Chapter 20: Building a Problem-Solving Culture | Mastering Problem Solving Toolkit
Use this survey to understand the current state of problem-solving culture in your team or organization. Complete anonymously for the most honest results. Aggregate scores from multiple respondents to identify patterns.
| # | Statement | Score (1–5) |
|---|---|---|
| Leadership & Support | ||
| 1 | Leaders visibly support and participate in problem-solving efforts | |
| 2 | Management provides time and resources for people to work on problems | |
| 3 | Leaders ask "Why?" and expect root cause analysis, not just quick fixes | |
| 4 | Leaders celebrate problem-solving successes and share lessons learned | |
| Psychological Safety | ||
| 5 | People feel safe raising problems without fear of blame or punishment | |
| 6 | Mistakes are treated as learning opportunities, not performance failures | |
| 7 | Everyone is encouraged to share improvement ideas, regardless of role | |
| 8 | Problems are discussed openly, not hidden or ignored | |
| Process & Tools | ||
| 9 | There is a clear, consistent process for reporting and escalating problems | |
| 10 | Staff regularly use structured tools (5 Whys, Fishbone, PDCA) — not just experience | |
| 11 | Solutions are tested on a small scale before full implementation | |
| 12 | Problems are measured with data — not just opinions or estimates | |
| Sustainability & Follow-Through | ||
| 13 | Fixes stick — the same problems do not keep coming back | |
| 14 | Standard work and procedures are updated when processes change | |
| 15 | We track metrics over time to confirm improvements are holding | |
| 16 | Lessons from one area are shared with other departments | |
| Skills & Development | ||
| 17 | Staff receive training in problem-solving tools and methods | |
| 18 | There are clear role models / coaches for problem-solving in this area | |
| 19 | People are given opportunities to lead problem-solving projects | |
| 20 | Problem-solving performance is recognized in reviews or team meetings | |
| TOTAL SCORE (max 100) | ||
80–100: Strong culture — focus on sustaining and spreading best practices
60–79: Developing culture — some strengths, clear gaps to address
40–59: Emerging culture — significant improvement opportunity; prioritize leadership and tools
Below 40: Beginning the journey — start with leadership commitment and psychological safety