Dear Thoughtful Leader: Fostering independent problem-solving
Manager struggles with an employee that seeks immediate help rather than attempting to figure things out independently. Seeking strategies to promote problem-solving and self-learning.
Hello Thoughtful Leader Community 👋!
In our July edition, we delve into a common challenge faced by managers: empowering your team to take initiative and find solutions independently. We help one manager explore practical strategies and provide helpful insights on fostering a culture of self-reliance while still offering support.
Enjoy the read!
Team ManageBetter
Dear Thoughtful Leader,
I’m a manager and my main focus has been on actively developing my team over the past few years. However, I often come across a recurring challenge when I assign a new task to an employee and their immediate response is, "Can you show me how?" In my own career, I've had to deal with a lot of unknowns and rarely had the luxury of having all the information handed to me. Instead, I would experiment with different approaches and figure things out on my own. If I hit a roadblock, I would seek alternative methods or reach out to external resources for guidance.
The tasks I assign to my employees are well within their capabilities, and more often than not, they can handle them quite easily once they give it a shot. I make sure to reassure them that I'm here to support them, but it's important for them to understand that not every task can come with extensive training from my end. How can I encourage my team to feel more comfortable trying things on their own before reaching out to me for help?
Sincerely,
Tired manager
Dear Tired manager,
I understand the challenges you face in finding the right balance between providing support to your team and fostering their independence. Let’s start off first by understanding why your employee may be coming to you in the first place. Some common reasons include:
Lack of confidence: Your employee may lack confidence in their abilities and want to ensure they are on the right track with new challenges.
Fear of failure: Your employee may seek reassurance and guidance to avoid potential errors and meet expectations.
Unclear expectations: Your employee may seek your input to ensure they align themselves with your desired expectations.
Lack of knowledge or resources: Your employee may feel unprepared to tackle new tasks and perceive you as a valuable source of information to navigate unfamiliar territory.
Habit or past experience: Your employees may have developed a habit of relying on their manager due to past experiences with micromanagement or a work culture with excessive managerial control.
Navigating this terrain can be tricky, but I have some helpful suggestions to guide you through it.
Clarify expectations on independent problem-solving
To begin, it’s essential to communicate your expectations clearly to your team. Let them know that while you are there to offer support, you also value the power of independent problem-solving. Share your own experiences of tackling tasks with limited information and highlight the growth that comes from such endeavors. Reinforce your confidence in their abilities and reassure them that the tasks assigned are well within their capabilities. Emphasize that you're there to support them, but also expect them to make an effort to find solutions independently.
Empower reflection and critical thinking
When team members approach you for assistance, resist the temptation to provide immediate solutions. Instead, encourage them to reflect on the problem at hand and think critically about potential approaches. Ask open-ended questions that guide them toward exploring different options and considering the consequences of each choice. This cultivates their problem-solving skills and boosts their confidence in their abilities.
A framework that can guide your approach is the GROW model. GROW stands for Goal, Reality, Options, and Will. Instead of providing immediate solutions, guide your team members through a series of questions that help them explore different perspectives and options.Â
Establish the desired outcome (Goal)
Encourage them to reflect on the current problem (Reality)
Explore potential approaches (Options)
Commit to a plan to move forward (Will)
This framework promotes critical thinking and empowers them to find solutions independently.
Gradual delegation
Start by gradually assigning tasks that have a lower level of complexity and risk, allowing your team members to build their confidence and competence. As they become more comfortable and proficient, gradually increase the complexity and autonomy of the tasks you assign. This progressive approach will help them develop their skills incrementally.
Foster a learning culture
Urge your team members to set personal learning goals related to their tasks. This empowers them to take ownership of their professional development and motivates them to seek out resources independently. Regularly engage in conversations about their goals, offering guidance and support as needed.
Encouraging a learning culture within your team can be facilitated by implementing the 70-20-10 approach. This approach suggests that:
70% of learning comes from on-the-job experiences
20% from interactions with others
10% from formal training/courses
Emphasize the importance of learning through hands-on experience and encourage your team members to seek feedback, collaborate with colleagues, and share knowledge. Create opportunities for them to learn from their experiences and from each other, fostering a culture of continuous learning.
Provide resources and tools
While you may not have the capacity to provide in-depth training for every task, you can equip your team with the necessary resources and tools to support their independent problem-solving. Consider providing manuals, guides, online tutorials, or connecting them with subject matter experts within the organization. These resources can serve as valuable references when they encounter difficulties.
To support your team's problem-solving, consider implementing a knowledge management system or a platform for collaborative documentation. This could include a wiki or a shared document repository that contains resources, best practices, and lessons learned. These resources and tools serve as references for your team members, allowing them to access information independently and solve problems more effectively.
Remember, developing self-reliance takes time and consistent effort. Be patient with your team as they develop their skills and gradually become more comfortable trying things out on their own. With your guidance, support, and the cultivation of a learning environment, they will gain confidence and become more independent problem-solvers.
Sincerely,
The Thoughtful Leader
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