When you are facing a large and complex problem with significant potential ramifications, one of the best things you can do is break that problem down into its various components until you have it solved. To use the drill down method successfully, you are going to need to have a plan.
You can choose to work through this process either on your computer or with a pen on a piece of paper, whatever suits your personal preferences. To start, write down the problem that you are facing in big letters at the top of the page. Try to sum up the problem in just a word or a short phrase, even if it is complicated in nature. This will be your starting point, and the rest of the drill down process will take place from here. At this point, the problem needs to be broken down into smaller chunks.
Try dividing the problem up into three — five smaller issues which come together to form the bigger matter. This technique is a great way to uncover the complicated nature of most business problems. It is not typical for a business problem to be isolated within the organization — more often, the problem will be built upon layers of smaller issues. This is exactly what you are going to try to untangle by using the drill down technique.
Once you have identified those lower-level issues which are creating trouble, you can get to work on correcting them as necessary.
Organizations are extremely complicated entities, with a potentially huge number of personalities, motivations, capabilities, limitations, and more at play. If you are going to get the most out of your organization, you need to understand it as intricately as possible.
While many tools exist for this purpose, the Four Frame Model is one of the most in-depth and one of the most successful. That is the case here with the Eight Disciplines Problem Solving process, which has been developed and used by Ford.
But even so, knowing something has worked for others and moving onto unfamiliar ground yourself can be very different things. It would be wise to learn how to use all of them, because one that works well for one of your problems might not work at all for another. He was an extremely creative individual, deeply reflective of the human condition, weaknesses and failings while at the same time years ahead of most in terms of his analytical thinking capacity. Instead, the entire organization learned how to learn. Of course, many people have thought systemically all their lives.
As you certainly are aware, Ford is among the leading automakers in the world, and this process has played a role in the success that they have enjoyed over the years. Even if you own or manage an organization significantly smaller than Ford, you can still benefit from the proper application of this process.
If you are going to try to solve a large problem within your organization, you need to have a plan and a process.
These eight disciplines give you just that. They are as follows —.
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In many ways, this is a more complex and detailed version of the six-step problem solving model we discussed at the start of this article. Rather than provide you with a problem solving plan as is the case with other tools, the Cynefin Framework instead helps you figure out how you should be thinking about a problem in the first place.
You could theoretically use the Cynefin Framework to figure out how you should be dealing with a problem, and then you could move into another problem solving method if you so choose to get down to the business of finding a solution. This framework helps you move problems into one of five contexts.
Those contexts are listed below —. So which of these valuable problem solving tools should you use in your organization? Well, that is going to be up to you in the end. It would be wise to learn how to use all of them, because one that works well for one of your problems might not work at all for another.
What to do: First, remove your ego from the equation. Something you can seek his advice on painful as it might be to do? A month or so of concerted effort in this direction can sometimes make a difference. What to do: The worst thing you can do here is to duck responsibility.
So, tell your manager what happened, quickly. And make it clear that you understand what a big deal the mistake was. And if there are larger lessons here, address those, too.
What gives? For instance, if your boss suddenly starts to micromanage your work or begins sending you critical feedback in writing, she might have serious concerns about your performance. Subscribe to HerMoney to get the latest money news and tips! Feeling overwhelmed at work? Fed up with your difficult co-workers?
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