Last week, I received a Workforce Vision publication from SHRM. I have commented on the article in several posts, but today will try to tackle one of the central concerns. The article is a wake up call regarding the shortage of specific skills that employers expect to increase in importance over the next five years. The number one expected skill shortage is Critical Thinking/Problem Solving.  

While the SHRM list lists Critical Thinking and Problem Solving together, I would like to unbundled them as individual components. Critical Thinking is an internal process that involves gathering and analyzing a variety of data and recollections. It is the gathering and analysis stage. Problem solving provides the opportunity to apply our critical thinking. Problem solving is about sifting through the data, prioritizing the data and selecting which data can best be brought together to resolve an issue for the longest period of time. In our competitive global economy, effective Critical Thinking is the catalyst to solve increasingly complex business problems.

In my mind, “problem solving” is easier to comprehend than “Critical Thinking.” I hope I am not the only one who has a difficulty grasping the entirety of critical thinking. As I try to problem solve toward a proper definition of critical thinking, I pull from my knowledge of competencies in Chapter 6 of InterviewRX. Competencies are formally defined as the key measurable work habits and personal skills needed for superior performance.

Which of 26 job competencies will best define “Critical Thinking?” I selected two primary competencies and one supporting competency to help solidify our understanding of Critical Thinking. The primary competencies include:

1)    Conceptual Thinking: Ability to see patterns no obvious to others; Notices inconsistencies most people overlook; Reviews complex data and identifies relationships from disparate sources; Able to convey ideas through original analogies and metaphors.

2)    Analytical Thinking: Sees implication or consequences; Analyzes situations systematically; Anticipates obstacles and ways to get around them, thinks ahead; Analyzes what is needed to accomplish a goal.

Bundled together, Conceptual and Analytical Thinking helps frame the dynamics and brings vitality to the concept of Critical Thinking. A third competency is Strategic Thinking, which is particularly relevant the higher you are in an organization.

3)    Strategic Thinking: Competitive industry analysis, Understanding Strengths/Weaknesses, as compared to competitors; Understands market/industry trends; Able to leverage organization’s competitive advantage to meet customer needs.

If you are in job transition, you have to figure out a way to convey your comfort level, if not your expertise in one or more methods of thinking: Conceptual, Analytical or Strategic. How have you used these components to solve problems? Think about past challenges, what obstacles you have overcome, what data you relied on, and what steps you took to solve the problem at hand. Using three layers – Situation-Action-Results, outline several compelling career stories to share. Your career stories should be about a minute long. The critical component is to be specific on the results. Specificity will add impact and crystallize your accomplishments. Mentioning you reduced departmental turnover from 58% to 32% peaks a hiring manager’s interest. Saying that you hired less people last year might be interrupted your department is shrinking because of your ineffective leadership style, not because you increased morale and reduced turnover.

Correct delivery of effective career stories will linger with the hiring manager long after you are gone. Focusing on Critical Thinking and results of your problem solving abilities will move you rapidly forward in the screening process. When they are able to “see” you being successful  in their organization, an offer will follow.