To solve big issues like climate change, we need to reframe our problems

Essay by Thomas Wedell-Wedellsborg and Jonathan Wichmann: “Imagine you own an office building and your tenants are complaining that the elevator is way too slow. What do you do?

Faced with this problem, most people instinctively jump into solution mode. How can we make the elevator faster? Can we upgrade the motor? Tweak the algorithm? Do we need to buy a new elevator?

The speed of the elevator might be the wrong problem to focus on, however. Talk to an experienced landlord and they might offer you a more elegant solution: put up mirrors next to the elevator so people don’t notice the wait. Gazing lovingly at your own reflection tends to have that effect.

The mirror doesn’t make the elevator faster. It solves a different problem – that the wait is annoying.

Solve the right problem

The slow elevator story highlights an important truth, in that the way we frame a problem often determines which solutions we come up with. By shifting the way we see a problem, we can sometimes find better solutions.

Problem framing is of paramount importance when it comes to tackling the many hard challenges our societies face. And yet, we’re not terribly good at it. In a survey of 106 corporate leaders, 87% said their people waste significant resources solving the wrong problems. When we go to the doctor, we know very well that identifying the right problem is key. Too often, we fail to apply the same thinking to social and global problems.

Three common patterns

So, how do we get better at it? One starting point is to recognise that there are often patterns in the way we frame problems. Get better at recognising those patterns, and you can dramatically improve your ability to solve the right problems. Here are three typical patterns:

1. We prefer framings that allow us to avoid change

People tend to frame problems so they don’t have to change their own behaviour. When the lack of women leading companies first became a prominent concern decades ago, it was often framed as a pipeline problem. Many corporate leaders simply assumed that, once there were enough women in junior positions, the C-suite would follow.

That framing allowed companies to carry on as usual for about a generation until time eventually proved the pipeline theory wrong, or at best radically incomplete. The gender balance among senior executives would surely be better by now if companies had not spent a few decades ignoring other explanations for the skewed ratio….(More)”.