The third sentence that we all need as part of our leadership is “I need you to bring me a solution, not just the problem.” Problems are easy to spot. Anyone can point out when something isn’t working like a missed deadline, a bottleneck in our process or a client who is frustrated. But we need to move beyond what is wrong into what we can do about it!
By saying “I need you to bring me a solution, not just a problem,” we encourage critical thinking. We don’t want to dismiss concerns or ignore challenges but by asking for solutions we invite our team to take ownership. Nothing made me crazier than someone coming to me with a “problem” and dumping it on me. I would turn the table by asking them to come back with 2 or 3 solutions to solve the problem that we could talk through together. By doing this, they were forced to think through options and think about the impact of their ideas.
This shift in the conversation allowed us to not dwell on the problem but to focus on the possibilities. We all know how a problem can make us feel stuck, but by exploring ways to move forward as a team, we will build a culture that is proactive, collaborative and solution-oriented! This type of environment where challenges are not just complaints but instead are an opportunity to innovate and grow.
The next time someone brings you a problem, don’t just answer it and solve the problem, instead ask “What do you think we should do about it?” I bet your conversation will shift from frustration to progress!
One of the most powerful things you can say to a team member is: “I trust you to handle this — let me know how it goes.” By giving a team member ownership and then stepping back, you create space for them to shine! It’s not a task but an opportunity, an opportunity to take the lead, make the decision and see the results of their work.
As much as we might want to walk away sometimes, this is not about walking away but showing confidence in their abilities. I always talk about communicating with the team and by saying “I trust you to handle this” silently conveys the message that you believe that they have what it takes to get this done…and done well! That is a belief that is a big motivator.
As I said above it is not about walking away and disappearing but instead following up to show that you care about what happens…and about them. But the trust you have given them by allowing them to own the process and the result that will drive performance, build their confidence and strengthen your relationship with them.
As leaders, giving this kind of trust to our team doesn’t just get the tasks completed but instead develops our people who are capable and confident, and ready for even bigger challenges. Instead of just delegating, trust them and then take a step back and let them rise!
