Once you’ve identified the real issue of a problem (by using the People, Process, or Profit framework), what do you do next?
First and foremost, don’t just solve it yourself. As a manager you are probably very good at solving problems and putting out fires. You’re ready and willing to jump right in, get the issue resolved and move on to the next thing. It’s a great skill to have, but it also has some major drawbacks, namely:
- It limits the growth of your employees.
- It trains employees to bring problems to you.
- It makes them a part of the problem, not a part of the solution.
It’s hard to let go of something you enjoy, but you’re not doing anyone any favors by continuing to solve your employees’ problems for them. You need to give your employees the chance to grow and learn from these situations. This will also ensure that you never become a bottleneck.
Next time an employee brings you a problem to solve, we recommend using the GROW Model to help them solve it themselves.
GROW (Goal, Reality, Options, Way Forward) is a simple, question-based development model that helps employees learn to solve day-to-day issues without taking them to you. You need to help them learn to clearly see what the Goal is, understand the Reality, brainstorm multiple Options of what to do next, and pick the most effective Way Forward. Click here to get more details about the GROW Model itself.
Involve your team in the problem-solving process with this easy coaching model and help them learn to be a part of the solution. Teach them to solve problems on their own and not just dump them in your lap. You have more important tasks to handle. Let your employees show you what they can do by transforming them from buck passers to problem solvers.
