Are You Leading Your Team or Rescuing Them?
I recently started coaching a leader who described a challenge that I hear all the time.
He said, “I spend too much time firefighting and not enough time leading.”
His days are filled with problem-solving, answering questions, dealing with issues and helping his team to navigate challenges.
Does this sound familiar?
The Problem With Being Your Team’s Go-To Problem Solver
Like many leaders, he genuinely wanted to help. When a problem surfaces, his instinct is to roll up his sleeves and jump in.
The issue is that over time, this approach can create a cycle that’s hard to escape.
As the leader, he becomes the bottleneck.
His team becomes dependent on him to solve their issues.
Unfortunately, with this kind of approach, strategic work gets pushed to the bottom of the to-do list.
When I asked this leader what success would look like, he didn’t talk about working harder.
He talked about leading differently.
He wanted to:
- Delegate more effectively
- Coach his team instead of solving every problem for them
- Hold people accountable without micromanaging
- Trust his team to take ownership
- Spend less time reacting and more time thinking strategically
These are some of the most common leadership goals that I hear from managers.
Why?
Well, because most people are promoted into leadership because they are good problem-solvers.
Then one day they discover that leadership isn’t about solving all the problems yourself.
Rather, leadership is about building a team that can solve problems without you!!!
That’s a very different skill set.
3 Practical Ways to Develop Your Team to Solve Their Own Problems
Here are three practical ways to develop your team to solve their own problems:
1. Stop Being the First Person to Offer a Solution
Many leaders unintentionally train their teams to bring them problems instead of solutions.
The next time someone comes to you with an issue, resist the urge to jump in. Instead, ask, “What do you think we should do?”
This simple shift helps employees develop their own critical thinking skills and take greater ownership.
2. Delegate the Outcome, Not Just the Task
Many leaders believe they are delegating when they’re actually assigning work.
True delegation means giving someone ownership of an outcome, not just a list of tasks. When communicating, be clear about your desired goal, outcome and timelines.
Then step back and let your team try it their way. Their growth requires some space to fail and learn.
3. Schedule Time to Work on the Business, Not Just in the Business
If every minute of your day is spent responding to urgent issues, strategic thinking will never happen by accident. Block time in your calendar to focus on longer-term priorities such as process improvements, team development, succession planning and department goals.
Ready to Stop Firefighting and Start Leading?
If you would like to learn how to stop firefighting and instead build the skills to coach, delegate and develop your team, then join me for The Lead Your People Program, which starts September 8th. Find out more information here.
If you’re ready to stop being the team’s chief problem solver and start being the leader your team needs, I’d love to have you join us.
Leadership isn’t about having all the answers.
It’s about developing people who are empowered to find them on their own!
Here’s what that looks like in practice, even years down the road:
The leadership training you facilitated a few years ago was foundational to my subsequent growth and success in the business. Your encouragement to connect with peers across the business became my problem-solving superpower as we navigated organizational, cultural and fiscal change. I carry forward all you taught and reinforced and wish you the best.
Erin Avery, Senior Vice President Global Marketing, Alida
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