AI Skill Report Card
Structured Problem Analysis
Quick Start15 / 15
INPUT: [Complex problem statement]
ANALYSIS FRAMEWORK:
1. SCOPE: What exactly are we solving?
2. STAKEHOLDERS: Who's affected and who decides?
3. CONSTRAINTS: What limits our solutions?
4. ROOT CAUSES: What's really driving this problem?
5. SOLUTION OPTIONS: What are 3-5 viable paths?
6. DECISION CRITERIA: How do we choose the best option?
Recommendation▾
Shorten the 'Best Practices' section by combining overlapping points - it's currently quite verbose for what should be quick reference guidance
Workflow15 / 15
Step 1: Problem Scoping
- Rewrite problem in precise, measurable terms
- Identify what success looks like (specific outcomes)
- Set boundaries: what's in/out of scope
Step 2: Stakeholder Mapping
- List all affected parties
- Identify decision makers vs. influencers vs. implementers
- Note conflicting interests or hidden agendas
Step 3: Constraint Analysis
- Resource limits (time, budget, people)
- Technical constraints (systems, capabilities)
- Regulatory/legal requirements
- Organizational politics/culture
Step 4: Root Cause Investigation
- Use "5 Whys" technique to dig deeper
- Distinguish symptoms from underlying causes
- Look for systemic vs. isolated issues
Step 5: Solution Generation
- Brainstorm 5+ options without filtering
- Consider quick wins vs. long-term solutions
- Include "do nothing" as baseline option
Step 6: Decision Matrix
- Score each option against key criteria
- Weight criteria by importance
- Calculate risk-adjusted scores
Recommendation▾
Consider adding a simple decision tree or flowchart template in Quick Start for even faster application
Examples20 / 20
Example 1: Employee Turnover Problem Input: "Our engineering team has 40% annual turnover"
Output:
SCOPE: Reduce engineering turnover to <15% within 12 months
SUCCESS: Retain key talent, maintain productivity, reduce hiring costs
STAKEHOLDERS:
- Decision Makers: CTO, HR Director, CEO
- Affected: Current engineers, managers, recruiting team
- Influence: Departing employees (exit interview insights)
CONSTRAINTS:
- Budget: $200K max for retention initiatives
- Time: Must show progress in Q1
- Legal: Can't discriminate in retention efforts
ROOT CAUSES (5 Whys):
Problem: High turnover
Why? Engineers leaving for other companies
Why? Better compensation + remote work options elsewhere
Why? Our pay bands haven't updated since 2019
Why? No systematic market analysis or remote policy
Why? HR lacks budget/mandate for competitive analysis
SOLUTIONS:
1. Market rate salary adjustment ($150K cost)
2. Implement hybrid work policy (low cost)
3. Enhanced career development program ($50K)
4. Retention bonuses for key staff ($100K)
5. Do nothing (baseline: continue losing talent)
DECISION CRITERIA:
- Cost effectiveness (30%)
- Speed of implementation (25%)
- Long-term impact (25%)
- Risk level (20%)
Example 2: Product Launch Delay Input: "Our mobile app launch is 3 months behind schedule"
Output:
SCOPE: Determine if to launch with reduced features or delay further
SUCCESS: Ship viable product without damaging brand reputation
STAKEHOLDERS:
- Decision Makers: Product VP, Engineering Director
- Affected: Marketing team, beta users, investors
- Influence: Key customers waiting for features
CONSTRAINTS:
- Market window: Competitor launching similar product in 2 months
- Resources: Only 3 senior developers available
- Quality: Cannot compromise core security features
ROOT CAUSES:
Problem: 3-month delay
Why? Integration testing taking longer than expected
Why? Third-party API changes broke existing code
Why? No contingency plan for external dependencies
Why? Risk assessment didn't account for vendor changes
SOLUTIONS:
1. Launch MVP with 70% features (ship in 3 weeks)
2. Delay 2 more months for full feature set
3. Partner with competitor for joint launch
4. Pivot to different market segment requiring fewer features
5. Cancel project and reallocate resources
DECISION MATRIX:
Feature | MVP Launch | Full Delay | Partnership | Pivot | Cancel
Revenue Potential | 60 | 100 | 70 | 40 | 0
Speed to Market | 100 | 20 | 80 | 60 | 100
Resource Efficiency | 80 | 40 | 60 | 70 | 100
Risk Level | 30 | 60 | 50 | 40 | 90
WEIGHTED SCORE | 68 | 56 | 66 | 53 | 73
Recommendation▾
The Common Pitfalls section could be more concise - focus on the 3-4 most critical pitfalls rather than comprehensive coverage
Best Practices
Problem Definition:
- Always rewrite the initial problem statement in your own words
- Question assumptions embedded in how the problem is presented
- Focus on outcomes, not activities
Stakeholder Analysis:
- Include "negative stakeholders" who benefit from the problem existing
- Consider external parties (customers, regulators, community)
- Map influence vs. interest on a 2x2 grid
Constraint Recognition:
- Distinguish hard constraints (laws, physics) from soft ones (preferences)
- Question whether constraints are real or perceived
- Look for constraints that might change during implementation
Solution Evaluation:
- Include quantitative criteria where possible (cost, time, risk scores)
- Weight criteria based on stakeholder priorities, not your preferences
- Test solutions against edge cases and failure scenarios
Common Pitfalls
Scope Creep:
- Don't expand the problem during analysis
- Resist solving related but different problems
- Set clear boundaries and stick to them
Analysis Paralysis:
- Limit analysis to 1-2 weeks max for most problems
- Use 80/20 rule: get 80% clarity with 20% of possible analysis
- Set decision deadlines upfront
Stakeholder Blindness:
- Don't assume you know what stakeholders want
- Include dissenting voices, not just supporters
- Consider stakeholders who aren't in the room
False Precision:
- Don't over-quantify subjective judgments
- Acknowledge uncertainty ranges in estimates
- Use sensitivity analysis for key assumptions
Implementation Neglect:
- Consider who will actually execute the chosen solution
- Factor in organizational change management needs
- Plan for resistance and how to overcome it