problems rather than blaming others or deflecting responsibility.
A manager is willing to admit mistakes and learn from failures rather than become defensive or dismissive.
A manager focuses on finding solutions rather than dwelling on problems or obstacles.
A manager can adapt and pivot as needed, being flexible and responsive to changing circumstances or new information.

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Solve Problems Before They Happen: Proactive Strategies for Success

We all know that prevention is better than cure, and this is especially true when it comes to problem-solving. Proactive problem-solving is a crucial skill in both personal and professional life that can lead to long-term success. In this article, we will discuss the importance of proactive problem-solving and provide you with strategies to adopt a proactive approach to prevent problems before they even occur.

Understanding the Importance of Proactive Problem-Solving

The most successful individuals and organizations are those who take a proactive approach to problem-solving. Proactive problem-solving involves identifying potential problems before they occur and taking action to prevent them from becoming an issue. This approach minimizes the risk of facing unexpected challenges that can cause an array of consequences, including financial loss, missed opportunities, reputational damage, and emotional stress. With proactive problem-solving, you can avoid these downsides and ensure smooth operations, happier stakeholders, and greater chances for success.

One of the key benefits of proactive problem-solving is that it allows you to stay ahead of the competition. By identifying potential issues before they arise, you can take steps to address them and maintain a competitive edge. This can be especially important in industries that are constantly evolving, where being able to adapt quickly can make all the difference.

Another advantage of proactive problem-solving is that it can help you build stronger relationships with your stakeholders. By demonstrating that you are proactive and committed to addressing potential issues, you can build trust and confidence with your customers, employees, and partners. This can lead to increased loyalty, better collaboration, and a more positive reputation overall.

Identifying Potential Problems in Advance

To adopt a proactive problem-solving approach, you must first identify the potential problems that could occur. Conduct a systematic review of your personal or professional life and consider the future. You can also study your past experiences to recognize trends and recurring issues. This foresight will provide you with the knowledge to recognize potential problems and take action to prevent or mitigate them.

One effective way to identify potential problems is to seek feedback from others. Ask for input from colleagues, friends, or family members who have experience in the area you are concerned about. They may be able to provide valuable insights and perspectives that you had not considered before.

Another approach is to conduct research and gather information about similar situations or industries. This can help you anticipate potential challenges and prepare accordingly. By staying informed and up-to-date, you can stay ahead of potential problems and be better equipped to handle them if they do arise.

Analyzing the Root Causes of Problems

When you have identified potential problems, you must analyze their root causes to understand the underlying reason for their occurrence. This involves conducting a rigorous analysis of the problem, including researching and tracking data, conducting team discussions, and brainstorming sessions. This analysis will enable you to develop a comprehensive understanding of the problem, enabling you to develop effective solutions.

It is important to note that analyzing the root causes of problems is not a one-time event. As you implement solutions, it is important to monitor their effectiveness and track any new issues that may arise. This ongoing analysis will help you to identify any underlying issues that may be contributing to the problem, allowing you to make necessary adjustments and improvements to your solutions.

Implementing Preventative Measures to Avoid Future Problems

Once you have identified potential problems and analyzed their root causes, the next step is to implement preventative measures to avoid future issues. This can include adopting new policies and procedures, improving training and education programs, providing resources and tools to team members, and implementing new technologies. By implementing preventative measures, you can create a safer and more efficient environment for your personal or professional life.

One important aspect of implementing preventative measures is to regularly review and update them. As new technologies and best practices emerge, it is important to ensure that your preventative measures are still effective and relevant. This can involve conducting regular risk assessments and seeking feedback from team members and stakeholders.

Another key factor in implementing preventative measures is to foster a culture of safety and accountability. This involves encouraging team members to report potential issues and providing them with the support and resources they need to do so. It also involves holding individuals and teams accountable for following policies and procedures, and addressing any issues that arise in a timely and effective manner.

Creating a Culture of Proactivity in Your Organization

If you are a leader in an organization, it is essential to create a culture of proactivity in your team. Encourage your team members to adopt a proactive approach to problem-solving by rewarding innovation and taking calculated risks. Emphasize the importance of early detection, root cause analysis, and pragmatic preventative measures. Create a continuous learning culture that encourages individuals to seek feedback and improve their performance continually.

One way to foster a culture of proactivity is to provide your team members with the necessary resources and tools to succeed. This includes access to training programs, mentorship opportunities, and the latest technology. By investing in your team's development, you are demonstrating your commitment to their success and encouraging them to take ownership of their work.

Another critical aspect of creating a proactive culture is to lead by example. As a leader, you must model the behavior you want to see in your team. This means taking initiative, being accountable for your actions, and demonstrating a willingness to learn and grow. By setting the tone for proactivity, you can inspire your team to follow suit and create a culture of continuous improvement.

Teaching Others to Think Proactively

You can also help others by teaching them to think proactively. Share your personal experiences with proactive problem-solving and how it has benefited you in your life. Encourage them to identify potential problems and analyze their root causes. Provide them with the tools and resources they need to implement preventative measures that can prevent problems from occurring in the first place.

Additionally, it is important to emphasize the importance of taking action and not just identifying potential problems. Encourage others to develop a plan of action and follow through with it. Help them to prioritize tasks and allocate resources effectively. By teaching others to think proactively and take action, you can empower them to become more effective problem-solvers and achieve their goals more efficiently.

Building Resilience to Handle Unexpected Challenges

Even with proactive problem-solving strategies in place, you may still face unexpected challenges. Therefore, it is essential to build resilience to handle these situations effectively. Resilience is about developing mental and emotional strength to overcome unexpected challenges and bounce back from setbacks. This involves developing positive coping mechanisms, maintaining a healthy work-life balance, and having a support network in place.

One way to build resilience is to practice mindfulness and meditation. These practices can help you stay present in the moment and manage stress and anxiety. Additionally, regular exercise and a healthy diet can also contribute to building resilience by improving physical and mental health.

It is also important to remember that building resilience is an ongoing process. It requires consistent effort and a willingness to learn and grow from challenges. By developing resilience, you can not only handle unexpected challenges but also thrive in the face of adversity.

Communicating Effectively to Prevent Misunderstandings

Misunderstandings and communication problems can also cause significant issues in personal and professional life. Therefore, it is essential to communicate effectively to prevent these issues. This involves actively listening, clarifying instructions and expectations, expressing yourself clearly and respectfully, and providing feedback effectively. Effective communication can help prevent misunderstandings from escalating into more serious problems.

One important aspect of effective communication is being aware of cultural differences. Different cultures may have different communication styles and expectations, and being aware of these differences can help prevent misunderstandings. For example, in some cultures, direct communication may be preferred, while in others, indirect communication may be more common.

In addition, technology has changed the way we communicate, and it is important to be mindful of how we use it. While technology can make communication more efficient, it can also lead to misunderstandings if not used appropriately. It is important to consider the context and audience when choosing the appropriate communication method, whether it be email, text, or face-to-face communication.

Developing a Problem-Solving Mindset for Long-Term Success

Finally, one of the most important strategies for proactive problem-solving is cultivating a problem-solving mindset. This mindset involves approaching problems with a positive attitude and a structured problem-solving approach. It involves being open-minded and embracing the challenge, rather than being overwhelmed by the problem. With a problem-solving mindset, you can identify potential problems, analyze their root causes, and implement effective solutions that lead to success.

One way to cultivate a problem-solving mindset is to practice mindfulness and meditation. These practices can help you develop a sense of calm and clarity, which can be useful when facing difficult problems. Additionally, practicing mindfulness can help you become more aware of your own thought patterns and biases, which can help you approach problems with a more open and objective mindset.

Another important aspect of developing a problem-solving mindset is to embrace failure as a learning opportunity. Rather than being discouraged by setbacks, view them as opportunities to learn and grow. Analyze what went wrong, identify areas for improvement, and use that knowledge to approach future problems with greater confidence and effectiveness.

Using Data and Analytics to Anticipate Problems

Data and analytics are valuable tools that can help you anticipate problems in advance. By analyzing historical data and identifying trends, you can proactively predict potential problems and take action to prevent them from occurring. This approach enables you to stay ahead of the curve and implement preventative measures before problems arise.

One of the key benefits of using data and analytics to anticipate problems is that it allows you to optimize your resources. By identifying potential issues before they occur, you can allocate your resources more efficiently and effectively. This can help you save time, money, and other valuable resources.

Another advantage of using data and analytics is that it can help you improve your decision-making process. By analyzing data and identifying patterns, you can make more informed decisions that are based on facts and evidence. This can help you avoid making decisions based on assumptions or guesswork, which can lead to costly mistakes.

Incorporating Technology for Proactive Problem-Solving Solutions

Incorporating technology into your proactive problem-solving can provide you with innovative and effective solutions. You can use various software programs to help you detect problems early, analyze root causes, and implement preventative measures. Using technology allows you to automate tasks, save time, and reduce the risk of human error.

One of the most significant benefits of incorporating technology into your proactive problem-solving is the ability to collect and analyze data. With the help of data analytics tools, you can gather and analyze large amounts of data to identify patterns and trends that may be contributing to the problem. This information can help you make informed decisions and implement effective solutions.

Another advantage of using technology for proactive problem-solving is the ability to collaborate with team members and stakeholders. With the help of collaboration tools, you can share information, ideas, and solutions with others in real-time. This can help you gain valuable insights and perspectives that you may not have considered otherwise.

The Benefits of Proactive Problem-Solving in Personal Life and Work

Proactive problem-solving provides numerous benefits, including increased efficiency, higher productivity, better quality of life, and reduced stress. When you adopt a proactive problem-solving approach, you can avoid unnecessary problems, minimize risks, and make better-informed decisions. In personal life, proactive problem-solving can lead to better relationships, improved health, and overall happiness. In the workplace, proactive problem-solving can lead to increased profitability, higher customer satisfaction, and improved team morale.

Moreover, proactive problem-solving can also enhance your problem-solving skills and creativity. By taking a proactive approach, you are forced to think outside the box and come up with innovative solutions to problems. This can lead to personal and professional growth, as well as increased confidence in your abilities. Additionally, proactive problem-solving can help you develop a sense of control over your life and work, as you are actively taking steps to prevent and solve problems before they arise. Overall, adopting a proactive problem-solving approach can have a significant positive impact on both your personal and professional life.

Best Practices for Successful Proactive Problem-Solving

Successful proactive problem-solving involves adopting best practices that have been proven to be effective. These include involving team members in problem-solving, encouraging innovative solutions, continuously learning, maintaining a positive attitude, and being flexible to change. Incorporating these best practices into your proactive problem-solving strategies can help you achieve success.

Another important best practice for successful proactive problem-solving is to establish clear communication channels. This means ensuring that everyone involved in the problem-solving process is aware of the issue at hand, the goals and objectives, and the steps being taken to address the problem. Clear communication can help to avoid misunderstandings and ensure that everyone is working towards the same goal.

It is also important to regularly evaluate and assess your proactive problem-solving strategies. This can help you identify areas for improvement and make necessary adjustments to your approach. By regularly reviewing your strategies, you can ensure that you are staying up-to-date with the latest best practices and techniques, and that you are continuously improving your problem-solving skills.

Measuring the Success of Your Proactive Strategies

Finally, it is essential to measure the success of your proactive problem-solving strategies. You can gather feedback from team members, study data and metrics, and track progress to evaluate the effectiveness of your approach. This information can then be used to fine-tune your strategies, identify areas for improvement, and ultimately achieve even greater success.

In conclusion, adopting a proactive problem-solving approach in your personal and professional life is a critical component of success. With the strategies discussed in this article, you can identify potential problems, analyze their root causes, and implement effective preventative measures to avoid them. By doing so, you can enjoy the benefits of a safer, more efficient, and happier life.

One important aspect of measuring the success of your proactive strategies is to set clear goals and objectives. This will help you to determine whether your strategies are achieving the desired outcomes. For example, if your goal is to reduce the number of customer complaints, you can track the number of complaints before and after implementing your proactive measures. By setting measurable goals, you can also motivate your team and celebrate successes along the way.

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Tell me about your situation

How your attitude affects your problem solving skills

When you are frustrated, upset, or angry, you cannot problem-solve very well.

Guess what part of your brain is hijacking your normally calm, cool and collected self? The friggin’ amygdala is at it again. Fight, flight, freeze or fawn stuff. Those are the only options that we see when our amygdala is activated.

July 20, 2022

In Today's Blog

Friggin’ Amygdala and the Problem-solving Process

We know that the amygdala hijacks our abilities to make good decisions and lowers our ability to problem-solve because we cannot think about our true options. What about our attitudes? I am having a little trouble explaining attitude, so bear with me here. We each have assessments or judgments about “attitude object” We use words to describe what we like or do not like. Examples include, Like, prefer, love, do not like, hate, can’t stand, etc. We make these statements in relation to ourselves. “I like _____.” “I hate ____.” Attitudes are really evaluations that we make based on what is important to us. Our experiences are different and so our attitudes may be different too.

Attitudes are shaped by feelings and emotions. And another tidbit, emotion is sometimes the driving force behind our attitudes and behaviors.

There will be some things that you feel very strongly about. There will also be things that you don’t feel strongly about.

Structure of Attitudes

Attitude’s structure can be described in terms of three components.

Affective component : this involves a person’s feelings/emotions about the attitude object. For example: “I am scared of spiders”.
Behavioral (or conative) component: the way the attitude we have influences on how we act or behave. For example: “I will avoid spiders and scream if I see one”.
Cognitive component: this involves a person’s belief/knowledge about an attitude object. For example: “I believe spiders are dangerous”.

This model is known as the ABC model of attitudes .

Does a negative attitude affect problem-solving skills?

A negative attitude towards a problem makes it worse. When you think negatively, it only magnifies and deepens the emotional weight of “said problem.” You not only see the problem as a problem, you see it as an enemy or an attack on you. You can become overwhelmed and paralyzed. You know what comes next, don’t you? The downward spiral. Which makes the attitude and the problem much worse?

I like the Fish! Philosophy and want to share a little with you.

The FISH Philosophy to help problem solve

The FISH! Philosophy doesn’t promote “correct” or “approved” attitudes over others. Every situation is unique. But it is important to mindfully Choose Your Attitude . You may not control what happens to you, but you do get to decide how you respond to it.

Making a conscious choice isn’t easy, especially when a situation hijacks your emotions and drives you to react the same way you have hundreds of times before. It takes practice to take control of your response, instead of letting it control you.

Here are four tips to help you take charge and Choose Your Attitude:

1. Be aware of your inner voice External events may trigger your feelings, but only after they go through an internal filter called your inner voice. Your inner voice starts talking to you as soon as you wake up, issuing opinions about everything you see, hear, touch, smell and feel.

Your inner voice is rarely a neutral observer. It judges each experience through the likes and dislikes you have accumulated over a lifetime. It looks for evidence that you are right and the other person is wrong. It exaggerates how bad the situation is or imagines how it might go off track. Sometimes it puts other people down. Often it puts you down, questioning your talents and capabilities.

If you want to choose your attitude, not just react, you must challenge your inner voice. Catch it in the moment, then take a step back. Instead of just accepting what it is telling you, observe it as a neutral onlooker.

Just becoming aware that it is a voice, and what it is saying is one of several possible interpretations, helps you decide how much to believe it—and the best way to respond.

2. What’s your goal? To mindfully choose how you respond to what life throws at you, you need a plan. Decide who you want to “be” today. Keep your goal top of mind. Select a few words that describe your intentions, such as “patient”, “open” or “helpful”. Focus on living those qualities.

Moment-to-moment awareness is key. Ask yourself throughout the day, “What is my attitude now? Is it helping me to be as effective as I can be? Is it helping the people who depend on me?”

Think ahead: What people or situations are likely to test your attitude today? What might push your buttons? Rehearse how you will respond. Reaffirm your goal and stay focused on the response that helps you achieve it.

Consider the long-term consequences of your reactions. Say a member of your team makes a bad mistake or you have a disagreement with them. Is the momentary satisfaction of tearing into them worth damaging your relationship ? Disagreements and problems come and go, but your relationships are not so easily replaced.

3. Adopt a “growth” attitude Your attitudes are shaped by how you see others—and by how you see yourself.

People with a “fixed” attitude see their abilities as set and established. They know what they’re good at and view what they’re not good at as talents they don’t have the capacity to improve (“I could never learn that!” or “I wasn’t born with a brain for that!”).

People with a fixed mindset see tasks requiring them to step outside their comfort zones as threats. Confident in what they already excel at, they fear mistakes that might threaten their identity. They only pay attention to feedback and information that confirms their beliefs.

People with a growth mindset believe they can always improve their skills. It doesn’t mean you can do anything, like play in the NBA or be an opera star. It means you never know what more is possible for you and do not limit yourself before you try. It means seeing mistakes as a chance to learn and stretch yourself.

Studies show people with growth attitudes are more engaged and empowered. They handle change more successfully. They’re more flexible and open to seeing new solutions. In workplaces that support a growth attitude, people collaborate more and feel safe to try new approaches.

4. Challenge your assumptions It’s natural to assume the worst about other people’s motives and capabilities, especially if we don’t agree or connect positively with them. Believing they offer little of value to us, we usually try to avoid them—which doesn’t do much for team collaboration and camaraderie.

If you have a coworker or employee you think has a bad attitude or lack of motivation, move past your assumptions. Reach out. Find out why—not with accusations but with caring questions. You may learn they are dealing with a trying situation at home or work stresses you didn’t know about. Knowing this will help you respond to them more productively.

Treat them with a little kindness and encouragement and you may see a different side of them. Learn their perspective. Find out what they do well and seek their input. People tend to respond to you based on how you treat them. If not, you have chosen an attitude you can be proud of.

Back to problem-solving.

If you don’t see a problem as a disaster, you are more likely to be calm and think about your options. Are you open to looking at the problem as an opportunity? We like opportunities. Our brains like opportunities. Our brains like to brainstorm. Finding any and all possible solutions to our dilemma. Now, not everything thing will be a winner, but the whittling down comes a little later in the process.

Improve problem-solving skills

Would you like to be a more effective problem-solver? Then invite positivity into your environment. Positive attitudes increase creativity and problem-solving skills. A positive attitude also increases productivity.

Some ways to create a positive attitude:
Write down three things you are grateful for each day (not the same 3 things, either)
Take breaks during your day
Tell a few jokes, or watch a funny animal video
Think about the ways to have a great morning and do them
Don’t spread gossip, don’t listen to gossip
Look forward to something outside of work
Practice meditation, walk, work-out
Have some “you time”- unwind, destress, play
Listen to music, watch a funny TV show, read an uplifting or funny book
Hang-out with positive people
Be open to possibilities
Stop the “stinking thinking”
Sit with your feelings and acknowledge them
Recharge your batteries
Stop complaining
Assume responsibility, choose your response

Get In Touch

The skills and attitudes behind successful problem solving

15 Jan 2018

Executive Director at States of Change.

About Jesper Christiansen

Follow the author:

Jesper is co-founder and Executive Director at States of Change. He is first and foremost a public innovation thinker and practitioner, focused on dealing more effectively with public problems for the common good.

Lead Learning Designer at UNDP's Accelerator Lab Network

About Bas Leurs

Bas is part of the team at UNDP building the Accelerator Lab Network - the world’s largest and fastest learning network around development challenges.

Prior to that, Bas was Head of Learning Experience Design in the Innovation Skills team at Nesta. He helped to design and run the first States of Change learning programme in Victoria, Australia.

Learning Experience Designer

About Kelly Duggan

Kelly is a Learning Experience Designer in the Innovation Skills team.

We worked with leading innovation practitioners from around the world to define the key skills, attitudes and behaviours that public innovators combine in order to successfully solve public problems. Introducing our new competency framework .

Finding the space and time to invest in the future while being responsible for delivering services that people rely on today is a well-known dilemma for governments around the world.

We’ve seen a number of interesting project pilots and inspiring innovation labs but no the larger-scale shift from applying these promising to how governments actually operate. Governments are still struggling to embed innovation in their organisations.

The big question is: how we go beyond individual pilots, projects and labs? How best to apply and spread the approaches, skills and culture that increase the ability of governments to innovate?

Human resources as an enabler of public innovation

We think human resources (HR) has a role to play. There's a relationship between between public workforce skills and innovation. What if we made it easier to hire for the right skills? Governments are increasingly using competency management approaches to set up standards for professional behaviour and performance management, as well as to gain competitive advantage by integrating HR policies with business strategies.

But beyond the broader and more established employee characteristics and behaviours for innovative working - such as motivation, openness to ideas, and change management - less is known about the unique attitudes, skills and competencies needed to support public sector innovation. How do they differ from what people are normally hired on the basis of?

Innovators, but in government

There are already attempts to provide clarity on the core competencies of public sector innovation, from the OECD’s Core Skills for Public Sector Innovation , to Le Nuancier de Formation from La 27e Region .

More clarity on what characterises innovative activity is good. But government is a different beast to most organisations, in scale if nothing else. So what do those innovative skills look like there?

Experimental problem solving

Problem solving is at the heart of how governments operate, and so we need to demystify where innovation approaches can be useful and what the relevant skills and competencies are to actually do the problem solving.

This is core to our work on developing the new competency framework for experimental problem solving . By framing our competencies around experimental problem solving, we try to emphasise how core attitudes and characteristics, in combination with key skills and competencies, enable behaviours that increase the likelihood of successful problem solving activities and better improve capacity. To be reductionist about it:

Skills + attitude (+ circumstance) = Behaviour.

More than brainstorming

Creative thinking techniques and brainstorming are useful for generating ideas, but there are other important competencies needed to systematically create, authorise, test and improve on ideas. The ideas are the easy part.

How we developed the framework

We want the framework to be useful and practical, rather than purely theoretical. We relied on experience to create it:

The Nesta Innovation Skills team have worked in and with multiple pioneering government innovation labs and teams for a considerable amount of years. This was our starting point.
Interviewed and workshopped with over 30 leading public sector innovation practitioners from around the world.
Tested our research with governments and innovation experts to ensure accurate representation, relevance and usefulness.

Taking this forward

Over the coming months, we will co-develop and refine concrete behavioural indicators and assessment criteria . And most importantly, we will be working directly with ambitious governments to test and experiment with how the competency framework can be integrated into their innovation learning journey as part of systematic capacity-building activities.

Content principles for the framework

The framework identifies core skills needed by public servants in order to experiment and adopt a greater range of innovative practices for public problem solving. Some important content principles are:

The broader innovation skillset

The attitudes and skills outlined in the framework are the broader elements that, in combination, drive successful application of experimental problem solving activities. They are crucial for successfully creating impact with established innovation methods, such as human-centred design, behavioural insights, data-science, foresight, etc., which each require a set of more technical skillsets.

Creating and maintaining the mandate for innovation

We’ve found that the effort required to create the space and legitimacy for innovation in government is often significantly underestimated. Good ideas can’t flourish in a hostile environment. So in addition to the skills needed to simply apply innovation methods, our framework focuses on innovation craft. That is, how might we practically and effectively navigate, apply, embed and organise for innovation approaches in government and how to create an enabling environment to make innovation happen and ensure impact.

Team-focused skills framework

Teams are central to successful problem solving and so we start with the team, rather than the individual, as the unit of action. The framework presents a diverse palette of skills and attitudes that are rarely all found in one individual, but need to be present within the wider innovation team. The challenge (and opportunity) is to combine these skills and attitudes in ways that make the team greater than its individual members.

Framework of complex skills

Solving complex problems involves managing the intricate tensions and dynamics between opposing mindsets, skillsets and ways of acting. Such dynamics include: being disruptive and challenging the status quo, while being humble and integrative; making decisions in the face of uncertainty while being able to legitimise these decisions; having a clear plan of action, while adapting to and improvising for unforeseen situations; exploring new possible futures, while focusing on outcomes and committing to real-world effects; keeping the big picture in mind while also considering citizens' needs at an individual level; being reflective and critical while having a strong bias towards action.

All this requires ongoing judgement and the ability to combine multiple different attitudes and skills at the same time. For these reasons, it is important to recognise the elements presented in the framework as “complex skills”.

The framework

With these content principles in mind, we have attempted to describe key attitudes and skills that provide a combined view on what it takes to set up and run explorative innovation processes, while also creating an enabling environment for innovation within an administrative and political context. The framework describes three core categories that - according to our experience and research - are crucial to form the basis of successful experimental problem solving:

Accelerating learning : Exploring and experimenting to identify knowledge gaps, create new understanding and inform decision-making in new ways
Working together : Engaging with citizens and multiple stakeholders to ensure co-creation and collaborative ownership of new solutions
Leading change : Creating space for innovation and driving change processes to mobilise people, inspire action and ensure strategic outcomes

How we plan to use it and next steps

As with many competency frameworks focused on change and innovation, there is a risk of it becoming a static, aspirational artefact rather than a practical tool for shifting practice. In this light, we see our research so far and this synthesis as only a starting point. In its current version, the framework mainly serves the purpose of bringing some clarity to the core elements and as a point of reference to enable further dialogue within the community of practice.Going forwards, we will be focusing on a number of activities to operationalise, test and further develop the framework into concrete activities, tasks, roles and incentive structures that can support real behaviour change. Our aim is to create:

Tools for setting (un)learning objectives . We will develop context-sensitive and customisable behaviour indicators to support capacity development and assess the impact of innovation learning.
Team and organisational assessment tools . We will generate tools that can help you assess the readiness and capability of your team, organisation and wider ecosystem.
Team roles . We will develop a set of innovation team roles to help break down the tasks and functions of an innovation team and support governments in team design and management.
Learning support and reflection tools . We will develop a set of practical frames for practitioners to use as systematic reflection for professional development and collective sense making.
Rethinking HR strategy . We will apply the framework to explore how to develop more effective HR strategies focused on behaviour change, enabling better performance and recruitment for successful problem solving.

All of these will be tested and developed further in practice with ambitious government partners.Growing the innovation skillsets and capabilities of the public workforce requires informing hiring practices, career development and training opportunities. It also requires creating the right incentives, processes and structures for public sector innovation. Governments are often aware of all this, and yet struggle with knowing where to start.This framework is meant to be a first step in supporting these efforts and enabling innovation approaches to become strategic drivers of successful experimental problem solving activities. We welcome your feedback . We are especially keen to engage with governments, organisations and people that are doing interesting work in this area and/or want to explore possibilities for transforming their organisations for the better.

Developing an impact framework for cultural change in government

How do we move from measuring outputs to assessing outcomes?

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Why Team Building Is Important + 12 Exercises

Two words that have the power to elicit a collective groan from your staff members.

While some find team-building exercises thrilling, others shrink from the thought of this mandatory fun/torture. Games could interfere with pressing work, and they seem trivial and a waste of time. For your personnel, these activities may make them vulnerable and feel silly.

As a manager, what do you do, and why would you subject your employees to these wearisome activities? Why should you spend so much money, time, and resources on such activities?

In this article, we provide a research-based explanation of the importance of team building and the advantages it can provide. After reading, you will understand the psychology of team building and be able to compile a bulletproof team-building plan that will help your team be most effective.

Read on to learn the science of team building and why it is so critical for effective teams. You will also learn about a few easy-to-use team-building exercises for your next team-building event.

Before you continue, we thought you might like to download our three Work & Career Coaching Exercises for free . These detailed, science-based exercises will help you identify opportunities for professional growth of your staff.

This Article Contains

Why team building is important, the importance of team building for managers, the psychology behind teamwork exercises, the benefits of psychological trust exercises, 8 team building activities to help improve:, compiling an effective team building strategy, bonus: 4 online team building exercises using zoom, a take-home message.

If asked what quality best prepares a student for real life, many employers will respond with “teamwork” (Ekimova & Kokurin, 2015).

Teamwork skills can be described as attitudes and behaviors necessary for an individual to be an effective team member and achieve common objectives or promote positive change (de Prada Creo et al., 2021).

In search of related studies, Schmutz et al. (2019) found that teamwork across an organization is part of a powerful process of improving patient care.

Through an analysis of 1,390 medically related teams from 31 different studies, teamwork was found to have positively affected clinical performance. The researchers assert that these findings demonstrate the importance of maintaining and improving teamwork to benefit health care patients.

“It is critical to have teamwork-supportive organizational conditions and environments where psychological safety can flourish and be a mechanism to resolve conflicts, ensure safety, mitigate errors, learn, and improve performance.”

Salas et al., 2018, p. 593

Managers have the opportunity to set precedence.

The role of a manager is to oversee the work of others. To accomplish this, a manager must be as much a team player as the supervised employees.

Haas and Mortensen (2016) assert that team members’ behavior styles or personalities do not equate to effective collaboration; it is a compelling direction, a strong structure, and a supportive context that matter. Consequently,

“Managers can achieve big returns if they understand what those factors are and focus on getting them right.”

Haas and Mortensen, 2016, para. 3

A manager is a driving force behind a team, and if a manager is tasked with keeping the workplace organized and efficient, that work begins with the manager.

Further, because teamwork skills are not a topic seemingly related to the actual job task, especially in the medical setting, team members may hesitate to work on these critical skills (Aarnio et al., 2010).

Therefore, it is the manager’s duty to motivate team members to learn teamwork skills. This can be accomplished through modeling. Compiling and implementing an effective team-building strategy is also going to be critical for the manager of a team. More on this topic later.

17 More Work & Career Coaching Exercises

These 17 Work & Career Coaching Exercises [PDF] contain everything you need to help others find more meaning and satisfaction in their work.

Created by Experts. 100% Science-based.

Despite the entertainment and fun some teamwork exercises provide, they inconspicuously deliver important teamwork skills.

Team development can be better understood using two models: Cog’s Ladder and Tuckman’s Stages. It will be important to consider these two theories as you develop your comprehensive team-building plan.

Cog’s Ladder is a five-stage model that groups must use to meet goals (Staggers et al., 2008). This theoretical framework helps to show how groups can be changed through group development (Dixon, 2000).

The stages are as follows:

The polite phase
The “Why are we here?” phase
The power phase
The cooperation phase
The esprit de corps phase

Also, a five-step model, Tuckman’s Stages depict stages teams must pass through to achieve objectives (Staggers et al., 2008).

Tuckman (1965) summarizes the group stages as follows:

Managers and team leaders can use these blueprints to understand the process teams need to develop clearly. The keyword is “process.” Teamwork will not occur instantaneously. That is where our exercises will come in.

The theories behind these two models can be used to plan team-building exercises. For instance, both theoretical frameworks note the importance of a strong foundation.

Stages 1 and 2 from Cog’s Ladder align with Tuckman’s forming stage (Staggers et al., 2008). Ideally, this is when teams get to know each other and better understand the group’s goal. Collaboration activities that involve familiarizing team members with each other and building relationships will be beneficial during these stages.

In the power stage of Cog’s Ladder and storming stage from Tuckman, team members experience confrontation and possible conflict. It will be critical to perform vulnerability, role clarity, and culture team-building exercises to prepare for this stage and mitigate friction when solving problems.

Your team should feel comfortable sharing their solutions and constructively debating ideas. Resolving conflict will be an essential skill for solving problems and maintaining professionalism.

Then the magic happens. In the cooperation and performing phases, the intended work is completed. To help facilitate your staff members in this stage, you will want to employ activities that involve team effectiveness or a positive attitude.

The final stages of Cog’s Ladder and Tuckman’s Stages, the esprit de corps and adjourning stages, may not be reached by all teams and are indicated by high group morale and loyalty (Staggers et al., 2008).

During this last phase, your team will benefit from any team building; however, the feedback activities will be particularly helpful. The feedback activities will help managers determine which parts of the process were most influential for team building.

Trust is a vital aspect, as it is an important predictor of behavior in a team (Breuer et al., 2020). The willingness to be vulnerable and take risks is key when sharing information and being part of a team.

Let’s look at the model of organization trust by Mayer et al. (1995). This framework blends research from multiple disciplines and discerns trust from similar constructs such as cooperation and confidence.

Source: Mayer et al., 1995, p. 715

This model extends a definition of trust and a model of its antecedents and results. The model evaluates the characteristics of the trustor, the trustee, and the role of risk.

Trust will be particularly important in the middle stages of Cog’s Ladder and Tuckman’s stages. The team members must feel that they are in a safe enough place to share their ideas. We will get to our trust exercises in just a bit.

Collaboration

Communication is critical for building relationships, rapport, and good team performance. Good communication is needed for effective collaboration, and this exercise will help your team to become better communicators and collaborators.

Marshmallow tower

Given a set amount of time, groups are tasked with building the tallest free-standing structure using the following materials: uncooked spaghetti and marshmallows. Not only is this activity entertaining, but it will also help determine your team’s effectiveness.

As the manager, this activity will shed light on which team members are willing to step up and which are hanging back, and can indicate your future leaders.

Collaboration requires two proficiencies: the ability to collaborate with internal members and the ability to collaborate with external entities (Bene & McNeilly, 2020). This will be an effective exercise to determine if your groups can use both.

Using this activity specifically, do group members communicate with each other to build the highest tower? Do you have some group members who also seek new ideas from outside sources?

Although seemingly simple, collaboration is quite complex. It requires empathy, negotiation, consensus building, problem-solving, conflict resolution, and mediation between group members with different backgrounds, values, cultures, and perspectives (Bene & McNeilly, 2020).

Collaboration activities are ideal at the initial formation of the group, as well as throughout the group’s time together, to sustain collaborative effectiveness.

Vulnerability

Building trust requires a degree of vulnerability and an element of personal risk, even if it is minimal. Try the following activity to encourage team members to become vulnerable, take risks, and grow.

Blindfold Guiding

For the Blindfold Guiding Exercise, the team is divided into pairs and assigned the roles of blindfolded walker and guide.

While walking behind the walker, the guide guides the walker around the room using only spoken instructions, such as turning to the right, stepping to the left, and moving forward to avoid obstacles.

As we discussed, trust is a critical element for team building. Further, it is an essential element for effective collaboration as it is positively correlated to team-related attitudes, information processing, and team performance (Breuer et al., 2020).

This exercise aims to carry trust to the workplace and apply it to the relationship. Further, it acts as an excellent icebreaker and a fun way to build trust while practicing communication skills.

Team effectiveness

To have a team that works well together, having a little fun and breaking down barriers will be advantageous. Additionally, real-life challenges are often urgent and must be considered thoughtfully and logically.

Team-building activities are particularly effective when they help create this same sense of urgency.

Getting to Know One Another

The Getting to Know One Another Exercise can help build understanding, which leads to more openness when sharing information, thus enhancing a team’s effectiveness.

The team forms into pairs and shares a story of a blunder. Their partner and the rest of the group are asked to remember and repeat the story. This is an effective team-building exercise to get to know one another personally and practice active listening .

It is imperative to create personal relationships for an effective group. Mousa et al. (2020) conducted research concerning workplace happiness . Using questionnaires from Egyptian hospitals, one of their findings was that managers could raise workplace happiness by creating personal relationships with physicians.

Using this premise, managers will want to get to know their staff members, and staff members are encouraged to get to know each other to form and sustain a solid team.

Feedback is important and can help a team improve upon current practices. Sometimes team members may be unwilling to share the information necessary for constructive criticism. This activity may help.

Stepping Forward

The Stepping Forward Exercise may be an ideal way to start or finish a team-building day and understand the needs of all attending. Once the exercise is complete, the team-building day can begin, considering the needs of all in attendance.

If used at the end of the day, ask each person whether the day met their expectations. Their responses can shape future training or generate appropriate follow-ups and information that may help.

You may also find this activity beneficial to gain employee feedback after an ordinary workday and company training. This designated time allows individuals to safely share new ideas and thoughts with the team.

Openness to new ideas and feedback is one of the three main characteristics of humble leadership , which has positively impacted project success (Ali et al., 2021).

Humble leadership is a style team leaders should strive for. It involves not only being open to feedback, but implementing the feedback as well. When group members see their feedback in action, they will be more willing to share suggestions to help move the group forward.

Group dynamics

“The whole is greater than the sum of its parts.”

This is the premise when we consider groups. Group dynamics are the innerworkings of a group of individuals or the processes the group experiences. This term was first used by Kurt Lewin who used group dynamics to describe the interactions, attitudes, and behaviors between people who are working together (Martins, 2022).

Having effective group dynamics allows the team to work together effectively. To strengthen your team’s dynamics, you may consider the following activity.

Creating Shapes

Frequent movement may not be part of the company training or regular workday for many. During a long stretch of training or a typical workday, it can be useful to get people moving to stimulate new interactions and change the social dynamics.

The Creating Shapes Exercise gets people out of their chairs and moving and interacting differently. With this activity, participants will learn that a team can be more productive when working well as a cohesive unit through understanding one another’s needs.

Role clarity

In an organization or any team unit, if there is a lack of understanding of the roles and responsibilities of team members, there is a potential for inefficiencies and conflict. Try the following exercises to eliminate confusion.

Role Expectation Matrix

Instead of creating job responsibilities, it may be helpful for your team to create a role expectation matrix. To create the Role Expectation Matrix , participants create a 2×2 matrix with everyone’s roles along the X and Y axes.

The matrix is then designed to show the expectations from one role to another. For example, “What should a manager expect from a designer?” and “What can a designer expect from a project manager?”

This activity aims to clarify and eliminate friction concerning expectations for specific positions within a company.

Role expectations must be transparent. Role clarity is an element of ethical leadership, which is conversely related to passive leadership (Vullinghs et al., 2020).

When team members are aware of their expectations and the expectations of their teammates, there is little ambiguity between the roles, leaving less space for potential conflict. Role clarity and consistency create an environment of trust (Newman & Ford, 2021).

Positive attitude

A positive attitude can mean the difference between loathing and loving what you do daily. Practicing gratitude has countless benefits and may help encourage a positive attitude in your team. The following exercises can also improve appreciation in your team.

Back Writing Exercise

This activity requires participants to circulate the room and have a piece of paper taped or pinned to their backs. The leader asks participants to write something on a team member’s back using a specific prompt (one skill this person has, a famous look-alike of this person). At the end of the activity, participants share the results.

Positive social interactions are an important contributing factor in psychological wellbeing (Narain et al., 2020), and this activity encourages such practice. People enjoy hearing compliments, and it feels good to give them.

Take this activity further to include corrective feedback if team members know each other well and feel safe enough to do so.

A unit can be most effective with a clear and recognizable culture; however, there could be countless other subcultures within a culture. Games can be one of the best ways to break down barriers and build common problem-solving approaches (Depping et al., 2016).

Culture day

May 21st is World Day for Cultural Diversity and an excellent opportunity for team members to showcase their heritage. If you have a diverse team willing to share their various cultures, perhaps try making a fun team-building event out of it.

Participants could bring a dish from their culture and share a short informational session that includes fun customs and traditions. Presenters could share their music or dance with the group.

After employees share their personal culture, consider taking some time to discuss the company culture. The company culture “defines the values and beliefs of an organization as to how its members work with each other” (Newman & Ford, 2021, p. 4).

A strong culture will help the team succeed, and an effective leader is aware of this phenomenon.

A group of people can be described as individuals who recognize themselves as a social entity that interacts with each of its members, are psychologically aware of each of its members, and perceive themselves as a group (Davenport, 2009).

It goes without saying that this social entity will benefit from the team-building exercises discussed here; however, how do you determine which activities are best for your organization?

Compiling an effective team-building strategy will require knowing your team and their specific needs. Do you have a new team recently formed? Perhaps try some of the collaboration exercises. Do you have a diverse team with members from various regions of the world? Does your organization have difficulty communicating? After determining your team’s needs, you may use exercises that address culture or group dynamics.

Next, it is important to remember that team building is a process. Group cohesion is not likely to be created in a day and must be ongoing (Team building: Introduction, n.d.).

When creating your plan, you will want to consider Cog’s Ladder and Tuckman’s Strategies.

Our article on the Psychology of Teamwork lists habits that build effective teams.

Virtual teams, or teams that rely on technology and are not collocated, experience similar challenges to in-person teams, such as project coordination, building relationships, and teamwork (Srivastava, 2020). Overcoming these challenges may be difficult — if you are not creative.

Here are our top four suggestions to build camaraderie using video conferencing.

1. Icebreakers

Similar to in-person getting-to-know-you activities, participants are asked a question, and everyone needs to respond.

For example, each person could be asked to state their role within the company and their favorite vacation.

These responses could be shared in the chat, or participants can take turns turning on their microphones and video to share with the group. Teambuilding.com has a fun question generator you could use.

This original game can help foster team members’ communication, visual skills, and enjoyment.

Players should scan participants and their backgrounds. Take note of something interesting and make it into an “I spy” statement, such as “I spy someone with a plant in the background.”

Players will have fun searching for the item. More examples of the game and others like it can be found in Team Culture’s YouTube video.

3. Closing statement

In his YouTube video, Chad Littlefield asserts that team building is accomplished over time and emphasizes the importance of embedding activities within the actual meeting.

One strategy he employs is inviting team members to answer a closing sentence before signing off. The team leader should create an intentional check-out question.

As an example, ask your team, “What is something you would like to do more of this week?” For more ideas, check out his YouTube video.

4. Team Class

From ukulele customization to hypnosis, there are many team-bonding events on Team Class . Team Class is an agency that provides traditional team-bonding exercises in a virtual environment.

Perhaps a workshop, class, tasting, or virtual escape room may interest your coworkers. All materials are sent to participants’ residences where they can enjoy the class, show, and camaraderie all from the comfort of their homes.

We rely on teams in every aspect of our lives, from the medical field to the battlefield. Teams need to be not only cohesive, but effective.

Working together may not come naturally to team members or even some teams. Many teams require development, and that is OK. We must also remember that teams will require ongoing team-building opportunities to be effective.

A team made up of even the best of the best will not be prosperous if team members cannot work together.

Teamwork is a critical skill not often focused on in adulthood. Businesses and organizations can strengthen their teams through team building. This article also taught us the importance of team building among managers.

We hope these exercises, with the science behind them, inspire you to create the best team building-plan you can. Are there any exercises you suggest for creating a strong team? We look forward to hearing them below.

We hope you enjoyed reading this article. Don’t forget to download our three Work & Career Coaching Exercises for free .

Aarnio, M., Nieminen, J., Pyörälä, E., & Lindblom-Ylänne, S. (2010). Motivating medical students to learn teamwork skills. Medical Teacher , 32 (4), e199–e204.
Ali, M., Li, Z., Khan, S., Shah, S. J., & Ullah, R. (2021). Linking humble leadership and project success: The moderating role of top management support with mediation of team-building. International Journal of Managing Projects in Business , 14 (3), 545–562.
Bene, R., & McNeilly, E. (2020). Getting radical: Using design thinking to tackle collaboration issues. Papers on Postsecondary Learning and Teaching , 4 , 50–57.
Breuer, C., Hüffmeier, J., Hibben, F., & Hertel, G. (2020). Trust in teams: A taxonomy of perceived trustworthiness factors and risk-taking behaviors in face-to-face and virtual teams. Human Relations , 73 (1), 3–34.
Davenport, H. (2009). Groups and teams. In I. Brooks (Ed.), Organisational behaviour: Individuals, groups and organisation (pp. 111–155). Pearson.
Depping, A. E., Mandryk, R. L., Johanson, C., Bowey, J. T., & Thomson, S. C. (2016). Trust me. Proceedings of the 2016 Annual Symposium on Computer–Human Interaction in Play .
de Prada Creo, E., Mareque, M., & Portela-Pino, I. (2021). The acquisition of teamwork skills in university students through extra-curricular activities. Education+Training , 63 (2), 165–181.
Dixon, L. (2000). Stages of group dynamics . Progressions: The Peer-Led Team Learning Project Newsletter , 1 (4). Retrieved March 31, 2023, from https://pltlis.org/wp-content/uploads/2012/10/Group-Dynamics-and-Leadership-Dixon-Stages-of-Group-Dynamics.pdf.
Ekimova, V., & Kokurin, A. (2015). Students’ attitudes towards different team building methods. Procedia-Social and Behavioral Sciences, 186 , 847–855.
Haas, M., & Mortensen, M. (2016). The secrets of great teamwork. Harvard Business Review , 94 (6), 70–76.
Martins, J. (2022). The secret to great group dynamics . Asana. Retrieved April 19, 2023, from https://asana.com/resources/improving-group-dynamics.
Mayer, R. C., Davis, J. H., & Schoorman, D. (1995). An integrative model of organizational trust. Academy of Management Review , 20 (3), 709–734.
Mousa, M., Massoud, H. K., & Ayoubi, R. M. (2020). Gender, diversity management perceptions, workplace happiness and organisational citizenship behaviour. Employee Relations: The International Journal , 42 (6), 1249–1269.
Narain, J., Quach, T., Davey, M., Park, H. W., Breazeal, C., & Picard, R. (2020). Promoting wellbeing with Sunny, a chatbot that facilitates positive messages within social groups. In Extended abstracts of the 2020 CHI conference on human factors in computing systems (pp. 1–8).
Newman, S. A., & Ford, R. C. (2021). Five steps to leading your team in the virtual COVID-19 workplace. Organizational Dynamics , 50 (1).
Salas, E., Reyes, D. L., & McDaniel, S. H. (2018). The science of teamwork: Progress, reflections, and the road ahead. American Psychologist , 73 (4), 593–600.
Schmutz, J. B., Meier, L. L., & Manser, T. (2019). How effective is teamwork really? The relationship between teamwork and performance in healthcare teams: A systematic review and meta-analysis. British Medical Journal , 9 (9).
Srivastava, P. R. (2020). Communication, collaboration & trust: Interpersonal challenges in virtual collaboration team. International Journal of English Literature and Social Sciences , 5 (4), 1273–1278.
Staggers, J., Garcia, S., & Nagelhout, E. (2008). Teamwork through team building: Face-to-face to online. Business Communication Quarterly , 71 (4), 472–487.
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Resolving Attitude Issues in the Workplace

Resolving attitude issues in the workplace: a comprehensive guide for hr managers.

Understanding attitude issues in the workplace

Attitude issues in the workplace can have a significant impact on the overall productivity and morale of employees. It is crucial for HR managers to understand the root causes of these issues in order to effectively resolve them. Attitude issues can manifest in various ways, such as negativity, lack of motivation, resistance to change, and conflicts with colleagues. These issues can stem from personal factors, work-related stress, or a combination of both. By gaining a deeper understanding of the underlying causes, HR managers can implement targeted strategies to address and resolve attitude issues.

The impact of attitude issues on the workplace

Attitude issues can have a detrimental effect on the workplace. Negative attitudes can spread like wildfire, creating a toxic work environment and affecting the morale and productivity of the entire team. When employees have a negative attitude, they are less likely to collaborate effectively, engage in their work, and contribute to the overall success of the organization. Attitude issues can also lead to increased absenteeism, high turnover rates, and a decline in customer satisfaction. It is imperative for HR managers to address these issues promptly and effectively to maintain a positive and productive workplace.

Common types of attitude issues

Attitude issues in the workplace can manifest in various forms. Some common types of attitude issues include:

Negativity : Employees with a negative attitude tend to focus on the problems rather than solutions. They may constantly complain, criticize others, and create a pessimistic atmosphere.
Resistance to change : Some employees are resistant to change and may display a negative attitude toward new initiatives, processes, or technologies. They may fear the unknown and prefer the comfort of the familiar.
Lack of motivation : Employees who lack motivation may exhibit disinterest in their work, have low energy levels, and fail to meet deadlines. They may feel demotivated due to various reasons, such as a lack of recognition, limited growth opportunities, or a mismatch between their skills and job responsibilities.
Poor communication : Attitude issues can also arise from poor communication. When employees feel unheard or misunderstood, they may become frustrated and develop a negative attitude toward their colleagues or superiors.

Recognizing these different types of attitude issues is crucial for HR managers to develop targeted strategies for resolution.

Recognizing attitude issues in employees

Identifying attitude issues in employees is the first step toward resolution. It is essential for HR managers to be vigilant and observant in order to recognize the signs of attitude issues. Some common indicators include:

Negative language and behavior : Employees with attitude issues may use negative language, exhibit disrespectful behavior toward others, or display a lack of empathy.
Decreased productivity : Attitude issues can significantly impact an employee’s productivity. They may frequently miss deadlines, produce subpar work, or fail to meet performance expectations.
Increased conflicts : Employees with attitude issues often engage in conflicts with their colleagues or superiors. They may be argumentative, dismissive of others’ opinions, or unwilling to compromise.
Low morale : Attitude issues can lead to decreased morale among the affected employee and the team. They may appear disengaged, disinterested, or exhibit a lack of enthusiasm toward their work.

By being attentive to these signs, HR managers can proactively address attitude issues and prevent them from escalating further.

Strategies for managing toxic employees

Managing toxic employees requires a careful approach to ensure a positive work environment for all. Here are some strategies that HR managers can implement:

Identify the root cause : It is essential to understand the underlying reasons for an employee’s toxic behavior. It could be personal issues, work-related stress, or a combination of both. By identifying the root cause, HR managers can provide targeted support and guidance.
Open communication : Encourage open and honest communication with the toxic employee. Provide a safe space for them to express their concerns or frustrations. Listen actively and empathetically, and work together to find solutions.
Set clear expectations : Clearly communicate expectations for behavior and performance. Establish boundaries and consequences for toxic behavior. Provide regular feedback and address any concerns promptly.
Offer support and resources : Provide resources such as counseling services, stress management workshops, or training programs to help toxic employees address their issues. Offer support and guidance throughout the process.

By implementing these strategies, HR managers can help toxic employees transform their behavior and contribute positively to the workplace.

Effective conflict resolution techniques

Conflicts in the workplace are inevitable, but they can be effectively managed and resolved. HR managers can employ the following conflict resolution techniques:

Mediation : Mediation involves a neutral third party facilitating a conversation between conflicting parties. It provides an opportunity for open dialogue and finding mutually agreeable solutions.
Active listening : Encourage active listening during conflicts. Ensure that both parties have an opportunity to express their perspectives without interruption. This helps in fostering understanding and empathy.
Seek common ground : Identify common goals or interests between conflicting parties. Focus on areas of agreement to find a compromise that satisfies both parties.
Encourage collaboration : Encourage conflicting parties to collaborate on finding a solution. By working together, they can develop a sense of ownership and commitment to the resolution.

By utilizing these conflict resolution techniques, HR managers can effectively resolve conflicts and promote a harmonious work environment.

Building employee engagement and motivation

Employee engagement and motivation play a vital role in creating a positive work environment. Here are some strategies to build employee engagement and motivation:

Recognition and rewards : Recognize and reward employees for their contributions and achievements. This can be in the form of verbal appreciation, performance bonuses, or career advancement opportunities.
Professional development : Offer opportunities for professional growth and development. Provide training programs, mentorship, or educational assistance to enhance employees’ skills and knowledge.
Meaningful work : Assign employees tasks that align with their interests and strengths. Help them understand the purpose and impact of their work. This fosters a sense of fulfillment and motivation.
Promote work-life balance : Encourage a healthy work-life balance by promoting flexible work arrangements, wellness programs, and stress management initiatives. This helps in preventing burnout and maintaining motivation.

By implementing these strategies, HR managers can create an environment where employees feel engaged, motivated, and valued.

Creating a positive workplace culture

A positive workplace culture is essential for resolving attitude issues and fostering a productive work environment. Here are some ways to create a positive workplace culture:

Lead by example : Leaders must exhibit positive attitudes and behaviors. They should model respect, open communication, and collaboration. This sets the tone for the entire organization.
Promote teamwork : Encourage teamwork and collaboration among employees. Foster a sense of camaraderie and create opportunities for cross-functional collaboration.
Encourage feedback : Establish a culture of feedback where employees feel comfortable providing and receiving constructive feedback. This promotes continuous improvement and growth.
Celebrate achievements : Recognize and celebrate individual and team achievements. This boosts morale and creates a positive atmosphere.

By creating a positive workplace culture, HR managers can lay the foundation for resolving attitude issues and fostering a harmonious work environment.

Team management strategies for addressing attitude issues

Addressing attitude issues requires effective team management strategies. Here are some strategies that HR managers can implement:

Team-building activities : Organize team-building activities to enhance trust, communication, and collaboration among team members. This helps in resolving conflicts and improving team dynamics.
Clarify roles and responsibilities : Clearly define roles and responsibilities within the team. Ensure that each team member understands their contribution and how it aligns with the team’s goals.
Promote a supportive environment : Foster a supportive environment where team members feel comfortable expressing their concerns or seeking help. Encourage teamwork and mutual support.
Provide regular feedback : Offer regular feedback on individual and team performance. This helps in addressing attitude issues promptly and providing guidance for improvement.

By implementing these team management strategies, HR managers can address attitude issues at a team level and promote a positive work environment.

Importance of effective communication in resolving attitude issues

Effective communication is crucial in resolving attitude issues. Here’s why:

Understanding the root cause : Effective communication helps in understanding the underlying reasons for attitude issues. By listening actively and empathetically, HR managers can gain insights into the employee’s perspective.
Building trust : Open and honest communication builds trust between HR managers and employees. When employees feel heard and understood, they are more likely to be receptive to feedback and guidance.
Clarifying expectations : Clear communication regarding behavior and performance expectations helps in setting boundaries and addressing attitude issues promptly. It ensures that employees are aware of the consequences of their actions.
Conflict resolution : Effective communication is essential for resolving conflicts and misunderstandings. By encouraging open dialogue and active listening, HR managers can facilitate a resolution that satisfies all parties involved.

By prioritizing effective communication, HR managers can effectively address attitude issues and promote a positive work environment.

Employee well-being and its role in attitude management

Employee well-being plays a crucial role in attitude management. Here’s how HR managers can prioritize employee well-being:

Work-life balance : Encourage work-life balance by promoting flexible work arrangements, providing time off, or implementing wellness programs. This helps in reducing stress and improving overall well-being.
Stress management : Offer stress management workshops or resources to help employees manage work-related stress. Provide tools and techniques for coping with stress effectively.
Support employee growth : Support employees’ personal and professional growth by providing opportunities for learning and development. This helps in boosting confidence and job satisfaction.
Promote a healthy work environment : Foster a healthy work environment by addressing issues such as bullying, harassment, or discrimination. Establish policies and procedures that promote inclusivity and respect.

By prioritizing employee well-being, HR managers can create an environment that supports positive attitudes and overall job satisfaction.

Leadership’s role in addressing attitude issues

Leadership plays a crucial role in addressing attitude issues within the organization. Here’s how leaders can contribute:

Lead by example : Leaders should display positive attitudes and behaviors that align with the organization’s values. This sets a precedent for employees to follow.
Effective communication : Leaders should communicate expectations clearly and provide regular feedback. They should also be approachable and open to hearing employee concerns or suggestions.
Empower employees : Empower employees by involving them in decision-making processes and providing autonomy in their work. This fosters a sense of ownership and accountability.
Provide support and resources : Leaders should provide resources and support for employees to address attitude issues. This may include counseling services, training programs, or mentorship opportunities.

By demonstrating effective leadership, leaders can create a positive work environment and actively contribute to resolving attitude issues.

Employee training and development for attitude improvement

Employee training and development programs can significantly contribute to attitude improvement. Here’s how HR managers can leverage training and development:

Soft skills training : Offer training programs focused on developing essential soft skills, such as communication, conflict resolution, and emotional intelligence. These skills help employees manage attitude issues effectively.
Leadership development : Provide leadership development programs to equip employees with the skills necessary to address attitude issues within their teams. Leadership skills can empower employees to become effective role models.
Mindfulness and stress management : Introduce mindfulness and stress management training to help employees cope with work-related stress and maintain a positive attitude. These practices promote self-awareness and emotional well-being.
Customer service training : For employees who directly interact with customers, customer service training can improve their attitude towards customers and enhance the overall customer experience.

By investing in employee training and development, HR managers can equip employees with the necessary skills to improve their attitudes and contribute positively to the workplace.

Performance management techniques for attitude improvement

Performance management techniques can be instrumental in addressing attitude issues. Here are some techniques that HR managers can implement:

Clear performance expectations : Set clear performance expectations that align with the organization’s values. Ensure that employees understand the importance of positive attitudes and behaviors in achieving their goals.
Regular feedback : Provide regular feedback on employee performance, focusing on both strengths and areas for improvement. Address attitude issues promptly and provide guidance for improvement.
Performance improvement plans : In cases where attitude issues persist despite efforts to address them, implement performance improvement plans. These plans outline specific actions and timelines for improvement.
Recognition and rewards : Recognize and reward employees who demonstrate positive attitudes and behaviors. This reinforces the importance of maintaining a positive attitude in the workplace.

By utilizing performance management techniques, HR managers can effectively address attitude issues and drive continuous improvement.

Team building activities to address attitude issues

Team building activities can play a vital role in addressing attitude issues within a team. Here are some activities that HR managers can organize:

Icebreaker activities : Start team meetings or workshops with icebreaker activities to create a relaxed and positive atmosphere. This encourages team members to open up and build rapport.
Collaborative projects : Assign team members to collaborate on a project that requires them to work together and appreciate each other’s contributions. This fosters teamwork and improves relationships.
Team outings : Organize team outings or social events to provide an opportunity for team members to bond outside of work. This helps in building trust and camaraderie.
Problem-solving activities : Engage the team in problem-solving activities that require them to work together and find solutions. This promotes collaboration and a positive attitude toward challenges.

By organizing team-building activities, HR managers can create a cohesive and positive team environment that addresses attitude issues effectively.

Employee retention strategies in relation to attitude issues

Employee retention is crucial for maintaining a positive work environment. Here are some strategies for retaining employees in relation to attitude issues:

Identify and address underlying issues : Identify the underlying issues contributing to attitude issues and address them proactively. By providing support and resources, HR managers can help employees overcome challenges and improve their attitudes.
Career development opportunities : Offer opportunities for career growth and development. This can include training programs, mentorship, or the provision of challenging assignments. Encouraging employees to grow professionally can boost their engagement and motivation.
Recognition and rewards : Recognize and reward employees for their contributions and positive attitudes. This reinforces their value to the organization and encourages them to maintain a positive attitude.
Regular feedback and communication : Provide regular feedback and maintain open lines of communication with employees.

Resolving attitude issues in the workplace is a complex but essential task for HR managers. By understanding the impact of these issues, recognizing the common types, and implementing effective strategies, HR managers can create a positive work environment and address attitude issues proactively. Through effective communication, conflict resolution, employee engagement, and leadership involvement, HR managers can unlock the power of top talent and ensure the success of their organizations. So, unlock the power of top talent for your Houston company today!

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How to Foster a Positive Attitude Towards Math at Home

March 06, 2020

Fostering a positive attitude towards math from a very young age prepares children for success in math. Studies have found that a positive attitude toward math boosts the brain’s memory center and improves math performance. Every child can be successful in math with good teaching, coaching, practice, encouragement, and motivation.

We, as parents are our children’s first teachers and our attitude and behavior towards math influences their perspective and as a result their mathematical capabilities.

Here are some steps parents can take to motivate students and encourage a positive attitude towards math.

Connect math to everyday life.

Math is all around us and children need to realize this from a young age. Help children realize how math influences our everyday life by including them in everyday activities that require math. Homeschooling parents know this well.

Include children in cooking, study recipes together, and measure ingredients.
Keep track of time, set the alarm together.
Encourage your children to find shapes and patterns all around them.
Find symmetry in nature .
Talk about the distance to school, store, park.
Compare prices at the store.
Plant seeds and count how many sprouts every day or week.
Take measurements for a new mat, shelf, frame, etc

Encourage perseverance when solving math problems.

Explain that it is ok to be confused by a problem and try many different ways to get to the solution. It is all part of learning. Practicing perseverance to work through the initial frustration of not knowing where to start is the first step to building problem-solving resilience in students.

Teach Problem-solving strategies

Encourage children to experiment with different approaches when solving problems. There is often more than one way to solve a math problem. Teach problem-solving strategies that will help them tackle different types of problems. Problem-solving Strategies

Make Practice Fun

Practice drills are required for better understanding, fluency, and automation. However, repeated practice can often become boring and tiring. Give practice assignments in chunks and keep them short. Try out many different ways of practicing like worksheets, digital games, board/card games, and even physically active games. Provide manipulatives for better understanding. Design your own games with themes and toys that your child will enjoy, like toy cars, dolls, blocks, and more. You know your child better than anyone and you know what gets them excited. Make practice time a fun time. You can find many ideas online on how to use everyday objects and toys like legos to practice math.

Learn with dominoes

Make your own dice

Play games with UNO CARDS

Active outdoors math games

Play games that enhance mathematical skills

Playing board/card games together with family or friends helps children develop skills like problem-solving and strategic thinking. It improves mental-math skills, logic, and working memory. Games like chess , quarto , quixo , Dragon Times , monopoly , blocus , set , abalone , and more are great games for enhancing mathematical skills.

Check out our free print to play math cards and board games. Practice addition, subtraction, multiplication, division, fractions and so many more concepts.

Math homework

Keep homework time stressless by planning for enough time, and create a “homework space” that is relaxing and comfortable. Set aside a specific time each day when homework is completed. Routine and consistency help reduce stress. Explain that effort is more important than results and making mistakes helps people learn. If homework becomes too much or too difficult for your child talk with their teacher to understand the reasons. Maybe your child is struggling with specific concepts and they need to fill the gaps before moving ahead.

Encourage mathematical thinking

Guide your child in problem-solving by asking the right questions. Why did you…? What can you do next? Do you see any patterns? Does the answer make sense? How do you know? This helps to encourage thinking about mathematics. Explaining their way of thinking helps them understand better and gives the parent a good opportunity to assess their skills. Solve some puzzles with your children and practice perseverance and problem-solving. https://app.mathcurious.com/puzzles

Give constructive feedback

Give children constructive and honest feedback without praise or judgment. For example “I’m noticing that you know how to solve one-digit by two-digit multiplication and you need more practice with two-digit by two-digit multiplication. Pay more attention to the place value.”

Provide Opportunities for Success to Boost Confidence

Start with simple problems and slowly move to the more complicated ones. Encourage children to retry challenging problems that they failed to solve after learning and understanding more. This way they achieve success and their confidence in math increases.

Reward and Praise Effort

Praise and reward children for putting in all the effort despite the results. Let them know how proud you are of them for working hard. Show them that you believe in them.

Fostering a positive attitude towards math means making every mathematical experience a positive one, whether is homework, practice or a test. It means to support, encourage and motivate children so they feel able and confident about their mathematical skills.

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45 team building games to improve commu ...

45 team building games to improve communication and camaraderie

Team building games bring everyone together without the added pressure of work. Here, we’ve listed 45 of the top team building activities broken down by icebreaker, problem solving, indoor, and outdoor games.

As Ashley Frabasilio, Employee Engagement Manager at Asana puts it, “Creating a shared experience for teams to build relationships is one of the best ways to increase trust and encourage collaboration."

Whether you’re looking for indoor or outdoor activities, quick icebreaker games, or activities to bond with your remote team members, we compiled a list of over 45 team building games that you’ll actually enjoy.

How to make team building inclusive

Teams with an inclusive culture tend to be more transparent, supportive, and happy because everyone feels accepted. It’s essential to make any team activity feel productive and enjoyable for the entire group, regardless of personalities or skill sets. Whether you’re working on building an inclusive remote culture or want in-person teams to feel more comfortable together, consider the following for an inclusive team building experience:

Inclusive team building means including everyone. Depending on the type of team building activity, you may benefit from hiring an outside expert to facilitate a team building event that everyone can participate in. Plus, the activity may feel more authentic because a professional is guiding you.

If you have introverts on the team, they may not be as excited about an exercise that involves lots of social interaction and do better in small groups.

Teammates with speech, sight, or hearing impairments may feel left out during a game that involves blindfolding players and communicating without looking at each other.

Physically active games could exclude physically impaired teammates.

Before choosing one of the team building games from this list, take stock of everyone's abilities. Find an activity that everyone on your team can participate in. Maybe even send out an anonymous poll to see what kinds of activities your team would be willing to partake in. Ultimately, the best team building activity will be the one that everyone can enjoy.

Team icebreaker games

Icebreaker questions and activities are the perfect “getting to know you” games but they’re also fun to play with teammates you’ve known for a long time. You can play them to get everyone up to speed for a meeting (especially on those 8am calls) or use them to introduce new team members.

1. Two truths, one lie

Team size : 3+ people

Time : 2–3 minutes per person

How to play : Ask everyone in the group to come up with two facts about themselves and one lie. The more memorable the facts (e.g., I went skydiving in Costa Rica) and the more believable the lies (e.g., I have two dogs), the more fun the game will be! Then, ask each team member to present their three statements and have the group vote on which one they think is the lie.

Why this exercise is great : This game is perfect for groups who don’t know each other well yet. The details you share can be used as building blocks for late conversations (“What else did you do in Costa Rica?”) to give you a better idea of who you’re working with.

2. Penny for your thoughts

Team size : 5+ people

How to play : You’ll need a box full of pennies (or other coins) with years only as old as your youngest team member (not the time to brag about your 1937 collector’s penny). Ask every team member to draw a coin from the box and share a story, memory, or otherwise significant thing that happened to them that year. This can be anything from learning how to ride a bike to landing your first job.

Why this exercise is great : This is a fun twist on a stress-free and simple icebreaker that gives everyone the chance to share a personal story with their team. You can play multiple rounds if the stories are on the shorter side or let team members elaborate on their stories to gain deeper insight into their lives.

3. Mood pictures

How to play : Prepare a variety of images before you play. You can collect newspaper clippings, magazine cutouts, postcards, and posters or print out different images from the internet (Pinterest is a great spot). The images should show landscapes, cities, people, shapes, or animals in a variety of colors and perspectives.

Lay all the images out and ask team members to each pick one that resonates with their current mood. Once everyone has picked an image, ask them to share what they resonated with, how it makes them feel, and why they picked it.

Why this exercise is great : This exercise is a great way to get a meeting or a workshop started because it allows you to get a feel of the room in a creative and unexpected way. You don’t always have to ask your team to pick an image that reflects their mood—it can also be their expectations for a workshop, their feelings about a current project, or how they hope to feel at the end of the day. As they say, a picture’s worth a thousand words, so this exercise makes talking about feelings easier for a lot of people.

4. One word exercise

Time : 5–10 minutes

How to play : Pick a phrase related to the meeting topic and ask everyone to write down one word that comes to mind on a post-it. Then, gather these words on a whiteboard or put them in a presentation. For example, if you’re hosting a meeting about your annual holiday event. Everyone would take a moment to respond with the first word that comes in their head. If the team is responding with words like stress or exhaustion, you might want to rethink your process.

Why this exercise is great : This is a way to collect opinions, thoughts, or feelings about a meeting that’s well within most people’s comfort zone. You’ll have the chance to read the room before diving into the topic and may uncover some concerns or questions to focus on, which will make the meeting more beneficial to everyone.

5. Back-to-back drawing

Team siz e: 4+ people

Time : 5–10 minutes

How to play : Split your team into groups of two and make them sit back to back. Hand one person a pen and piece of paper and show the other person a picture of something that’s fairly simple to draw (e.g., a car, a flower, a house). This person now has to describe the picture to their teammate without actually saying what the item is so they can draw it. They’re allowed to describe shapes, sizes, and textures but can’t say, “Draw a lily.” Once the blind drawing is finished, compare it with the original to see how well you communicated.

Why this exercise is great : This activity is a fun way to polish your communication skills, especially your listening skills. It also gives your team a chance to get creative and innovative by thinking outside the box to describe the image to their teammate.

6. Birthday line up

Team size : 8+ people

Time : 10–15 minutes

How to play : Ask your entire team to form a line in order of their birthdays without talking to each other. You can encourage other forms of communication like sign language, gestures, or nudges. If you want to add a little bit of pressure and excitement to the exercise, add a time limit!

Why this exercise is great : Besides learning everyone’s birthday (which can always come in handy as a conversation starter later on), this exercise encourages your team to learn to communicate towards a common goal without using words. Although this can be a challenge and get frustrating, this exercise promotes problem framing skills, cooperation, and non-verbal communication skills.

7. Charades

Team size : 8–10 people

Time : 10–25 minutes

How to play : Divide your team into groups of four or five people. The person who goes first is given or shown a random object (e.g., printer, stapler, keyboard) in private. They then have to demonstrate how to use the object without actually showing it in front of their team. Their team gets 30 seconds on the clock to shout out the correct word (you can adjust the time depending on the difficulty of the objects).

Then it’s the other team’s turn. You’ll keep playing until every team member has had the chance to demonstrate an object to their team.

Why this exercise is great : This classic game is a nice way to break up a mentally taxing day and get your team to do a creative exercise that isn’t work-related.

8. Swift swap

Team size : 10–20 people

How to play : Split your team into two groups and line them up facing each other. Team A gets a quick observation period (15–30 seconds) in which group members have to memorize as many things about the people in front of them as possible. Then team A turns around while team B changes as many things about their appearance as possible.

Anything from changing the line up order to swapping shoes with someone or changing your hairdo is fair game. After about 45 seconds, team A turns back around and gets 5–10 minutes to find out what’s changed. You can adjust the time depending on the size of your group.

Why this exercise is great : This game is a great way to break up a long day and take everyone’s minds off work for a little while. Your team also gets to practice time-sensitive non-verbal communication during the swapping phase.

9. Code of conduct

Time : 20–30 minutes

How to play : This game is a great way to tune into a new project or workshop. Write the two categories “meaningful” and “enjoyable” on a whiteboard and ask the group to share what they believe is needed to accomplish these two things for your project or workshop. This can be anything from “regular breaks'' to “transparency and honesty,” which could fall under either category.

Everyone will choose ideas that they agree are both meaningful and enjoyable . Record these values in a shared tool to establish the code of conduct for your upcoming project or workshop. This list will function as a reminder for the team to uphold these values.

Why this exercise is great : Whether it’s the first day of a workshop, the beginning of a new project, or simply a Monday morning, this exercise is great to get everyone on your team on the same page. By establishing group norms and values early on and holding everyone accountable with a written code of conduct, you can create a sense of cohesiveness. If you’d like to do this exercise virtually, use our team brainstorming template to collect everyone’s thoughts.

10. Common thread

Team size : 10+ people

Time : 30 minutes

How to play : Divide your team into groups of three to five people. Then ask your team to find things everyone in their group has in common. This can be a favorite TV show, an ice cream flavor nobody likes, or a common hobby. Encourage your teammates to find common threads that aren’t too superficial or obvious. The more things they can find that everyone in the group has in common, the better! If you have the time, bring everyone together afterward and ask the teams to share their experiences.

Why this exercise is great : This fun game allows your team to find commonalities that they may not get a chance to discover otherwise. It’s also a great way to reunite teams that feel a bit divided. Talking about shared likes and dislikes can be helpful to reconnect you with teammates.

Remote or virtual team building games

Bonding with your teammates can be more difficult when you’re working remotely. Remote or virtual team building games can improve remote collaboration , motivate teams , and create a sense of community even though you’re physically apart. You can use Zoom to connect with your teammates or do quick team building exercises via your remote work software during the day.

If your team is located across multiple time zones, you may have to get creative with scheduling. Ashley Frabasilio, Employee Engagement Manager at Asana encourages leaders to schedule these activities during normal work hours. Ensure that the activity is appropriate for all participants in all time zones so no one feels excluded. Using work hours for these exercises can also increase the participation rate because you’re not interfering with personal time.

11. Show and tell

How to play : Ask everyone in your team to bring something they’re proud of or that brings them joy to your next meeting. This can be anything from a pet to a plant, a painting they did, or a certificate they received. Everyone gets two to three minutes to show off their item and answer questions from the team if they have any.

Why this exercise is great : Show and tell isn’t just fun for kids, it’s also a great way to connect with your team. You’re probably going to learn something new about your teammates and may get a couple of conversation starters for your next meeting from this game.

12. Photo caption contest

How to play : Collect a few funny photos—for example a few memes that have recently been circling the internet. Send these to your team before the meeting and ask everyone to submit their best photo caption for each image. You can put these together in a quick presentation and present them to your team during the call. You can have a good laugh together and even vote for the best captions.

Why this exercise is great : This exercise is a fun way to get creative as a team and have a good laugh together.

13. Morning coffee

Time : 15–30 minutes

How to play : Schedule regular coffee calls for your remote team to give everyone a chance to get to know each other like they would in an office setting. You can schedule team calls with four to five people or randomly assign two people to each other that switch every time. You can offer these casual calls once a week, bi-weekly, or once a month, depending on your team size and the interest in this opportunity.

Why this exercise is great : Remote teams don’t often get a chance to just chit-chat and get to know each other without talking about work or feeling like they’re wasting meeting time. By designating 15–30 minutes on a regular basis to a casual call, your team members will have a chance to bond with people they might not typically interact with.

14. Lunch and learn

How to play : Hold a weekly or monthly “lunch and learn” where one team member presents a topic to the whole team during their lunch break. This presentation can be on a tool everyone uses at work, on a lesson learned from a recent project, or even on a book they read that everyone can learn from.

Why this exercise is great : These events are a great opportunity for your team to connect in a more casual yet educational setting. If your team budget allows, send restaurant gift cards to your team members so they can order lunch for the call.

15. Online group game

Time : 30–60 minutes

How to play : Invite your team to play a game online together. This can be an actual video game if everyone happens to use the same console at home or you can download an interactive game (like Jackbox ) which you can screen share with the rest of the group.

Why this exercise is great : Playing a video game or an interactive game that has nothing to do with work can be a fun way to switch things up, create a more casual work environment, and get to know each other better. It will also give people with great sportsmanship a chance to shine!

16. Trivia games

Team size : 6–20 people

Time : 30–90 minutes

How to play : Start a meeting with a quick game of trivia or host a regular virtual trivia night at the end of the work day. You can play a game of office trivia (e.g., facts about the company) or pick random other themes like TV shows, music, or national parks. To mix things up, ask other team members to host trivia night.

Why this exercise is great : Whether you’re making the trivia game office-themed or creating a regular team activity that takes everyone’s minds off of work, you’ll get to spend time with your team playing a competitive, educational, and entertaining game that gives everyone a chance to bond.

17. Quarterly challenge

Time : One month

How to play : Create an optional challenge for your team to participate in. The challenge can be centered around healthy eating, meditation, journaling, or reading. Create a chat or thread where your teammates can exchange their experiences, wins, and questions to keep each other motivated and accountable throughout the month.

Make sure your team knows that participation is optional. It never hurts to ask for feedback to spark future team challenge ideas.

Why this exercise is great : Creating a challenge like this for your team shows them that you care about their work-life balance. By offering a quarterly challenge, you provide your team with the opportunity to share an experience together. Plus, it’s always easier to complete a challenge when you have a team who supports you and an incentive to work toward.

18. Personality test

How to play : Send a personality test to your team and ask everyone to share their results in a chat or during your next team meeting. This can be a formal test like the Enneagram or StrengthsFinder . For something more lighthearted, you can send a fun quiz like the Sorting Hat to find out which Hogwarts house you belong in or a Buzzfeed quiz (e.g., “ What Kitchen Appliance Are You? ”).

Why this exercise is great : Depending on the type of quiz your team takes, this can become a funny icebreaker before you start a meeting or turn into a discussion on your team’s combined strengths and challenges.

Problem solving games

Playing problem solving games with your team helps them level up their teamwork skills, resolve issues, achieve goals, and excel together. Whether you’re using new brainstorming techniques or going out for a team adventure, these fun team building activities are the perfect way to improve your team's problem solving skills.

19. Your first idea

Team size : 5–12 people

Time : 10–20 minutes

How to play : Ask everyone in your team to write down the first idea that pops into their head when they’re presented with the problem. Compile the list and review it as a team.

A fun twist on this game is to ask everyone to write down their worst idea. After reviewing with the team, you may realize that some ideas aren’t that bad after all. You can play this game with a real-life problem, a fictional one, or when you’re brainstorming new ideas to pitch.

Why this exercise is great : We often get too much into our heads about problems and solutions. By writing down the first solution that comes to mind, we can uncover new perspectives and fixes.

20. Back of the napkin

Team size : 6–24 people

Time : 15–20 minutes

How to play : Divide your team into groups of two to four and present them with a variety of open-ended problems. These can be work-related, imaginary, or even environmental problems. Every team gets a napkin and pen that they have to sketch or write their solution on after they’ve discussed the issue as a group. These will then be presented to the rest of the team.

Why this exercise is great : Some of the best ideas have allegedly been recorded on napkins (hey, when creativity strikes you’ll write on anything). This game imitates this scenario while challenging your team to collaborate on solving a creative problem.

21. Create your own

How to play : Each team member will create an original problem-solving activity on their own and present it to the group. Whether this entails a physical, mental, or creative challenge is up to your team. If you have the time, play some of the games afterward!

Why this exercise is great : Coming up with your own games is fun and a real creative challenge. It also allows your team members to showcase their strengths by creating challenges they’ll be prepared to tackle.

22. Spectrum mapping

Team size : 5–15 people

How to play : Present your team with a few topics that you’d like their opinions and insight on. Write them down on a whiteboard and give everyone sticky notes and pens. Ask them to write down their thoughts and pin them on the whiteboard underneath the respective topic.

Now arrange the sticky notes as a team. Try to group similar ideas together to the left of the topic and post outliers toward the right side. This will create a spectrum of popular thoughts and opinions on the left and more extreme ideas on the right.

Why this exercise is great : This game will help you map out the diversity of perspectives your team has on different topics. Remember that unpopular opinions don’t have to be wrong. Embracing this diversity can help you uncover new perspectives and innovative ideas to solve problems you’re facing as a team.

23. What would “X” do?

Team size : 5–10 people

Time : 45–60 minutes

How to play : Present your team with a problem and ask everyone to come up with a famous person or leader they admire. This can be a celebrity, a business person, or a relative. Challenge your teammates to approach the problem as if they were that person and present their solution (extra points for playing in character).

Why this exercise is great : Getting stuck in your own head can often keep you from solving a problem efficiently and effectively. By stepping into the shoes of someone else, you may uncover new solutions. Plus, it’s fun pretending to be someone else for a little while!

24. Team pursuit

Time : 1–3 hours

How to play : Form groups of two to six people that will compete against one another in a series of challenges. You can buy a team pursuit package online or create your own game, which will take a good amount of prep time.

You’ll want to create a set of challenges for your team: cerebral challenges that test logic and intelligence, skill challenges like aptitude tests, and mystery challenges which usually ask for creativity and out-of-the-box thinking (e.g., come up with a unique handshake, take a fun picture, etc.).

Why this exercise is great : A solid game of team pursuit will create a fun challenge that gives everyone a chance to shine and show off their talents. Whether you’re a good runner, a quick thinker, or a creative mind, everyone will be able to contribute to the success of the team. This game will bring your team closer together and show them new sides of their teammates that they may not have been aware of.

25. Code break

Team size : 8–24 people

How to play : This brain teaser is a fun activity that you can play indoors or outdoors to challenge your team. Outback Team Building offers self-hosted, remote-hosted, and on-site hosted events that include several codes your teammates have to find and break to make it through the course.

Why this exercise is great : This challenge requires creative thinking, creates a competitive environment, and works with large groups because you can break off into smaller groups.

26. Escape room

Time : 2–3 hours

How to play : Visiting an escape room is always a unique experience and a great way to spend an afternoon with your team. If you have multiple escape rooms nearby, ask your team if they have a general idea of what theme they’d like to explore (e.g., history, horror, sci-fi) and try to pick something you’ll think everyone will enjoy.

If you’re super creative and have the time and resources, you can put together an escape room on your own!

Why this exercise is great : Solving the mysteries of an escape room with your team will reveal the strengths and weaknesses of your teammates, foster communication and collaboration, build trust, and become a shared memory that connects you together.

Indoor team building games

Most of these indoor games can be played in an office, conference room, or a hallway with a small team, but you may need a bit more space if you’re inviting a larger group to join in.

27. Perfect square

Team size : 4–12 people

How to play : Divide your team into groups of four to six and ask them to stand in a tight circle with their group. Ask everyone to blindfold themselves or close their eyes and give one person a rope. Without looking at what they're doing, the teams now have to pass the rope around so everyone holds a piece of it and then form a perfect square. Once the team is sure their square is perfect, they can lay the rope down on the floor, take off their blindfolds (or open their eyes) and see how well they did.

Why this exercise is great : This game is about more than perfect geometric shapes, it’s an amazing listening and communication exercise. Because no one can see what they're doing, your team members have to communicate clearly while figuring out how to create a square out of a rope. Besides, it’s often really funny to see how imperfect the squares come out.

28. Memory wall

How to play : You’ll need a whiteboard and sticky notes for this game. Write different work-related themes on the whiteboard such as “first day at work,” “team celebration,” and “work travel.” Hand each teammate a few sticky notes and ask them to write down their favorite memories or accomplishments associated with one or more of these themes. Invite everyone to share these with the team to take a walk down memory lane and post the notes on the whiteboard as you go.

Why this exercise is great : This is a nice way to end a week, long day, or workshop because you’ll share positive experiences with one another that will leave your teammates smiling. If you’re finishing up a work trip or multi-day workshop, you can also do a slimmed-down version of this by asking everyone to share their favorite memory or biggest accomplishment of the last few days.

29. Turn back time

How to play : This team building exercise works best in a quiet atmosphere with everyone sitting in a circle. Ask your team to silently think of a unique memory in their lives. You can give them a few minutes to collect their thoughts. Then, ask everyone to share the one memory they’d like to relive if they could turn back time.

Not everyone may be comfortable opening up at first, so be sure to lead with vulnerability and make everyone in the room feel safe about sharing their moment.

Why this exercise is great : This exercise is a great way to help your team members remember their priorities and bond on a deeper level. In a team that’s facing disconnection or stress, sharing personal highlights that aren’t work-related can help create a sense of togetherness. Although the exercise doesn’t take too long, it’s best to do it toward the end of the day so your team has a chance to reflect on what’s been said.

30. Paper plane

Team size : 6–12 people

How to play : Split your team into groups of two to four and hand out card stock. Give each team 10–15 minutes to come up with the best long-distance paper plane design (they’re allowed to do research on their phones or computers) and a name for their airline.

When the paper planes are done, have a competition in a long hallway or outside to see which plane flies the farthest.

Why this exercise is great : This exercise requires team members to collaborate on a project with a tight timeline. It is a great activity to practice communication skills, delegation, and time management.

31. Build a tower

Team size : 8–16 people

How to play : Divide your team into groups of four or five and provide them with 20 sticks of uncooked spaghetti, one yard of tape, one yard of string, and one marshmallow. Challenge each team to build the tallest tower possible using only the supplies you gave them. When finished, the tower has to support the marshmallow sitting on top. Set the timer for 20 minutes and ask everyone to step away from their masterpiece when it runs out so you can crown a winner.

Why this exercise is great : This challenge is a great way to improve problem solving skills and communication within your team. Your team members will have to prototype, build, and present the tower in a short amount of time, which can be stressful. The better they work together, the more likely they are to succeed.

32. Flip it over

Team size : 6–8 people

How to play : Lay a towel, blanket, or sheet on the floor and ask your teammates to stand on it. The goal is to flip the piece over without ever stepping off of it or touching the ground outside of the fabric. You can make the challenge more difficult by adding more people to the team or using a smaller sheet.

Why this exercise is great : This exercise requires clear communication, cooperation, and a good sense of humor. It’s a great way to find out how well your teammates cooperate when presented with an oddly difficult task.

33. Sneak a peek

Team size : 4–20 people

How to play : Create a structure out of Lego pieces and hide it in a separate room. Divide your team into groups of two to four people and give them enough Legos to replicate the structure in 30 minutes or less.

One player per team is allowed to sneak a peek at the original structure for 15 seconds, then run back and describe it to their team. The person who gets to sneak a peek rotates so everyone gets to see the original at some point during the game. The team that first completes the structure as close to the original wins!

Why this exercise is great : During this game your team gets to focus on teamwork and communication. Since only one person at a time is allowed to look at the original, team members may see and describe different things. The more complex the structure is, the harder this game will be.

34. Pyramids

How to play : Pick a large open area for this game like a hallway, a meeting room, or the cafeteria. Divide your team into groups of four to six and give each team 10 paper cups. Ask the teams to stand in a line with about 8–10 feet between the team members. Now it’s a race against time!

The first person in each line has to build a pyramid with four cups at the base. Once they’re done, the second player has to help them carry the pyramid to their station (this can be on the floor or at a table). They can slide it on the floor or carry it together but if the pyramid falls apart, the players have to reassemble it on the spot before continuing their journey. At the next station, the second player has to topple the pyramid and rebuild it before the third player gets to help them carry it to the next station. This continues until the pyramid reaches the last station. The team that finishes first wins the game

Why this exercise is great : This game is fun to play during a mid-day break, fosters communication skills, and promotes teamwork.

35. Shipwrecked

Team size : 8–25 people

How to play : The premise of the game is that you’re stranded on a deserted island and only have 25 minutes to secure survival items off the sinking ship. Place items like water bottles, matches, food, etc., in the “shipwreck area.” You can also print pictures on index cards to make things a bit easier. The quantity of each item should be limited, with some items having more than others (e.g., more water than food, fewer tarps than teams, more knives than ropes, etc.).

Divide your team into groups of two (or more if it’s a large team). Once the clock starts, they have to gather as many items as they deem worthy from the shipwreck and rank them in order of importance. Since the items are limited (some more than others), the teams will not only have to prioritize the items within their own group of people but also negotiate, trade, and exchange items with other teams.

Why this exercise is great : This game will challenge problem-solving abilities, encourage collaboration, and enable your team to flex their leadership skills. Typically, teams with strong leadership qualities will have the most success in making these quick decisions.

36. Team flag

Time : 30–45 minutes

How to play : Divide your team into groups of two to four people and provide them with paper and pens. Each group now has to come up with an emblem or flag that represents their team. Once everyone has completed their masterpiece, they have to present it to the rest of the teams, explaining how they came up with the design. This exercise is also a great opportunity to discuss how each group identified their common values and created alignment during the design process.

Why this exercise is great : This is a great way to get the creative juices flowing. Your team will not only have to come up with a unique design that represents their collective identity but they’ll also have to collaborate on putting pen to paper and presenting their flag or emblem at the end of the game.

37. Salt and pepper

How to play : You’ll need a list of things that go well together like salt and pepper, left sock and right sock, day and night, peanut butter and jelly, or yin and yang. Write these words on individual pieces of paper and tape one sheet of paper on every team member's back.

Ask your team to mingle and find out what’s written on their back by asking questions that can only be answered with yes or no (e.g., “Am I sweet? Do you wear me? Am I cold?”). Once the participants find out who they are, they have to find their match!

Why this exercise is great : Your team can use this game to bond with one another and improve their communication skills. If you have a large team, this exercise also gives them a chance to interact with people they may not usually get to talk to.

38. Sell it

Time : 45–90 minutes

How to play : Ask your teammates to each bring a random object to the meeting. Everyone then has to come up with a logo, slogan, and marketing plan to sell this object. After 30 minutes, each team member has to present their new product to the rest of the team. If you have a larger team, divide them into groups of 2–4 people and ask them to collaborate on their product pitch.

Why this exercise is great : This game is great to switch things up if you don’t already work in marketing or sales. It’s also fun to play with others as it allows your team to get creative and have fun with everyday objects.

39. The barter puzzle

Time : 1–2 hours

How to play : Divide your team into groups of three or four people and give each a different jigsaw puzzle of the same difficulty level. Ask them to complete the puzzle as a team. The twist: each puzzle is missing a few pieces that are mixed in with an opposing team’s puzzle. The teams have to figure out ways to get the pieces they need from the other teams by negotiating, trading pieces, or even exchanging teammates. Every decision has to be made as a team. The first team to complete their puzzle wins.

Why this exercise is great : Every decision made will have to be a group decision which challenges your team to improve their problem solving skills.

Outdoor team building exercises

If you want to get a larger group together for a team building exercise, why not take things outside? Outdoor team building is also a great way to get your teammates to interact without the distractions of screens or smartphones. Whether you want to catch a breath of fresh air or get some sunshine together, these exercises will help you bond with your teammates outside of the office.

40. The minefield

Team size : 4–10 people

How to play : Create a minefield in a parking lot or another large, open space by sporadically placing objects like papers, balls, cones, and bottles. Split your team into groups of two and ask one person to put on a blindfold. The other person now has to guide the blindfolded teammate through the minefield only using their words. The blindfolded person is not allowed to talk and will be eliminated if they stop walking or step on anything in the minefield.

The objective of the game is to make it to the other side of the minefield. The teams can then switch so another person will be blindfolded and guided through the field on their way back. You can also distribute pieces the blindfolded person has to pick up on their way through the field to add another difficulty level.

Why this exercise is great : This game is not just a trust exercise for your teammates but also a fun way to practice active listening skills and clear communication.

41. Earth-ball

Team size : 5–20 people

Time : 15–45 minutes

How to play : You’ll need a balloon, beach ball, or volleyball for this activity. Ask your team to stand in a circle and keep the balloon or ball in the air for as long as possible. To make it a real challenge, no one can touch the ball twice in a row. The bigger your team, the more fun this game will be!

Why this exercise is great : This fun challenge is a great way to get your team moving. If you’re struggling to keep the ball up for longer, try to come up with a strategy to improve your time.

42. Scavenger hunt

How to play : Put together a scavenger hunt for your team. This can be in the form of a list of photographs they have to take (e.g., something red, all teammates in front of the company logo, the CEO’s car, etc.), items they have to collect (e.g., company brochure, yellow sticky note with manager’s signature on it, ketchup packet from the cafeteria, etc.), or other activities they have to complete on a designated route.

Why this exercise is great : The more people that tag along, the more fun this game will be. You can group people together who don’t know each other very well to allow them time to bond during this exercise. Try to come up with company-specific quests for your team so they learn a few fun facts along the way. You can offer prizes for the most creative team or the first to finish the challenge to boost motivation.

43. Egg drop

Time : 60–90 minutes

How to play : Divide your team into groups of two or three people and give each team a raw egg (keep some extras in case they break before the grand finale). Then put out supplies like tape, straws, rubber bands, newspapers, and balloons so the teams can build a structure for the raw egg that will protect it from a fall out of a second or third story window.

Each team has 60 minutes to complete their structure. When the time is up, ask your teams to gather their eggs and egg cages to drop them out of the window. This grand finale will reveal which team engineered and built the best cage.

Why this exercise is great : Collaborating on a design and building a cage will challenge your team’s problem solving and collaboration skills.

44. Team outing

Team size : Any

How to play : Plan an outing for your team. You could attend a cooking class or go to a museum together. If you want to have something your teammates can work toward, plan to run a 5K together or host a ping pong tournament. You can also do something more casual like inviting your team to hangout at a bowling alley after work where you can play a few games in a casual and fun setting.

Why this exercise is great : Taking your team somewhere new will help break down some of the walls we often build in a professional setting. While you’re still at a company function, you’re more inclined to connect through casual conversation at a restaurant or park than you would at the office.

45. Volunteer as a team

How to play : Organize a team event during your regularly scheduled workday. This can be a charity event, yard sale, or fundraiser for a cause your team cares about. Even though these are enjoyable, scheduling them during work hours makes this feel like more of a perk than an obligation.

If your team members have a few causes they’re truly passionate about, consider making this a monthly or quarterly event. You can also rotate the charities that you’re helping out to accommodate your team’s different interests.

Why this exercise is great : Experiencing helper’s high can improve your personal health and mental state. Sharing this rush that doing good can give you will help your team bond on a deeper level.

Benefits of team building

Team building is more than a fun break from your everyday routine at work. It also:

Improves communication, trust, and collaboration skills

Promotes a collaborative culture by bringing teammates together

Fosters agile decision making and problem solving skills

Boosts team productivity and morale

Uses creativity and outside-of-the-box thinking

Ashley Frabasilio believes that:

A common goal is to create a memorable and meaningful experience for folks to connect. Some questions to consider when planning an impactful team-building activity include: What do I hope folks walk away with? I.e., a new skill, a deeper connection to one another, personal development, a moment of delight, etc.”

Ask yourself these questions before proposing a team building activity so you can reap the full benefits of the exercise.

Bring your team together, creatively

As you can see, there are plenty of ways to build your team’s confidence, connection, and teamwork skills. While team building is fun, it’s also important to connect with your team on an everyday basis. To build one of those connections in your day-to-day work, the right collaboration software is key.

Looking for the right collaboration tool? See how Asana keeps your team connected, no matter where you’re working.

Related resources

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Don’t like giving feedback? These 20 tips are for you

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Int J Environ Res Public Health

Effects of Problem-Based Learning Strategies on Undergraduate Nursing Students’ Self-Evaluation of Their Core Competencies: A Longitudinal Cohort Study

Yen-chiao angel lu.

1 Department of Nursing, Chung Shan Medical University, Taichung 40201, Taiwan

2 Department of Nursing, Chung Shan Medical University Hospital, Taichung 40201, Taiwan

Shu-Hsin Lee

Ming-yi hsu, fen-fen shih, wen-jiuan yen, cheng-yi huang, pei-ching li, ching-yen hung, hsiao-ling chuang, ching-pyng kuo, associated data.

Not applicable.

To respond to patients’ increasing demands and strengthen nursing professionals’ capabilities, nursing students are expected to develop problem-solving skills before they enter the workforce. Problem-based learning (PBL) is expected to provide effective simulation scenarios and realistic clinical conditions to help students achieve those learning goals. This article aims to explore the effects of PBL strategies on nursing students’ self-evaluation of core competencies. This longitudinal cohort survey study evaluated 322 nursing students attending Chung Shan Medical University, Taiwan, in 2013 and 2014, where PBL teaching strategies are used in all four undergraduate years from freshman to senior. Based on their undergraduate academic levels, students were categorized into three groups- one-year PBL exposure, two-year PBL exposure, and three-year exposure. A core competency questionnaire was administered twice to ask participants to self-assess five professional competencies: learning attitude, problem identification, information analysis, execution, and life-long learning. The results showed that students with the longest exposure to PBL (Group 3) had higher self-evaluated scores for all core competencies than the other groups, except for the execution competency. The mean total competency score increased by 0.12 points between the pre-and-test. In addition, the mean score increased significantly more in Group 3 than in Groups 1 and 2. These trends were consistent for the information analysis, execution, and life-long learning competencies. In conclusion, the changes in the self-evaluated scores between groups indicate PBL strategies effectively improve nursing students’ core competencies. The longest exposure group reported higher self-evaluated core competency scores than the other groups, especially for the information analysis, execution, and life-long learning competencies.

1. Introduction

In recent years, improvements in teaching and learning strategies have led to continual expansion of the teaching methods available to educators [ 1 , 2 ]. Additionally, nursing curricula should be designed to prepare nursing students for their future careers. Therefore, nursing educators have emphasized a shift from traditional teaching methods to learner-centered teaching strategies to improve the effectiveness of learning [ 2 , 3 ]. To respond to the increasing demands of patients and strengthen nursing professionals’ capabilities, nurses are expected to develop problem-solving skills [ 4 , 5 ]. However, gaps still exist between the curricula of current nursing education programs and the requirements of clinical practice [ 6 , 7 ]. Moreover, due to the increasing complexity and demands of healthcare, nurses are expected to develop critical thinking skills to assess complex clinical problems [ 8 , 9 ] and provide holistic care [ 10 ]. Thus, it is necessary to adopt new methodologies for nursing education to respond to the rapidly changing medical context and promote key competencies in the areas of problem-solving, critical thinking, and creativity among nurses.

During the process of integrating nursing students into clinical situations, case problems should be based on realistic clinical conditions [ 11 ] and challenge nursing faculty. Therefore, the incorporation of PBL learning provides a strategy to flip the classroom [ 12 ] and can provide effective simulation scenarios and parallel learning experiences.

The problem-based learning (PBL) strategy was developed by the Faculty of Health Sciences of McMaster University in the late 1960s [ 13 ]. The PBL strategy has since been adopted in numerous medical [ 14 , 15 ] and nursing schools [ 16 , 17 ], including in Taiwan [ 18 , 19 , 20 ]. PBL is a student-centered approach that aims to facilitate autonomous and independent learning and seeks to enable students in higher education to apply knowledge, acquire skills, and achieve diverse learning goals [ 21 ]. Compared with nursing students who study traditional education courses, this approach develops self-directed learners, who build capability in terms of critical thinking, leadership, and teamwork [ 21 ]. Therefore, the role of the educator in PBL is entirely considered as a facilitator and to allow learners to seek a variety of potential solutions [ 22 ]. PBL strategies have been designed to promote learner interaction, problem-solving, and learning through teamwork [ 23 ]. Educators develop various learning activities based on actual situations and case problems to encourage autonomous learning [ 23 , 24 ]. Research has shown that PBL teaching strategies can effectively improve students’ scores for curiosity, systematic, analytical, and critical thinking [ 25 ], as well as their leadership, teamwork [ 21 ], and problem-solving abilities [ 26 ].

Despite PBL being widely used in professional healthcare courses, few studies have assessed the effectiveness of PBL using valid instruments or employed longitudinal follow-up to measure the strength of the effects. Furthermore, most related studies were qualitative [ 27 , 28 ], only measured the performance of some abilities [ 3 , 5 , 29 ], or focused on evaluations of student achievements by faculty [ 30 ]. Therefore, this study aimed to evaluate the influence of PBL strategies on students’ self-evaluation of their core competencies over two years among students studying at different grades of the same nursing school in Taiwan.

2.1. Research Design and Subjects

This study adopted a longitudinal survey design to investigate the differences in nursing students’ self-evaluations of their core competencies over two years between grades.

At Chung Shan Medical University, PBL teaching strategies are used in the course design of various nursing modules (from freshman to senior). In September 2013, we recruited freshman to junior class nursing students attending Chung Shan Medical University for this study. In September 2014, these students were advanced to sophomore, junior and senior standing. Overall, a total of 322 nursing students completed the same questionnaire in both 2013 and 2014.

We grouped the students by their undergraduate academic level to study the effect of exposure to the PBL strategy: Group 1 ( n = 106, 2013 as Freshman students, 2014 as Sophomore students) had PBL exposure for 1 year; Group 2 had PBL exposure of 2 years ( n = 111, 2013 as Sophomore students, 2014 as Junior students); and Group 3 had PBL exposure of 3 years ( n = 105, 2013 as Junior students, 2014 as Senior students).

2.2. Measures

Data on the students’ characteristics were collected, including age, gender, and grade level.

A core competencies questionnaire was designed based on a literature review and nursing education principles as a framework. Content validity was performed, and five dimensions were identified: learning attitude, problem identification, information analysis, execution, and life-long learning. The overall content validity index of the instrument was high (overall S-CVI = 0.93) The final instrument includes sixteen items out of twenty-four items originally developed. Individual items related to the five dimensions were provided in Table 1 .

Items analyzed in the questionnaire.

“Learning attitude” was defined as students’ tendency to respond a certain way towards PBL learning. Four items were included in the questionnaire to measure students’ learning attitudes. “Problem identification” was students’ ability to identify the key problem to be solved or addressed. Two items were used to assess subjects’ problem-identification skills. “Information analysis” aimed to check students’ ability to inspect and comprehend information collected. Three items were included to evaluate students’ information analysis competency. “Execution” focused on students’ abilities to perform a certain task or complete study goals. Three items were employed to assess students’ execution competency. “Life-long learning” was described as students’ self-initiated and ongoing learning intentions or behaviors. It was measured by 4-item questions.

A five-point Likert scale was adopted for data collection and the responses were rated as follows: 1 = Strongly disagree, 2 = Disagree, 3 = Neutral (neither agree nor disagree), 4 = Agree, and 5 = Strongly agree. A higher score indicates a positive self-evaluation of core competencies.

Students (from freshman to junior classes) were recruited to participate in the survey in September 2013. Those students were tracked to complete the survey in September 2014. Overall, a total of 322 nursing students completed the same questionnaire in both 2013 and 2014.

Each student was asked to self-evaluate their core competencies using the same questionnaire in 2013 and 2014. The Cronbach’s alpha values of internal consistency were 0.944 for the overall scale and 0.772 to 0.866 for each of the five dimensions (learning attitude, 0.772; problem identification, 0.844; information analysis, 0.821, execution, 0.777; life-long learning, 0.866). Therefore, the present study had acceptable internal consistency.

2.3. Data Collection and Analysis

We collected data twice during the research period, as all participants completed the same core competencies questionnaire in both 2013 and 2014. The Institutional Review Board approved this study at the Chung Shan Medical University Hospital (No: CS2-21113), and data were only collected after informed consent had been obtained. All participants signed an informed consent stating that they had the right to withdraw from the study at any time. The data collected were only used for research purposes.

Descriptive statistics including frequencies, percentages, means, and standard deviations were used to assess the distributions of the students’ characteristics and core competencies. Chi-square tests and paired t -tests were used to analyze the differences between groups. Radar charts were plotted to compare the changes in the student’s self-evaluations of their core competencies between groups. To adjust for the interaction between exposure and group, we used generalized estimating equations and statistical methods to predict the changes in the core competencies of each group. The significance level was set at p < 0.05 and all tests were two-tailed. The SPSS for Windows version 20.0 (SPSS Inc., Chicago, IL, USA) was used for data analysis.

Descriptive statistics such as Chi-square tests, paired-sample t -tests, and generalized estimating equations (GEE) were used to analyze data.

3.1. Characteristics of the Nursing Students

A total of 322 nursing students (Group 1 = 106, Group 2 = 111, and Group 3 = 105 students) completed the core competency questionnaire twice, in 2013 and 2014. Though most students were female (81.4%), Chi-square tests confirmed that there was no significant difference ( p = 0.379) in the sex distribution between groups, showing that the distribution of the characteristics was homogenous between groups ( Table 2 ).

Characteristics of the three groups of nursing students (Chi-squared tests).

3.2. Comparison of the Differences in Students’ Self-Evaluations of Core Competencies between Groups

Pre-and post-tests revealed significant changes (from 2013 to 2014) in the total self-evaluated competency scores of the students in Group 3 ( p < 0.000). Similarly, significant differences were observed for the competencies learning attitude ( p = 0.007), problem identification ( p = 0.0181), information analysis ( p = 0.007), and life-long learning ( p < 0.000) in Group 3. However, the score for the execution competency ( p = 0.086) did not significantly change in Group 3. In Group 2, pre-and post-tests showed the students’ self-evaluation scores for all competencies did not significantly change. In Group 1, students’ self-evaluation scores were only significantly different for the execution ( p = 0.021) and life-long learning competencies ( p = 0.037) in pre-and post-tests ( Table 3 ).

Comparison of the differences in students’ self-evaluations of core competencies between groups. (Paired-samples t -test).

Furthermore, we used radar charts to compare the changes in the students’ self-evaluations of their core competencies between groups. The students in group 3 had higher self-evaluation scores for the core competencies than the students in the other groups, except for the execution competency. In Group 1, the most significant change was observed in the competency of execution. The changes in student scores were lowest in Group 2; only the problem identification competency score was significantly higher in Group 2 compared with Group 1 (see Figure 1 ).

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The radar chart comparing the changes in the core competencies.

3.3. Predicted Changes in the Students’Sself-Evaluations of Their Core Competencies

The study questionnaire was administered twice to the same students, in 2013 and 2014. Thus, a GEE model was used to analyze the trends in the changes in the self-evaluated core competency scores between the three groups of nursing students over time. The mean changes in the total core competency scores between groups remained significantly different after controlling for the interaction effect between exposure (i.e., years of exposure to PBL) and group.

We found that the mean self-evaluated total competency score increased by 0.12 points at the post-test compared with the pre-test ( p = 0.038). Moreover, the mean total score (five competencies) for Group 3 significantly increased by 0.286 points compared with Group 1 ( p < 0.000), and the mean score of Group 2 also significantly increased by 0.199 points compared with Group 1 ( p = 0.006; Table 4 ).

Predictions of changes in the students’ self-evaluations of their core competencies (GEE model).

Note: Group 1: Freshman students in 2013, Sophomore students in 2014. Group 2: Sophomore students in 2013; Junior students in 2014. Group 3: Junior students in 2013; Senior students in 2014.Time 1: 2013 data collection; time 2: 2014 data collection. Reference group: 1 = Group 1; 2 = time 1; 3 = Group 3 × time 1; 4 = Group 2 × time 1.

The students’ mean post-test scores for the competency information analysis, execution, and life-long learning increased by 0.151–0.175 points compared with the pre-test score ( p = 0.013–0.032). In addition, the mean score of Group 3 for these competencies significantly increased by 0.262–0.352 points compared with Group 1 ( p < 0.000–0.006), and the mean score of Group 2 significantly increased by 0.183–0.264 points compared with Group 1 ( p = 0.002–0.034; Table 4 ).

However, after controlling for the interaction of exposure and group, there were no significant differences between the mean pre-and post-test scores for the competencies of learning attitude and problem identification ( p = 0.154–0.343). However, the mean learning attitude score of Group 3 significantly increased by 0.223 points compared with Group 1 ( p = 0.004), and the mean learning attitude score of Group 2 significantly increased by 0.159 points compared with Group 1 ( p = 0.033). However, the mean problem identification competency score was only significantly different between Group 3 compared with Group 1, with an increase of 0.347 points in Group 3 ( p < 0.000; Table 4 ).

4. Discussion

The study aimed to explore the effects of PBL strategies on nursing students’ self-evaluation of core competencies. Nursing educators needed to evaluate the effects of PBL teaching strategies on students. These study results would help nursing educators develop curricula and improve teaching strategies. We found that the students with the longest exposure to PBL (Group 3) had more significant improvements in their self-evaluation scores for all competencies than the shorter exposure groups (groups 1 and 2). Thus, this study demonstrates that nursing students’ self-evaluations of their core competencies improved each grade, which indicates PBL strategies effectively help students build core competencies. The PBL model advocates that a paradigm shift is required in nursing education [ 3 ]. Yet, despite the number of teaching experiences reported to date with PBL, almost no studies in Taiwan have assessed self-evaluations of the core competencies of students educated using this strategy. Most research has focused on the impact of PBL on individual capabilities, including critical thinking [ 29 , 31 ], problem-solving [ 26 ], and metacognitive awareness [ 31 ]. Other studies have focused on learner satisfaction [ 32 , 33 ]. This study found that nursing students studying a PBL curriculum gradually improved their total core competencies as their exposure to PBL increased. Specifically, our study shows that students’ execution and life-long learning competencies were improved by the end of the sophomore year. In addition, the students’ self-evaluations of the learning attitude, problem identification, and information analysis competencies were significantly improved by the end of their junior year. Researchers have indicated that the PBL strategy encourages students to discuss and cooperate to solve problems through self-directed study [ 21 , 28 , 34 ]. Cultivation of these abilities is necessary to accumulate knowledge and, combined with exposure to clinical situations, prepare nursing students to adapt to the reality of the workplace [ 3 , 28 ].

Learning strategies are essential components of a curriculum and could help students to learn more efficiently and effectively [ 13 ]. In addition, new learning strategies should emerge spontaneously to address the increasingly complex clinical environment and rapidly changing clinical patient problems [ 30 , 35 ]. Therefore, PBL strategies are one option [ 10 , 36 ]. Many studies have recently discussed the effectiveness of this learning strategy in health discipline educational programs [ 6 ]. However, how students self-evaluate their development of core competencies in nursing education was poorly understood [ 37 ]. Therefore, more research from the perspective of nursing students’ self-evaluations of their progression in terms of core competencies is necessary to confirm the effectiveness of PBL strategies [ 37 , 38 ]. This study showed that exposure to PBL strategies improved the students’ self-evaluations of their core competencies, and the differences between grades and individual progression between years were significant.

Research has indicated that the strengths of PBL include its ability to promote the integration of knowledge, problem-solving skills, critical thinking skills, group collaboration, and self-autonomous learning [ 13 , 30 , 39 ]. Our students experienced a series of PBL teaching courses and their self-evaluation scores revealed that PBL increased the students’ perceptions of their core competencies. The improvements in the information analysis, execution, and life-long learning competencies were directly proportional to the grade of the students, and hence the duration of their exposure to PBL. However, the scores for the core competencies of learning attitude and problem identification only increased significantly after the junior year, indicating that the PBL teaching strategy could lead to the accumulation of skills, especially in the learning attitude and problem identification competencies. Thus, the results of this study show that PBL teaching provides a strategy that allows students to become self-directed learners and cooperate with other members of a team. The benefits of the PBL teaching strategy were previously demonstrated by students’ responses in three areas of cognitive, emotional, and social skills [ 40 ].

Despite PBL being widely used in professional healthcare courses, few studies have assessed the effectiveness of PBL using specific instruments. Most studies have only assessed outcomes based on qualitative data [ 27 , 28 ], students’ ability to perform a single skill [ 3 , 5 , 41 ], learner satisfaction [ 12 , 42 ], or evaluations by faculty or the academic performance of students [ 30 , 43 ]. The present study used an instrument to assess the effectiveness of PBL by measuring nursing students’ self-evaluation of their competency in five domains: learning attitude, problem identification, information analysis, execution, and life-long learning. Thus, in contrast to other studies that only assessed a single ability or where only faculty evaluation of students’ performance was used, our study represents a more comprehensive program evaluation method that includes both faculty evaluation and students’ self-assessment.

Overall, this study indicates PBL has cumulative effects on core competencies as nursing students progress through their academic years. Therefore, teaching strategies could be designed according to the grade and maturity of students, as well as the sequence of formation of core competencies. PBL teaching strategies can provide students with experience of actual cases and promote deep self-learning and the development of core competencies. Using this approach, nursing students will be able to adapt to the changing clinical environment of the future and solve diverse health problems.

5. Conclusions

This study highlights the ability of PBL strategies to promote the development of core competencies in an undergraduate nursing course. Therefore, PBL appears to have a favorable effect on nursing education. The differences in the self-evaluation scores between groups indicate PBL strategies effectively improve nursing students’ core competencies. The students with the longest exposure to PBL had higher self-evaluation scores than the other groups, especially for competency information analysis, execution, and life-long learning. The difference in progress between groups was most obvious in Group 3, which suggests that a PBL curriculum design has a cumulative effect on students’ development of core competencies.

However, this study only sampled students studying at a single school using the same curriculum and measured the student’s self-evaluations of their core competencies using a single questionnaire. Thus, the results of this study may not be generalizable to other schools or curricula. Consequently, it is necessary to expand this curricular design to other schools and assess a larger sample size to evaluate the effectiveness of PBL teaching strategies and further research is recommended to confirm the reliability and validity of the core competency measurement tool used in this study. A follow-up outcome study will be conducted to examine the long-term effects of PBL on the core competencies of graduates. We believe that extending the time for data collection would enable an analysis of the trajectory of the long-term effects and provide more specific data on the effectiveness of PBL.

Funding Statement

This research received no external funding.

Author Contributions

Conceptualization, S.-H.L., H.-L.C. and C.-P.K.; methodology, S.-H.L., M.-Y.H. and C.-P.K.; investigation, F.-F.S., P.-C.L. and C.-Y.H. (Ching-Yen Hung); writing—original draft, C.-Y.H. (Cheng-Yi Huang) and H.-L.C.; writing—review & editing, Y.-C.A.L.; project administration, Y.-C.A.L. and W.-J.Y. All authors have read and agreed to the published version of the manuscript.

Institutional Review Board Statement

The study was conducted according to the Chung Shan Medical University guidelines and approved by the Chung Shan Medical University Hospital Institutional Review Board (No: CS2-21113).

Informed Consent Statement

Informed consent was obtained from all subjects involved in the study.

Data Availability Statement

Conflicts of interest.

The authors declare no conflict of interest.

Publisher’s Note: MDPI stays neutral with regard to jurisdictional claims in published maps and institutional affiliations.

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8 positive attitude team building activities to boost morale

Research shows that a positive attitude helps increase creativity, motivation, productivity, and overall work satisfaction. That said, positivity doesn't always happen automatically, and it’s a lot trickier to get the whole team feeling upbeat and optimistic. This is why team activities designed to boost positivity are important.

Related reading to improve the mood in your team:

The best problem-solving activities to overcome challenges
‍ 8 team building event companies to help you build your best team
‍ Science-backed ways to approach conflict resolution
‍ Exercises to make your team feel affirmed and appreciated

In-person positive attitude activities

These activities help improve the team attitude in the office.

1. Office makeover

Best for : Putting together a fun, creative project

Price : $30-80

An office makeover is one of our favorite team building activities for work because it gives employees the chance to revamp their workspaces. This activity will have a positive effect on their mental health, morale, and motivation. More than that, it’ll promote teamwork and creativity .

To execute this workplace makeover, you’ll need to divide your team into smaller groups that will be responsible for specific areas of the office. Have each group come up with a list of pocket-friendly items to decorate the office with. A few ideas to include:

Indoor potted plants
Desk organizers
Pencil holders
Motivational wall plaques
Personal photographs

Once you’ve gotten your items, give the groups an hour to do their thing and watch as the aura around the office improves.

2. Photo finish

Best for : Promoting cooperation

Price : Free

Photo finish is a positive attitude team activity that helps improve collaboration and communication . To play this photo finish team building game:

Separate your teammates into groups of 8 to 12 people.
Mark out a straight line with tape, a rope, or cones.

The goal of this game is for the entire group to cross the line at the exact same time. As simple as this sounds, it can be quite a challenge to achieve. For the group to accomplish this task, they’ll need a lot of planning, communication, and accurate timing.

This activity can also help you recognize leadership qualities in some of your teammates, as these will usually be the ones thinking strategically, organizing the group, and leading the communication.

3. Team birthday lineup

Best for : Quick team activities

Price : Free

For this activity, teammates will need to arrange themselves in order of their birthdays (only considering the month and the day). Sounds pretty easy, but there’s a fun twist – participants cannot speak to each other.

This means they’ll have to figure out a non-verbal way to determine their birthdays and organize themselves. Set a 15-minute timer and watch your team work.

This game is great because not only does it improve the energy around the workplace, but it also helps teammates work on their communication skills. As a bonus, you'll be reminded of everyone's birthdays and can prepare gifts for their special day in advance. This is a sure way to bring some positivity into your workplace.

Chioma Ugwu

Team Building Expert & Storyteller

Large groups

Prep required

Share fun facts and bond with a team quiz

Have your participants choose from a list of questions they’d like their coworkers to answer about them, before watching as they guess the right answer.

share-fun-facts-and-bond-with-a-team-quiz

Run a guided recognition activity

run-a-guided-recognition-activity

Organize a virtual cooking class

Hire a professional chef to help your team cook a delicious lunch or dinner. May be difficult for co-workers with families. To find providers and get tips, read our blog about virtual cooking classes.

organize-a-virtual-cooking-class

Hire a stand-up comedian

hire-a-stand-up-comedian

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Build unstoppable remote teams in less than 1h a month.

Virtual activities to boost morale

Some easy virtual team activities to keep the positive attitudes up.

4. Crystal Ball on Gomada

Best for : Learning about team members' hopes and dreams

Price : 14 day free trial, after 7€ per user

You've probably wondered at some point what your future will look like. But have you ever considered your team members' plans and aspirations for the years to come? Crystal Ball opens up a conversation around hopes and ideas for the future. In this quiz activity, the questions can be as in-depth as you want them to be. Try it now for free .

Still unsure? Watch the video to see what it's all about:

5. Appreciation Shower

Best for : Expressing gratitude for the team

In today's fast-paced and often stressful work environment, it can be easy to overlook the importance of showing appreciation to our coworkers. However, expressing gratitude and recognition can be a powerful motivator and can help to boost morale and job satisfaction. With Appreciation Shower, team members can highlight each others' strengths and achievements without making anyone feel awkward or embarrassed. Try Appreciation Shower here.

Improve recognition with guided appreciation conversations.

6. Online fitness club

Best for : Fitness lovers

If you’ve got exercise and fitness enthusiasts on your team, an online fitness club might just be the virtual team activity to get your teammates feeling positive.

An online fitness club allows you to participate in each other’s fitness journeys and motivate each other to achieve fitness goals. You can make use of social fitness apps like Strava or BikeMap .

These apps track all your physical activity and connect you with friends and colleagues. They also provide personal analytics for your workouts as well as a feed that lets you keep up with your teammates’ physical accomplishments, which you can like or comment on.

7. ‘Post your pet’ Slack channel

Best for : Improving the mood of the team

When it comes to online team building , you’ve got to think ‘simple, but creative’, and that’s exactly what this virtual team activity is.

A ‘post your pet’ Slack channel provides a space for teammates to share cute and funny pictures of their pets. A channel like this is a sure-fire way to boost your teammates' morale , even from miles away. It requires very little effort but is effective at injecting some positivity and lighthearted fun into the team. And the best part? It’s a completely free team building idea !

8. Scheduled coffee breaks

Best for : All teams

Coffee breaks are a super-easy way to improve the energy around the office. They allow people to de-stress after an extended working period and provide the perfect environment for teammates to bond and form friendships. Scheduling daily coffee breaks of between 15 to 20 minutes can also help employees feel more alert and focused.

This activity isn’t just limited to in-person teams. If your team is remote, you can set aside some time to have your coffee breaks over your preferred virtual conferencing platform.

Positive attitude team building activities - a morale booster

Whether you’re working from home or in an office, the everyday work schedule can get a bit monotonous, and this can dampen the mood and affect motivation in the workplace. So if you notice that the morale of your teammates is a little low, feel free to try out any of these activities for a positivity boost. To keep morale and motivation high in the long run, you should check out apps and software that specialize in team building .

Discover virtual team building with Gomada

Gomada auto-generates the optimal activity sequence for your team. All you need to do is schedule the activity.

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The best problem-solving activities to overcome challenges ‍8 team building event companies to help you build your best team ‍Science-backed ways to approach conflict resolution ‍Exercises to make your team feel affirmed and appreciated ‍ In-person positive attitude activities These activities help improve the team attitude in the ...