Are you a Problem Centered Thinker or Outcome Based Thinker ?

 

Introduction

In the dynamic landscape of modern corporate environments, effective decision-making and problem-solving are critical skills for managers. Neuro-Linguistic Programming (NLP) offers valuable insights into how individuals perceive and interpret the world around them, providing tools to enhance communication, leadership, and decision-making. Among these tools, two distinct approaches stand out: problem-centered thinking and outcome-based thinking. In this article, we will explore the differences between these two thinking paradigms, their implications in both personal and professional spheres, and why outcome-based thinking is paramount for managerial success.

 

 

What is  Problem-Centered Thinking?

Problem-centered thinking focuses on identifying and dissecting obstacles, often dwelling on past failures or current challenges. Managers employing this approach may find themselves asking questions like, "What went wrong?" or "Why is this happening?" They tend to use language that emphasizes the negative aspects of a situation, such as "issues," "obstacles," or "difficulties."

For example, imagine a manager leading a team project that faces unexpected setbacks. Instead of focusing on solutions, they continuously revisit the problems encountered, discussing the reasons for failure and assigning blame.

What is  Outcome-Based Thinking?

In contrast, outcome-based thinking centers on envisioning and achieving desired results. Managers adopting this mindset prioritize solutions over dwelling on problems. They frame their language in terms of possibilities, opportunities, and desired outcomes, asking questions like, "What do we want to achieve?" or "How can we make it happen?"

For example, consider a manager facing a similar setback in a project. Instead of fixating on the problems, they rally the team around the desired outcome, brainstorming creative solutions and empowering team members to take proactive steps towards achieving success.

 

Significance of Outcome-Based Thinking

Outcome-based thinking offers several advantages over problem-centered thinking in the corporate world. Firstly, it fosters a proactive and solution-oriented mindset, empowering managers to navigate challenges with resilience and creativity. Secondly, it cultivates a positive work culture, where teams are inspired to collaborate towards shared goals rather than dwelling on past failures. Finally, it enables managers to maintain a strategic focus on long-term objectives, driving sustained growth and success for their organizations.

Disadvantages of Problem-Centered Thinking

While problem-centered thinking may seem intuitive, it often leads to a cycle of negativity and stagnation. Managers who constantly dwell on problems risk demotivating their teams, hindering productivity, and fostering a culture of blame rather than accountability. Moreover, focusing solely on problems can obscure opportunities for growth and innovation, limiting the organization's potential for success.

 

How can we identify  which  thinking pattern we have ?

The differences between problem-centered and outcome-based thinking are reflected not only in managers' behaviors but also in their language and interactions with others. Problem-centered thinkers tend to dwell on past failures, using language that reinforces obstacles and limitations. In contrast, outcome-based thinkers focus on future possibilities, framing their language in terms of goals, solutions, and opportunities. They inspire action and collaboration, fostering a culture of innovation and continuous improvement within their teams.

Table 01 below highlights some of the key differences between these two types of thinking

Aspect	Problem-Centered Thinking	Outcome-Based Thinking
Focus	On identifying and analyzing the problem.	On envisioning and achieving the desired outcome.
Approach	Analyzes past experiences and current obstacles.	Visualizes future success and sets goals accordingly.
Goal Setting	Focuses on overcoming challenges and limitations.	Sets clear, specific goals and works towards achieving them.
Language Patterns	Often uses language that emphasizes the problem.	Utilizes language that focuses on solutions and possibilities.
Thinker 1	The Worrier: Constantly dwelling on potential problems and pitfalls.	The Visionary: Envisions success and is driven by possibilities and opportunities.
Thinker 2	The Analyzer: Prefers to dissect and understand the intricacies of problems.	The Strategist: Develops plans and strategies to achieve desired outcomes efficiently.

Table 01 : General differences between problem centered vs outcome focused thinking

 

The language used by problem centered thinkers and outcome based thinkers are very different. By carefully listening to what  people say, we can recognize the type of thinking. Table 02 below illustrates the different language patterns.

Language Patterns
Problem centered Thinking	Outcome Based Thinking
"I'm concerned about..."	"I envision..."
"I'm worried that..."	"I'm excited to..."
"I fear that..."	"I'm confident that..."
"I'm unsure how to proceed because..."	"I'm exploring possibilities to..."
"I'm stuck because..."	"I'm committed to finding a solution by..."
"I keep encountering obstacles such as..."	"I'm focusing on opportunities like..."
"I've tried many things, but nothing seems to work."	"I've identified strategies that can lead to success, such as..."
"I'm always facing challenges like..."	"I'm determined to overcome obstacles by..."
"I don't know if I can handle this situation."	"I'm capable of achieving my goals because..."
"I'm constantly analyzing problems, but I can't find a solution."	"I'm actively seeking solutions and making progress by..."

Table 02 : Language patterns of problem centered vs outcome based thinkers

 

Also, the difference between these two types of thinking is characterized by the questions they  ask by themselves. Table 03 below shows the differences in questions they have in their heads.

 

Questions Asked
Problem-Centered Thinker	Outcome-Based Thinker
"What could go wrong? How can I avoid failure?"	"What do I want to achieve? How can I make it happen?"
"Why is this happening? What are the underlying causes?"	"What steps do I need to take to reach my goal? How can I optimize my approach?"
"What obstacles am I facing? How can I overcome them?"	"What resources do I need to achieve my goal? How can I acquire them?"
"How have I dealt with similar problems in the past? What worked and what didn't?"	"What strategies have proven successful for others in similar situations?"
"What if this doesn't work out? What will I do then?"	"What is the best-case scenario? How can I make it a reality?"

Table 03 : Questions Asked by themselves by problem centered vs outcome based thinkers

 

Table 04 provides a more comprehensive overview of the behaviors exhibited by problem-centered and outcome-based thinkers in both personal and work contexts, accompanied by examples to illustrate each behavior.

 

Behaviors
Problem-Centered Thinker (Personal)	Outcome-Based Thinker (Personal)	Problem-Centered Thinker (Work)	Outcome-Based Thinker (Work)
Tends to focus on potential problems and obstacles, leading to worry and stress.	Focuses on opportunities and possibilities, leading to optimism and enthusiasm.	Often gets caught up in analyzing problems without taking action, leading to delays.	Takes proactive steps to achieve goals, setting clear objectives and strategies.
May procrastinate on taking action due to fear of failure or uncertainty.	Takes initiative to pursue goals and dreams, even in the face of challenges.	Relies heavily on others to solve problems, rather than taking personal responsibility.	Takes ownership of tasks and seeks solutions independently or collaboratively.
May dwell on past mistakes or failures, hindering progress and growth.	Learns from setbacks and uses them as opportunities for growth and improvement.	Has difficulty adapting to change and may resist trying new approaches or ideas.	Embraces change as an opportunity for innovation and growth, seeking out new methods and perspectives.
Tends to seek validation and reassurance from others before taking action.	Trusts their own judgment and intuition, making decisions confidently.	Avoids taking risks or stepping out of their comfort zone, fearing failure or criticism.	Embraces challenges as opportunities for learning and growth, willing to take calculated risks.
May have a fixed mindset, believing that abilities and circumstances are static.	Has a growth mindset, believing in their ability to learn and adapt to new challenges.	Gets overwhelmed by setbacks or obstacles, feeling discouraged and defeated.	Maintains resilience in the face of adversity, bouncing back quickly from setbacks.

Table 04 : Behavioral differences between problem centered vs outcome based thinkers

 

Also , it is interesting to see how people with these two types of thinking handles adversity. Table 05 below exhibits with examples the different ways of handling adversity

Handling Adversity
Examples	Problem-Centered Thinker	Outcome-Based Thinker
Overall behavior	Tends to dwell on setbacks and obstacles, feeling overwhelmed and discouraged.	Views setbacks as temporary challenges, focusing on solutions and growth opportunities.
Example 1	After a failed project, a problem-centered thinker may blame external factors and feel hopeless about future endeavors.	After a failed project, an outcome-based thinker may analyze what went wrong, identify lessons learned, and use them to improve future projects.
Example 2	When faced with criticism, a problem-centered thinker may take it personally and feel defensive, hindering their ability to learn and grow.	When faced with criticism, an outcome-based thinker may see it as constructive feedback, seeking ways to incorporate it for personal and professional development.
Example 3	Confronted with a difficult challenge, a problem-centered thinker may hesitate to take action, fearing failure or making the situation worse.	Confronted with a difficult challenge, an outcome-based thinker may approach it with a positive mindset, seeking creative solutions and learning opportunities.
Example 4	During a period of uncertainty, a problem-centered thinker may feel paralyzed by indecision, unable to move forward without certainty of the outcome.	During a period of uncertainty, an outcome-based thinker may embrace the ambiguity, seeing it as a chance to explore new possibilities and adapt to changing circumstances.
Example 5	When facing rejection, a problem-centered thinker may dwell on feelings of inadequacy and self-doubt, impacting their confidence and future actions.	When facing rejection, an outcome-based thinker may view it as a stepping stone toward success, persevering with determination and resilience.

Table 05 : Different ways of handling adversity by problem centered vs outcome based thinkers

 

How can convert problem centered thinking in to outcome based thinking ?

There are many ways of cultivating the  outcome based thinking within ourselves. Followings are some key methods  with examples in both personal and  work life.

 

Mindfulness Practices: Encourage mindfulness techniques such as meditation, deep breathing, and self-reflection to help problem-centered thinkers become more present-focused and less fixated on past problems or future concerns.

Personal Life: Encourage the individual to practice mindfulness meditation for 10 minutes each morning to start the day with a clear and focused mind.

Work Life: Implement a weekly mindfulness session during lunch breaks to help employees reduce stress and improve focus and productivity.

Positive Affirmations: Introduce positive affirmations and self-talk exercises to reframe negative thoughts and beliefs into positive affirmations that focus on possibilities and solutions.

Personal Life: Have the individual create a list of positive affirmations such as "I am capable of overcoming challenges" and recite them daily.

Work Life: Implement a practice where team members share positive affirmations during team meetings to boost morale and motivation.

 

Goal Setting: Guide individuals to set clear, achievable goals with specific action plans and deadlines, helping them shift their focus from problems to desired outcomes.

Personal Life: Help the individual set a goal of running a 5K race within six months and create a training plan to achieve it.

Work Life: Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for projects and tasks, and regularly review progress with team members

 

Visualization and Imagery: Encourage visualization exercises where individuals imagine themselves achieving their goals and visualize the steps they need to take to get there, fostering a more outcome-focused mindset.

Personal Life: Guide the individual to visualize themselves achieving their personal goals, such as visualizing a successful job interview.

Work Life: Conduct visualization exercises during team meetings where employees envision successfully completing projects and achieving team goals

Gratitude Journaling: Introduce gratitude journaling as a daily practice to shift focus towards positive aspects of life, fostering a sense of appreciation and abundance rather than dwelling on problems.

Personal Life: Encourage the individual to keep a daily gratitude journal, writing down three things they are grateful for each day.

Work Life: Implement a gratitude practice where team members share something they're thankful for at the beginning or end of team meetings.

 

Problem-Solving Skills Training: Provide training in problem-solving skills, including brainstorming, decision-making, and critical thinking, to empower individuals to approach challenges with confidence and resourcefulness.

Personal Life: Enroll the individual in a problem-solving workshop to learn techniques such as brainstorming and decision-making.

Work Life: Provide employees with training in problem-solving skills to improve their ability to address work-related challenges effectively

Action-Oriented Planning: Encourage individuals to develop action-oriented plans that break down larger goals into manageable steps, helping them take concrete actions towards desired outcomes.

Personal Life: Help the individual create a step-by-step action plan to achieve a personal goal, such as starting a new hobby.

Work Life: Develop project plans that outline specific actions, responsibilities, and deadlines to ensure progress towards project objectives

Positive Role Models: Encourage exposure to positive role models or mentors who exhibit outcome-based thinking, providing inspiration and guidance on how to approach challenges with resilience and determination.

Personal Life: Encourage the individual to seek out mentors who exemplify outcome-based thinking and can provide guidance and support.

Work Life: Promote positive role models within the organization and provide opportunities for employees to learn from their success stories and approaches to problem-solving.

 

Feedback and Reinforcement: Offer constructive feedback and positive reinforcement to acknowledge progress and efforts towards adopting an outcome-based mindset, reinforcing desired behaviors.

Personal Life: Offer praise and recognition to the individual when they demonstrate outcome-based thinking, such as successfully overcoming a personal challenge.

Work Life: Provide constructive feedback and positive reinforcement to employees who demonstrate proactive problem-solving and goal achievement in the workplace

Support Groups and Peer Coaching: Facilitate support groups or peer coaching sessions where individuals can share experiences, provide mutual support, and learn from each other's approaches to problem-solving and goal-setting.

Personal Life: Join a support group or online community where individuals share experiences and support each other in adopting outcome-based thinking.

Work Life: Implement peer coaching programs where employees can partner with colleagues to provide mutual support and accountability in achieving work-related goals.

 

Professional Coaching or Counseling: Provide access to professional coaching or counseling services to individuals who may benefit from personalized guidance and support in shifting their mindset from problem-centered to outcome-based thinking.

Personal Life: Seek out a professional coach or counselor who specializes in personal development to provide guidance and support in shifting mindset and behavior.

Work Life: Offer access to professional coaching services for employees who may benefit from personalized support in developing outcome-based thinking skills and strategies.

 

 

By implementing these tools, techniques, strategies, and methods, you can help problem-centered thinkers develop the skills and mindset needed to become more outcome-based in their approach to life and challenges.

 

Conclusion

In the fast-paced and competitive corporate world, the ability to think strategically and act decisively is essential for managerial success. Neuro-Linguistic Programming offers valuable insights into two distinct approaches to problem-solving: problem-centered thinking and outcome-based thinking. While both have their merits, outcome-based thinking emerges as the preferred paradigm for managers seeking to drive innovation, inspire collaboration, and achieve sustainable success. By embracing an outcome-focused mindset, managers can navigate challenges with resilience, empower their teams to excel, and unlock new opportunities for growth and prosperity.