Trusting People to Solve Their Own Problems

In leadership, there’s a belief that often goes unspoken—people can’t be trusted to solve their own problems. This mindset isn’t limited to people working in junior roles; it’s prevalent even at the highest levels of leadership. We tend to think that only through our intervention can others succeed. But what if that perspective is fundamentally flawed? What if, instead of positioning ourselves as problem-solvers, we understood our roles as coaches or trusted guides who enable others to unlock their potential?

Breaking the “Fix-Them” Habit

Leaders are conditioned to solve problems. It’s in our job descriptions, and we often receive praise when we consistently address issues and solve problems. But when it comes to coaching, this “fix-it” mentality can do more harm than good. The challenge is that people are not processes to be solved. We aren’t broken machines needing repair; we’re complex, capable individuals who can navigate our own challenges. Yet, the impulse to jump in with advice or solutions often overshadows our belief in other people’s abilities.

This approach doesn’t just chip away at the confidence of the people we lead—it reinforces a false narrative that they’re incapable of resolving their own issues. It’s a subtle form of disempowerment that can stifle growth and innovation. When we’re always the ones solving problems, we unintentionally teach people to rely on us instead of building their capacity to think and act independently.

Flipping the Script

An InsideOut Approach (TM) to coaching flips the script. Instead of considering ourselves to be the experts with all the answers, we show up as facilitators of self-discovery. This method involves asking the right questions—questions that encourage people to reflect, explore, and come up with their own solutions.

When we coach this way, we’re affirming our belief in the person’s ability to handle their own challenges. It’s not just about what they know; it’s about helping them draw from their experiences, values, and insights to find the right path forward. This approach fosters confidence, ownership, and accountability—qualities essential for genuine growth.

Tips to Remember People Are Capable

1. Pause Before You Advise: When someone comes to you with an issue, a challenge, or a complaint, before jumping in with advice, take a moment to pause. Ask yourself, “What does this person already know about their situation?” This simple shift can help you move from fixing to guiding.

2. Ask, Don’t Tell: Just at the point when you think someone needs your sage advice, try turning your advice into questions. Instead of saying, “You should do this,” try asking, “What do you think you should try?” This empowers the individual and encourages deeper thinking. Besides, you will be surprised how often the person says exactly what you are thinking.

3. Trust the Process: Give this method a genuine try before dismissing the merits of it. Believe that the person has what it takes to figure things out. Their approach might differ from yours, and that’s okay. We are all different therefore doing it your way might not turn out exactly as it did when you tried it for a variety of reasons. Trust that the journey of discovery is just as important as the outcome.

By challenging our own assumptions and adopting an InsideOut Approach (TM) to coaching, we create environments where people feel trusted, capable, and empowered to take control of their own success.