put the following steps to solving community problems in the correct order

What is Problem Solving? (Steps, Techniques, Examples)

By Status.net Editorial Team on May 7, 2023 — 5 minutes to read

What Is Problem Solving?

Definition and importance.

Problem solving is the process of finding solutions to obstacles or challenges you encounter in your life or work. It is a crucial skill that allows you to tackle complex situations, adapt to changes, and overcome difficulties with ease. Mastering this ability will contribute to both your personal and professional growth, leading to more successful outcomes and better decision-making.

Problem-Solving Steps

The problem-solving process typically includes the following steps:

• Identify the issue : Recognize the problem that needs to be solved.
• Analyze the situation : Examine the issue in depth, gather all relevant information, and consider any limitations or constraints that may be present.
• Generate potential solutions : Brainstorm a list of possible solutions to the issue, without immediately judging or evaluating them.
• Evaluate options : Weigh the pros and cons of each potential solution, considering factors such as feasibility, effectiveness, and potential risks.
• Select the best solution : Choose the option that best addresses the problem and aligns with your objectives.
• Implement the solution : Put the selected solution into action and monitor the results to ensure it resolves the issue.
• Review and learn : Reflect on the problem-solving process, identify any improvements or adjustments that can be made, and apply these learnings to future situations.

Defining the Problem

To start tackling a problem, first, identify and understand it. Analyzing the issue thoroughly helps to clarify its scope and nature. Ask questions to gather information and consider the problem from various angles. Some strategies to define the problem include:

• Brainstorming with others
• Asking the 5 Ws and 1 H (Who, What, When, Where, Why, and How)
• Analyzing cause and effect
• Creating a problem statement

Generating Solutions

Once the problem is clearly understood, brainstorm possible solutions. Think creatively and keep an open mind, as well as considering lessons from past experiences. Consider:

• Creating a list of potential ideas to solve the problem
• Grouping and categorizing similar solutions
• Prioritizing potential solutions based on feasibility, cost, and resources required
• Involving others to share diverse opinions and inputs

Evaluating and Selecting Solutions

Evaluate each potential solution, weighing its pros and cons. To facilitate decision-making, use techniques such as:

• SWOT analysis (Strengths, Weaknesses, Opportunities, Threats)
• Decision-making matrices
• Pros and cons lists
• Risk assessments

After evaluating, choose the most suitable solution based on effectiveness, cost, and time constraints.

Implementing and Monitoring the Solution

Implement the chosen solution and monitor its progress. Key actions include:

• Communicating the solution to relevant parties
• Setting timelines and milestones
• Assigning tasks and responsibilities
• Monitoring the solution and making adjustments as necessary
• Evaluating the effectiveness of the solution after implementation

Utilize feedback from stakeholders and consider potential improvements. Remember that problem-solving is an ongoing process that can always be refined and enhanced.

Problem-Solving Techniques

During each step, you may find it helpful to utilize various problem-solving techniques, such as:

• Brainstorming : A free-flowing, open-minded session where ideas are generated and listed without judgment, to encourage creativity and innovative thinking.
• Root cause analysis : A method that explores the underlying causes of a problem to find the most effective solution rather than addressing superficial symptoms.
• SWOT analysis : A tool used to evaluate the strengths, weaknesses, opportunities, and threats related to a problem or decision, providing a comprehensive view of the situation.
• Mind mapping : A visual technique that uses diagrams to organize and connect ideas, helping to identify patterns, relationships, and possible solutions.

Brainstorming

When facing a problem, start by conducting a brainstorming session. Gather your team and encourage an open discussion where everyone contributes ideas, no matter how outlandish they may seem. This helps you:

• Generate a diverse range of solutions
• Encourage all team members to participate
• Foster creative thinking

When brainstorming, remember to:

• Reserve judgment until the session is over
• Encourage wild ideas
• Combine and improve upon ideas

Root Cause Analysis

For effective problem-solving, identifying the root cause of the issue at hand is crucial. Try these methods:

• 5 Whys : Ask “why” five times to get to the underlying cause.
• Fishbone Diagram : Create a diagram representing the problem and break it down into categories of potential causes.
• Pareto Analysis : Determine the few most significant causes underlying the majority of problems.

SWOT Analysis

SWOT analysis helps you examine the Strengths, Weaknesses, Opportunities, and Threats related to your problem. To perform a SWOT analysis:

• List your problem’s strengths, such as relevant resources or strong partnerships.
• Identify its weaknesses, such as knowledge gaps or limited resources.
• Explore opportunities, like trends or new technologies, that could help solve the problem.
• Recognize potential threats, like competition or regulatory barriers.

SWOT analysis aids in understanding the internal and external factors affecting the problem, which can help guide your solution.

Mind Mapping

A mind map is a visual representation of your problem and potential solutions. It enables you to organize information in a structured and intuitive manner. To create a mind map:

• Write the problem in the center of a blank page.
• Draw branches from the central problem to related sub-problems or contributing factors.
• Add more branches to represent potential solutions or further ideas.

Mind mapping allows you to visually see connections between ideas and promotes creativity in problem-solving.

Examples of Problem Solving in Various Contexts

In the business world, you might encounter problems related to finances, operations, or communication. Applying problem-solving skills in these situations could look like:

• Identifying areas of improvement in your company’s financial performance and implementing cost-saving measures
• Resolving internal conflicts among team members by listening and understanding different perspectives, then proposing and negotiating solutions
• Streamlining a process for better productivity by removing redundancies, automating tasks, or re-allocating resources

In educational contexts, problem-solving can be seen in various aspects, such as:

• Addressing a gap in students’ understanding by employing diverse teaching methods to cater to different learning styles
• Developing a strategy for successful time management to balance academic responsibilities and extracurricular activities
• Seeking resources and support to provide equal opportunities for learners with special needs or disabilities

Everyday life is full of challenges that require problem-solving skills. Some examples include:

• Overcoming a personal obstacle, such as improving your fitness level, by establishing achievable goals, measuring progress, and adjusting your approach accordingly
• Navigating a new environment or city by researching your surroundings, asking for directions, or using technology like GPS to guide you
• Dealing with a sudden change, like a change in your work schedule, by assessing the situation, identifying potential impacts, and adapting your plans to accommodate the change.
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Overview of the Problem-Solving Mental Process

Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Rachel Goldman, PhD FTOS, is a licensed psychologist, clinical assistant professor, speaker, wellness expert specializing in eating behaviors, stress management, and health behavior change.

• Identify the Problem
• Define the Problem
• Form a Strategy
• Organize Information
• Allocate Resources
• Monitor Progress
• Evaluate the Results

Frequently Asked Questions

Problem-solving is a mental process that involves discovering, analyzing, and solving problems. The ultimate goal of problem-solving is to overcome obstacles and find a solution that best resolves the issue.

The best strategy for solving a problem depends largely on the unique situation. In some cases, people are better off learning everything they can about the issue and then using factual knowledge to come up with a solution. In other instances, creativity and insight are the best options.

It is not necessary to follow problem-solving steps sequentially, It is common to skip steps or even go back through steps multiple times until the desired solution is reached.

In order to correctly solve a problem, it is often important to follow a series of steps. Researchers sometimes refer to this as the problem-solving cycle. While this cycle is portrayed sequentially, people rarely follow a rigid series of steps to find a solution.

The following steps include developing strategies and organizing knowledge.

1. Identifying the Problem

While it may seem like an obvious step, identifying the problem is not always as simple as it sounds. In some cases, people might mistakenly identify the wrong source of a problem, which will make attempts to solve it inefficient or even useless.

Some strategies that you might use to figure out the source of a problem include :

• Asking questions about the problem
• Breaking the problem down into smaller pieces
• Looking at the problem from different perspectives
• Conducting research to figure out what relationships exist between different variables

2. Defining the Problem

After the problem has been identified, it is important to fully define the problem so that it can be solved. You can define a problem by operationally defining each aspect of the problem and setting goals for what aspects of the problem you will address

At this point, you should focus on figuring out which aspects of the problems are facts and which are opinions. State the problem clearly and identify the scope of the solution.

3. Forming a Strategy

After the problem has been identified, it is time to start brainstorming potential solutions. This step usually involves generating as many ideas as possible without judging their quality. Once several possibilities have been generated, they can be evaluated and narrowed down.

The next step is to develop a strategy to solve the problem. The approach used will vary depending upon the situation and the individual's unique preferences. Common problem-solving strategies include heuristics and algorithms.

• Heuristics are mental shortcuts that are often based on solutions that have worked in the past. They can work well if the problem is similar to something you have encountered before and are often the best choice if you need a fast solution.
• Algorithms are step-by-step strategies that are guaranteed to produce a correct result. While this approach is great for accuracy, it can also consume time and resources.

Heuristics are often best used when time is of the essence, while algorithms are a better choice when a decision needs to be as accurate as possible.

4. Organizing Information

Before coming up with a solution, you need to first organize the available information. What do you know about the problem? What do you not know? The more information that is available the better prepared you will be to come up with an accurate solution.

When approaching a problem, it is important to make sure that you have all the data you need. Making a decision without adequate information can lead to biased or inaccurate results.

5. Allocating Resources

Of course, we don't always have unlimited money, time, and other resources to solve a problem. Before you begin to solve a problem, you need to determine how high priority it is.

If it is an important problem, it is probably worth allocating more resources to solving it. If, however, it is a fairly unimportant problem, then you do not want to spend too much of your available resources on coming up with a solution.

At this stage, it is important to consider all of the factors that might affect the problem at hand. This includes looking at the available resources, deadlines that need to be met, and any possible risks involved in each solution. After careful evaluation, a decision can be made about which solution to pursue.

6. Monitoring Progress

After selecting a problem-solving strategy, it is time to put the plan into action and see if it works. This step might involve trying out different solutions to see which one is the most effective.

It is also important to monitor the situation after implementing a solution to ensure that the problem has been solved and that no new problems have arisen as a result of the proposed solution.

Effective problem-solvers tend to monitor their progress as they work towards a solution. If they are not making good progress toward reaching their goal, they will reevaluate their approach or look for new strategies .

7. Evaluating the Results

After a solution has been reached, it is important to evaluate the results to determine if it is the best possible solution to the problem. This evaluation might be immediate, such as checking the results of a math problem to ensure the answer is correct, or it can be delayed, such as evaluating the success of a therapy program after several months of treatment.

Once a problem has been solved, it is important to take some time to reflect on the process that was used and evaluate the results. This will help you to improve your problem-solving skills and become more efficient at solving future problems.

A Word From Verywell​

It is important to remember that there are many different problem-solving processes with different steps, and this is just one example. Problem-solving in real-world situations requires a great deal of resourcefulness, flexibility, resilience, and continuous interaction with the environment.

Get Advice From The Verywell Mind Podcast

Hosted by therapist Amy Morin, LCSW, this episode of The Verywell Mind Podcast shares how you can stop dwelling in a negative mindset.

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You can become a better problem solving by:

• Practicing brainstorming and coming up with multiple potential solutions to problems
• Being open-minded and considering all possible options before making a decision
• Breaking down problems into smaller, more manageable pieces
• Asking for help when needed
• Researching different problem-solving techniques and trying out new ones
• Learning from mistakes and using them as opportunities to grow

It's important to communicate openly and honestly with your partner about what's going on. Try to see things from their perspective as well as your own. Work together to find a resolution that works for both of you. Be willing to compromise and accept that there may not be a perfect solution.

Take breaks if things are getting too heated, and come back to the problem when you feel calm and collected. Don't try to fix every problem on your own—consider asking a therapist or counselor for help and insight.

If you've tried everything and there doesn't seem to be a way to fix the problem, you may have to learn to accept it. This can be difficult, but try to focus on the positive aspects of your life and remember that every situation is temporary. Don't dwell on what's going wrong—instead, think about what's going right. Find support by talking to friends or family. Seek professional help if you're having trouble coping.

Davidson JE, Sternberg RJ, editors.  The Psychology of Problem Solving .  Cambridge University Press; 2003. doi:10.1017/CBO9780511615771

Sarathy V. Real world problem-solving .  Front Hum Neurosci . 2018;12:261. Published 2018 Jun 26. doi:10.3389/fnhum.2018.00261

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

• Miles Anthony Smith
• Sep 12, 2022
• 12 min read

The Ultimate Problem-Solving Process Guide: 31 Steps and Resources

Updated: Jan 24, 2023

GOT CHALLENGES WITH YOUR PROBLEM-SOLVING PROCESS? ARE YOU FRUSTRATED?

prob·lem-solv·ing noun -the process of finding solutions to difficult or complex issues. It sounds so simple, doesn’t it? But in reality problem-solving is hard. It's almost always more complex than it seems. That's why problem-solving can be so frustrating sometimes. You can feel like you’re spinning your wheels, arguing in circles, or just failing to find answers that actually work. And when you've got a group working on a problem, it can get even muddier …differences of opinions, viewpoints colored by different backgrounds, history, life experiences, you name it. We’re all looking at life and work from different angles, and that often means disagreement. Sometimes sharp disagreement. That human element, figuring out how to take ourselves out of the equation and make solid, fact-based decisions , is precisely why there’s been so much written on problem-solving. Which creates its own set of problems. Whose method is best? How can you possibly sift through them all? Are we to have one person complete the entire problem-solving process by themselves or rely on a larger team to find answers to our most vexing challenges in the workplace ? Today, we’re going to make sense of it all. We’ll take a close look at nine top problem-solving methods. Then we’ll grab the best elements of all of them to give you a process that will have your team solving problems faster, with better results , and maybe with less sharp disagreement. Ready to dive in? Let’s go!

9 PROFITABLE PROBLEM-SOLVING TECHNIQUES AND METHODS

While there are loads of methods to choose from, we are going to focus on nine of the more common ones. You can use some of these problem-solving techniques reactively to solve a known issue or proactively to find more efficient or effective ways of performing tasks. If you want to explore other methods, check out this resource here . A helpful bit of advice here is to reassure people that you aren’t here to identify the person that caused the problem . You’re working to surface the issue, solve it and make sure it doesn’t happen again, regardless of the person working on the process. It can’t be understated how important it is to continually reassure people of this so that you get unfiltered access to information. Without this, people will often hide things to protect themselves . After all, nobody wants to look bad, do they? With that said, let’s get started...

1. CREATIVE PROBLEM SOLVING (CPS)

Alex Osborn coined the term “Creative Problem Solving” in the 1940s with this simple four-step process:

Clarify : Explore the vision, gather data, and formulate questions.

Ideate : This stage should use brainstorming to generate divergent thinking and ideas rather than the random ideas normally associated with brainstorming.

Develop : Formulate solutions as part of an overall plan.

Implement : Put the plan into practice and communicate it to all parties.

2. APPRECIATIVE INQUIRY

Source: http://www.davidcooperrider.com/ai-process/ This method seeks, first and foremost, to identify the strengths in people and organizations and play to that “positive core” rather than focus our energies on improving weaknesses . It starts with an “affirmative topic,” followed by the “positive core (strengths).” Then this method delves into the following stages:

Discovery (fact-finding)

Dream (visioning the future)

Design (strategic purpose)

Destiny (continuous improvement)

3. “FIVE WHYS” METHOD

This method simply suggests that we ask “Why” at least five times during our review of the problem and in search of a fix. This helps us dig deeper to find the the true reason for the problem, or the root cause. Now, this doesn’t mean we just keeping asking the same question five times. Once we get an answer to our first “why”, we ask why to that answer until we get to five “whys”.

Using the “five whys” is part of the “Analyze” phase of Six Sigma but can be used with or without the full Six Sigma process.

Review this simple Wikipedia example of the 5 Whys in action:

The vehicle will not start. (the problem)

Why? - The battery is dead. (First why)

Why? - The alternator is not functioning. (Second why)

Why? - The alternator belt has broken. (Third why)

Why? - The alternator belt was well beyond its useful service life and not replaced. (Fourth why)

Why? - The vehicle was not maintained according to the recommended service schedule. (Fifth why, a root cause)

4. LEAN SIX SIGMA (DMAIC METHOD)

While many people have at least heard of Lean or Six Sigma, do we know what it is? Like many problem-solving processes, it has five main steps to follow.

Define : Clearly laying out the problem and soliciting feedback from those who are customers of the process is necessary to starting off on the right foot.

Measure : Quantifying the current state of the problem is a key to measuring how well the fix performed once it was implemented.

Analyze : Finding out the root cause of the problem (see number 5 “Root Cause Analysis” below) is one of the hardest and least explored steps of Six Sigma.

Improve : Crafting, executing, and testing the solution for measureable improvement is key. What doesn’t get implemented and measured really won’t make a difference.

Control : Sustaining the fix through a monitoring plan will ensure things continue to stay on track rather than being a short-lived solution.

5. ROOT CAUSE ANALYSIS

Compared to other methods, you’ll more often find this technique in a reactive problem-solving mode, but it is helpful nonetheless. Put simply, it requires a persistent approach to finding the highest-level cause, since most reasons you’ll uncover for a problem don’t tell the whole story.

Most of the time, there are many factors that contributed to an issue. The main reason is often shrouded in either intentional or unintentional secrecy. Taking the time to drill down to the root of the issue is key to truly solving the problem.

6. DEMING-SHEWHART CYCLE: PLAN-DO-CHECK-ACT (PDCA)

Named for W. Edwards Deming and Walter A. Shewhart, this model follows a four-step process:

Plan: Establish goals and objectives at the outset to gain agreement. It’s best to start on a small scale in order to test results and get a quick win.

Do: This step is all about the implementation and execution of the solution.

Check: Study and compare actual to expected results. Chart this data to identify trends.

Act/Adjust: If the check phase showed different results, then adjust accordingly. If worse than expected, then try another fix. If the same or better than expected, then use that as the new baseline for future improvements.

7. 8D PROBLEM-SOLVING

While this is named “8D” for eight disciplines, there are actually nine , because the first is listed as step zero. Each of the disciplines represents a phase of this process. Its aim is to implement a quick fix in the short term while working on a more permanent solution with no recurring issues.

Prepare and Plan : Collecting initial information from the team and preparing your approach to the process is a necessary first step.

Form a Team : Select a cross-functional team of people, one leader to run meetings and the process, and one champion/sponsor who will be the final decision-maker.

Describe the Problem : Using inductive and deductive reasoning approaches, lay out the precise issue to be corrected.

Interim Containment Action : Determine if an interim solution needs to be implemented or if it can wait until the final fix is firmed up. If necessary, the interim action is usually removed once the permanent solution is ready for implementation.

Root Cause Analysis and Escape Point : Finding the root of the issue and where in the process it could’ve been found but was not will help identify where and why the issue happened.

Permanent Corrective Action : Incorporating key criteria into the solution, including requirements and wants, will help ensure buy-in from the team and your champion.

Implement and Validate the Permanent Corrective Action : Measuring results from the fix implemented validates it or sends the team back to the drawing board to identity a more robust solution.

Prevent Recurrence : Updating work procedure documents and regular communication about the changes are important to keep old habits in check.

Closure and Team Celebration : Taking time to praise the team for their efforts in resolving the problem acknowledges the part each person played and offers a way to move forward.

8. ARMY PROBLEM SOLVING PROCESS

The US Army has been solving problems for more than a couple of centuries , so why not take a look at the problem-solving process they’ve refined over many years? They recommend this five step process:

Identify the Problem : Take time to understand the situation and define a scope and limitations before moving forward.

Gather Information : Uncover facts, assumptions, and opinions about the problem, and challenge them to get to the truth.

Develop Screening and Evaluation Criteria :

Five screening items should be questioned. Is it feasible, acceptable, distinguishable, and complete?

Evaluation criteria should have these 5 elements: short title, definition, unit of measure, benchmark, and formula.

Generate, Analyze, and Compare Possible Solutions : Most fixes are analyzed, but do you compare yours to one another as a final vetting method?

Choose a Solution and Implement : Put the fix into practice and follow up to ensure it is being followed consistently and having the desired effect.

9. HURSON'S PRODUCTIVE THINKING MODEL

Tim Hurson introduced this model in 2007 with his book, Think Better. It consists of the following six actions.

Ask "What is going on?" : Define the impact of the problem and the aim of its solution.

Ask "What is success?" : Spell out the expected outcome, what should not be in fix, values to be considered, and how things will be evaluated.

Ask "What is the question?" : Tailor questions to the problem type. Valuable resources can be wasted asking questions that aren’t truly relevant to the issue.

Generate answers : Prioritize answers that are the most relevant to solutions, without excluding any suggestion to present to the decision-makers.

Forge the solution : Refine the raw list of prioritized fixes, looking for ways to combine them for a more powerful solution or eliminate fixes that don’t fit the evaluation criteria.

Align resources: Identify resources, team, and stakeholders needed to implement and maintain the solution.

STEAL THIS THOROUGH 8-STEP PROBLEM-SOLVING PROCESS

Now that we’ve reviewed a number of problem-solving methods, we’ve compiled the various steps into a straightforward, yet in-depth, s tep-by-step process to use the best of all methods.

1. DIG DEEP: IDENTIFY, DEFINE, AND CLARIFY THE ISSUE

“Elementary, my dear Watson,” you might say.

This is true, but we often forget the fundamentals before trying to solve a problem. So take some time to gain understanding of critical stakeholder’s viewpoints to clarify the problem and cement consensus behind what the issue really is.

Sometimes it feels like you’re on the same page, but minor misunderstandings mean you’re not really in full agreement.. It’s better to take the time to drill down on an issue before you get too far into solving a problem that may not be the exact problem . Which leads us to…

2. DIG DEEPER: ROOT CAUSE ANALYSIS

This part of the process involves identifying these three items :

What happened?

Why did it happen?

What process do we need to employ to significantly reduce the chances of it happening again ?

You’ll usually need to sort through a series of situations to find the primary cause. So be careful not to stop at the first cause you uncover . Dig further into the situation to expose the root of the issue. We don’t want to install a solution that only fixes a surface-level issue and not the root. T here are typically three types of causes :

Physical: Perhaps a part failed due to poor design or manufacturing.

Human error: A person either did something wrong or didn’t do what needed to be done.

Organizational: This one is mostly about a system, process, or policy that contributed to the error .

When searching for the root cause, it is important to ensure people that you aren’t there to assign blame to a person but rather identify the problem so a fix can prevent future issues.

3. PRODUCE A VARIETY OF SOLUTION OPTIONS

So far, you’ve approached the problem as a data scientist, searching for clues to the real issue. Now, it’s important to keep your eyes and ears open, in case you run across a fix suggested by one of those involved in the process failure. Because they are closest to the problem, they will often have an idea of how to fix things. In other cases, they may be too close, and unable to see how the process could change.

The bottom line is to solicit solution ideas from a variety of sources , both close to and far away from the process you’re trying to improve.

You just never know where the top fix might come from!

4. FULLY EVALUATE AND SELECT PLANNED FIX(ES)

Evaluating solutions to a defined problem can be tricky since each one will have cost, political, or other factors associated with it. Running each fix through a filter of cost and impact is a vital step toward identifying a solid solution and hopefully settling on the one with the highest impact and low or acceptable cost.

Categorizing each solution in one of these four categoriescan help teams sift through them:

High Cost/Low Impact: Implement these last, if at all, since t hey are expensive and won’t move the needle much .

Low Cost/Low Impact: These are cheap, but you won’t get much impact.

High Cost/High Impact: These can be used but should be second to the next category.

Low Cost/High Impact: Getting a solid “bang for your buck” is what these fixes are all about. Start with these first .

5. DOCUMENT THE FINAL SOLUTION AND WHAT SUCCESS LOOKS LIKE

Formalize a document that all interested parties (front-line staff, supervisors, leadership, etc.) agree to follow. This will go a long way towards making sure everyone fully understands what the new process looks like, as well as what success will look like .

While it might seem tedious, try to be overly descriptive in the explanation of the solution and how success will be achieved. This is usually necessary to gain full buy-in and commitment to continually following the solution. We often assume certain things that others may not know unless we are more explicit with our communications.

6. SUCCESSFULLY SELL AND EXECUTE THE FIX

Arriving at this stage in the process only to forget to consistently apply the solution would be a waste of time, yet many organizations fall down in the execution phase . Part of making sure that doesn’t happen is to communicate the fix and ask for questions multiple times until all parties have a solid grasp on what is now required of them.

One often-overlooked element of this is the politics involved in gaining approval for your solution. Knowing and anticipating objections of those in senior or key leadership positions is central to gaining buy-in before fix implementation.

7. RINSE AND REPEAT: EVALUATE, MONITOR, AND FOLLOW UP

Next, doing check-ins with the new process will ensure that the solution is working (or identity if further reforms are necessary) . You’ll also see if the measure of predefined success has been attained (or is making progress in that regard).

Without regularly monitoring the fix, you can only gauge the success or failure of the solution by speculation and hearsay. And without hard data to review, most people will tell their own version of the story.

8. COLLABORATIVE CONTINGENCIES, ITERATION, AND COURSE CORRECTION

Going into any problem-solving process, we should take note that we will not be done once the solution is implemented (or even if it seems to be working better at the moment). Any part of any process will always be subject to the need for future iterations and course corrections . To think otherwise would be either foolish or naive.

There might need to be slight, moderate, or wholesale changes to the solution previously implemented as new information is gained, new technologies are discovered, etc.

14 FRUITFUL RESOURCES AND EXERCISES FOR YOUR PROBLEM-SOLVING JOURNEY

Want to test your problem-solving skills?

Take a look at these twenty case study scenario exercises to see how well you can come up with solutions to these problems.

Still have a desire to discover more about solving problems?

Check out these 14 articles and books...

1. THE LEAN SIX SIGMA POCKET TOOLBOOK: A QUICK REFERENCE GUIDE TO NEARLY 100 TOOLS FOR IMPROVING QUALITY AND SPEED

This book is like a Bible for Lean Six Sigma , all in a pocket-sized package.

2. SOME SAGE PROBLEM SOLVING ADVICE

The American Society for Quality has a short article on how it’s important to focus on the problem before searching for a solution.

3. THE SECRET TO BETTER PROBLEM SOLVING: HARVARD BUSINESS REVIEW

Wondering if you are solving the right problems? Check out this Harvard Business Review article.

4. PROBLEM SOLVING 101 : A SIMPLE BOOK FOR SMART PEOPLE

Looking for a fun and easy problem-solving book that was written by a McKinsey consultant? Take a look!

5. THE BASICS OF CREATIVE PROBLEM SOLVING – CPS

If you want a deeper dive into the seven steps of Creative Problem Solving , see this article.

6. APPRECIATIVE INQUIRY : A POSITIVE REVOLUTION IN CHANGE

Appreciative Inquiry has been proven effective in organizations ranging from Roadway Express and British Airways to the United Nations and the United States Navy. Review this book to join the positive revolution.

7. PROBLEM SOLVING: NINE CASE STUDIES AND LESSONS LEARNED

The Seattle Police Department has put together nine case studies that you can practice solving . While they are about police work, they have practical application in the sleuthing of work-related problems.

8. ROOT CAUSE ANALYSIS : THE CORE OF PROBLEM SOLVING AND CORRECTIVE ACTION

Need a resource to delve further into Root Cause Analysis? Look no further than this book for answers to your most vexing questions .

9. SOLVING BUSINESS PROBLEMS : THE CASE OF POOR FRANK

This solid case study illustrates the complexities of solving problems in business.

10. THE 8-DISCIPLINES PROBLEM SOLVING METHODOLOGY

Learn all about the “8Ds” with this concise primer.

11. THE PROBLEM-SOLVING PROCESS THAT PREVENTS GROUPTHINK HBR

Need to reduce groupthink in your organization’s problem-solving process ? Check out this article from the Harvard Business Review.

12. THINK BETTER : AN INNOVATOR'S GUIDE TO PRODUCTIVE THINKING

Tim Hurson details his own Productive Thinking Model at great length in this book from the author.

13. 5 STEPS TO SOLVING THE PROBLEMS WITH YOUR PROBLEM SOLVING INC MAGAZINE

This simple five-step process will help you break down the problem, analyze it, prioritize solutions, and sell them internally.

14. CRITICAL THINKING : A BEGINNER'S GUIDE TO CRITICAL THINKING, BETTER DECISION MAKING, AND PROBLEM SOLVING!

LOOKING FOR ASSISTANCE WITH YOUR PROBLEM-SOLVING PROCESS?

There's a lot to take in here, but following some of these methods are sure to improve your problem-solving process. However, if you really want to take problem-solving to the next level, InitiativeOne can come alongside your team to help you solve problems much faster than you ever have before.

There are several parts to this leadership transformation process provided by InitiativeOne, including a personal profile assessment, cognitive learning, group sessions with real-world challenges, personal discovery, and a toolkit to empower leaders to perform at their best.

There are really only two things stopping good teams from being great. One is how they make decisions and two is how they solve problems. Contact us today to grow your team’s leadership performance by making decisions and solving problems more swiftly than ever before!

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The Seven Steps of Action Planning

• Define the Problem(s)
• Collect and Analyze the Data
• Clarify and Prioritize the Problem(s)
• Write a Goal Statement for Each Solution
• Implement Solutions: The Action Plan
• Monitor and Evaluate
• Restart with a New Problem, or Refine the Old Problem

The following is a simple example of the problem solving process in practice: The dairy farm owner notices that the bulk tank weights are lower this week than last week. In the next sections we will go through the seven steps to solve this problem:

Step 1: Define the Problem(s)

Evaluate the situation. Have all possibilities been considered? In this stage, explore all possibilities, ask all involved or interested individuals for their input into identifying the problem. Is there just one problem or are there more?

Our farm owner conducts a thorough investigation in trying to determine why the bulk tank weights are down. He checks with the veterinarian to be sure there is not a contributing health factor. He also has the nutritionist evaluate the ration to be sure they are feeding at the proper level. In addition, he interviews employees who interact with the cows on a daily basis. This is what he finds:

• Standard Operating Procedures are being followed thoroughly in the milking parlor.
• Several substitute feeders found some premixes in short supply. In order to feed the milking cows they had to prepare premixes before mixing the herd rations.
• The veterinarian visits and reports the cows are in good health.
• The nutritionist evaluates the rations and finds them to be appropriate for the various production groups.

The farm owner begins to suspect the problem is a result of variation in the feed ration being fed as a result of different people mixing the feed.

Step 2: Collect and Analyze the Data

Now that we have identified the problem, we collect and analyze data to prove or disprove the assumption that our problem is a result of inconsistent ration. We analyze the situations by asking questions.

• What ingredient(s) in the computer ration is the likely problem?
• What do others (veterinarian, nutritionist, herdsman) see as the reason for the lower bulk tank weights?
• What do the feeders see? How much feed is in the alley when new feed is put out?
• What does test data indicate? Compare the sample analyses of the ration being fed, the ration being eaten by the cows, and the ration left when new feed is delivered.

In our scenario, the farm owner reviews the bulk tank weights and confirms that tank weights are down. Next he checks the cow numbers to see if perhaps these are down. Instead, he finds that cow numbers are up. As he is gathering data from the employees he is reminded that the old feeder left for a new position. He finds that different people have been pitching in to mix the feed ration. The owner begins to suspect that the cow's daily rations are not being made consistently. He reviews analysis of feed samples at the next three feedings and finds that the variation is beyond the limits for acceptability.

Step 3: Clarify and Prioritize the Problem(s)

If there is more than one problem, you will need to prioritize the problems so you can focus on the most important problems first. Ask the following questions to help you sort the problems with the higher priority issues at the top of the list.

• Which problem could result in negative consequences in terms of cow or employee health?
• Are any of the problems putting the operation in danger of being in noncompliance with regulations?
• Which problems have the greatest impact on the long-term economic stability of the operation?
• Which problems have short-term impact on the stability of the operation?

In this case we only have one problem -- lack of a consistent ration so prioritization is not necessary.

Step 4: Write a Goal Statement for Each Solution

The next step in the process is setting S.M.A.R.T. goals, or goals that are:

S - Specific

M - measurable, a - achievable, r - relevant.

The team needs to go through the problems that have been identified and evaluate them for each of these items. If all the goals that have been set are S.M.A.R.T. goals, great -- you are ready to move on to Monitoring Progress. Otherwise, work with the team to make the necessary adjustments to make the goals S.M.A.R.T.

Specific goals are clear and focused, not broad, ambiguous, or general. Specific goals provide specific information on the behaviors that are associated with the goal. These goals indicate who will do what, when and how.

• Example of a goal that is not specific - "The advisory team will improve Pleasantview Dairy's profitability."
• Example of a specific goal - "Employees of Pleasantview Dairy will lower feed costs by producing high-quality forages (RFV>125), having forage equipment in top working order by May 1, storing the first crop of hay silage by May 25, and continuing to harvest at 31-day intervals throughout the growing season."

Measurable goals provide a measurable indicator of success, so that it becomes easy to monitor progress and determine when success has been attained. Measurements of success may be quantified with numbers or a simple yes/no determination.

• Example of a goal that is not measurable - "Employees of Pleasantview Dairy will improve feed quality."
• Example of a measurable goal - "Employees of Pleasantview Dairy will increase the average relative feed value from 100 to greater than 140 for all hay silage stored this summer" or "All ingredients in the TMR will be weighed using the electronic scales and delivered to the feed bunk by 10:00 a.m."

Achievable goals are realistic, and well within the abilities, responsibilities and resources of the management and staff. This does not mean that goals must be easy to achieve. Every effort should be made to reach a higher level of performance. Sometimes "stretch" goals can encourage someone to step out of their comfort zone and tackle tasks in a new, challenging, yet achievable way that results in overall improvement for the operation.

• Example of a goal that is not achievable - "Milk yields will exceed x amount," where x is beyond the limitations for the breed of cattle, facilities and management of the operation.
• Example of an achievable goal - "Farm employee x will mix feed ingredients accurately (wet feed less than 5 percent and dry feed less than 1 percent error) and deliver it to the cows by 10:00 a.m."

A relevant goal is appropriate to a person who will be attempting to achieve it and to the overall goals and objectives of the farm.

• Example of a goal that is not relevant - "All feed will be delivered to the cows by 10:00 a.m." This goal is easy enough to measure and achieve, but doesn't do anything to ensure the quality of the feed.
• Example of a relevant goal - "Farm staff will improve milk production and lower feed waste by assuring that the computed ration is fed to the cows accurately, in the proper amounts and by 10:00 a.m. each morning."

The attainment of a goal should not be open-ended, but set for a specific time. As much as possible, the exact date the goal is to be achieved should be determined. When a goal has a deadline, it provides a measurable point and speeds progress toward critical goals. Employees will generally put more emphasis on goals that have specific deadlines than on those for which no time for measurement has been established.

• Example of a goal that is not timely - "We will increase milk sold per worker to 1.2 million pounds."
• Example of a timely goal - "We will increase milk sold per worker to 1.2 million pounds by July 1 of next year."

Now, back to our example - an appropriate S.M.A.R.T. goal for this situation would be to write a standard operating procedure (SOP) by tomorrow evening's feeding so that everyone that is assigned to feed the cows unexpectedly can easily follow the steps and assure that the cows are fed correctly twice daily, at 6 a.m. and 6 p.m.

Step 5: Implement Solutions - The Action Plan

Step five is to write an action plan that addresses the problems. An action plan is written so that any employee can do the task successfully alone and is followed much like a recipe. It converts the goal or plan into a people process. It has three essential parts:

• Based on the goal the action plans answers five questions - What? When? How? Where? Who?
• Lists Resources
• Lists Potential Barriers

The example below applies these steps to our sample problem. Some of the steps in the action plan are obvious.

• What? - Feed the cows correctly twice a day.
• When? - By tomorrow night.
• How? - The written SOP.

Some questions still need answers in the action plan

• Where? - Feed is to be mixed in the feed wagon using the green tractor on the concrete pad by the commodity bins next to the silos. The feed is then to be fed to the cows in lots 2, 3, and 4 twice daily, at 6AM and 6 PM.
• Who? - To be assigned by the herdsman until a new feeder is hired and trained.

Resource List

• Ask the herdsman for help if any questions arise.
• The feeds are in the feed storage area and will be replaced as they are used.
• The tractor and mixing wagon are in the shed by the feed storage.
• The feeder is authorized to order feed or ask the office to do so.
• The feeder can spend up to $300 to correct problems when the office is closed and should get parts on account at Dickerson's Equipment.

Potential Barriers

• Depleted feeds in silos or bins.
• Tractor is in use somewhere else.
• Broken equipment.
• Sick employees.
• Cows in the wrong lot.
• Scales broken.

You will want to post an alternative plan for each of these contingencies.

Step 6: Monitor and Evaluate

Our next step in the problem solving process is to design a method for monitoring the outcome. The method we select should assess whether the goal and action plan corrects the problem. In addition, a well-designed monitoring method will help the team to determine when the action plan needs to be improved.

A team of professionals should not spend much time going over numerous data sets. They should have simple spreadsheets or graphs that tell how well the action plan is working and move on to bigger problems. Most teams need a short list of key parameters related to goals that they follow each meeting. An extensive list of production items is provided in the Resource/Special Tools section for ideas. Many teams track summary data from accounting reports, inventories of resources, or other items critical to monitoring action plans.

At each team meeting, the team should receive an update on the progress towards meeting the goals including any difficulties encountered or benefits received. Printed reports, summaries and spreadsheets speed the work of the team and help track progress. As time passes and situations change, the team will need to reevaluate individual goals and action steps as well as eliminate any that are no longer necessary. Add new goals as the need arises.

In our example, there were several components of the monitoring and evaluation process.

• Grab samples were taken and analyzed at each feeding for the next two weeks.
• The herdsman routinely observed the feed mixing process to see that the standard operating procedure was being followed.
• Bulk tank weights were monitored and plotted with cow numbers on a graph on a wall in the parlor office.

Monitoring Tools: Sample Herd Report

Step 7: Restart With a New Problem, or Refine the Old Problem

The problem solving steps are cyclical. If the first cycle is successful the process starts over with a new problem. If the same problem persists, there must be refinement, so the process starts over with refinement of the original problem as more current data is analyzed.

The problem solving process can last minutes or extend to years depending on the difficulty and complexity of the problem being addressed. Some problems will be addressed "on the fly" by the farm owner. Others will require careful consideration by the farm advisory team.

• Dairy Advisory Teams
• Integrated Dairy Management

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The Art of Effective Problem Solving: A Step-by-Step Guide

Author: Daniel Croft

Daniel Croft is an experienced continuous improvement manager with a Lean Six Sigma Black Belt and a Bachelor's degree in Business Management. With more than ten years of experience applying his skills across various industries, Daniel specializes in optimizing processes and improving efficiency. His approach combines practical experience with a deep understanding of business fundamentals to drive meaningful change.

Whether we realise it or not, problem solving skills are an important part of our daily lives. From resolving a minor annoyance at home to tackling complex business challenges at work, our ability to solve problems has a significant impact on our success and happiness. However, not everyone is naturally gifted at problem-solving, and even those who are can always improve their skills. In this blog post, we will go over the art of effective problem-solving step by step.

You will learn how to define a problem, gather information, assess alternatives, and implement a solution, all while honing your critical thinking and creative problem-solving skills. Whether you’re a seasoned problem solver or just getting started, this guide will arm you with the knowledge and tools you need to face any challenge with confidence. So let’s get started!

Problem Solving Methodologies

Individuals and organisations can use a variety of problem-solving methodologies to address complex challenges. 8D and A3 problem solving techniques are two popular methodologies in the Lean Six Sigma framework.

Methodology of 8D (Eight Discipline) Problem Solving:

The 8D problem solving methodology is a systematic, team-based approach to problem solving. It is a method that guides a team through eight distinct steps to solve a problem in a systematic and comprehensive manner.

The 8D process consists of the following steps:

• Form a team: Assemble a group of people who have the necessary expertise to work on the problem.
• Define the issue: Clearly identify and define the problem, including the root cause and the customer impact.
• Create a temporary containment plan: Put in place a plan to lessen the impact of the problem until a permanent solution can be found.
• Identify the root cause: To identify the underlying causes of the problem, use root cause analysis techniques such as Fishbone diagrams and Pareto charts.
• Create and test long-term corrective actions: Create and test a long-term solution to eliminate the root cause of the problem.
• Implement and validate the permanent solution: Implement and validate the permanent solution’s effectiveness.
• Prevent recurrence: Put in place measures to keep the problem from recurring.
• Recognize and reward the team: Recognize and reward the team for its efforts.

Download the 8D Problem Solving Template

A3 Problem Solving Method:

The A3 problem solving technique is a visual, team-based problem-solving approach that is frequently used in Lean Six Sigma projects. The A3 report is a one-page document that clearly and concisely outlines the problem, root cause analysis, and proposed solution.

The A3 problem-solving procedure consists of the following steps:

• Determine the issue: Define the issue clearly, including its impact on the customer.
• Perform root cause analysis: Identify the underlying causes of the problem using root cause analysis techniques.
• Create and implement a solution: Create and implement a solution that addresses the problem’s root cause.
• Monitor and improve the solution: Keep an eye on the solution’s effectiveness and make any necessary changes.

Subsequently, in the Lean Six Sigma framework, the 8D and A3 problem solving methodologies are two popular approaches to problem solving. Both methodologies provide a structured, team-based problem-solving approach that guides individuals through a comprehensive and systematic process of identifying, analysing, and resolving problems in an effective and efficient manner.

Step 1 – Define the Problem

The definition of the problem is the first step in effective problem solving. This may appear to be a simple task, but it is actually quite difficult. This is because problems are frequently complex and multi-layered, making it easy to confuse symptoms with the underlying cause. To avoid this pitfall, it is critical to thoroughly understand the problem.

To begin, ask yourself some clarifying questions:

• What exactly is the issue?
• What are the problem’s symptoms or consequences?
• Who or what is impacted by the issue?
• When and where does the issue arise?

Answering these questions will assist you in determining the scope of the problem. However, simply describing the problem is not always sufficient; you must also identify the root cause. The root cause is the underlying cause of the problem and is usually the key to resolving it permanently.

Try asking “why” questions to find the root cause:

• What causes the problem?
• Why does it continue?
• Why does it have the effects that it does?

By repeatedly asking “ why ,” you’ll eventually get to the bottom of the problem. This is an important step in the problem-solving process because it ensures that you’re dealing with the root cause rather than just the symptoms.

Once you have a firm grasp on the issue, it is time to divide it into smaller, more manageable chunks. This makes tackling the problem easier and reduces the risk of becoming overwhelmed. For example, if you’re attempting to solve a complex business problem, you might divide it into smaller components like market research, product development, and sales strategies.

To summarise step 1, defining the problem is an important first step in effective problem-solving. You will be able to identify the root cause and break it down into manageable parts if you take the time to thoroughly understand the problem. This will prepare you for the next step in the problem-solving process, which is gathering information and brainstorming ideas.

Step 2 – Gather Information and Brainstorm Ideas

Gathering information and brainstorming ideas is the next step in effective problem solving. This entails researching the problem and relevant information, collaborating with others, and coming up with a variety of potential solutions. This increases your chances of finding the best solution to the problem.

Begin by researching the problem and relevant information. This could include reading articles, conducting surveys, or consulting with experts. The goal is to collect as much information as possible in order to better understand the problem and possible solutions.

Next, work with others to gather a variety of perspectives. Brainstorming with others can be an excellent way to come up with new and creative ideas. Encourage everyone to share their thoughts and ideas when working in a group, and make an effort to actively listen to what others have to say. Be open to new and unconventional ideas and resist the urge to dismiss them too quickly.

Finally, use brainstorming to generate a wide range of potential solutions. This is the place where you can let your imagination run wild. At this stage, don’t worry about the feasibility or practicality of the solutions; instead, focus on generating as many ideas as possible. Write down everything that comes to mind, no matter how ridiculous or unusual it may appear. This can be done individually or in groups.

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the next step in the problem-solving process, which we’ll go over in greater detail in the following section.

Step 3 – Evaluate Options and Choose the Best Solution

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the third step in effective problem solving, and it entails weighing the advantages and disadvantages of each solution, considering their feasibility and practicability, and selecting the solution that is most likely to solve the problem effectively.

To begin, weigh the advantages and disadvantages of each solution. This will assist you in determining the potential outcomes of each solution and deciding which is the best option. For example, a quick and easy solution may not be the most effective in the long run, whereas a more complex and time-consuming solution may be more effective in solving the problem in the long run.

Consider each solution’s feasibility and practicability. Consider the following:

• Can the solution be implemented within the available resources, time, and budget?
• What are the possible barriers to implementing the solution?
• Is the solution feasible in today’s political, economic, and social environment?

You’ll be able to tell which solutions are likely to succeed and which aren’t by assessing their feasibility and practicability.

Finally, choose the solution that is most likely to effectively solve the problem. This solution should be based on the criteria you’ve established, such as the advantages and disadvantages of each solution, their feasibility and practicability, and your overall goals.

It is critical to remember that there is no one-size-fits-all solution to problems. What is effective for one person or situation may not be effective for another. This is why it is critical to consider a wide range of solutions and evaluate each one based on its ability to effectively solve the problem.

Step 4 – Implement and Monitor the Solution

When you’ve decided on the best solution, it’s time to put it into action. The fourth and final step in effective problem solving is to put the solution into action, monitor its progress, and make any necessary adjustments.

To begin, implement the solution. This may entail delegating tasks, developing a strategy, and allocating resources. Ascertain that everyone involved understands their role and responsibilities in the solution’s implementation.

Next, keep an eye on the solution’s progress. This may entail scheduling regular check-ins, tracking metrics, and soliciting feedback from others. You will be able to identify any potential roadblocks and make any necessary adjustments in a timely manner if you monitor the progress of the solution.

Finally, make any necessary modifications to the solution. This could entail changing the solution, altering the plan of action, or delegating different tasks. Be willing to make changes if they will improve the solution or help it solve the problem more effectively.

It’s important to remember that problem solving is an iterative process, and there may be times when you need to start from scratch. This is especially true if the initial solution does not effectively solve the problem. In these situations, it’s critical to be adaptable and flexible and to keep trying new solutions until you find the one that works best.

To summarise, effective problem solving is a critical skill that can assist individuals and organisations in overcoming challenges and achieving their objectives. Effective problem solving consists of four key steps: defining the problem, generating potential solutions, evaluating alternatives and selecting the best solution, and implementing the solution.

You can increase your chances of success in problem solving by following these steps and considering factors such as the pros and cons of each solution, their feasibility and practicability, and making any necessary adjustments. Furthermore, keep in mind that problem solving is an iterative process, and there may be times when you need to go back to the beginning and restart. Maintain your adaptability and try new solutions until you find the one that works best for you.

• Novick, L.R. and Bassok, M., 2005.  Problem Solving . Cambridge University Press.

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Daniel Croft

Daniel Croft is a seasoned continuous improvement manager with a Black Belt in Lean Six Sigma. With over 10 years of real-world application experience across diverse sectors, Daniel has a passion for optimizing processes and fostering a culture of efficiency. He's not just a practitioner but also an avid learner, constantly seeking to expand his knowledge. Outside of his professional life, Daniel has a keen Investing, statistics and knowledge-sharing, which led him to create the website www.learnleansigma.com, a platform dedicated to Lean Six Sigma and process improvement insights.

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The 5 steps of the solving problem process

August 17, 2023 by MindManager Blog

Whether you run a business, manage a team, or work in an industry where change is the norm, it may feel like something is always going wrong. Thankfully, becoming proficient in the problem solving process can alleviate a great deal of the stress that business issues can create.

Understanding the right way to solve problems not only takes the guesswork out of how to deal with difficult, unexpected, or complex situations, it can lead to more effective long-term solutions.

In this article, we’ll walk you through the 5 steps of problem solving, and help you explore a few examples of problem solving scenarios where you can see the problem solving process in action before putting it to work.

Understanding the problem solving process

When something isn’t working, it’s important to understand what’s at the root of the problem so you can fix it and prevent it from happening again. That’s why resolving difficult or complex issues works best when you apply proven business problem solving tools and techniques – from soft skills, to software.

The problem solving process typically includes:

• Pinpointing what’s broken by gathering data and consulting with team members.
• Figuring out why it’s not working by mapping out and troubleshooting the problem.
• Deciding on the most effective way to fix it by brainstorming and then implementing a solution.

While skills like active listening, collaboration, and leadership play an important role in problem solving, tools like visual mapping software make it easier to define and share problem solving objectives, play out various solutions, and even put the best fit to work.

Before you can take your first step toward solving a problem, you need to have a clear idea of what the issue is and the outcome you want to achieve by resolving it.

For example, if your company currently manufactures 50 widgets a day, but you’ve started processing orders for 75 widgets a day, you could simply say you have a production deficit.

However, the problem solving process will prove far more valuable if you define the start and end point by clarifying that production is running short by 25 widgets a day, and you need to increase daily production by 50%.

Once you know where you’re at and where you need to end up, these five steps will take you from Point A to Point B:

• Figure out what’s causing the problem . You may need to gather knowledge and evaluate input from different documents, departments, and personnel to isolate the factors that are contributing to your problem. Knowledge visualization software like MindManager can help.
• Come up with a few viable solutions . Since hitting on exactly the right solution – right away – can be tough, brainstorming with your team and mapping out various scenarios is the best way to move forward. If your first strategy doesn’t pan out, you’ll have others on tap you can turn to.
• Choose the best option . Decision-making skills, and software that lets you lay out process relationships, priorities, and criteria, are invaluable for selecting the most promising solution. Whether it’s you or someone higher up making that choice, it should include weighing costs, time commitments, and any implementation hurdles.
• Put your chosen solution to work . Before implementing your fix of choice, you should make key personnel aware of changes that might affect their daily workflow, and set up benchmarks that will make it easy to see if your solution is working.
• Evaluate your outcome . Now comes the moment of truth: did the solution you implemented solve your problem? Do your benchmarks show you achieved the outcome you wanted? If so, congratulations! If not, you’ll need to tweak your solution to meet your problem solving goal.

In practice, you might not hit a home-run with every solution you execute. But the beauty of a repeatable process like problem solving is that you can carry out steps 4 and 5 again by drawing from the brainstorm options you documented during step 2.

Examples of problem solving scenarios

The best way to get a sense of how the problem solving process works before you try it for yourself is to work through some simple scenarios.

Here are three examples of how you can apply business problem solving techniques to common workplace challenges.

Scenario #1: Manufacturing

Building on our original manufacturing example, you determine that your company is consistently short producing 25 widgets a day and needs to increase daily production by 50%.

Since you’d like to gather data and input from both your manufacturing and sales order departments, you schedule a brainstorming session to discover the root cause of the shortage.

After examining four key production areas – machines, materials, methods, and management – you determine the cause of the problem: the material used to manufacture your widgets can only be fed into your equipment once the machinery warms up to a specific temperature for the day.

Your team comes up with three possible solutions.

• Leave your machinery running 24 hours so it’s always at temperature.
• Invest in equipment that heats up faster.
• Find an alternate material for your widgets.

After weighing the expense of the first two solutions, and conducting some online research, you decide that switching to a comparable but less expensive material that can be worked at a lower temperature is your best option.

You implement your plan, monitor your widget quality and output over the following week, and declare your solution a success when daily production increases by 100%.

Scenario #2: Service Delivery

Business training is booming and you’ve had to onboard new staff over the past month. Now you learn that several clients have expressed concern about the quality of your recent training sessions.

After speaking with both clients and staff, you discover there are actually two distinct factors contributing to your quality problem:

• The additional conference room you’ve leased to accommodate your expanding training sessions has terrible acoustics
• The AV equipment you’ve purchased to accommodate your expanding workforce is on back-order – and your new hires have been making do without

You could look for a new conference room or re-schedule upcoming training sessions until after your new equipment arrives. But your team collaboratively determines that the best way to mitigate both issues at once is by temporarily renting the high-quality sound and visual system they need.

Using benchmarks that include several weeks of feedback from session attendees, and random session spot-checks you conduct personally, you conclude the solution has worked.

Scenario #3: Marketing

You’ve invested heavily in product marketing, but still can’t meet your sales goals. Specifically, you missed your revenue target by 30% last year and would like to meet that same target this year.

After collecting and examining reams of information from your sales and accounting departments, you sit down with your marketing team to figure out what’s hindering your success in the marketplace.

Determining that your product isn’t competitively priced, you map out two viable solutions.

• Hire a third-party specialist to conduct a detailed market analysis.
• Drop the price of your product to undercut competitors.

Since you’re in a hurry for results, you decide to immediately reduce the price of your product and market it accordingly.

When revenue figures for the following quarter show sales have declined even further – and marketing surveys show potential customers are doubting the quality of your product – you revert back to your original pricing, revisit your problem solving process, and implement the market analysis solution instead.

With the valuable information you gain, you finally arrive at just the right product price for your target market and sales begin to pick up. Although you miss your revenue target again this year, you meet it by the second quarter of the following year.

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The Ultimate Problem-Solving Process Guide: 31 Steps and Resources

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16 Min Read

Got Challenges with Your Problem-Solving Process? Are You Frustrated?

prob·lem-solv·ing noun

-the process of finding solutions to difficult or complex issues.

It sounds so simple, doesn’t it?

But in reality problem-solving is hard. It’s almost always more complex than it seems. That’s why problem-solving can be so frustrating sometimes. You can feel like you’re spinning your wheels, arguing in circles, or just failing to find answers that actually work.

And when you’ve got a group working on a problem, it can get even muddier …differences of opinions, viewpoints colored by different backgrounds, history, life experiences, you name it. We’re all looking at life and work from different angles, and that often means disagreement. Sometimes sharp disagreement.

That human element, figuring out how to take ourselves out of the equation and make solid, fact-based decisions , is precisely why there’s been so much written on problem-solving. Which creates its own set of problems.

Whose method is best? How can you possibly sift through them all? Are we to have one person complete the entire problem-solving process by themselves or rely on a larger team to find answers to our most vexing challenges in the workplace ?

Today, we’re going to make sense of it all. We’ll take a close look at nine top problem-solving methods. Then we’ll grab the best elements of all of them to give you a process that will have your team solving problems faster, with better results , and maybe with less sharp disagreement.

Ready to dive in?

9 Profitable Problem-Solving Techniques and Methods

While there are loads of methods to choose from, we are going to focus on nine of the more common ones. You can use some of these problem-solving techniques reactively to solve a known issue or proactively to find more efficient or effective ways of performing tasks. If you want to explore other methods, check out this resource here .

A helpful bit of advice here is to reassure people that you aren’t here to identify the person that caused the problem . You’re working to surface the issue, solve it and make sure it doesn’t happen again, regardless of the person working on the process. It can’t be understated how important it is to continually reassure people of this so that you get unfiltered access to information.

Without this, people will often hide things to protect themselves . After all, nobody wants to look bad, do they?

With that said, let’s get started…

Alex Osborn coined the term “Creative Problem Solving” in the 1940s with this simple four-step process:

• Clarify : Explore the vision, gather data, and formulate questions.
• Ideate : This stage should use brainstorming to generate divergent thinking and ideas rather than the random ideas normally associated with brainstorming.
• Develop : Formulate solutions as part of an overall plan.
• Implement : Put the plan into practice and communicate it to all parties.

Source: http://www.davidcooperrider.com/ai-process/

This method seeks, first and foremost, to identify the strengths in people and organizations and play to that “positive core” rather than focus our energies on improving weaknesses . It starts with an “affirmative topic,” followed by the “positive core (strengths).” Then this method delves into the following stages:

• Discovery (fact-finding)
• Dream (visioning the future)
• Design (strategic purpose)
• Destiny (continuous improvement)

This method simply suggests that we ask “Why” at least five times during our review of the problem and in search of a fix. This helps us dig deeper to find the the true reason for the problem, or the root cause. Now, this doesn’t mean we just keeping asking the same question five times. Once we get an answer to our first “why”, we ask why to that answer until we get to five “whys”.

Using the “five whys” is part of the “Analyze” phase of Six Sigma but can be used with or without the full Six Sigma process.

Review this simple Wikipedia example of the 5 Whys in action:

The vehicle will not start. (the problem)

• Why? – The battery is dead. (First why)
• Why? – The alternator is not functioning. (Second why)
• Why? – The alternator belt has broken. (Third why)
• Why? – The alternator belt was well beyond its useful service life and not replaced. (Fourth why)
• Why? – The vehicle was not maintained according to the recommended service schedule. (Fifth why, a root cause)

While many people have at least heard of Lean or Six Sigma, do we know what it is? Like many problem-solving processes, it has five main steps to follow.

• Define : Clearly laying out the problem and soliciting feedback from those who are customers of the process is necessary to starting off on the right foot.
• Measure : Quantifying the current state of the problem is a key to measuring how well the fix performed once it was implemented.
• Analyze : Finding out the root cause of the problem (see number 5 “Root Cause Analysis” below) is one of the hardest and least explored steps of Six Sigma.
• Improve : Crafting, executing, and testing the solution for measureable improvement is key. What doesn’t get implemented and measured really won’t make a difference.
• Control : Sustaining the fix through a monitoring plan will ensure things continue to stay on track rather than being a short-lived solution.

Compared to other methods, you’ll more often find this technique in a reactive problem-solving mode, but it is helpful nonetheless. Put simply, it requires a persistent approach to finding the highest-level cause , since most reasons you’ll uncover for a problem don’t tell the whole story.

Most of the time, there are many factors that contributed to an issue. The main reason is often shrouded in either intentional or unintentional secrecy. T aking the time to drill down to the root of the issue is key to truly solving the problem.

Named for W. Edwards Deming and Walter A. Shewhart, this model follows a four-step process:

• Plan : Establish goals and objectives at the outset to gain agreement . It’s best to start on a small scale in order to test results and get a quick win.
• Do : This step is all about the implementation and execution of the solution .
• Check : Study and compare actual to expected results. Chart this data to identify trends.
• Act/Adjust : If the check phase showed different results, then adjust accordingly . If worse than expected, then try another fix. If the same or better than expected, then use that as the new baseline for future improvements.

While this is named “8D” for eight disciplines, there are actually nine , because the first is listed as step zero. Each of the disciplines represents a phase of this process. Its aim is to implement a quick fix in the short term while working on a more permanent solution with no recurring issues.

• Prepare and Plan : Collecting initial information from the team and preparing your approach to the process is a necessary first step.
• Form a Team : Select a cross-functional team of people, one leader to run meetings and the process, and one champion/sponsor who will be the final decision-maker.
• Describe the Problem : Using inductive and deductive reasoning approaches , lay out the precise issue to be corrected.
• Interim Containment Action : Determine if an interim solution needs to be implemented or if it can wait until the final fix is firmed up. If necessary, the interim action is usually removed once the permanent solution is ready for implementation.
• Root Cause Analysis and Escape Point : Finding the root of the issue and where in the process it could’ve been found but was not will help identify where and why the issue happened.
• Permanent Corrective Action : Incorporating key criteria into the solution, including requirements and wants, will help ensure buy-in from the team and your champion.
• Implement and Validate the Permanent Corrective Action : Measuring results from the fix implemented validates it or sends the team back to the drawing board to identity a more robust solution.
• Prevent Recurrence : Updating work procedure documents and regular communication about the changes are important to keep old habits in check.
• Closure and Team Celebration : Taking time to praise the team for their efforts in resolving the problem acknowledges the part each person played and offers a way to move forward.

The US Army has been solving problems for more than a couple of centuries , so why not take a look at the problem-solving process they’ve refined over many years? They recommend this five step process:

• Identify the Problem : Take time to understand the situation and define a scope and limitations before moving forward.
• Gather Information : Uncover facts, assumptions, and opinions about the problem, and challenge them to get to the truth.
• Five screening items should be questioned. Is it feasible, acceptable, distinguishable, and complete?
• Evaluation criteria should have these 5 elements: short title, definition, unit of measure, benchmark, and formula.
• Generate, Analyze, and Compare Possible Solutions : Most fixes are analyzed, but do you compare yours to one another as a final vetting method?
• Choose a Solution and Implement : Put the fix into practice and follow up to ensure it is being followed consistently and having the desired effect.

Tim Hurson introduced this model in 2007 with his book, Think Better. It consists of the following six actions.

• Ask “What is going on?” : Define the impact of the problem and the aim of its solution.
• Ask “What is success?” : Spell out the expected outcome, what should not be in fix, values to be considered, and how things will be evaluated.
• Ask “What is the question?” : Tailor questions to the problem type. Valuable resources can be wasted asking questions that aren’t truly relevant to the issue.
• Generate answers : Prioritize answers that are the most relevant to solutions, without excluding any suggestion to present to the decision-makers.
• Forge the solution : Refine the raw list of prioritized fixes, looking for ways to combine them for a more powerful solution or eliminate fixes that don’t fit the evaluation criteria.
• Align resources: Identify resources, team, and stakeholders needed to implement and maintain the solution.

Steal This Thorough 8-Step Problem-Solving Process

Now that we’ve reviewed a number of problem-solving methods, we’ve compiled the various steps into a straightforward, yet in-depth, s tep-by-step process to use the best of all methods.

Dig Deep: Identify, Define, and Clarify the Issue

“Elementary, my dear Watson,” you might say.

This is true, but we often forget the fundamentals before trying to solve a problem. So take some time to gain understanding of critical stakeholder’s viewpoints to clarify the problem and cement consensus behind what the issue really is.

Sometimes it feels like you’re on the same page, but minor misunderstandings mean you’re not really in full agreement.. It’s better to take the time to drill down on an issue before you get too far into solving a problem that may not be the exact problem . Which leads us to…

Dig Deeper: Root Cause Analysis

This part of the process involves identifying these three items :

• What happened?
• Why did it happen?
• What process do we need to employ to significantly reduce the chances of it happening again ?

You’ll usually need to sort through a series of situations to find the primary cause. So be careful not to stop at the first cause you uncover . Dig further into the situation to expose the root of the issue. We don’t want to install a solution that only fixes a surface-level issue and not the root. T here are typically three types of causes :

• Physical: Perhaps a part failed due to poor design or manufacturing.
• Human error: A person either did something wrong or didn’t do what needed to be done.
• Organizational: This one is mostly about a system, process, or policy that contributed to the error .

When searching for the root cause, it is important to ensure people that you aren’t there to assign blame to a person but rather identify the problem so a fix can prevent future issues.

Produce a Variety of Solution Options

So far, you’ve approached the problem as a data scientist, searching for clues to the real issue. Now, it’s important to keep your eyes and ears open, in case you run across a fix suggested by one of those involved in the process failure. Because they are closest to the problem, they will often have an idea of how to fix things. In other cases, they may be too close, and unable to see how the process could change.

The bottom line is to solicit solution ideas from a variety of sources , both close to and far away from the process you’re trying to improve.

You just never know where the top fix might come from!

Fully Evaluate and Select Planned Fix(es)

Evaluating solutions to a defined problem can be tricky since each one will have cost, political, or other factors associated with it. Running each fix through a filter of cost and impact is a vital step toward identifying a solid solution and hopefully settling on the one with the highest impact and low or acceptable cost.

Categorizing each solution in one of these four categories can help teams sift through them:

• High Cost/Low Impact: Implement these last, if at all, since t hey are expensive and won’t move the needle much .
• Low Cost/Low Impact: These are cheap, but you won’t get much impact.
• High Cost/High Impact: These can be used but should be second to the next category.
• Low Cost/High Impact: Getting a solid “bang for your buck” is what these fixes are all about. Start with these first .

Document the Final Solution and What Success Looks Like

Formalize a document that all interested parties (front-line staff, supervisors, leadership, etc.) agree to follow. This will go a long way towards making sure everyone fully understands what the new process looks like, as well as what success will look like .

While it might seem tedious, try to be overly descriptive in the explanation of the solution and how success will be achieved. This is usually necessary to gain full buy-in and commitment to continually following the solution. We often assume certain things that others may not know unless we are more explicit with our communications.

Successfully Sell and Execute the Fix

Arriving at this stage in the process only to forget to consistently apply the solution would be a waste of time, yet many organizations fall down in the execution phase . Part of making sure that doesn’t happen is to communicate the fix and ask for questions multiple times until all parties have a solid grasp on what is now required of them.

One often-overlooked element of this is the politics involved in gaining approval for your solution. Knowing and anticipating objections of those in senior or key leadership positions is central to gaining buy-in before fix implementation.

Rinse and Repeat: Evaluate, Monitor, and Follow Up

Next, doing check-ins with the new process will ensure that the solution is working (or identity if further reforms are necessary) . You’ll also see if the measure of predefined success has been attained (or is making progress in that regard).

Without regularly monitoring the fix, you can only gauge the success or failure of the solution by speculation and hearsay. And without hard data to review, most people will tell their own version of the story.

Collaborative Contingencies, Iteration, and Course Correction

Going into any problem-solving process, we should take note that we will not be done once the solution is implemented (or even if it seems to be working better at the moment). Any part of any process will always be subject to the need for future iterations and course corrections . To think otherwise would be either foolish or naive.

There might need to be slight, moderate, or wholesale changes to the solution previously implemented as new information is gained, new technologies are discovered, etc.

14 Fruitful Resources and Exercises for Your Problem-Solving Journey

Want to test your problem-solving skills?

Take a look at these twenty case study scenario exercises to see how well you can come up with solutions to these problems.

Still have a desire to discover more about solving problems? Check out these 14 articles and books…

The Lean Six Sigma Pocket Toolbook: A Quick Reference Guide to Nearly 100 Tools for Improving Quality and Speed

This book is like a Bible for Lean Six Sigma , all in a pocket-sized package.

The American Society for Quality has a short article on how it’s important to focus on the problem before searching for a solution. Wondering if you are solving the right problems? Check out this Harvard Business Review article. Looking for a fun and easy problem-solving book that was written by a McKinsey consultant? Take a look!

If you want a deeper dive into the seven steps of Creative Problem Solving , see this article. Appreciative Inquiry has been proven effective in organizations ranging from Roadway Express and British Airways to the United Nations and the United States Navy. Review this book to join the positive revolution. The Seattle Police Department has put together nine case studies that you can practice solving . While they are about police work, they have practical application in the sleuthing of work-related problems. Need a resource to delve further into Root Cause Analysis? Look no further than this book for answers to your most vexing questions .

This solid case study illustrates the complexities of solving problems in business. Learn all about the “8Ds” with this concise primer. Need to reduce groupthink in your organization’s problem-solving process ? Check out this article from the Harvard Business Review.

Tim Hurson details his own Productive Thinking Model at great length in this book from the author. This simple five-step process will help you break down the problem, analyze it, prioritize solutions, and sell them internally.

Critical Thinking : A Beginner’s Guide To Critical Thinking, Better Decision Making, And Problem Solving!

Looking for assistance with your problem-solving process.

There’s a lot to take in here, but following some of these methods are sure to improve your problem-solving process. However, if you really want to take problem-solving to the next level, InitiativeOne can come alongside your team to help you solve problems much faster than you ever have before.

There are several parts to this leadership transformation process provided by InitiativeOne, including a personal profile assessment, cognitive learning, group sessions with real-world challenges, personal discovery, and a toolkit to empower leaders to perform at their best.

There are really only two things stopping good teams from being great. One is how they make decisions and two is how they solve problems. Contact us today to grow your team’s leadership performance by making decisions and solving problems more swiftly than ever before!

Originally published at www.initiative-one.com

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• Section 5. Addressing Social Determinants of Health and Development

Chapter 17 Sections

• Section 1. An Introduction to the Problem-Solving Process
• Section 2. Thinking Critically
• Section 3. Defining and Analyzing the Problem
• Section 4. Analyzing Root Causes of Problems: The "But Why?" Technique
• Section 6. Generating and Choosing Solutions
• Section 7. Putting Your Solution into Practice

• Main Section

"Our children have dramatically different life chances depending on where they were born. In Japan or Sweden they can expect to live more than 80 years; in Brazil, 72 years; India, 63 years; and in one of several African countries, fewer than 50 years. And within countries, the differences in life chances are dramatic and are seen worldwide. The poorest of the poor have high levels of illness and premature mortality. But poor health is not confined to those worst off. In countries at all levels of income, health and illness follow a social gradient: the lower the socioeconomic position, the worse the health.

It does not have to be this way and it is not right that it should be like this. Where systematic differences in health are judged to be avoidable by reasonable action they are, quite simply, unfair. It is this that we label health inequity. Putting right these inequities – the huge and remediable differences in health between and within countries – is a matter of social justice. Reducing health inequities is...an ethical imperative. Social injustice is killing people on a grand scale." - excerpt from the 2008 World Health Organization Commission on Social Determinants of Health Final Report Executive Summary

What are social determinants of health and development?

“Social determinants” refer to broader social factors, such as income inequality or social exclusion, that lead to or influence health and development outcomes. In Section 4 of this chapter, for instance, a development worker in Mexico tells of realizing that one of the major causes of malnutrition in the area where he was working was not that there simply wasn’t enough food. Sharecropping farmers were able to grow enough to feed their families, but had to borrow seed from the landowner to plant their crops. The terms of the loan were that, for every liter of maize borrowed at planting time, three liters had to be repaid from the harvest. With this high interest rate, peasants went deeper and deeper into debt, and had to use more of their crop each year to pay the landowner. Without power, group solidarity, and influence, the farmers were unable to create conditions that assured the health and well-being of their families.

There is a great deal of research on the social determinants of health. Most of it points to three overarching factors:

• Income inequality . Once a country has reached the point of development where most deaths come not from infectious diseases (tuberculosis, dysentery, cholera, malaria, flu, pneumonia, etc.), but from chronic diseases (heart disease, diabetes, cancer), the economic and social equality within the society is a greater determinant of death rates and average lifespan than the country’s position with regard to others. The United States, for instance, lags behind Japan, Sweden, Canada, and many other less affluent countries in the life expectancy of its citizens. The difference seems to be the size of the gap between the most and least affluent segments of the society.
• Social connectedness . Many studies indicate that “belonging” – whether to a large extended family, a network of friends, a social or volunteer organization, or a faith community – is related to longer life and better health, as well as to community participation.
• Sense of personal or collective efficacy . This refers to people’s sense of control over their lives. People with a higher sense or stronger history of efficacy tend to live longer, maintain better health, and participate more vigorously in civic life.

Many of the social determinants listed below are specific forms of or contributors to these three categories. At a community level, it may be difficult to influence income inequality directly, but a non-governmental or community-based organization may be able to approach it through addressing a particular issue. A small organization may be able to have more effect on social connectedness and the sense of efficacy, since collective action can influence both social ties and the experience of changing communities and systems.

The World Health Organization, in its publication The Solid Facts, recognizes the need to break these factors down into more manageable pieces. It lists ten factors that affect health and life expectancy, and advocates addressing each within a comprehensive program of social protection that addresses all of them within a society. These ten factors are:

• The social gradient (extent of equity or the difference in wealth and opportunity between those with the most and those with the least)
• Early life experience
• Social exclusion (the opposite of social connectedness)
• Unemployment
• Social support

The factors listed below are, in most cases, more specific than the three broader determinants discussed above. In addressing social determinants, however, keep in mind these broader factors, and gear programs and policies toward influencing them at whatever level you can, given the resources and scope of your organization.

The social determinants of a particular community health or development issue may be unique to a particular community or group, or may be part of the larger society. People from different immigrant cultures, different social classes, or with different levels of education might experience the same issue very differently because of different social factors.

There are three major ways in which social determinants may affect specific populations. These can also be viewed as levers – points of intervention – that can be used to address those social determinants and lessen their effects.

1.  Differences in exposure. Certain population groups, because of economics, geography, or other factors, may be more likely than others to encounter particular health risks. People in poverty, for example, are likely to be exposed to higher levels of stress, economic uncertainty, and unhealthy conditions than their wealthier countrymen.

A specific example : in developing, or even middle-income, countries, poor rural villages may get all their water – for drinking, washing, waste disposal, and other uses – from a single, above-ground source, such as a lake or stream. In that case, the villagers are far more apt to be exposed to water-borne diseases and pollutants than wealthier neighbors who can afford to buy bottled water or drill a well.

2.  Differences in vulnerability. Because of their poverty, their exposure to stress and uncertainty, or other factors, those same population groups might find themselves more vulnerable than others to health problems. The inability to pay for regular health care or medical treatment increases the possibility of chronic illness. In the example of the village above, poor nutrition, as a result of poverty, could increase villagers’ vulnerability to water-borne disease, as would the inability to organize to finance a village well.

3.  Differences in consequences. Differences in wealth, social standing, connectedness, and other factors can lead to very different outcomes where health issues are concerned. For a middle- or upper-class family in many countries, a minor health problem – missing a few days of work, paying a modest sum for treatment – might be just an annoyance. For a poor family, it might be the difference between a roof over their heads and homelessness, or between children attending school and dropping out to go to work. Discrimination, high stress levels, employment conditions, and other factors can result in disparities in health and health care among different groups.

There are a number of social factors to address to improve conditions for health and development. Some of the more common factors to be addressed are:

Economic factors.

The unemployment rate, for example, has a great influence on such issues as domestic violence, substance use, depression, or physical illness. Economic inequality affects people’s stress levels, exposure to violence and toxins, educational prospects, access to services, high-risk behavior, and mortality rates.

Social inclusion.

Social connectedness and the cohesion of the community have been shown to have a direct relationship to good health and lower mortality rates. These factors can also encourage civic participation in changing conditions that affect group goals.

More education means not only better jobs and more affluence, but also a greater sense of control over one’s life. People with more education have more choices in health, housing, careers, and other areas that affect the quality of their lives.

Racial or ethnic bias.

Social exclusion can be the result of prejudice, which results in different access to health care, education, or other services.

Social norms of acceptance of particular behaviors or practices.

Smoking, or even alcohol abuse, may be an accepted part of the culture of a community. In that case, many more people will adopt it than in a community where it is frowned upon.

Cultural factors.

There are many elements of culture that might have a bearing on social inclusion, efficacy, and income inequality.

• Gender roles in different cultures may lead to differences in opportunities for men and women, and to disparities in nutrition, health, education, and life opportunities for their children as well.
• Food preferences in different cultures may have profound health effects. For centuries, for instance, the Japanese ate a diet consisting largely of rice, vegetables, and fish, and, at least partly as a result, experienced fewer heart health problems than the meat-and-potato eaters in the United States.

In many cases, people only one generation removed from rural poverty – as typified by many Eastern European immigrants to the U.S. in the early 20th century – may eat more fat because being able to eat fatty foods, such as meat, symbolizes wealth in peasant cultures. Many turn-of-the-20th-century immigrants to the U. S. – the grandparents of contemporary Americans – thought fat children were healthy children, because fat children clearly get enough to eat, as opposed to going hungry. Starvation was a real danger in the time and place of their childhoods.

• Religion can have profound effects on both health and development issues.
• Attitudes toward mainstream culture can influence everything from medical care to whether or not high school students can attend dances. This, in turn, affects the type and amount of health care received, the sense of connectedness within a community, and many other factors.
• Language barriers can cut people off from health care and other services, make it difficult for them to find and keep decent jobs, and affect their children’s education.

The influence of mass media.

The media, particularly television, can send powerful messages about community health and development. In the 1950s in the U.S., smoking was portrayed in movies, magazines, and TV as glamorous and sophisticated. Now, there are no TV ads for cigarettes, virtually no one in the movies smokes, and anti-smoking messages are everywhere. These conditions both reflect and are partially responsible for the fact that fewer than 25% of adults in the U.S. now smoke.

The media can help or hinder other efforts to improve health (through programming that shows people exercising as a matter of course, for instance, or that shows the same people eating fatty fast food or drinking too much). They can also, similarly, encourage or discourage tolerance for others, push a political agenda, or condone or condemn such behavior as solving disputes with violence and engaging in unsafe sex.

It is probably fair to say that all community issues are political to some degree. If a factory is poisoning town wells with its effluent, for example, local officials are faced with the choice of not dealing with the actual cause of the problem (the dumping of waste) and endangering citizens’ health, or addressing the dumping and endangering citizens’ jobs. Politicians with larger constituencies, using poll data, may pander to what they perceive as people’s selfishness and prejudice, passing legislation or instituting policies that discriminate against one group or another, or fly in the face of the public interest. Even honest differences of political opinion – over whether the government should be responsible for providing social services or not, for instance – can have enormous consequences in the community.

Living conditions.

Run-down or inadequate housing, dangerous streets, noise, and blighted neighborhoods all have their effects on those who experience them every day, as do manicured landscapes and calm environments. The stress of living in a difficult situation carries over into many other areas of life.

Location may have a great deal to do with whether people receive services or not. In developing countries, children from isolated villages in the mountains or on the seacoast may have no opportunity for school or medical care, for instance. In the U.S., as mentioned earlier, access to medical care and other services may depend on the availability of transportation. In urban areas, that access may have a lot to do with the neighborhood in which the services are located: another gang’s turf or a neighborhood perceived as hostile may be as effective in denying services as if they didn’t exist at all.

Why address social determinants of health and development?

Reasons for addressing the social determinants of an issue include:

If you want to solve or prevent a problem for the long term, you have to deal with its root causes .

If you address the root causes, you’re more likely to successfully address the issue for the short term as well . To cure a disease, you have to treat more than the symptoms – but you usually have to treat the symptoms, too. Dealing with social determinants will not only resolve the issue over the long term, but will make alleviating the current effects of the issue possible also.

To eliminate cholera, one of the most important steps is to provide people with clean drinking water. During the London cholera epidemic of 1854, John Snow, a physician, mapped the houses where the disease struck. He learned that many of the stricken were drawing water from a pump that tapped a filthy part of the Thames River, because conventional wisdom said it was better than the piped water also available to them – which actually came from a cleaner area. He was able to close the pump and substitute piped for pumped water, almost immediately ending the outbreak. Snow’s insights about the social determinants of cholera, along with the later work of others, eventually helped to eliminate the disease as a threat in most of the developed world. But they also served to stop the 1854 epidemic.

Who should address social determinants of community health and development?

The Community Tool Box advocates for participatory approaches to planning and, in this case, for a participatory approach to analysis and intervention as well. The presence of members of the groups affected by the issue will ensure that everyone knows its full context and history, as well as what various segments of the community might be willing and unwilling to do about it. Those who should be involved include:

• Those directly affected by, or at risk for, a particular health condition or community development issue.
• Policy makers, legislators, officials, or others who can affect the issue .
• Human services staff, administrators, and others (such as police officers, teachers, and coalition members) who are responsible for dealing with the issue at hand.
• Respected local figures, including advocates, clergy, and others in the community to whom people turn for support.
• Members of groups that may be asked to change or sacrifice or take action in order to address the issue. Employers, landlords and other property owners, health and human service workers, police, and teachers all might fall into this category.

When should you address social determinants of community health and development?

You should always look at the social factors that play a role in community issues, but there are some times when analysis of those factors is particularly important.

• When it’s clear that simply focusing on the issue isn’t enough . As cities have found again and again, all the enforcement in the world won’t really stop youth violence. There has to be a change in the culture that creates that violence.

In the late 1960s, Philadelphia was a city of gangs. One night in 1969 in North Philadelphia, there were five shootings in a one-square-block area. The neighborhood was crawling with police who were apparently powerless to stop the string of attempted revenge killings (“attempted” only because only three of the shootings were fatal). What eventually succeeded, a couple of years later, was a peacemaking effort that involved the gang leaders and that addressed the social issues that lay behind the existence of gangs and violence in the neighborhood: the isolation and alienation of black youth from the society at large, the lack of jobs, and the irrelevance of school to kids whose main concern was getting home alive. Gang members formed entrepreneurial businesses – making films, developing clothing lines – and school became relevant because education was necessary to run a business successfully. Community violence lessened as truces were signed and hope for a reasonable life grew.

• When you’re advocating for legislation, policy change, or funding to address a community issue . The legislation, policy, or funding – and therefore your advocacy – should address the underlying causes of the problem you’re trying to solve, as well as its symptoms. Otherwise, you’ll be dealing with the symptoms forever.
• When you’re trying to demonstrate that fundamental change is needed . Change is difficult for everyone. Trying to get a whole community to change its attitudes and/or behavior is even more difficult. Being able to explain clearly how the changes are related to positive results can make things easier.
• When you’re looking for long-term solutions to long-term problems . Long-term solutions are impossible without taking into account the root causes of the problems you want to solve. Analyzing the social determinants of those problems makes it possible to address them, and come to real, permanent solutions.
• When your focus is on community wellness and prevention . Whether you’re trying to guard against a disease or debilitating condition, or trying to create a healthy community, you have to look at the issue as a whole in order to be successful. You can’t lower your blood pressure, for instance, without adjusting your diet, exercise, stress levels, and daily activities, all of which may be governed, to some extent, by social as well as personal factors. By the same token, you can’t alter racial tensions in a community without somehow addressing all the history that led to those tensions, the preconceptions and misconceptions on both sides, personal experiences, the attitudes of community officials and police, the racial prejudice endemic in the society, etc.

How do you address social determinants of community health and development?

Now that you’re convinced that addressing the social factors that cause or influence community health and development issues is important, how do you go about doing so? There are really two parts to addressing social determinants. The first is identifying how various social factors affect the issue you’re concerned with, and the second is developing and implementing an action plan based on an understanding of how, and from what angle, to approach them successfully in order to change the way the issue plays out in the community and, ultimately, resolve the problem.

Identifying social determinants

The issue you’re dealing with may be obvious, but it’s likely that all of its social determinants are not. There may be local customs that seem so obvious to the folks you’re working with that they don’t consider them worth mentioning, even though they may control a great deal of the community’s functioning. If they’re unique to that community or region, and you’re not a native, you’ll have to learn about them if you have any hope of changing conditions. In other cases, social factors may have to be traced through several layers of the society before you reach the point where they originate and can be influenced. The way to find out about these and other social determinants is to do a community assessment.

Assess the community to find the social determinants of your issue . The purpose of community assessment is largely to assess the community for needs and assets, but the strategies it proposes are equally useful in searching for social determinants of health and development.

• Start by talking to people:
• Community leaders
• Members of the group most affected by the issue
• Government officials
• Staff and volunteers of non-governmental health and community development organizations (NGO’s)
• Community activists and organizers
• Anyone who has a stake in the issue you are trying to address

If there are conflicting factions or “sides” involved in the issue, it’s important to hear from all of them. Even if you’re clear about who’s in the right, or about what needs to happen in order for the issue to be resolved, understanding all points of view can tell you a great deal about the social factors that underlie the situation in the community.

You can hear what people have to say in various ways:

• Individual interviews
• Group interviews
• Focus groups
• Community meetings
• Informal conversations
• Listening and observation at gatherings held for other purposes
• Learning as much as you can about community history. Social determinants of health and development often run deep and go back generations.

The Battle of Montaperti was fought between the Italian cities of Florence and Siena, then independent republics, in 1260. In the 21st century, a sports contest between the two, whether on the high school or professional level, often spurs a cry of “Remember Montaperti” by the Sienese – the victors 750 years ago.

Apply critical thinking principles to analyze the results of the assessment. Very briefly, these include:

• Make sure your information is accurate.
• Consider the reliability of your sources.
• Examine and challenge your own and others’ assumptions and biases.
• Identify the interests being served or ignored.
• Ask the right questions. This could also be considered a principle of critical thinking, and dovetails with the “But why?” technique. Some of the questions you might want to ask are:
• Whom does the issue affect?
• What do those affected have in common? Class? Race or ethnicity? Gender? Physical characteristics? Geographical origin or location? Behavior or personal practices? Lifestyle? Education? Employment? Personal history? Culture? Interests? Other characteristics?
• What is the history of the issue in the community? When did it become an issue? What else was happening at the time, both in the community and in the society at large?
• Who stands to gain, and who stands to lose – socially, economically, or politically – if nothing changes?
• Who stands to gain, and who stands to lose if changes are made? Is there a win-win option, where everyone benefits?
• Who has the power to create change in this situation? What are reasons they may or may not do so?
• Where is the issue centered, geographically and socially?
• Are there economic aspects to the issue? What would it cost to change the situation or to leave it as it is, and who would bear the cost in either case?

The “But why?” technique  is actually quite simple. Once you have the answer to an initial question, you follow up the answer with “But why?” The answer to that question gets another “But why?” until you get as far as you can go. At that point, you have an answer that identifies the root of the problem, and therefore implies a solution.

Addressing social determinants

As we’ve discussed, most social determinants come down to:

• Economic inequality
• Social connectedness
• A sense of efficacy

The lower people’s economic levels, the less connected they are to others – through family, social groups and organizations, faith communities, etc.; the less convinced they are of their ability to control their situations and their lives, the greater the likelihood that they’ll experience more health problems than those in the society who fare better in those categories.

And as we’ve also discussed, particular individuals or populations are most likely to be disadvantaged by health problems because of:

• Differences between them and others in the society in the level of their exposure to those problems.
• Differences in their vulnerability to those problems.
• Differences in the consequences to them of those problems.

These characteristics feed each other in a cycle of poverty and powerlessness. An effective intervention has to break that cycle by understanding the social determinants behind it and changing them and the conditions that they cause in a truly profound way.

You can develop interventions that can reduce people’s exposure to, their vulnerability to, and their consequences from health problems, and that can also encourage gains in economic equality, social connectedness, and efficacy. By doing so, you can help people not only improve their health and that of their children, but move up the ladder of economic and social status, thus cementing their gains, and securing them for the next generation.

This may seem like an impossible task. How can you change a society? It’s hard for governments and even harder for most NGOs and community-based organizations, given the limits on their resources. Major social change often takes not a single type of intervention, but an all-out assault on a number of social factors over a long period of time. Unless you’re a high government official, or have access to unlimited funds, you’re probably not planning anything that broad . . . and you don’t have to.

Rather than trying to concentrate on the huge issues, you can intervene in the environmental and policy conditions that reflect social determinants and that can more easily affect differences in exposure, vulnerability, and consequences. In the process of addressing these types of issues, the folks you’re concerned with can learn much of what they need to change their position in society.

Environmental here refers not just to the natural environment, but to the total environment of the people in question. That includes the built environment – buildings, roads, power sources, farms, etc. – as well as the social environment – culture, social rules and norms, government, business, education, economics, etc.. The term “environment” here encompasses all the natural and human physical, social, economic, and political structures that surround people’s lives.

Environmental and policy conditions include:

• Knowledge and skills . Individual and group knowledge and experience affect the availability of resources for supporting health and well-being. A villager who understands how to advocate with the government for clean drinking water, for instance, can greatly enhance the health prospects of his community.

Helping people gain knowledge and skills can be an intervention in itself, or be part of a broader intervention that nonetheless provides participants with tools to safeguard or improve their health and their lives. Some community development programs, for example, include literacy classes as part of the support they provide. With literacy, participants gain skills that allow them to continue and expand the community development activities they’ve begun, or to get jobs that will better serve them and their families. Literacy also gives people who’ve typically been powerless a means to power over their lives by helping them understand the forces working on them (not to mention the terms of contracts and other papers to which they’re asked to agree), and take action on their own behalf. Providing knowledge of specific health issues and practices can have a dramatic effect on the health of a community. Safe sex practices, for instance, can cut down on the incidence of HIV infection, and information about the treatment of infant diarrhea can drastically reduce infant mortality. In both these examples, addressing a specific issue serves to address efficacy, and, in the case of literacy training, economic inequality as well. Depending on how programs are structured, most can also address social connectedness, either by bringing a community or population group together to work on an issue, or by creating a community among those involved (in literacy classes, for example.)

• Support within and between groups . Emotional support from family and friends, such as for the stress of difficult work or family situations, helps us cope with situations that cannot be easily changed. Links with other groups, such as faith communities or non-governmental organizations (NGOs), can provide access to goods and services. Just as important, joining with other groups to work for increased resources and better health conditions can permanently improve the quality of community life.

Again, an intervention to connect people or groups with others may stand alone, or may be integrated into a larger concept. A government agency might encourage groups to combine across ethnic or geographic lines in order to receive funding or training for health and community development projects. In a situation where the government is perceived as withholding support, a group of villages without access to health care, for instance, might come together to petition the government for a centrally located health clinic that would be easily reachable for all of them. Groups like this represent the most fundamental kind of community organizing , which brings groups and communities together to advocate for their interests and to take control of what happens to them.

• Barriers to, access to, and opportunities for resources and services . Some social groups, such as women or ethnic minorities, face discrimination and other barriers in gaining access to education, jobs, and basic services. The quality and availability of even basic education and health services are unfairly distributed among social groups.

In cases where education, jobs, services, and other necessities are unequally distributed, the appropriate action may be to organize the community, as above, to demand equal treatment; to use the court system to try to gain access and opportunity; or to attempt to address the issue locally, using available community assets and the initiative of local people. If the initiative comes from the government, it might create programs that remove or address barriers to opportunities and services, such as discrimination, unaffordable expense, geographic isolation, lack of transportation, illiteracy, and lack of job skills.

• Consequences of Actions . Research has long shown that people are more apt to take or continue action if it rewards them with goods, peer approval, pleasure, status, satisfaction, or the desired results than if it punishes them with high costs, disapproval, misery, loss of status, dissatisfaction, or frustration. If gaining access to health care or to healthy goods or practices is difficult, slow, and tedious, and often ends in failure, it won’t be long before people stop trying.

A possible remedy here is, as above, to improve access and break down barriers to access to goods and services, thus making the attempt to obtain them less frustrating and more likely to be repeated. Strategies might include providing transportation to and from existing services or distribution points, locating new services closer to where they’re needed, or lessening bureaucratic requirements. If the intervention involves action by participants, actions should be planned in small steps, so that people can easily experience success, at least at the beginning. A series of small successes is more likely to develop a sense of efficacy and keep people moving ahead than a grand failure.

• Exposure to or protection from hazards . Contact with environmental hazards – polluted water, toxic substances or dangerous practices in the workplace, endemic diseases such as malaria, widespread violence – increase risk for disease or injury. By the same token, actions taken to reduce or eliminate those hazards – drilling a new well, instituting protective workplace safety procedures, disease eradication campaigns, negotiating a peace treaty – work to make disease or injury less probable.

An intervention to decrease or prevent exposure to hazards can take any one of several forms. A self-help program to dig a well or use filters to obtain clean water, channel sewage, grow food without pesticides or chemical fertilizers, eliminate VOCs (volatile organic compounds, often-toxic chemicals – used in glues, dyes, paint, and solvents – that vaporize at room temperature and can affect the health of many people) in a building, or clean up a neighborhood can not only improve health conditions, but increase participants’ sense of efficacy as well. A different approach might involve advocacy for government assistance or services – drilling a well, installing a sewer system, establishing a health clinic, instituting public transportation, etc. – or to pass or prevent laws that affect exposure to health risks. These actions would speak to both social connectedness (community organizing brings communities or groups together to apply pressure and advocate effectively) and participants’ sense of efficacy. A third possibility that also addresses both social connectedness and efficacy might involve an initiative to change the behavior of – or prosecute – a corporation or other party responsible for pollution, unsafe workplace practices, illegal dumping, shoddy and dangerous construction, selling harmful products, or other potential hazards.

• Policies . Policies that affect community health and development may be formal or informal, and may be those of governmental or non-governmental bodies (e.g., corporations, institutions, foundations, professional associations). They may relate to the provision of goods and services (e.g., clean water, adequate food, health care, education, housing) or to regulations and their enforcement (e.g., environmental and drug laws, welfare rules, trade regulations, non-discrimination laws in employment and education.) Public policies often mirror a community’s or society’s norms (the unspoken rules of “how things should be”), and, as a result, are often a direct reflection of social determinants.

Changing or instituting policy is generally a matter of advocacy. It’s important because policies can, and do, affect all three of the differences – in exposure, vulnerability, and consequences – that create less healthy conditions for populations at risk. An initiative aimed at policy change can start at any level. It may begin with government, with the realization by legislators, other elected or appointed officials, or an agency that some sizeable group of citizens is in danger of, or already suffering from, disparities in health. It may begin with an NGO or grassroots organization that works with (or is composed of) that group. Or it may begin with the people themselves, who have simply come to the end of their patience with their situation. Policy change is often difficult, but, in the long run, it can be the most effective means of improving health and development outcomes, because it can lead to real social change. The ideal intervention would be one that either originates with, or involves those who will benefit from the change in question, since that gives them control over what happens to them.

Several principles, assumptions, and values help guide collaborative action to create conditions that promote health and development. These include:

• Priority issues and strategies for collaborative action are best determined by people most affected by the concern. This can enhance community efficacy and empowerment, and is also most likely to address the issues most important to those involved.
• Since health and development outcomes are caused by multiple and interrelated factors at multiple levels, single interventions are likely to be insufficient. This suggests the importance of comprehensive interventions that address environmental and policy conditions at all levels.

Multi-pronged, multi-faceted interventions are the ideal, and are, in general, necessary to create real and permanent social change. The reality for small organizations, however, is that such interventions may not be possible, because of limited resources and geographic and/or political isolation. There are at least two ways to deal with this reality: One is to form a coalition, pulling in other organizations – including national and international NGOs and even the government where possible – to mount a collaborative effort on many fronts. The second is to develop a long-range strategic plan that takes as its base the saying of the Chinese philosopher Lao Tzu, “The longest journey begins with a single step.” That involves starting with a single issue in order to tackle something manageable and achieve a success that will energize and empower those affected. Then you can go on to the next issue and the next, always maintaining and consolidating gains as you go. In this way, you can end up with an effort that addresses the full range of social determinants, without exceeding your capacity at the beginning. It may take a while, but your chances of creating real change are better if you take it step by step, as long as you don’t lose sight of the goal.

• Collaborative efforts must bring about change in multiple sectors and systems. (This requires leadership to engage groups with different interests, such as those in business or education, to share resources and responsibilities in common purpose.

Again, depending on your resources, even a coalition or other collaborative body might have to take this one step at a time.

• The aim of support organizations is to build capacity so that local people can take action over time and across issues.

Capacity-building involves helping local people gain the skills and knowledge – and establish or strengthen the community organizations and institutions – necessary to allow them to take action and control their own fate. That may entail direct training, using resources like the Community Tool Box, and a certain amount of “on-the-job training”. There’s no substitute for experience in health and community development, although having some background before you’re thrown into it is certainly helpful.

At some point – earlier is usually better than later, and from the beginning is often best – local people have to be directly involved in planning and carrying out strategies for improving their situation. Taking on responsibility and leadership positions builds both a sense of efficacy and connectedness in the local population, and also puts their future where it belongs – in their own hands.

• Health and development efforts should involve collaborative partners as catalysts for change. (Partners must convene conversations that lead to addressing the issue, broker relationships, and develop resources for those doing the work of changing communities and systems.)

Partners can be NGOs or community health or development organizations, government agencies, corporations, academic institutions, faith communities – any party that is generally respected, has some clout, and can function as an honest broker.

As is perhaps obvious from the discussion directly above, an important goal of addressing social determinants is strengthening the ability of the community to sustain the changes that an intervention brings about. If a population is malnourished, giving them food is only a temporary solution: helping them to develop self-sufficient and sustainable farming practices, or training them for necessary and available work, on the other hand, can be permanent ones.

Another important goal is to take on tasks that can actually be accomplished. A local entrepreneur, owner of a large and flourishing tire business, a real estate development firm, and several other successful ventures, was asked how he got to the position he was in. His answer was simple: “Crawl, walk, run.” He started small, with something he knew he could handle. When he succeeded at that, he used it as a base to take on something a bit more challenging, consolidated his gains again when he succeeded at that, and just kept going.

Social change often works the same way. Success breeds success, and you’re far more likely to be successful if you attempt something that’s challenging but doable. Once you accomplish it, you have a foundation from which to address the next issue, or the next level of issues. Communities never lack the most important resource – people, and their intelligence and determination – but they may lack the material resources that allow them to attempt overall social change – change that entails addressing several social factors and levels of power – all at once. They can do it, however, if they take it one step at a time.

The last bit of how-to in this section will be familiar to regular Tool Box users. You have to keep taking that one step at a time again and again and again for as far into the future as you want your community to exist. Addressing social determinants of health and development isn’t a one-time thing. People have to maintain their gains and their healthy practices, and teach the next generation what they’ve learned about creating a healthy community, so that it will continue to be one.

“Social determinants” of health and development issues are the social factors that determine or influence the issues. Most fall into the three categories of economic inequality, social connectedness, and sense of efficacy. By understanding and addressing these social factors, you can increase your chances of resolving issues over the long term by getting at their root causes.

It makes sense to use a participatory approach to analyze and address social determinants of health and development issues. By including those who know the history and context of the issue, and by subjecting it to analysis from many minds and perspectives, you’re more likely to arrive at a thorough understanding of it. This kind of analysis is especially effective when it’s clear that simply putting a Band-Aid on the symptoms of the issue isn’t enough, and that you have to employ a long-term strategy in order to address it effectively. Such a strategy may incorporate advocacy for a change in law or policy and leadership training, as well as community-based actions.

A community assessment will help you understand what the social determinants are in a particular case. By asking the right questions to determine community reality – Who is affected and how? What are the patterns in who is affected, who is opposed to action, what are the interests at stake? What are the costs of action and inaction, and who will pay them? – and talking to those affected and others who may already know what the social determinants are in the situation, you can create a complete picture of the issue.

Using that picture, you can address the social factors in order to reduce the population’s exposure to, vulnerability to, and consequences from the issue at hand. The best approach is usually through environmental and policy conditions, rather than through attempting to change social factors – which can be far-reaching and ingrained in the culture of the society – all at once. Work toward incremental, sustainable change, help local people learn the skills to take over and continue the effort themselves, and make sure the effort continues indefinitely, and you’ll ultimately be successful in developing a healthy community.

Online Resources

ACTION: SDH The aim of this tool from the World Health Organization is to provide public health, and other practitioners on the social determinants of health, with a one-stop portal. ACTION:SDH houses knowledge on the social determinants according to the five social determinants of health action areas identified in the 2011 World Conference on Social Determinants of Health. It also provides a platform for discussion of action on the social determinants of health. There are currently three main features to the tool:

• embedded web-pages pages on SDH knowledge relevant to the five action areas for SDH that were identified in the Rio Declaration;
• discussion forums that can be used to share tacit knowledge from practice - either by invitation only, or open to all members;
• a document repository that initially is housing selected WHO materials on SDH - documents are classified as Examples (case studies), Tools & Resources, and E-library.

Actively Addressing Systemic Racism Using a Behavioral Community Approach  - a journal article from Behavior and Social Issues .

Can Hospitals Heal America's Communities?  from Democracy Collaborative illuminates the possibilities of hospitals and health systems healing America’s communities and explores how “all in for mission” is the emerging healthcare model.

CDC Health Disparities and Inequalities Report

Health disparities are differences in health outcomes between groups that reflect social inequalities. Despite progress over the past 20 years in reducing this problem, racial/ethnic, economic and other social disparities in health still exists and need to be addressed. This report is the first in a periodic series examining health disparities in the United States. The report can also be found as a  PDF .

Chapter 13: Stress and Coping in the "Introduction to Community Psychology" details stress, its different forms, coping, coping strategies and styles, and how individuals and communities become resilient.

Closing the Gap in a Generation 2008 World Health Organization Commission on Social Determinants of Health Final Report Executive Summary

Closing the Gap: Policy into Practice on Social Determinants of Health This discussion paper for the 2011 World Conference on Social Determinants of Health shares experiences on how to address the challenges posed by health inequities and to mobilize commitment to the urgent implementation of feasible actions on social determinants in all countries. The paper lays out the key components that all countries need to integrate in their own context in implementing a social determinants approach, and was used at the World Conference to consider these themes and show how, in all contexts, it is possible to put policy into practice on social determinants of health to improve health, reduce health inequities, and promote development.

BALLE's field guide,  The Future of Health is Local , gives health care providers actionable tools and examples on how to align the non-clinical assets of their organizations – such as procurement, employment, and investment – with local economic development strategies to improve human health and revitalize local communities.

Health and Well-Being for All Meeting-in-a-Box from the CDC Foundation is an innovative and compelling way to explore the potential root causes of illness—the social determinants of health—with health and health care professionals at all stages of professional development. It provides everything needed to explore the determinants underlying health problems faced by patients and communities. This hands-on tool simulates a 6-step process for leading change to improve the community’s health.

HealthEquityGuide.org   is a website with a set of strategic practices that health departments can apply to more meaningfully and comprehensively advance health equity.

Health Equity Animated: Equity vs. Equality  from the Center for Prevention in Minnesota explores the difference between the needs of various communities, and how addressing those specific needs requires specific solutions.

This ColorCode  “Housing Is Health Care” podcast  delves into how housing — and today’s housing crisis — intersects with health. It also explores how racial discrimination has played a part in causing this crisis, as well as present-day housing segregation on Long Island.

Michael Marmot and the Social Determinants of Health is a video from the American Public Health Association outlining key considerations in addressing the social determinants of health to ensure social justice.

No Justice, No Peace of Mind and Body: The Health Impacts of Housing Insecurity for Black Women from The Nonprofit Quarterly.

Pew Charitable Trusts provides an article regarding holistic approaches made by partnerships to promote healthy birth outcomes.

Social Determinants of Health in Rural Communities Toolkit by the Rural Health Information Hub organizes evidence-based models and resources to support the implementation of programs that address the social determinants of health (SDOH) in rural communities across the United States.

Social Determinants of Health (SDOH) Training Plan  from the TRAIN Learning Network provides over a dozen hours of training over the foundational concepts and their applications to various issues.

Tackling social determinants of health through community-based initiatives An article by M. Assai, S. Siddiqi, and S. Watts, provided by the British Medical Journal. Also available in  PDF  format. Also available in print in BMJ, vol. 333, 21 October, 2006.

7 Things Advocates Should Know When Communicating about Health Equity Berkeley Media Studies Group blog about using the media strategically to advance policies that improve health.

Seven Vital Conditions for Health and Well-Being  is a useful framework for conceptualizing holistic well-being and the conditions that give rise to it, as well as identifying levers for community change and improvement.

Social Determinants and HIV/AIDS  is a short discussion of the social determinants of health and their relationship to HIV treatment and prevention, from the British Columbia, Canada, Ministry of Health Services.

Social Determinants of Health and Older Adults  covers new resources made available by health.gov specifically focusing on the health of older adults.

The Solid Facts   is a booklet about the social determinants of health, edited by Richard Wilkinson and Michael Marmot, from the International Centre for Health and Society at the University College of London.

The Sustainable Development Goals Guide is a preliminary guide on how to "get started" with implementing the Sustainable Development Goals.

Transformational Community Engagement to Advance Health Equity is a report with case studies from the Robert Wood Johnson Foundation.

What is Healthy Equity?  This three-minute motion graphic video explains how social, economic, and environmental conditions can create health inequities and how these inequities can affect health disparities.

What is Privilege? A video from BFMP at Buzzfeed.

Print Resources

Bonnefoy, J.,Morgan, A., Kelly, M.,Butt, J., Bergman, V., With Tugwell, P., Robinson,V., Exworthy, M.,  Mackenbach, J.,  Popay, J., Pope, C., Narayan, T., Myer, L., Simpson, S., Houweling, T., &  Jadue, L,.  Constructing the evidence base on the social determinants of health: A guide .

Collie-Akers, V., Landry, S., Ehule, N.J.  et al.  Enhancing the Capacity of Local Health Departments to Address Birth Equity: The Institute for Equity in Birth Outcomes.  Matern Child Health J   25 , 1010–1018 (2021). https://doi.org/10.1007/s10995-021-03135-1

Health in an Unequal World. Harveian Lecture by Michael Marmet. The Lancet, vol. 368, Dec. 9, 2006.

Landry, S., Collie-Akers, V., Foster, K. et al. Assessing the Development of Collective Impact Initiatives Addressing Maternal and Child Health. Matern Child Health J 24, 405–411 (2020). https://doi.org/10.1007/s10995-020-02894-7

Undertaken as work for the Measurement and Evidence Knowledge Network  (MEKN) established as part of the WHO Commission on Social Determinants of Health, and run by the Universidad de Desarollo, Chile. November, 2007.