How to Stop Solving Everyone’s Problems

Did someone tell you that leaders need to solve everyone’s problems?

Are you under the impression that leaders need to have all the answers and solutions to everything?

So many people believe that this is part of their job.

Why You Feel Pressure to Solve Every Team Problem

In fact, I spoke to two leaders this week who were dealing with team issues. Both of them felt so much pressure to figure out the solution on their own.

Let me share one example.

Anita has a team member moving to another department. This means that his workload needs to be redistributed among her remaining team members. She was feeling incredibly stressed about how to make this happen.

What was my advice to her? Book a team meeting and figure it out together.

I told Anita that she needs to be transparent with her team. She needs to explain the situation, let them know what needs to happen and involve them in deciding how to move forward.

How to Run a Problem-Solving Meeting With Your Team

Is there an issue that is causing you stress on your team?

If so, please don’t think that you have to solve it on your own.

Here are three simple steps that you can use to run a problem-solving meeting:

1. Be Clear on the Purpose

Start by explaining why you are meeting and what you need to accomplish.

For example: “As you know, Matt is moving to another team. This means we need to redistribute his responsibilities amongst the rest of us. Today, I want us to look at the work that needs to be done and figure out how we can best manage it as a team. I want you to consider your career aspirations and strengths so we can redistribute the work in a practical way.”

2. Lay Out the Parameters

Before you open up the discussion, be clear about any non-negotiables or constraints.

Are there certain responsibilities that must be covered? Are there deadlines that cannot change? Are there skills or resources you need to consider?

Your job as the leader is to provide clarity around what needs to happen. You don’t necessarily need to decide exactly how it will happen.

3. Discuss and Decide Together

Now, open up the conversation.

Ask your team questions like:

• What are your thoughts on how we could distribute the work?
• What makes the most sense given everyone’s current responsibilities?
• Are there any concerns we need to consider?
• How can we make this work for everyone?

Work through the options together and agree on a way forward.

Will everyone get exactly what they want? Probably not. But when people have a voice in the decision, they are much more likely to understand the outcome and feel committed to making it work.

Here’s the Bigger Leadership Lesson

When you make all the decisions yourself, you risk creating resentment. People may disagree with the outcome, feel that they weren’t consulted or be upset by the decision that you made.

But when you involve your team in the process, something changes. It becomes our decision, not your decision.

Collaborative decision-making creates a very open, transparent dynamic!

Your role as a leader isn’t to have all the answers. It’s to create the conditions for your team to solve problems and take ownership.

The next time you’re feeling stressed because you don’t know how to solve a team problem, stop and ask yourself:

“Does this really need to be my decision or is this something that we can figure out together?”

You might be surprised by how much easier leadership becomes when you stop trying to do it all on your own.

Thank you for sharing!

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