3 min read//
Is your team struggling with missed deadlines, poor communication, or a lack of collaboration? These aren't just minor hiccups; they're often symptoms of underdeveloped soft skills. Before you jump to conclusions or schedule another generic training session, try a surprisingly simple yet powerful tool: the "Five Whys."
Originally developed by Toyota to solve manufacturing problems, the Five Whys technique is brilliant for digging into human-centric issues, too. It’s a simple process of asking "Why?" repeatedly—usually five times is enough—to move past surface-level symptoms and uncover the true root cause of a problem.
Let's see it in action.
Problem:Â The team consistently misses project deadlines.
Why? Because key tasks are often delayed.
Why? Because team members aren't getting timely feedback from their peers.
Why? Because they feel awkward giving constructive criticism.
Why? Because they're afraid of creating conflict or hurting feelings.
Why? Because the team hasn't established clear, safe guidelines for giving feedback.
Boom! What started as a "lateness" issue is actually a problem of psychological safety and a lack of feedback skills. You can't fix that with a new project management tool. The real solution is to build trust and train the team on how to give and receive feedback effectively.
By asking "Why?" you transform a vague complaint ("we're bad at deadlines") into a specific, actionable insight ("we need to create a safe feedback culture"). It encourages empathy, self-reflection, and collaborative problem-solving—all essential soft skills in themselves.
So next time you spot a soft skills gap, gather your team and start asking why. You might be surprised at what you uncover.
Ren Ecosystem