Article URL: https://improvesomething.today/responses-to-problems/ Comments URL: https://news.ycombinator.com/item?id=48947490 Points: 78 # Comments: 28

When people learn I’m a consultant, conversation often proceeds to problems and problem-solving. It’s true that I only get hired well after there is a problem. Typically a problem that has gotten so lousy that nobody wants to deal with it and it has therefore become worth the trouble—of spending time, money, effort, and reputation—to bring in somebody to sort it out. That said, I like completeness. What other responses do I notice to problems? (Other than solving them.) I don’t know that any of these are universally good or bad. But I do see people having three additional responses, and acting based on them. These are: When I was facilitating staff-led continuous improvement projects, this was the common outcome. Making things better here by making them worse there. This is what most problem-solving in medium and large organizations look like, because this is what local optimization looks like. This is fine, in a certain sense, and a huge waste of time, in another. A key point is to not blame people for pushing problems around. They’re playing the game in front of them, and playing to win. Instead, when you see this happening, look for their boss’s boss and fix the incentives and system view there. A very easy thing to look for when there’s a problem are the people who depend on it. Who’d lose out if the problem were solved? You don’t have to agree with these people—the ones who preserve the very problems you’re working to eliminate. But you had better know who they are and include them in your plan. Always ask this. It’s one of Neil Postman’s six questions about technology (from a 1998 lecture): In my own practice, the primary way of dispelling this illusion is to get a good diagram going so that everybody can see their problems, agree on what they are, and pick a few that are actually worth fixing. More on that soon.