The Hidden Cost of Always Having the Answer

"Just tell me what to do."

It's the request every leader has heard countless times. It's what your team members want. It's what would be fastest. It's what feels most helpful in the moment.

But is it really?

Early in my career, I learned this lesson the hard way: every time I gave an instant answer, I stole an opportunity for growth. Real leadership isn't about having all the answers—it's about helping others find their own. This shift in mindset doesn't just develop stronger team members; it creates a more resilient organization.

The Price of Quick Solutions

When we jump to provide immediate solutions, we're doing more than just answering a question.

Continuously providing solutions:

• Creates dependency

• Reduces creative problem-solving

• Undermines confidence in team members' own judgment

• Misses chances to understand our team's thinking process

• Bottlenecks decisions through a single point of view

  
  

The cost? A team that stops thinking independently and starts waiting for direction.

The Coaching Challenge

Here's a practical approach that transformed my leadership style—and can transform yours too. It's not about coaching every interaction, but about making intentional shifts in how you engage with your team.

1. Choose Your Moments

Select ONE conversation each day for coaching. Not every discussion needs to be (or should be) a coaching moment. Look for opportunities where:

• The stakes are meaningful but not crisis-level

• There's time for reflection

• The team member shows interest in growth

• The problem has multiple possible solutions

  
  

2. Master the Two-Question Technique

Transform your approach with just two powerful questions:

First: "What solutions have you considered?" This question:

• Acknowledges your team member's thinking capacity

• Reveals their problem-solving process

• Often surfaces solutions you hadn't considered

  
  

Second: "What's holding you back?" This follow-up:

• Identifies hidden obstacles

• Reveals areas where you can provide targeted support

• Helps build decision-making confidence

  
  

3. Embrace the Power of Pause

The most challenging—and most powerful—part of coaching is learning to sit with silence. Those moments of quiet after asking a question might feel endless, but they're where real insights emerge.

The Real Challenges You'll Face

Let's be honest about the hurdles:

Resisting the Problem-Solver Urge Your expertise got you here. Stepping back from using it directly feels counterintuitive. Remember: your expertise now serves best when it helps others develop their own solutions.

Managing the Discomfort Silence in conversations can feel awkward. Time spent exploring solutions might feel inefficient. Trust that this investment pays dividends in stronger, more capable team members.

Trusting the Process Results aren't immediate. Some team members might initially resist. Stay committed to the long-term growth this approach enables.

The Transformative Truth

Your team doesn't need another problem solver. They need a leader who believes in their capacity to think, grow, and find solutions. This truth transforms not just how you lead, but how your team members view themselves and their potential.

Start today:

1. Choose one conversation

2. Ask before you answer

3. Trust in your team's capacity to think

   
   

A Question to Carry Forward

As you head into your next team interaction, consider this: Whose potential are you holding back by always having the answer?