🎙️EP 4 : The Dangers of Solving for Others

This is the second part of a two-part series on solving. In the first part (check out Episode 3) we looked at why we love solving so much. In this episode, we talk about what the downside of solving might be. Now, solving has its valid place; there are situations when it is simply appropriate to tell people what to do, i.e. in a case of training someone, or if there is really high urgency or risk. However, if we solve when we have to, there is opportunity cost…and this is what we will discuss here. What do we miss out when it could be a coachable moment, but we don’t coach? What is the downside of solving?

1. We create a dependency on us, sabotaging our intent to have team members perform more independently

2. People learn very little when given a solution on a silver plate.

3. Ownership. When we advise, the solution is ‘owned’ by the person who gave the advice. There is not much space for the advisee to develop provide over the solution
Advising often leads to more advising, because of the dependency that exists. The flipside of that coin is those team members who were given advice may come back again and again, asking for more, costing us more time.

4. Incomplete information leading to a poor solution. Very likely, when we solve for team members as a Leader, we solve from a point of incomplete information. Up until now, we simply assumed that a solution from a Leader would be a sound one. However, given the nature of the situation, we usually provide advise, based on what worked in the past and accept that we don’t have full oversight. However, this can lead to premature decisions…when the most knowledgeable person sits right in front of us!

5. Solving the wrong problem. Very often we solve well as a Leader, but while we do so, we don’t actually address the actual challenge that the person in front of us has. Rule of thumb: Whatever is brought to you first is likely not the real challenge that the person has. We can find out by asking the very powerful question: what’s the real challenge here for you?

6. Adding too much value. Sometimes, our solution is good, but by providing it to help improve someone else’s ideas, we might reduce their ownership of it. This is especially important for Leader Coaches. Given their positional power, adding too much value is a constant danger.

7. By providing a solution first, you automatically set a solution ‘anchor’ for them.

So what can we do?

Here is a little experiment: Let’s not focus on becoming a perfect coach in that next question. Instead, let’s ask ourselves the question: how can I be a little more ‘coach-like’ in my next conversation?