Create an Organization Full of Problem Solvers
Foster an environment where solving problems is a core value.
Building a high-performing organization is both an art and a science. Success hinges on many factors including clearly defining roles and responsibilities, recruiting talent with the right skills and experience, and nurturing soft skills that spark creativity and strengthen team unity. These elements work together to position a business to excel and thrive in competitive markets.
Yet, one critical factor that leaders often overlook while trying to build a high performing team is problem-solving ability—especially hiring people who thrive in ambiguity, where challenges are often not fully apparent, and traditional approaches do not yet exist. These problem solvers bring the agility and insight needed to navigate uncertainty and drive innovation.
Most professionals have some problem-solving skills, but few truly excel at navigating challenges that do not fit neatly within established rules or systems. This is where many leaders miss the mark when hiring.
Advanced problem-solving is a rare and valuable skill—one that is difficult to develop, especially in large organizations. With roles often tightly defined, employees seldom encounter situations that demand creative thinking or stepping outside the norm.
What is more, many people struggle to even recognize problems, particularly when those problems are vague, hidden, or subtle. Spotting them requires sharp awareness and the ability to clearly explain the issue so others can understand and take meaningful action to address and resolve them.
Organizations looking to achieve high performance cannot afford to hire solely based on the immediate needs of a role. They must seek professionals who not only fit the job description but are also strong problem solvers—or can become ones.
Building a high-performance culture means creating an environment where employees are encouraged and equipped to tackle challenges head-on. Rather than sticking to rigid tasks, they should be empowered to find solutions, adapt, and innovate continuously in the spirit of improving business performance and outcomes.
True high performance depends on nurturing advanced problem-solving skills at every level. Leaders need to move beyond simply filling positions and instead cultivate a workplace where every employee drives ongoing improvement and lasting impact.
Prioritize Entrepreneurship and Intrapreneurship in Hiring
One of the smartest ways to boost your organization’s problem-solving ability is to prioritize candidates with entrepreneurial experience. Entrepreneurs and startup veterans are accustomed to working in unpredictable, loosely structured environments where tackling problems daily is essential. Their experience turning ideas into reality—often with limited resources and plenty of ambiguity—shows their strong problem-solving skills.
Equally important are intrapreneurs—innovators inside large companies who drive transformation and change. These professionals spot chances to improve products, services, and operations from within, helping organizations evolve and stay competitive.
By seeking out entrepreneurial and intrapreneurial talent, your organization not only gains skilled problem solvers but also individuals with the mindset to lead innovation and meaningful change at every level.
“To truly compete and excel, companies must embrace change and foster an environment where continuous improvement is a core value. ”
Empower People to Spot and Solve Problems
Hiring entrepreneurial talent is just the beginning. To truly unlock their potential, you must give them the freedom—and actively encourage them—to identify and tackle problems. When people are confined to narrow, predefined tasks, creativity and innovation suffer. High-performing cultures challenge the status quo and refuse to accept “business as usual.”
While operational structure is important for alignment, it should never stifle agility. Organizations need to continuously explore new ways to deliver value and improve how they work, aligned with their mission.
This mindset applies to every role, at every level. When employees lack the freedom or responsibility to recognize and solve problems, they become a bottleneck. True high performance comes from empowering everyone to adapt, improve, and drive results—without unnecessary barriers.
Master the Art of Defining the Right Problem
The most powerful problem-solving skill is not just finding a solution—it is pinpointing the right problem to solve and clearly expressing it so everyone can work together effectively to overcome it and adapt.
This skill is not innate; it honed through experience and deliberate practice. That is why hiring for strong problem-solving potential—and nurturing that ability—is essential.
You have probably faced situations where the true cause of an issue was missed, or the problem was not fully understood or articulated. When that happens, solutions often miss the mark, creating new complications or unintended consequences.
Misidentifying problems can cause far more damage than the original challenge—and fixing these mistakes wastes valuable time and resources.
To prevent this, organizations need to train employees not only to spot and define problems clearly but also to practice these skills regularly within their real work—not just in theory or simulations.
Avoid Relying on Training Alone
But while training is a key part of building problem-solving skills, it is not enough to create a true problem-solving culture. Real mastery comes from hands-on experience, not just classroom lessons. Yet many organizations make the mistake of offering training and workshops without giving employees real opportunities or leeway to apply what they learn.
This hesitation usually comes from underlying fear—fear of disruption, fear of failure, and a lack of trust in employees’ ability to lead positive change. But these fears often arise because the right people with the right skills were not hired in the first place. Prioritizing problem-solving ability during hiring builds the foundation of trust and confidence that empowers employees to take initiative and drive change—without putting the business at risk.
Reject the Status Quo to Unlock High Performance
The core message is simple but crucial: you cannot build a thriving high performing organization and problem-solving culture while clinging to the status quo. Organizations that run on autopilot—sticking to outdated processes, inflexible rules, and old habits—will fall behind in fast-paced, ever-evolving markets.
To truly compete and excel, companies must embrace change and foster an environment where continuous improvement is a core value. This means hiring strategically for problem-solving potential, investing in purposeful training, and empowering every employee—from frontline to leadership—to challenge assumptions and innovate.
Holding onto the status quo is not just risky; it is a direct threat to your organization’s ability to compete and grow. Cutting complacency is the essential first step in building a dynamic culture that consistently drives exceptional results and long-term success.
In Conclusion
Creating a high-performing organization means building a culture where problem-solving is a core value, not just a skill. Hiring individuals with entrepreneurial or intrapreneurial experience ensures your team can navigate ambiguity, tackle complex challenges, and drive innovation. Beyond hiring, employees must be empowered to identify and address problems, supported in defining the right issues, and given real opportunities to apply their skills—because true problem-solving grows through experience, not training alone.
High performance requires rejecting the status quo and embracing continuous improvement at every level. By cultivating an environment that encourages initiative, challenges assumptions, and rewards creative solutions, organizations unlock lasting impact, agility, and growth. When problem-solving becomes embedded in your culture, your organization is not just prepared to succeed—it is positioned to adapt and thrive.
About John Fildes
I grow the top line by connecting marketing to business strategy. By leveraging powerful positioning, content marketing, and client insights, I help organizations drive qualitative and quantitative results at scale.
I've built an amazing network of incredibly talented people over the years. What I've appreciated most is those who have invested in me, mentored me, and helped me become the talented professional I am today. I pay it forward by doing the same for other high performing professionals and entrepreneurs.
Learn More: Marketing Leader | Adept Entrepreneur | People Developer
All views are my own and not those of my current or prior employers.
