Good leaders help team members solve their own problems with their own insight. Average leaders tend to solve their team members’ problems, thus truncating their opportunity to grow themselves. So, how do we help our team members learn to problem solve on their own? In this article I begin with a story and then suggest ways to problem solve in a balanced way.
Archimedes was a brilliant Greek scientist. He lived 250 years before Christ and is best known for inventing a method to determine an object’s volume. A goldsmith had forged a crown of gold for the Greek king, King Hiero II. The king was concerned, however, that the goldsmith has substituted the cheaper metal silver for some of the gold. He asked Archimedes to find the truth without melting the crown.
This stumped Archimedes until a flash of insight hit him. One day as he took a bath he noticed the water level rise as he stepped into the tub. Suddenly he realized that by making a few mathematical calculations he could use water volume displacement from the crown to determine if it were made of pure gold. In his excitement, so the story goes, he ran into the streets naked crying, “Eureka, Eureka!” which means in Greek, “I have found it.”
Thus, we use the word eureka for personal insight. Through this insight he discovered that the goldsmith had indeed substituted silver for some of the crown’s gold, a not-so-good discovery for the goldsmith.
Leaders tend to be tellers.
• We cast vision by telling.
• We communicate goals and strategies by telling.
• We recruit leaders by telling.
• We manage staff by telling.
• We teach by telling.
• We tend to solve our team’s problems by telling.
When a team member comes to us with a problem, it’s often expedient to give a quick answer if we see the solution. We tend to be more experienced so it can be easy to see the solution. But when we solve their problems too quickly, we can create other problems.
1. We can inadvertently foster dependency on us to solve their problems and diminish their motivation to follow through because people are less likely to act on somebody else’s ideas.
2. We can rob them from learning how to problem-solve—an important leadership quality.
3. We can diminish opportunities for them to experience the joy of those eureka moments.
I believe this is the key to helping your team learn to solve their own problems: ask questions.
Jesus often asked questions when he wanted to teach important concepts. The Gospels include 135 questions Jesus asked. He asked questions to create readiness to learn and to get his listeners to think for themselves.
Consider five compelling reasons to ask your team more questions.
1. Questions help your team see reality more clearly. One more well-placed question may surface an important issue about their problem they are trying to solve that they otherwise might have missed.
2. They help foster innovation. Questions can spur new ideas and solutions to problems.
3. They help your team self-reflect. Telling someone an answer may stifle her need to thoroughly think through the answer for herself.
4. They provide perspective. A good question can open up a fresh perspective to a perplexing dilemma.
5. They help your team focus on the real issue.
Asking good questions can become a potent team development tool to put into your leadership toolbox.
An interesting brain process occurs when we get a eureka insight.
Several different brain waves course through our brains every day. During sleep, your brain produces delta and theta waves. When we’re awake and our brains are at rest (i.e., during daydreaming), alpha waves occur. When we are awake, alert, and focused on something, the beta wave is most prominent. But the fastest wave is called a gamma wave that sweeps through our entire brains over 40 times per second through a process called synchrony. Similar to what happens to an orchestra when a conductor raises his baton and brings the whole orchestra to attention, the gamma wave sweeps through our brains and brings it to attention when we experience a eureka insight. Several benefits occur from the gamma wave.
• New brain maps get formed in the eureka moment.
• The brain’s right hemisphere which processes information intuitively and holistically increases its activity by making subtle connections. This fosters insight by connecting disparate bits of information which otherwise may have seemed inconsequential.
• The brain produces the feel good neurotransmitter dopamine. As a result, a eureka insight actually feels good which makes us want more insight experiences.
• The solution to the problem, the eureka insight, gets stamped deeper into our brains creating greater ownership to the solution and more motivation to follow through on it.
So what can you do to ask more and better questions to foster eureka insights in your team. Consider three suggestions.
1. Practice the art of the W.A.I.T.
WAIT is an acronym for this question. “Why Am I Talking?” In meetings and conversations with others when you sense you may be dominating, mentally ask yourself this question. It has helped me listen more carefully and talk less.
2. Ask the question, “What do you think?”
This handy question helps when you sense a team member wants you to solve his problem. You may immediately know the answer, but if you answer it too quickly you may foster unhealthy dependency on you that you want to avoid. So when a team member asks you to solve his problem, first respond with, “What do you think?” Remember, self generated insights create better buy-in than quick answers.
3. Use the A.W.E. question.
Michael Stanier suggests this question in his great book, The Coaching Habit. AWE stands for, “And What Else?” He suggests we use this question 3–5 times in a coaching or problem-solving conversation. He calls it the best coaching question in the world. It helps pull out insight from a team member that might be missed if you end the conversation too soon.
Try one or more of these suggestions when a team member wants you to solve his or her problem.
What kinds of questions have helped you develop your team?
Read more from Charles Stone »
This article originally appeared on CharlesStone.com and is reposted here by permission.
