An employee stops by their supervisor's office to inform them of a problem and asks the supervisor for solutions.
Or
A team member complains to his/her peers about an issue and that "senior management" needs to do something to address the issue.
Or
A senior manager gets frustrated when her team is not proactive, so she jumps right into problem solving mode whenever an issue arises.
These are common challenges facing leaders and teams as an unintended consequence of old school business hierarchy and a business culture that lacks a sense of empowerment. Such a culture creates a paradox where managers are frustrated with team members who rarely propose solutions while team members are frustrated because they do not have the authority to do things differently.
There is a better way. By requiring individuals to lead with recommendations, they begin to develop problem solving skills and feel a greater sense of initiative and ownership. Regardless of authority, individual contributors and teams should be asked and rewarded for binging ideas to the table, not just problems.
The next time a direct report or team member brings a problem to your attention, ask them if they have considered alternatives for fixing the problem. If so, thank them and recognize their initiative. If not, encourage them to return after they have consulted with some other team members and have some ideas on how to solve the issue. Obviously, it takes more than a few questions to create a new culture and/or behavior, But, it's a start. .
If you would like to learn more about our executive coaching services, please reach out to us so we can discuss how you can push problem solving and deeper into your organization to allow you to scale your business and grow. You and your team will find the work more fulfilling as well.
In today’s fast-paced business environment, trust is the foundation of high-performing teams. Yet, building trust—especially among executive teams—requires more than just good intentions. It demands vulnerability, open communication, and a willingness to embrace constructive feedback.
One of the most powerful tools I’ve implemented with leadership teams is a structured feedback session during an offsite or retreat. This process is designed to normalize feedback, foster trust, and create a culture of accountability. However, it’s important to note that this type of session requires preparation, skill-building, and often the guidance of a skilled facilitator to ensure success.
Here’s how the process works:
This process is not anonymous, nor is it easy. It requires leaders to step out of their comfort zones and embrace the discomfort of being vulnerable. However, the results are transformative.
Teams that engage in these sessions often report:
While the benefits of this process are clear, it’s critical to recognize that implementing such a session requires preparation. Leaders and team members must first develop the skills to give and receive feedback effectively.
This includes:
Additionally, having a skilled third-party facilitator is often key to success. A facilitator ensures that the session stays on track, reinforces ground rules, and creates a safe space for open dialogue. Over time, as the team and HR partners become more comfortable with the process, they can take ownership of these sessions.
While some leaders may hesitate to implement such a program—fearing resistance or discomfort—confident, open-minded leaders recognize the immense value of this approach. They see how it fosters a culture of trust, accountability, and continuous improvement.
Are you ready to take your leadership team to the next level?
Consider this: What if your team could spend less time navigating interpersonal friction and more time driving business value? What if feedback became a gift, not a threat?
By embracing vulnerability, preparing your team with the right skills, and leveraging expert facilitation, your team can unlock its full potential.