As coach leaders, we are natural “fixers.” Believe me, I know. I’m one too!
Historically, leaders were paid to fix things and solve problems…to get results. And in many ways that is still true.
However, because of the complexity of business and the rapid pace at which things change, leaders can’t be the fixers for everything.
Now, we are paid to COACH, MOTIVATE, and INSPIRE a team of FIVE generations to ‘fix’ things and get results. And our approach now HAS to be different.
When someone comes to you with the same question they’ve asked several times…or if they just come to you for help, your typical response may be to GIVE them the ANSWERS.
But that isn’t really helping, is it? Think about of being the one who always has to give the answer.
It reduces the possibility of sustainable learning, fails to build confidence in the team member, and causes you as the leader to become the BOTTLENECK of answers.
Try this instead…
EMPLOYEE: Can you help me with ______?
YOU: Absolutely! First tell me more about _______.
What help are you looking for? What about that is a challenge for you? How would you prefer to approach it? What else? What information do you have? What information do you need?
This doesn’t mean you can’t offer insights. But you don’t go to advice-giving as the first step. You allow space for thinking, learning and discovery.
Oftentimes, people already know the answer or at least have an idea of an answer. They just may need confirmation or the space to process it to move forward. Other times they have the answer but they don’t even realize it.
Our gut reaction as a coach leader shouldn’t be to fix our employees’ problems. If you fix them too fast, then you reduce their learning and ownership.
You can still offer insights and advice, but the first priority is to help the employee understand what they already know and what they already have available to them to fix the situation.