The Key to Effective Problem Solving in Leadership

Throughout the years, I’ve asked managers in training sessions what they want more of from their employees and what they’d prefer less of. Almost universally, problem solving makes the list of things they want more of. This isn’t surprising given the nature of business today—competitive challenges, technological changes, and the constant pressures managers face. Many managers feel overwhelmed as they juggle multiple responsibilities, balancing both individual contributions and leadership roles.

When employees lack problem-solving skills, managers end up carrying the burden of solving issues themselves. This consumes time, energy, and focus—resources that could be better spent elsewhere. However, an often-overlooked challenge is that managers can become biased in their approach. With experience, they tend to solve problems in the same ways they have before, relying on efficiency and past solutions. While this might seem effective, it actually prevents employees from developing their own problem-solving capabilities.

Common Pitfalls in Problem Solving

If you want to increase problem-solving competence and confidence within your team, start by eliminating common barriers that hinder employee success. Here are four major pitfalls to avoid:

1. You solve their problems – Managers often step in and take control, leaving employees without the opportunity to think critically.
2. Unclear expectations – Without clearly defined expectations, employees may struggle to understand their role in solving problems.
3. Lack of a consistent process – Without a structured approach, problem-solving efforts can be scattered and inefficient.
4. Absence of critical thinking – Employees need to develop analytical skills to evaluate and address problems effectively.

Shifting Leadership Approaches

To cultivate a culture of independent problem solving, leaders must set the stage for change. Instead of solving problems for employees, focus on guiding them through the process. Two essential coaching strategies can help:

1. Ask, Don’t Tell

One of the simplest yet most difficult habits to change is resisting the urge to give answers. Instead of immediately providing solutions, ask employees questions that prompt them to think critically. Encourage them to analyze the situation, explore possible solutions, and take ownership of the problem.

Some effective coaching questions include:

• “If you had to identify two potential next steps in analyzing this problem, what would they be?”
• “What problem have you previously solved that was most similar to this?”
• “What do you think we should do next?”

While there are exceptions—such as urgent situations or new employees who need guidance—defaulting to an “ask, don’t tell” approach fosters long-term development and independence.

2. Be Clear with Expectations

Clearly communicate how you expect employees to engage in problem solving. Set guidelines such as:

• “Anytime you bring me a problem, be prepared to share two possible solutions.”
• “When bringing up a problem, be ready to discuss what you think caused it.”

By setting these expectations, you help employees take initiative and approach problem solving proactively.

Putting It Into Action

Over the next week, focus on applying the “Ask, Don’t Tell” strategy. Set clear expectations for problem-solving discussions with your team. Reflect on the results:

• How did employees react?
• Did they become more engaged in problem solving?
• What obstacles did you encounter?

By consistently reinforcing these strategies, you’ll create a team that is more confident, capable, and independent in tackling challenges—freeing you to focus on the bigger picture of leadership.

Ready to take the next step? Start today by implementing these coaching strategies and observing the impact on your team’s problem-solving abilities. Or book a coaching session for personalized guidance.