problem solving and demonstrating initiative examples

Interview Questions

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26 Good Examples of Problem Solving (Interview Answers)

By Biron Clark

Published: November 15, 2023

Employers like to hire people who can solve problems and work well under pressure. A job rarely goes 100% according to plan, so hiring managers will be more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical in your approach.

But how do they measure this?

They’re going to ask you interview questions about these problem solving skills, and they might also look for examples of problem solving on your resume and cover letter. So coming up, I’m going to share a list of examples of problem solving, whether you’re an experienced job seeker or recent graduate.

Then I’ll share sample interview answers to, “Give an example of a time you used logic to solve a problem?”

Problem-Solving Defined

It is the ability to identify the problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation.

Problem-solving also involves critical thinking, communication, listening, creativity, research, data gathering, risk assessment, continuous learning, decision-making, and other soft and technical skills.

Solving problems not only prevent losses or damages but also boosts self-confidence and reputation when you successfully execute it. The spotlight shines on you when people see you handle issues with ease and savvy despite the challenges. Your ability and potential to be a future leader that can take on more significant roles and tackle bigger setbacks shine through. Problem-solving is a skill you can master by learning from others and acquiring wisdom from their and your own experiences.

It takes a village to come up with solutions, but a good problem solver can steer the team towards the best choice and implement it to achieve the desired result.

Watch: 26 Good Examples of Problem Solving

Examples of problem solving scenarios in the workplace.

Correcting a mistake at work, whether it was made by you or someone else
Overcoming a delay at work through problem solving and communication
Resolving an issue with a difficult or upset customer
Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
Troubleshooting and resolving technical issues
Handling and resolving a conflict with a coworker
Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
Taking initiative when another team member overlooked or missed something important
Taking initiative to meet with your superior to discuss a problem before it became potentially worse
Solving a safety issue at work or reporting the issue to those who could solve it
Using problem solving abilities to reduce/eliminate a company expense
Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
Changing how a process, team, or task is organized to make it more efficient
Using creative thinking to come up with a solution that the company hasn’t used before
Performing research to collect data and information to find a new solution to a problem
Boosting a company or team’s performance by improving some aspect of communication among employees
Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem Solving Examples for Recent Grads/Entry Level Job Seekers

Coordinating work between team members in a class project
Reassigning a missing team member’s work to other group members in a class project
Adjusting your workflow on a project to accommodate a tight deadline
Speaking to your professor to get help when you were struggling or unsure about a project
Asking classmates, peers, or professors for help in an area of struggle
Talking to your academic advisor to brainstorm solutions to a problem you were facing
Researching solutions to an academic problem online, via Google or other methods
Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

You can share all of the examples above when you’re asked questions about problem solving in your interview. As you can see, even if you have no professional work experience, it’s possible to think back to problems and unexpected challenges that you faced in your studies and discuss how you solved them.

Interview Answers to “Give an Example of an Occasion When You Used Logic to Solve a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” since you’re likely to hear this interview question in all sorts of industries.

Example Answer 1:

At my current job, I recently solved a problem where a client was upset about our software pricing. They had misunderstood the sales representative who explained pricing originally, and when their package renewed for its second month, they called to complain about the invoice. I apologized for the confusion and then spoke to our billing team to see what type of solution we could come up with. We decided that the best course of action was to offer a long-term pricing package that would provide a discount. This not only solved the problem but got the customer to agree to a longer-term contract, which means we’ll keep their business for at least one year now, and they’re happy with the pricing. I feel I got the best possible outcome and the way I chose to solve the problem was effective.

Example Answer 2:

In my last job, I had to do quite a bit of problem solving related to our shift scheduling. We had four people quit within a week and the department was severely understaffed. I coordinated a ramp-up of our hiring efforts, I got approval from the department head to offer bonuses for overtime work, and then I found eight employees who were willing to do overtime this month. I think the key problem solving skills here were taking initiative, communicating clearly, and reacting quickly to solve this problem before it became an even bigger issue.

Example Answer 3:

In my current marketing role, my manager asked me to come up with a solution to our declining social media engagement. I assessed our current strategy and recent results, analyzed what some of our top competitors were doing, and then came up with an exact blueprint we could follow this year to emulate our best competitors but also stand out and develop a unique voice as a brand. I feel this is a good example of using logic to solve a problem because it was based on analysis and observation of competitors, rather than guessing or quickly reacting to the situation without reliable data. I always use logic and data to solve problems when possible. The project turned out to be a success and we increased our social media engagement by an average of 82% by the end of the year.

Answering Questions About Problem Solving with the STAR Method

When you answer interview questions about problem solving scenarios, or if you decide to demonstrate your problem solving skills in a cover letter (which is a good idea any time the job description mention problem solving as a necessary skill), I recommend using the STAR method to tell your story.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. So before jumping in and talking about the problem that needed solving, make sure to describe the general situation. What job/company were you working at? When was this? Then, you can describe the task at hand and the problem that needed solving. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact.

Finally, describe a positive result you got.

Whether you’re answering interview questions about problem solving or writing a cover letter, you should only choose examples where you got a positive result and successfully solved the issue.

Example answer:

Situation : We had an irate client who was a social media influencer and had impossible delivery time demands we could not meet. She spoke negatively about us in her vlog and asked her followers to boycott our products. (Task : To develop an official statement to explain our company’s side, clarify the issue, and prevent it from getting out of hand). Action : I drafted a statement that balanced empathy, understanding, and utmost customer service with facts, logic, and fairness. It was direct, simple, succinct, and phrased to highlight our brand values while addressing the issue in a logical yet sensitive way. We also tapped our influencer partners to subtly and indirectly share their positive experiences with our brand so we could counter the negative content being shared online. Result : We got the results we worked for through proper communication and a positive and strategic campaign. The irate client agreed to have a dialogue with us. She apologized to us, and we reaffirmed our commitment to delivering quality service to all. We assured her that she can reach out to us anytime regarding her purchases and that we’d gladly accommodate her requests whenever possible. She also retracted her negative statements in her vlog and urged her followers to keep supporting our brand.

What Are Good Outcomes of Problem Solving?

Whenever you answer interview questions about problem solving or share examples of problem solving in a cover letter, you want to be sure you’re sharing a positive outcome.

Below are good outcomes of problem solving:

Saving the company time or money
Making the company money
Pleasing/keeping a customer
Obtaining new customers
Solving a safety issue
Solving a staffing/scheduling issue
Solving a logistical issue
Solving a company hiring issue
Solving a technical/software issue
Making a process more efficient and faster for the company
Creating a new business process to make the company more profitable
Improving the company’s brand/image/reputation
Getting the company positive reviews from customers/clients

Every employer wants to make more money, save money, and save time. If you can assess your problem solving experience and think about how you’ve helped past employers in those three areas, then that’s a great start. That’s where I recommend you begin looking for stories of times you had to solve problems.

Tips to Improve Your Problem Solving Skills

Throughout your career, you’re going to get hired for better jobs and earn more money if you can show employers that you’re a problem solver. So to improve your problem solving skills, I recommend always analyzing a problem and situation before acting. When discussing problem solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Next, to get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t. Think about how you can get better at researching and analyzing a situation, but also how you can get better at communicating, deciding the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem solving ability.

If you practice the tips above, you’ll be ready to share detailed, impressive stories and problem solving examples that will make hiring managers want to offer you the job. Every employer appreciates a problem solver, whether solving problems is a requirement listed on the job description or not. And you never know which hiring manager or interviewer will ask you about a time you solved a problem, so you should always be ready to discuss this when applying for a job.

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problem solving and demonstrating initiative examples

11 Good Examples of Showing Initiative at Work

T he initiative begins with the individual. If you want to be rewarded for the work you do, then take initiative and get it noticed! For some people, the most challenging thing about showing initiative is overcoming the fear of stepping up to take ownership . But making yourself stand out by doing something different can break down whatever shyness you may have and make it easier for your boss to notice the right things you do.

What is Taking Initiative?

Taking initiative is to undertake something boldly on your responsibility without waiting to be told. It is the desire to do things no matter what obstacles are in your path, being motivated by your determination.

In other words, showing initiative is to step up and take responsibility for making things happen. Someone who takes initiative causes things to happen while feeling responsible for what is happening around them whether it’s intentional or not.

Taking initiative can often start with nothing more than an intuition idea or a hunch and usually requires movement then forming out of it into something concrete. There are many ways of showing initiative in action.

Here are 11 good examples of showing initiative at Work:

1. Offering to help when no one asks

Good examples of showing initiative include offering to help when no one asks or without being asked. It shows that you see someone struggling or not getting something done and decide to reach out and offer your assistance rather than just standing back and watching the struggle continue and thinking about helping later.

Helping others when they are struggling has many benefits, including building relationships and character building. When you show kindness to others, they become inclined to reciprocate.

So, when you take the initiative and do something to help someone, that person will be more willing to help you out in the future.

Taking time away from your agenda or situation to offer support and advice even though others are not asking can show initiative. As mentioned earlier, helping others is a great way to build relationships and character.

2. Dealing with an obstacle straight away

When you see an obstacle in your path rather than just plowing through it, you look for the root cause of it.

Many people try to push through obstacles, thinking that “this is just the way it is,” or they assume someone else will do something to sort them out.

And that allows the obstacle to remain unaddressed and the problem to fester. Putting the extra effort into understanding and acknowledging why an obstacle exists shows you have taken the initiative to think things through and find the best way to get around it.

Read also: Top 14 Personable Skills of a Good Employee

3. Taking care of small issues before they become big

Taking care of small problems before they become big ones is one of the examples of showing initiative. It is such a simple concept, but so many people do not act on it.

If you see something that needs to be done and which no one else seems to be handling, then you handle it — whether it is changing out a light bulb, fixing a squeaky door or clearing up a water leak, drying up a wet floor, or getting rid of slip and strip that can hurt someone.

All these might seem like minor issues, but when left unattended can create major hazards for people. So, because of your proactive initiative, you solved a potentially big problem.

4. Taking on a task that others neglected

When you take on something that other people have tried and failed at, or are just not interested in doing, then you are showing initiative.

You might be taking on a project that everyone else has declared impossible or too time-consuming, or perhaps you’re stepping up to finish a task where others have failed to complete.

Even if it’s something that seems difficult — remember that there is nothing worth having that isn’t worth working for!

5. Being inquisitive about what the job entails

Being inquisitive about what the job entails — and who does or will do it in the future, especially those with whom you share the responsibilities – helps you know how to do a job better.

You can also look for conflicts of interest, be they human or otherwise. It might help you come up with innovative ideas and solutions to improve the workplace and relationships.

Read also: 10 Ways How to Be Attentive to Details

6. Providing career advice to a colleague

Good examples of taking initiative include providing free career advice to junior colleagues and helping them transition smoothly into the company.

One of the challenges many junior employees encounter is knowing how to manage their careers.

When a senior colleague offers free career advice to junior colleagues, it is a great gesture. It makes the workplace inclusive and fosters an environment of caring where everybody finds their job meaningful.

7. Setting your sights on a promotion

You do not hang around in the same position with limited opportunities. Instead, you engineer your promotion strategy that means looking for roles available in the company.

It also means networking with work colleagues in other departments to know which job opportunity is already available for you to take over.

If you find a role that requires a different set of skills, start updating your knowledge immediately to suit the requirements.

There’s no point in wanting to be promoted without the right skills to perform the new role. You don’t need to wait for your boss to tell you about your performance .

You pro-actively check with your boss to know if the job you do is up to standard or not and if there are areas that you can improve on.

Build excellent relationships with their managers by being courteous, helpful, and professional in all situations. When new opportunities become available, you’re ready to take them.

8. Standing up against injustices

How often do you see something wrong and do nothing because you don’t know what to do? Taking initiative and stand up against injustices in the workplace even when no one else has done so is a sign of being a true leader.

If something is wrong, don’t wait for someone else to fix the problem. Sometimes other people will not like you standing up for what’s right, but you shouldn’t worry about their opinions.

You stand alone as an advocate for what is right despite all odds against your initiative since it goes against what some people think or want.

You say “no” to actions that disregard the rules of morality or legality. And speak up on behalf of those wronged because doing so makes sure such practices stop.

Be courageous and willing to listen to opinions but only if that will stamp out any injustices.

9. Learning something you were afraid of

Learning something you were afraid of will help you attach to prospects or clients and help you build a better rapport with them. Likewise, learning about different cultures can make you open up to others without fear.

It does not mean you should take on more than you can chew, but you should not be afraid to tackle new concepts and ideas. Because if you want to grow as a person and a professional, you have to keep an open mind to allow yourself to learn more every day.

Read more: 16 Character Traits of a Hard Worker

10. Asking for feedback from work colleagues

Asking for feedback from colleagues and use it to improve your skills. Many people have inflated egos and therefore avoid learning about themselves.

In other words, if you are not self-critical and self-accountable or open to criticism from colleagues, you are not going to grow as a person.

People who ask for feedback from others know what they want out of their professional life. Being open to feedback from co-workers can help you in your personal development, and that is one way of showing initiative at work.

By having an open mind, you are willing to listen to people with different thoughts from yours, embracing the fact that they may see things differently than you expect.

11. Identifying your development areas

Take time to reflect on how your daily job relates to the objectives or goals of your company. Identifying what needs improvement through self-reflection sets you up for success by enabling you to take steps towards improving yourself every day at work.

You will start seeing where you can make improvements, even if they are small ones. And this is the way of showing initiative at work.

Taking initiative is a great skill especially, for employees to have because it encourages them to meet new challenges with enthusiasm and rewards them by increasing their confidence which in turn motivates them towards productivity again from this point on.

Managers should trust and reward “higher-level thinkers” who can find solutions to difficult problems and anticipate potential pitfalls.

Take the initiative: A how-to guide in 10 steps

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What makes a team member proactive?

Why should i care about taking the initiative, when is it the right time to take the initiative at work, 10 ways to take the initiative at work, what causes lack of initiative and how to overcome that, making your way.

Are you doing more or less than what's expected of you at work? When you see a potential problem, do you bring it up? Do you get excited about ways your team can improve? Do you share your ideas or keep them to yourself?

If you’re doing more and speaking up, it sounds like you're trying to become a team member who takes the initiative in the workplace.

What is initiative and what does it mean to take it?

Taking initiative means thinking proactively about tasks— not just to check them off a list, but to get them done well. It's about going the extra mile on the basic tasks you're assigned, thinking through complications, and taking on work before someone asks you to.

Taking initiative means noticing opportunities and taking action.

Another word for taking initiative might be “ownership.” At BetterUp, for example, “radical ownership” means that we are fully responsible for our work and that we welcome the opportunity to learn from it and improve when it doesn’t go well.

If you’re the type of employee who takes responsibility and pride in their work, it will benefit both your team and your own career goals . Plus, you will likely experience more satisfaction in your job.

To excel at taking initiative, you must be a proactive team member. Let's dive into a few characteristics that define a proactive team member.

Motivated to reach team goals and their own
Action-oriented
Collaborative with others
Open to thoughtful risks and using their voice
Skilled at making decisions
Positive attitude toward work and team
Confident communication
Responsible and receptive to constructive criticism

If you’re doing everything you were hired to do, you might be wondering why you would ever want to take on more. This is where it might help to reframe your thinking a little. When you think about taking the initiative to get things done, don’t think of it as increasing your workload.

Think of it as becoming more valuable and relevant and positioning yourself for growth. Depending on your work, you might also think of it as achieving an important outcome.

Besides establishing yourself as a valuable team member, taking initiative can impact you and your work in many positive ways.

But your impact reaches beyond your workplace too. Take a look at these main reasons to take the initiative and imagine yourself trying them.

Makes you stand out from the rest of the competition
Builds confidence in your professional life and personal life
Improves your chances for promotions and career growth
Strengthens your relationship with your team members
Helps with problem-solving
Boosts happiness and job satisfaction for you and your workplace
Creates better critical thinking and problem-solving skills

girl-in-casual-wear-standing-by-glass-wall-and-sticking-notes-taking-initiative

Although you may encounter many opportunities to take initiative, choose your time wisely. Think about when you can best speak up and act so that you are more likely to be effective and also have space to learn from the experience.

When you've mastered your required tasks

It’s great to take initiative in your primary role — there’s always room for improvement and new ideas. But, make sure you understand your core job, and you’re doing it well, before taking initiative too far afield.

It's never a good idea to take on more than you can handle if you aren't pretty sure you can deliver. Remember, every single employee is responsible for completing certain tasks before taking on something more.

Once you've finished the non-negotiables of your own agenda, start looking for where you have interest and enthusiasm to take initiative on other tasks. Remember, even on your core tasks, there’s almost always room to take more initiative.

Think about how efficiently you're working and completing your tasks each day. If you feel like you’re more often drowning than surfing, focus on your core skills and practices before you raise your hand to take charge of other tasks.

When you see a problem in your workplace

One of the benefits of being collaborative in your work environment is using more minds to help problem-solve. If something isn't working and you have ideas about how to fix it, taking initiative can help your team. You don’t have to “know” for certain or always be right. Offer your ideas. Be open to others building on and adapting your ideas. Commit yourself to driving a solution, even if it isn’t your own.

Taking initiative doesn’t necessarily mean having the answers but it does mean taking action. Team members around you will recognize that you're a reliable, collaborative, and giving coworker who leads by example .

When you understand the limits of your authority and experience

Before you jump into action in the name of taking initiative, consider if you're qualified to do so. Certain decisions might need a supervisor's permission if they’ll have a significant impact. Others will benefit from consulting with others in the company who might have relevant expertise.

If a task requires a particular skill set or level of authority to carry out, you need to make sure you're capable.

You’ll also need to put your safety first if you're using equipment you're unfamiliar with using. Asking for help or clarification is part of taking initiative and better than assuming you can do it all by yourself.

Ideally, your manager or supervisor gives you some guidance and guardrails so that you know what is most important to the company and what types of decisions or actions are off-limits.

When your well-being is in a good place

Taking extra initiative can stretch you beyond your comfort zone and tap into passion or ambition that can also leave you feeling drained or approaching burnout. Recognizing when you've done enough is important. After a long day of work, you could be tired and ready to rest. Pushing harder to keep going can have the negative effect of leaving you depleted and doing a poor job.

Listen to your body and energy levels before taking on different projects. Even if you have to say no to an opportunity or schedule something on tomorrow’s to-do list, it's often better than overworking and under-delivering.

businesswoman-in-40s-working-in-common-working-space-with-document-holding-eyeglasses-and-smiling-taking-initiative

Sometimes, how to take initiative at work can be obvious. Opportunities to be proactive and collaborative in the workplace could be right in front of you. Your boss could mention that they hope someone could help them with a task or get something accomplished.

Other times, you might need to look a little harder within your workplace. Here are 10 ways you can become a proactive employee and take the initiative at work:

Voice your ideas
Be curious and learn about the work going on around you
Find a new opportunity for improvement within your workplace
Address any problems you notice
Step in when someone needs help, and ask about team progress
Offer help when training new employees
Make an effort to get to know your coworkers
Ask for clarification when you're confused
Speak up during team meetings
Request constructive criticism and feedback on your work

businessman-making-presentation-to-his-colleagues-at-meeting-room-taking-initiative

People don't take the initiative due to various internal and external factors. Many of them can be resolved or overcome in some way.

Internal causes for lack of initiative

When someone is new in their workplace, they might not want to rock the boat. They may fear speaking up or misspeaking, self-doubt, and a lack of self-confidence. Even experienced employees can feel like they don’t know enough to step up.

Team members may also view taking the initiative as extra work and not be interested in the benefits. If you notice that you tend to shy away from being a proactive team member, ask yourself why. Try to make purposeful contributions that matter to you — either because of the outcomes or because of the personal career benefit — when you can.

External causes for lack of initiative

The environment you work in and those around you can impact how proactive you are. People who constantly complain and don't respect and appreciate their team members often stop people from taking the initiative. If nobody has team spirit or long-term visions of their work, it's harder to encourage people to be proactive.

Occasionally, your supervisors might be threatened or put off by your willingness to work harder or your desire to grow and succeed. Remember that this isn't on you. You shouldn't hinder your growth opportunities just because others don't want to see you excel. It is worth checking in honestly with yourself to confirm that you are delivering on your current responsibilities as expected.

How to overcome a lack of initiative

Whatever the reasons stopping you from taking the initiative, you can overcome them. Like any other obstacle or aspect you want to improve, it takes time and effort. Seek input (and moral support for trying new things) from a few trusted co-workers or even friends outside of work. Objective guidance from a coach or mentor can help, too.

Taking initiative doesn’t have to mean always going it alone or chasing the spotlight. But it does mean being willing to take the first steps.

Internal Inhibitors: It's all about building confidence and experience and finding your voice. You have helpful skills and perspectives to offer in your workplace. Asking questions when you're confused doesn’t make you look bad or lazy. It shows that you’re engaged and willing to be a team player and overcome your challenges .
External inhibitors: Use your confidence to speak up and be willing to lead . If a team member or supervisor seems to be throwing up obstacles or putting you down, you need to address it. Consider whether they are trying to guide you or put the brakes on your plan because they have more context — in which case, seek their input or enlist them in your efforts. If you find yourself in an environment where taking initiative isn’t welcome or valued, focus on your next career move . You should never feel ashamed to pursue new career plans and learn new skills — including leadership skills .

Business-woman-working-at-her-desk-in-the-office-near-the-window-with-computer-taking-initiative

Nobody will hand you immediate success. It's up to you to learn to be proactive in any way you can to help yourself, which includes being kind to yourself and knowing how much you can handle in a day.

If you're looking to learn how to become a more vital, more proactive team member and have the skills to pursue your goals, BetterUp can help . The coaches we pair you with are excited to help you with a personalized plan to help you get where you need to go.

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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Taking Initiative at Work: Proactive Approaches to Problem-Solving and Innovation

Explore the power of proactive problem-solving and innovation at work. Uncover how empowerment, collaboration, and continuous growth forge a culture driving transformative change in today’s dynamic workplaces.

Taking initiative goes beyond mere task completion—it’s about spearheading change, embracing challenges, and fostering innovation. Employees who take initiative are highly valued in their organizations. They are proactive and show a willingness to take on new responsibilities and tackle complex problems. Initiative-takers are not afraid to challenge the status quo and offer new ideas that can improve processes and increase efficiency. They are also good at building relationships and working collaboratively with others to achieve common goals. In a world that is constantly changing, taking initiative is an essential skill that can help individuals and organizations stay ahead of the curve. By encouraging employees to take initiative, companies can create a culture of innovation and continuous improvement that can drive success in the long term.

Here are three proactive approaches to problem-solving and innovation that propel workplaces toward success:

1. Cultivate a Culture of Ownership and Initiative

Encouraging a culture where employees feel empowered to take ownership of their work breeds a proactive mindset. When individuals see themselves as contributors to the organization’s success rather than mere executors of tasks, they become catalysts for innovation.

Empowerment stems from clear communication and trust. Leaders should provide autonomy, allowing individuals to make decisions within their realm of expertise. Encourage ideas, recognize initiative, and celebrate efforts that drive progress. This culture of ownership fuels intrinsic motivation, sparking creativity and a sense of responsibility toward finding innovative solutions.

2. Embrace Problem-Solving as a Team Sport

Problem-solving isn’t a solitary endeavor—it’s a team effort that thrives on collaboration and diverse perspectives. Encourage a collaborative environment where individuals feel comfortable sharing ideas, opinions, and perspectives.

Utilize brainstorming sessions or collaborative platforms to gather insights and collectively tackle challenges. Diverse viewpoints fuel creativity, leading to more comprehensive problem-solving approaches. When teams unite in problem-solving endeavors, they foster a culture of collective intelligence, where the sum is truly greater than its parts.

3. Foster a Culture of Continuous Learning and Adaptability

Innovation flourishes in environments that value learning and adaptability. Encourage a growth mindset—embrace failures as learning opportunities and celebrate experimentation. Encourage employees to explore new skills, technologies, or methodologies relevant to their roles.

Regularly engage in knowledge-sharing sessions, workshops, or training programs that facilitate skill enhancement and keep teams abreast of industry advancements. This continuous learning culture not only empowers individuals to adapt to change but also fuels their ability to innovate and solve problems creatively.

Conclusion: Empowerment, Collaboration, and Continuous Growth

Taking initiative at work isn’t merely about problem-solving—it’s a mindset, a culture, and a driving force behind innovation. It starts with empowerment, where individuals feel not just responsible for their tasks, but invested in the organization’s success. Empowered employees are catalysts for change, armed with the autonomy and confidence to seek innovative solutions.

Collaboration emerges as a cornerstone of proactive problem-solving. When diverse minds converge, sharing insights and ideas, solutions become richer and more comprehensive. A culture that encourages teamwork and respects differing perspectives elevates problem-solving to a collective endeavor—an endeavor that transcends individual contributions and fuels innovation.

Yet, true innovation thrives in environments of continuous growth. Embracing a culture of learning, where failures are stepping stones and curiosity is celebrated, sets the stage for groundbreaking ideas. Teams committed to evolving their skill sets and staying at the forefront of industry advancements become pioneers in problem-solving and innovation.

As organizations navigate today’s ever-changing landscape, those fostering cultures of empowerment, collaboration, and continuous growth stand resilient. They’re not merely problem-solvers; they’re architects of change, steering their workplaces toward adaptability and success.

Empowerment ignites the spark of initiative, collaboration fuels the flames of innovation, and continuous growth keeps the fire burning bright. In the realm of proactive problem-solving and innovation, it’s not just about finding solutions—it’s about nurturing a culture that breeds a relentless pursuit of excellence.

The journey towards a workplace thriving on proactive approaches to problem-solving and innovation isn’t a destination—it’s an ongoing evolution, an aspiration to create an environment where every individual feels empowered to make a difference, and where every idea has the potential to spark transformative change.

Empower. Collaborate. Innovate. The future of work rests in the hands of those who dare to take the initiative, collaborate with purpose, and embrace a culture of perpetual growth.

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17 Tips On How To Take Initiative At Work (With Examples)

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Every driven professional is looking for a way to stand out from their competition and impress their employer to advance their career.

Taking the initiative to make things happen in your position is a tremendous tactic to attract positive attention from a supervisor and be a generally good employee .

Key Takeaways:

Taking initiative at work can lead to positive growth and benefits.

Ways to take initiative include: offering solutions beyond the scope of your work, speaking up during meetings, and being willing to take on additional tasks.

Make sure not to overextend yourself because this can lead to a negative impact.

Taking initiative is a great way to build confidence and dependability.

Be positive and empathetic when taking initiative.

17 Tips On How To Take Initiative At Work (With Examples)

17 Tips for How to Take Initiative at Work

The definition of taking initiative at work, ways taking initiative at work can help you, what causes and how to overcome a lack of initiative.

Taking more initiative at work is a strong strategic move to make if it’s gone about in the right way. You’ve taken the first step by deciding to be more resourceful in your professional life . The second is reading through the following list of 17 tips for how to take initiative at work:

Think about ways to improve the organization. Even the best companies manage to find ways to innovate and improve their productivity. This is true of your employer as well. Consider the ways that your organization or team could improve.

Once you’ve gathered a list of realistic ways to innovate your company, think about how you’ll go about presenting these ideas to your team. You don’t need to formulate the entire plan, just the thought outline.

Go the extra mile when completing projects. Work is stressful , and because of this fact, many employees cruise by for years just meeting the average expectations of their employers.

While only meeting the bottom line of completing your work probably won’t get you fired , it also isn’t going to win you any promotions either.

Speak up during meetings more. A lot of companies have meetings weekly or monthly as a designated time for employees to converse about what’s going on. Unfortunately, many employees stay quiet during team meetings . This is a squandered opportunity to speak up and take initiative.

Ask questions. One of the best ways to take initiative at your job is to ask questions every chance you need to. Asking questions shows that you’re interested in improving and doing good work. You can’t advance from your position if you don’t know where you stand or what you can do to get better.

Only put out work you’re proud of. When you first began your job, this tip was probably an inherent part of your work process. Over time, though, your drive to only turn in work that you’re 100% proud of becomes a little less intense.

It’s a natural cycle that happens when someone settles into their professional role.

Consider your future and career goals. Individuals who display initiative in their career are often thinking about objectives in the future and how to achieve them.

Building rapport with co-workers. It’s important to build rapport with co-workers and act together as a team. The staff of a company needs to be able to function well together, even in jobs with competitive undertones.

Request constructive feedback from supervisors. Another technique for showing your employer you mean business when it comes to growing your career is to request constructive feedback.

Asking a supervisor for feedback about your skills and weak points indicates that you’re an employee who’s open to suggestions and ready to improve your performance.

Pay attention at all times. You never know when a vital piece of information is going to be brought up in a meeting or a new opportunity will present itself briefly. To make sure you’re aware of everything happening at your organization and any opportunities for advancement, pay attention at all times.

Always be prepared for the next opportunity. Your place of employment has a wealth of opportunities that can introduce themselves at any given point. Taking advantage of these occasions relies on catching them at the right moment and being ready to take them on.

Adopt a team-centered mentality. A business achieves its success through the strength of its team. Always feeling like you need to compete with your co-workers creates a tense work environment that’s difficult to collaborate in.

Offer to help when you can. An employer notices when you go out of your way to offer help when you didn’t have to because it exhibits initiative. While you should never extend your services to help when you already have a full plate, making the generous offer when you can will impress a supervisor.

Take on some extra work . This is another tip that’s only possible to do if you have enough room for it in your schedule. When you have some downtime at your position, it might be a good call to ask for some extra assignments.

Step up to solve problems when they arise. Problem-solving is an advantageous skill for employees to have, but it’s useless if you don’t share this information with your colleagues. Although nobody is thrilled at the idea of maneuvering problems and overcoming obstacles, it needs to happen eventually in any professional environment.

Act as a leader within the company. While you might be in an associate ’s position now, there’s always the possibility of leadership in your career’s future. Start now by acting as an example and presenting leadership skills .

Improve your soft skills in your spare time. Taking it upon yourself to improve your career’s transferable skills shows an immense amount of initiative. An employee is rarely told they need to work on their interpersonal abilities or time management.

Stay positive. Co-workers are aware of and affected by the energy you bring to the workplace. Even though a professional environment has the potential to be stressful at times, staying positive is significant to how you’ll be perceived.

Most companies have that one employee who goes beyond their basic job responsibilities to accomplish goals and find solutions without being asked.

Their supervisors know that they can count on them to get their job done and more. Thanks to being proactive and problem-solving , they experience career growth.

This describes an individual who takes initiative at work.

Helps you stand out from the competition. The professional world is competitive despite the field you work in. Even people in the most laid-back occupations need to make themselves stand out to gain traction in their careers.

Builds confidence. Putting yourself out there as a capable employee who’s eager to take on difficult assignments builds confidence . It’s impossible to get better at your craft without taking a little calculated risk to improve.

Your employer sees you as dependable. Businesses want to fill their team with individuals who take initiative because it means that they won’t need to hold their hand through every small task.

It can improve your career. Taking initiative in the workplace can greatly advance your career over time. Stagnant employees who don’t take action to move upward in their company usually don’t.

To overcome a lack of initiative, you must first understand what causes a lack of initiative. Not everyone is naturally good at taking initiative, so it is very normal to feel like you have certain challenges in front of you.

These challenges can be broken into two categories:

External factors. External factors are challenges within your work environment that prevent you from taking initiative. This could be a toxic work culture where initiative is not rewarded, where speaking up can lead to ideas being stolen or shot down.

Other factors include a lack of infrastructure that allows you to work outside your job responsibilities. For example, although you may want to take initiative, your boss only wants you to work on a specific project and provides no means for you to expand outward.

Internal factors. Internal factors are the challenges within you that prevent you from taking initiative. This can range from something as simple as ignorance to opportunities, to something more serious such as a mental health issue like chronic depression.

Most people have internal factors get in the way of their initiative. A lack of confidence, an anxiety of being rejected, procrastination, or an inability to articulate goals can all result in little to no initiative being taken.

Luckily, these are all problems that can be solved. If your environment does not incentivize initiative, you can try to bring the issue up with your supervisors. However, sometimes it may just be better to find work elsewhere. Generally though, most work environments will want to see and support initiative from their employees and do their best to help you.

Internal factors, which are more common, also come with solutions. The first step is to be honest with yourself. Practice developing your self-awareness with exercises such as meditation and journaling. From there, begin to notice patterns in your behavior. Acknowledge and accept internal factors that are preventing you from taking initiative.

Once you understand what the problem is, you can work to improving your situation. Each internal factor has its own solution, but it first needs to be identified. This may be accomplished alone, however, don’t be afraid to ask for help from peers, a mentor , or a mental health professional . Generally it is going to take effort to develop new habits.

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Sky Ariella is a professional freelance writer, originally from New York. She has been featured on websites and online magazines covering topics in career, travel, and lifestyle. She received her BA in psychology from Hunter College.

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Do You Understand the Problem You’re Trying to Solve?

To solve tough problems at work, first ask these questions.

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Problem solving skills are invaluable in any job. But all too often, we jump to find solutions to a problem without taking time to really understand the dilemma we face, according to Thomas Wedell-Wedellsborg , an expert in innovation and the author of the book, What’s Your Problem?: To Solve Your Toughest Problems, Change the Problems You Solve .

In this episode, you’ll learn how to reframe tough problems by asking questions that reveal all the factors and assumptions that contribute to the situation. You’ll also learn why searching for just one root cause can be misleading.

Key episode topics include: leadership, decision making and problem solving, power and influence, business management.

HBR On Leadership curates the best case studies and conversations with the world’s top business and management experts, to help you unlock the best in those around you. New episodes every week.

Listen to the original HBR IdeaCast episode: The Secret to Better Problem Solving (2016)
Find more episodes of HBR IdeaCast
Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org .

HANNAH BATES: Welcome to HBR on Leadership , case studies and conversations with the world’s top business and management experts, hand-selected to help you unlock the best in those around you.

Problem solving skills are invaluable in any job. But even the most experienced among us can fall into the trap of solving the wrong problem.

Thomas Wedell-Wedellsborg says that all too often, we jump to find solutions to a problem – without taking time to really understand what we’re facing.

He’s an expert in innovation, and he’s the author of the book, What’s Your Problem?: To Solve Your Toughest Problems, Change the Problems You Solve .

In this episode, you’ll learn how to reframe tough problems, by asking questions that reveal all the factors and assumptions that contribute to the situation. You’ll also learn why searching for one root cause can be misleading. And you’ll learn how to use experimentation and rapid prototyping as problem-solving tools.

This episode originally aired on HBR IdeaCast in December 2016. Here it is.

SARAH GREEN CARMICHAEL: Welcome to the HBR IdeaCast from Harvard Business Review. I’m Sarah Green Carmichael.

Problem solving is popular. People put it on their resumes. Managers believe they excel at it. Companies count it as a key proficiency. We solve customers’ problems.

The problem is we often solve the wrong problems. Albert Einstein and Peter Drucker alike have discussed the difficulty of effective diagnosis. There are great frameworks for getting teams to attack true problems, but they’re often hard to do daily and on the fly. That’s where our guest comes in.

Thomas Wedell-Wedellsborg is a consultant who helps companies and managers reframe their problems so they can come up with an effective solution faster. He asks the question “Are You Solving The Right Problems?” in the January-February 2017 issue of Harvard Business Review. Thomas, thank you so much for coming on the HBR IdeaCast .

THOMAS WEDELL-WEDELLSBORG: Thanks for inviting me.

SARAH GREEN CARMICHAEL: So, I thought maybe we could start by talking about the problem of talking about problem reframing. What is that exactly?

THOMAS WEDELL-WEDELLSBORG: Basically, when people face a problem, they tend to jump into solution mode to rapidly, and very often that means that they don’t really understand, necessarily, the problem they’re trying to solve. And so, reframing is really a– at heart, it’s a method that helps you avoid that by taking a second to go in and ask two questions, basically saying, first of all, wait. What is the problem we’re trying to solve? And then crucially asking, is there a different way to think about what the problem actually is?

SARAH GREEN CARMICHAEL: So, I feel like so often when this comes up in meetings, you know, someone says that, and maybe they throw out the Einstein quote about you spend an hour of problem solving, you spend 55 minutes to find the problem. And then everyone else in the room kind of gets irritated. So, maybe just give us an example of maybe how this would work in practice in a way that would not, sort of, set people’s teeth on edge, like oh, here Sarah goes again, reframing the whole problem instead of just solving it.

THOMAS WEDELL-WEDELLSBORG: I mean, you’re bringing up something that’s, I think is crucial, which is to create legitimacy for the method. So, one of the reasons why I put out the article is to give people a tool to say actually, this thing is still important, and we need to do it. But I think the really critical thing in order to make this work in a meeting is actually to learn how to do it fast, because if you have the idea that you need to spend 30 minutes in a meeting delving deeply into the problem, I mean, that’s going to be uphill for most problems. So, the critical thing here is really to try to make it a practice you can implement very, very rapidly.

There’s an example that I would suggest memorizing. This is the example that I use to explain very rapidly what it is. And it’s basically, I call it the slow elevator problem. You imagine that you are the owner of an office building, and that your tenants are complaining that the elevator’s slow.

Now, if you take that problem framing for granted, you’re going to start thinking creatively around how do we make the elevator faster. Do we install a new motor? Do we have to buy a new lift somewhere?

The thing is, though, if you ask people who actually work with facilities management, well, they’re going to have a different solution for you, which is put up a mirror next to the elevator. That’s what happens is, of course, that people go oh, I’m busy. I’m busy. I’m– oh, a mirror. Oh, that’s beautiful.

And then they forget time. What’s interesting about that example is that the idea with a mirror is actually a solution to a different problem than the one you first proposed. And so, the whole idea here is once you get good at using reframing, you can quickly identify other aspects of the problem that might be much better to try to solve than the original one you found. It’s not necessarily that the first one is wrong. It’s just that there might be better problems out there to attack that we can, means we can do things much faster, cheaper, or better.

SARAH GREEN CARMICHAEL: So, in that example, I can understand how A, it’s probably expensive to make the elevator faster, so it’s much cheaper just to put up a mirror. And B, maybe the real problem people are actually feeling, even though they’re not articulating it right, is like, I hate waiting for the elevator. But if you let them sort of fix their hair or check their teeth, they’re suddenly distracted and don’t notice.

But if you have, this is sort of a pedestrian example, but say you have a roommate or a spouse who doesn’t clean up the kitchen. Facing that problem and not having your elegant solution already there to highlight the contrast between the perceived problem and the real problem, how would you take a problem like that and attack it using this method so that you can see what some of the other options might be?

THOMAS WEDELL-WEDELLSBORG: Right. So, I mean, let’s say it’s you who have that problem. I would go in and say, first of all, what would you say the problem is? Like, if you were to describe your view of the problem, what would that be?

SARAH GREEN CARMICHAEL: I hate cleaning the kitchen, and I want someone else to clean it up.

THOMAS WEDELL-WEDELLSBORG: OK. So, my first observation, you know, that somebody else might not necessarily be your spouse. So, already there, there’s an inbuilt assumption in your question around oh, it has to be my husband who does the cleaning. So, it might actually be worth, already there to say, is that really the only problem you have? That you hate cleaning the kitchen, and you want to avoid it? Or might there be something around, as well, getting a better relationship in terms of how you solve problems in general or establishing a better way to handle small problems when dealing with your spouse?

SARAH GREEN CARMICHAEL: Or maybe, now that I’m thinking that, maybe the problem is that you just can’t find the stuff in the kitchen when you need to find it.

THOMAS WEDELL-WEDELLSBORG: Right, and so that’s an example of a reframing, that actually why is it a problem that the kitchen is not clean? Is it only because you hate the act of cleaning, or does it actually mean that it just takes you a lot longer and gets a lot messier to actually use the kitchen, which is a different problem. The way you describe this problem now, is there anything that’s missing from that description?

SARAH GREEN CARMICHAEL: That is a really good question.

THOMAS WEDELL-WEDELLSBORG: Other, basically asking other factors that we are not talking about right now, and I say those because people tend to, when given a problem, they tend to delve deeper into the detail. What often is missing is actually an element outside of the initial description of the problem that might be really relevant to what’s going on. Like, why does the kitchen get messy in the first place? Is it something about the way you use it or your cooking habits? Is it because the neighbor’s kids, kind of, use it all the time?

There might, very often, there might be issues that you’re not really thinking about when you first describe the problem that actually has a big effect on it.

SARAH GREEN CARMICHAEL: I think at this point it would be helpful to maybe get another business example, and I’m wondering if you could tell us the story of the dog adoption problem.

THOMAS WEDELL-WEDELLSBORG: Yeah. This is a big problem in the US. If you work in the shelter industry, basically because dogs are so popular, more than 3 million dogs every year enter a shelter, and currently only about half of those actually find a new home and get adopted. And so, this is a problem that has persisted. It’s been, like, a structural problem for decades in this space. In the last three years, where people found new ways to address it.

So a woman called Lori Weise who runs a rescue organization in South LA, and she actually went in and challenged the very idea of what we were trying to do. She said, no, no. The problem we’re trying to solve is not about how to get more people to adopt dogs. It is about keeping the dogs with their first family so they never enter the shelter system in the first place.

In 2013, she started what’s called a Shelter Intervention Program that basically works like this. If a family comes and wants to hand over their dog, these are called owner surrenders. It’s about 30% of all dogs that come into a shelter. All they would do is go up and ask, if you could, would you like to keep your animal? And if they said yes, they would try to fix whatever helped them fix the problem, but that made them turn over this.

And sometimes that might be that they moved into a new building. The landlord required a deposit, and they simply didn’t have the money to put down a deposit. Or the dog might need a $10 rabies shot, but they didn’t know how to get access to a vet.

And so, by instigating that program, just in the first year, she took her, basically the amount of dollars they spent per animal they helped went from something like $85 down to around $60. Just an immediate impact, and her program now is being rolled out, is being supported by the ASPCA, which is one of the big animal welfare stations, and it’s being rolled out to various other places.

And I think what really struck me with that example was this was not dependent on having the internet. This was not, oh, we needed to have everybody mobile before we could come up with this. This, conceivably, we could have done 20 years ago. Only, it only happened when somebody, like in this case Lori, went in and actually rethought what the problem they were trying to solve was in the first place.

SARAH GREEN CARMICHAEL: So, what I also think is so interesting about that example is that when you talk about it, it doesn’t sound like the kind of thing that would have been thought of through other kinds of problem solving methods. There wasn’t necessarily an After Action Review or a 5 Whys exercise or a Six Sigma type intervention. I don’t want to throw those other methods under the bus, but how can you get such powerful results with such a very simple way of thinking about something?

THOMAS WEDELL-WEDELLSBORG: That was something that struck me as well. This, in a way, reframing and the idea of the problem diagnosis is important is something we’ve known for a long, long time. And we’ve actually have built some tools to help out. If you worked with us professionally, you are familiar with, like, Six Sigma, TRIZ, and so on. You mentioned 5 Whys. A root cause analysis is another one that a lot of people are familiar with.

Those are our good tools, and they’re definitely better than nothing. But what I notice when I work with the companies applying those was those tools tend to make you dig deeper into the first understanding of the problem we have. If it’s the elevator example, people start asking, well, is that the cable strength, or is the capacity of the elevator? That they kind of get caught by the details.

That, in a way, is a bad way to work on problems because it really assumes that there’s like a, you can almost hear it, a root cause. That you have to dig down and find the one true problem, and everything else was just symptoms. That’s a bad way to think about problems because problems tend to be multicausal.

There tend to be lots of causes or levers you can potentially press to address a problem. And if you think there’s only one, if that’s the right problem, that’s actually a dangerous way. And so I think that’s why, that this is a method I’ve worked with over the last five years, trying to basically refine how to make people better at this, and the key tends to be this thing about shifting out and saying, is there a totally different way of thinking about the problem versus getting too caught up in the mechanistic details of what happens.

SARAH GREEN CARMICHAEL: What about experimentation? Because that’s another method that’s become really popular with the rise of Lean Startup and lots of other innovation methodologies. Why wouldn’t it have worked to, say, experiment with many different types of fixing the dog adoption problem, and then just pick the one that works the best?

THOMAS WEDELL-WEDELLSBORG: You could say in the dog space, that’s what’s been going on. I mean, there is, in this industry and a lot of, it’s largely volunteer driven. People have experimented, and they found different ways of trying to cope. And that has definitely made the problem better. So, I wouldn’t say that experimentation is bad, quite the contrary. Rapid prototyping, quickly putting something out into the world and learning from it, that’s a fantastic way to learn more and to move forward.

My point is, though, that I feel we’ve come to rely too much on that. There’s like, if you look at the start up space, the wisdom is now just to put something quickly into the market, and then if it doesn’t work, pivot and just do more stuff. What reframing really is, I think of it as the cognitive counterpoint to prototyping. So, this is really a way of seeing very quickly, like not just working on the solution, but also working on our understanding of the problem and trying to see is there a different way to think about that.

If you only stick with experimentation, again, you tend to sometimes stay too much in the same space trying minute variations of something instead of taking a step back and saying, wait a minute. What is this telling us about what the real issue is?

SARAH GREEN CARMICHAEL: So, to go back to something that we touched on earlier, when we were talking about the completely hypothetical example of a spouse who does not clean the kitchen–

THOMAS WEDELL-WEDELLSBORG: Completely, completely hypothetical.

SARAH GREEN CARMICHAEL: Yes. For the record, my husband is a great kitchen cleaner.

You started asking me some questions that I could see immediately were helping me rethink that problem. Is that kind of the key, just having a checklist of questions to ask yourself? How do you really start to put this into practice?

THOMAS WEDELL-WEDELLSBORG: I think there are two steps in that. The first one is just to make yourself better at the method. Yes, you should kind of work with a checklist. In the article, I kind of outlined seven practices that you can use to do this.

But importantly, I would say you have to consider that as, basically, a set of training wheels. I think there’s a big, big danger in getting caught in a checklist. This is something I work with.

My co-author Paddy Miller, it’s one of his insights. That if you start giving people a checklist for things like this, they start following it. And that’s actually a problem, because what you really want them to do is start challenging their thinking.

So the way to handle this is to get some practice using it. Do use the checklist initially, but then try to step away from it and try to see if you can organically make– it’s almost a habit of mind. When you run into a colleague in the hallway and she has a problem and you have five minutes, like, delving in and just starting asking some of those questions and using your intuition to say, wait, how is she talking about this problem? And is there a question or two I can ask her about the problem that can help her rethink it?

SARAH GREEN CARMICHAEL: Well, that is also just a very different approach, because I think in that situation, most of us can’t go 30 seconds without jumping in and offering solutions.

THOMAS WEDELL-WEDELLSBORG: Very true. The drive toward solutions is very strong. And to be clear, I mean, there’s nothing wrong with that if the solutions work. So, many problems are just solved by oh, you know, oh, here’s the way to do that. Great.

But this is really a powerful method for those problems where either it’s something we’ve been banging our heads against tons of times without making progress, or when you need to come up with a really creative solution. When you’re facing a competitor with a much bigger budget, and you know, if you solve the same problem later, you’re not going to win. So, that basic idea of taking that approach to problems can often help you move forward in a different way than just like, oh, I have a solution.

I would say there’s also, there’s some interesting psychological stuff going on, right? Where you may have tried this, but if somebody tries to serve up a solution to a problem I have, I’m often resistant towards them. Kind if like, no, no, no, no, no, no. That solution is not going to work in my world. Whereas if you get them to discuss and analyze what the problem really is, you might actually dig something up.

Let’s go back to the kitchen example. One powerful question is just to say, what’s your own part in creating this problem? It’s very often, like, people, they describe problems as if it’s something that’s inflicted upon them from the external world, and they are innocent bystanders in that.

SARAH GREEN CARMICHAEL: Right, or crazy customers with unreasonable demands.

THOMAS WEDELL-WEDELLSBORG: Exactly, right. I don’t think I’ve ever met an agency or consultancy that didn’t, like, gossip about their customers. Oh, my god, they’re horrible. That, you know, classic thing, why don’t they want to take more risk? Well, risk is bad.

It’s their business that’s on the line, not the consultancy’s, right? So, absolutely, that’s one of the things when you step into a different mindset and kind of, wait. Oh yeah, maybe I actually am part of creating this problem in a sense, as well. That tends to open some new doors for you to move forward, in a way, with stuff that you may have been struggling with for years.

SARAH GREEN CARMICHAEL: So, we’ve surfaced a couple of questions that are useful. I’m curious to know, what are some of the other questions that you find yourself asking in these situations, given that you have made this sort of mental habit that you do? What are the questions that people seem to find really useful?

THOMAS WEDELL-WEDELLSBORG: One easy one is just to ask if there are any positive exceptions to the problem. So, was there day where your kitchen was actually spotlessly clean? And then asking, what was different about that day? Like, what happened there that didn’t happen the other days? That can very often point people towards a factor that they hadn’t considered previously.

SARAH GREEN CARMICHAEL: We got take-out.

THOMAS WEDELL-WEDELLSBORG: S,o that is your solution. Take-out from [INAUDIBLE]. That might have other problems.

Another good question, and this is a little bit more high level. It’s actually more making an observation about labeling how that person thinks about the problem. And what I mean with that is, we have problem categories in our head. So, if I say, let’s say that you describe a problem to me and say, well, we have a really great product and are, it’s much better than our previous product, but people aren’t buying it. I think we need to put more marketing dollars into this.

Now you can go in and say, that’s interesting. This sounds like you’re thinking of this as a communications problem. Is there a different way of thinking about that? Because you can almost tell how, when the second you say communications, there are some ideas about how do you solve a communications problem. Typically with more communication.

And what you might do is go in and suggest, well, have you considered that it might be, say, an incentive problem? Are there incentives on behalf of the purchasing manager at your clients that are obstructing you? Might there be incentive issues with your own sales force that makes them want to sell the old product instead of the new one?

So literally, just identifying what type of problem does this person think about, and is there different potential way of thinking about it? Might it be an emotional problem, a timing problem, an expectations management problem? Thinking about what label of what type of problem that person is kind of thinking as it of.

SARAH GREEN CARMICHAEL: That’s really interesting, too, because I think so many of us get requests for advice that we’re really not qualified to give. So, maybe the next time that happens, instead of muddying my way through, I will just ask some of those questions that we talked about instead.

THOMAS WEDELL-WEDELLSBORG: That sounds like a good idea.

SARAH GREEN CARMICHAEL: So, Thomas, this has really helped me reframe the way I think about a couple of problems in my own life, and I’m just wondering. I know you do this professionally, but is there a problem in your life that thinking this way has helped you solve?

THOMAS WEDELL-WEDELLSBORG: I’ve, of course, I’ve been swallowing my own medicine on this, too, and I think I have, well, maybe two different examples, and in one case somebody else did the reframing for me. But in one case, when I was younger, I often kind of struggled a little bit. I mean, this is my teenage years, kind of hanging out with my parents. I thought they were pretty annoying people. That’s not really fair, because they’re quite wonderful, but that’s what life is when you’re a teenager.

And one of the things that struck me, suddenly, and this was kind of the positive exception was, there was actually an evening where we really had a good time, and there wasn’t a conflict. And the core thing was, I wasn’t just seeing them in their old house where I grew up. It was, actually, we were at a restaurant. And it suddenly struck me that so much of the sometimes, kind of, a little bit, you love them but they’re annoying kind of dynamic, is tied to the place, is tied to the setting you are in.

And of course, if– you know, I live abroad now, if I visit my parents and I stay in my old bedroom, you know, my mother comes in and wants to wake me up in the morning. Stuff like that, right? And it just struck me so, so clearly that it’s– when I change this setting, if I go out and have dinner with them at a different place, that the dynamic, just that dynamic disappears.

SARAH GREEN CARMICHAEL: Well, Thomas, this has been really, really helpful. Thank you for talking with me today.

THOMAS WEDELL-WEDELLSBORG: Thank you, Sarah.

HANNAH BATES: That was Thomas Wedell-Wedellsborg in conversation with Sarah Green Carmichael on the HBR IdeaCast. He’s an expert in problem solving and innovation, and he’s the author of the book, What’s Your Problem?: To Solve Your Toughest Problems, Change the Problems You Solve .

We’ll be back next Wednesday with another hand-picked conversation about leadership from the Harvard Business Review. If you found this episode helpful, share it with your friends and colleagues, and follow our show on Apple Podcasts, Spotify, or wherever you get your podcasts. While you’re there, be sure to leave us a review.

We’re a production of Harvard Business Review. If you want more podcasts, articles, case studies, books, and videos like this, find it all at HBR dot org.

This episode was produced by Anne Saini, and me, Hannah Bates. Ian Fox is our editor. Music by Coma Media. Special thanks to Maureen Hoch, Adi Ignatius, Karen Player, Ramsey Khabbaz, Nicole Smith, Anne Bartholomew, and you – our listener.

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Proactiveness, Initiative and Creativity Self Evaluation Comments

By Status.net Editorial Team on May 30, 2023 — 6 minutes to read

Proactiveness, initiative and creativity are essential skills that are highly valued in the workplace. They are often considered as the driving forces behind innovation, problem-solving, and growth. However, assessing your own level of initiative and creativity can be a challenging task, especially when it comes to providing self-evaluation comments.

When evaluating your initiative, it is important to consider your ability to take action, make decisions, and drive results. For example, you might reflect on a time when you took the initiative to start a new project, propose a new idea, or take on additional responsibilities. You can also think about how you approach challenges and obstacles, and whether you are proactive or reactive in your problem-solving.

When evaluating your creativity, you should consider your ability to generate new ideas, think outside the box, and come up with innovative solutions. You might reflect on a time when you developed a new process, improved an existing product, or found a creative solution to a complex problem. It is also important to consider how you approach creativity, whether you are open-minded, curious, and willing to take risks.

What is Initiative?

Initiative is the ability to take charge of a situation and make things happen: being proactive, taking responsibility, and showing leadership skills. Initiative means being able to identify problems, come up with solutions, and take action to implement those solutions.

What is Creativity?

Creativity is the ability to come up with new and innovative ideas: thinking outside the box, looking at things from different perspectives, and being open to new possibilities. Creativity means being able to generate original and imaginative solutions to problems.

How to Assess Your Initiative and Creativity

To assess your initiative and creativity, you can ask yourself the following questions:

Do I take responsibility for my work and show leadership skills?
Am I able to identify problems and come up with workable solutions?
Do I think outside the box and look at things from different perspectives?
Am I able to generate new and innovative ideas?
Do I take calculated risks and show a long-term vision?
Am I able to communicate effectively with coworkers and stakeholders?
Am I responsive, responsible, and practical in my approach to work?

Examples of positive comments

I consistently look for ways to improve processes and procedures, often coming up with innovative solutions that save time and resources.
I am not afraid to take on new challenges and have a track record of successfully completing projects that were outside of my comfort zone.
I am always thinking outside the box and coming up with creative ideas to solve problems and improve outcomes.
I take the initiative to seek out feedback and constructive criticism from others in order to continuously improve my work.
I am proactive in identifying potential obstacles and developing contingency plans to address them before they become major issues.
I am constantly seeking out new learning opportunities and pushing myself to expand my knowledge and skill set.
I am not afraid to challenge the status quo and suggest new approaches to doing things.
I am skilled at identifying and capitalizing on opportunities for growth and development, both for myself and for my team.
I am adept at balancing competing priorities and finding creative solutions to meet all of my obligations.
I take ownership of my work and am always looking for ways to add value to the organization.
I am comfortable with ambiguity and thrive in situations that require creativity and flexibility.
I am skilled at collaborating with others to generate new ideas and approaches.
I am able to think critically and strategically, identifying the root causes of problems and developing effective solutions.
I am comfortable with risk and am willing to take calculated risks in order to achieve ambitious goals.
I am skilled at adapting to changing circumstances and am comfortable with pivoting when necessary.
I am able to balance short-term needs with long-term goals and am skilled at developing and executing plans that achieve both.
I am able to effectively communicate my ideas and vision to others, inspiring them to get on board with my initiatives.
I am skilled at identifying and leveraging the strengths of others in order to achieve shared goals.
I am comfortable with failure and am able to learn from my mistakes in order to improve my future performance.
I am able to maintain a positive attitude and stay motivated even in challenging or uncertain situations.

Examples of comments that indicate a need for improvement

I tend to stick to the same tried-and-true methods rather than exploring new approaches to problems.
I sometimes struggle to come up with creative solutions when faced with unexpected challenges.
I could benefit from seeking out feedback and constructive criticism more often in order to improve my work.
I have a tendency to wait for others to take the lead rather than taking the initiative myself.
I sometimes struggle to balance competing priorities and may need to work on prioritizing my workload more effectively.
I am not always comfortable with ambiguity and may need to work on developing my flexibility and adaptability.
I could benefit from seeking out new learning opportunities to expand my knowledge and skill set.
I sometimes struggle to communicate my ideas effectively to others, which can hinder collaboration and innovation.
I have a tendency to shy away from taking risks, which may limit my ability to achieve ambitious goals.
I sometimes struggle to maintain a positive attitude in the face of challenges, which can impact my motivation and productivity.

Example (Paragraph)

“I believe that I have a strong track record of taking initiative and demonstrating creativity in my work. I am not afraid to take on new challenges and have successfully completed projects that were outside of my comfort zone. I consistently look for ways to improve processes and procedures, often coming up with innovative solutions that save time and resources. However, I recognize that there is always room for improvement. I could benefit from seeking out feedback and constructive criticism more often in order to improve my work, and I recognize that I could benefit from seeking out new learning opportunities to expand my knowledge and skill set. Overall, I am committed to continuing to develop my initiative and creativity in order to add value to the organization and achieve ambitious goals.”

Phrases to Use:

Here are some phrases you can use in your self-evaluation comments to demonstrate your initiative and proactiveness:

“I took the initiative to…” – use this phrase to describe specific actions you took to improve a process or solve a problem.
“I proactively…” – to describe how you took action to prevent a problem from occurring or to improve a situation before it became a problem.
“I identified an opportunity to…” – to describe how you identified a potential improvement or opportunity and took action to make it happen.
“I demonstrated flexibility by…” – to describe how you adapted to changing circumstances or took on new responsibilities to help your team or organization.

Self-evaluation comments should be specific and measurable, focusing on actions taken rather than vague generalizations. For example, instead of saying “I am proactive,” you could say “I regularly take the initiative to identify and address potential problems before they become major issues.”

It’s also important to recognize that being proactive doesn’t mean taking on too much or overextending oneself. It’s about finding the right balance and being strategic in one’s actions. For instance, you could say “I prioritize my tasks and take initiative on important projects, while also delegating tasks when appropriate.”

Tips for Writing Effective Self-Evaluation Comments

Be specific: Use concrete examples to illustrate your points. This will help you demonstrate your proactiveness and show how you have taken initiative in your work.
Be honest: Don’t exaggerate your accomplishments or make false claims. Instead, focus on the things you have actually done to demonstrate your initiative and proactiveness.
Use active voice: Write your self-evaluation comments in the active voice. This will help you demonstrate your proactiveness and show how you have taken initiative in your work.
Use casual vocabulary: Use language that is easy to understand and avoid using jargon or technical terms that may be unfamiliar to your reader.
Self Evaluation Examples [Complete Guide]
Innovation and Creativity Self Evaluation Comments (30 Examples)
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31 examples of problem solving performance review phrases
The following examples not only relate to problem-solving but also conflict management, effective solutions, selecting the best alternatives, decision making, problem identification, analyzing effectively, and generally becoming an effective problem-solving strategist. Start using effective performance review questions to help better guide your ...
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Judgment: Performance Review Examples (Rating 1 - 5) He is effective at goal-setting and challenging himself. He clearly communicates goals and objectives to coworkers. He takes responsibility for the performance of his staff members. He ensures the achievement of the goals as planned. He defines clear goals and expects the right performance ...
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Examples of Problem Solving Scenarios in the Workplace. Correcting a mistake at work, whether it was made by you or someone else. Overcoming a delay at work through problem solving and communication. Resolving an issue with a difficult or upset customer. Overcoming issues related to a limited budget, and still delivering good work through the ...
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Taking on a job when no one wants to. 2. Going above and beyond for a customer. 3. Doing more than what was asked on a project. 4. Working extra hours so your team meets a deadline. 5. Implementing new systems to improve longstanding painful processes.
Problem Solving Skills: Performance Review Examples (Rating 1
Paragraph Example 1. "John exceeds expectations in problem-solving. He has a strong aptitude for solving complex problems and often takes initiative in identifying and resolving issues. His ability to consider multiple perspectives and approaches before making decisions has led to valuable improvements within the team.".
Initiative: Performance Review Examples (Rating 1
Example Phrases. Occasionally takes initiative but may need guidance to complete tasks; Can be proactive at times but struggles to maintain consistency; Needs to demonstrate greater independence and problem-solving skills; Example Paragraph "Bob's initiative needs improvement.
11 Good Examples of Showing Initiative at Work
Here are 11 good examples of showing initiative at Work: 1. Offering to help when no one asks. Good examples of showing initiative include offering to help when no one asks or without being asked. It shows that you see someone struggling or not getting something done and decide to reach out and offer your assistance rather than just standing ...
10 examples of initiatives in the work environment
Knowing about the different ways of demonstrating initiative at work can help you to be more proactive in your role. In this article, we list 10 examples of initiatives in the work environment and provide tips for showing initiative at work. ... Problem-solving skills: definitions and examples 3. Taking on a task that others have avoided ...
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If something isn't working and you have ideas about how to fix it, taking initiative can help your team. You don't have to "know" for certain or always be right. Offer your ideas. Be open to others building on and adapting your ideas. Commit yourself to driving a solution, even if it isn't your own.
9 Ways To Take Initiative at Work
How to take initiative at work. Here are nine ways to take initiative at work: 1. Be proactive. You can be proactive by anticipating what work needs to be done and doing it before you are asked to. Use your knowledge of the job to determine whether you have the competencies to make decisions on your own or whether you should present your ideas ...
How to answer interview questions on initiative (6 examples)
An ideal way to answer this question is to provide specific examples of when you took the initiative at work and how that benefited your employer. For example, if the interviewer asks this question during an interview for a position at a bank, then your answer may include details about a time when you helped clients with their banking needs.
Taking Initiative at Work: Proactive Approaches to Problem-Solving and
By encouraging employees to take initiative, companies can create a culture of innovation and continuous improvement that can drive success in the long term. Here are three proactive approaches to problem-solving and innovation that propel workplaces toward success: 1. Cultivate a Culture of Ownership and Initiative.
17 Tips On How To Take Initiative At Work (With Examples)
Practice developing your self-awareness with exercises such as meditation and journaling. From there, begin to notice patterns in your behavior. Acknowledge and accept internal factors that are preventing you from taking initiative. Once you understand what the problem is, you can work to improving your situation.
Initiative Skills in the Workplace
Here are some examples of initiative skills that employers look for when hiring potential candidates: Confidence; Self-management; Decisiveness; Problem-solving; Professionalism; Conflict-resolution; Adaptability; Confidence Confidence is a key skill for taking initiative in the workplace because it allows you to follow through with your ...
3 Steps: How to Take Initiative at Work (Examples)
3. Going Beyond Your Job Description. Taking initiative often means going beyond your job description to contribute to the success of your team and organization. Be willing to take on additional responsibilities, and demonstrate your commitment to your team by actively participating in meetings and group discussions.
9 Ways to Take Initiative at Work: With Step Guide
Problem solving is a good way to demonstrate initiative and showcase your problem-solving process. This involves candidates looking at a problem and thinking critically about how the issue impacts the organisation, how it started and what you can do to rectify it. ... For example, if you notice that a task in a few days is likely to take a ...
How do you demonstrate initiative and problem-solving skills in a
Use examples that show how you used your initiative and problem-solving skills to overcome obstacles, find solutions, or seize opportunities. Add your perspective Help others by sharing more (125 ...
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Initiative skills in the workplace are your abilities and tendencies to assess a situation and take action, without requiring direction or permission from someone else. Initiative is a useful skill to develop as it can help you to appear confident, assured and decisive with your decision-making. It can also highlight problem-solving ability and ...
Problem solving skills and how to improve them (with examples)
Demonstrating problem solving skills in project sections or case studies. Including a dedicated section for projects or case studies in your resumé allows you to provide specific examples of your problem solving skills in action. It goes beyond simply listing skills, to demonstrate how you are able to apply those skills to real-world challenges.
Initiative Skills in the Workplace: Defined with Examples
Here are some common examples of these skills: Problem-solving Problem-solving is a process in itself as it includes determining the cause of the problem, prioritising and finding the best possible solutions. Professionals with great problem-solving skills can quickly analyse the situation and identify effective solutions for problems.
What Are Problem-Solving Skills? Definitions and Examples
Definitions and Examples. Jennifer Herrity. Updated July 31, 2023. When employers talk about problem-solving skills, they are often referring to the ability to handle difficult or unexpected situations in the workplace as well as complex business challenges. Organizations rely on people who can assess both kinds of situations and calmly ...
Problem-solving skills: definitions and examples
Problem-solving skills are skills that enable people to handle unexpected situations or difficult challenges at work. Organisations need people who can accurately assess problems and come up with effective solutions. In this article, we explain what problem-solving skills are, provide some examples of these skills and outline how to improve them.
Do You Understand the Problem You're Trying to Solve?
To Solve Your Toughest Problems, Change the Problems You Solve. In this episode, you'll learn how to reframe tough problems by asking questions that reveal all the factors and assumptions that ...
Proactiveness, Initiative and Creativity Self Evaluation Comments
Here are some phrases you can use in your self-evaluation comments to demonstrate your initiative and proactiveness: "I took the initiative to…" - use this phrase to describe specific actions you took to improve a process or solve a problem. "I proactively…" - to describe how you took action to prevent a problem from occurring ...