Describing Consensus: Goals, Problems, Solutions
Introduction
Recently reading Stay SasSy mentioned Goals, Problem, Solutions made me realize this is how I break down problems at work! It’s a perfect match, and I want to write an article to share this method for achieving consensus, which is also a great way to communicate upward, helping both the team and superiors.
We all encounter situations where the team cannot reach a consensus or does not know how to achieve one, or you need a process in meetings to ensure everyone can clarify the overall situation and reach a consensus. I recommend the method I often use: “Goals, Problems, Solutions.”
Goals, Problems, Solutions
The process mentioned in Goals, Problem, Solutions is roughly as follows, and the key is that one step must be completed before moving on to the next:
- Goals: Ensure everyone has a consistent purpose; it’s better if there are quantifiable objective values.
- Problems: Ensure everyone understands and agrees on the current issues.
- Solutions: Ensure everyone has a consensus on how to solve the problems.
Solutions and self-esteem can easily intertwine — “My idea is the best, and if you disagree with my proposed solution, it’s like implying I’m foolish.”
Solutions are subjective, while goals and problems are relatively objective, making it easier to discuss from an impartial perspective. Once there is a common contextual background of the problems, effective solutions can be sought together, encouraging subjective solutions based on objective perspectives. Applying this process, I find it easy for everyone to be on the same boat when facing problems.
Our understanding of problems is often limited; it’s very likely that we have common goals and problems but propose different solutions based on differing understandings of the problem’s background. Therefore, I will particularly describe the background of known problems or observed phenomena after the goals when necessary, which also helps colleagues with context switching to quickly understand the overall picture of known issues.
- Goals: What needs to be achieved
- Background: What is known, what has been tried
- Problems: What is faced, what is not understood
- Solutions: How to meet the goals?
Conclusion
The “Goals, Problems, Solutions” method is very simple; it can establish mutual understanding before arguments, clarifying the boundaries and endpoints of the issues. I don’t think arguments are bad, but the ultimate goal of arguing should be to seek consensus.
Solving problems requires rationality. If rational people cannot reach a consensus or disagree but commit to a solution, it’s likely that the goals or problems themselves are inconsistent.