“The problem with me is that when I find myself faced with a significant problem, or need to make a decision, I’m not really sure how to tackle it – how to move forward. If only I could find that trigger to help me make a start in finding a solution?”

Is this you?

Do you find yourself at a loss as to what to do next? 

A Practical Solution In Problem-solving and Team Effectiveness

Let me tell you the story of Steve. Steve is 34, married and has a 4-year-old daughter. He works in Manufacturing as a team Leader and thoroughly enjoys his job.  

I met Steve when I was doing some work within the business. During our conversation he said that one of his biggest frustrations, was with some of his team members. A significant amount of his time was taken up by them coming to him with problems

His frustration came from knowing that most of the time they were perfectly capable of solving those problems. They already had the knowledge, skills and experience and he had confidence in their ability. He trusted them to find solutions on their own.

“The problem with me” Steve said, “is that I feel obliged to solve the problem for them even although I know they are capable of doing it on their own.  In an average week I spend a lot of time doing this, because it’s quicker and because I am the team leader –  it is my responsibility!

 I do find however that I tend to stay behind at the end of the day to finish off my own work schedule, mainly because I’ve been solving other people’s problems! That is time I could and should be spending at home with my family” 

Do you recognise this?

It is more common than you might think. 

Finding a Way Forward

We discussed what the reasons could be – why this happened so often – the individual, lacking self- confidence; seeking re-assurance; wanting a quick solution; uncertainty over levels of authority. During our conversation we touched on a number of areas and finally focused on responsibility and accountability. Steve said he was accountable for the outcomes and results of his team’s work, it was his responsibility to ensure that the team members were supported.

I said that support doesn’t mean doing the work for them. Individuals must be responsible and accountable for their own work. It is their contribution to the success of the team and the business.

I suggested he might like to try a simple approach that I could guarantee would bring positive results and free up a significant amount of his time spent “solving other people’s problems.”

The next time someone came to him with a problem – someone that he had confidence in, to be able to come up with a solution themselves – he should ask them to reflect and answer the following 4 Questions and then come back to him with their response.

1. What is the Problem?
2. What are the Causes of the Problem?
3. What are the Possible Solutions?
4. What – in your opinion – is the Best Possible Solution or Solutions , because there may be more than one?

A few weeks later when I returned to the business, I made a point of visiting Steve to find out if he had tried out the 4 Problem Solving Questions.

The Benefits of Involving Team Members

His response was quite dramatic. Steve told me that he had given a lot of thought over what we discussed. He had decided to get his team together. He talked with them about  the pressure to achieve the team goals, saying how committed he was to giving them his full support and asked them to help him to do that.

If they were prepared to get involved, he was confident it would save everyone time and help them in their own development. He then explained the 4 Problem Solving Questions, asking them if they would be prepared to answer the 4 questions, before coming to him with a problem. They agreed to try it.

Steve told me that this small change has transformed the way the team work together. Team members were now coming to him with possible solutions. He was able to quickly give a decision on whether that solution could be implemented or if there was something that prevented it from being implemented. However, this had only happened on one occasion and they were able to find an alternative solution. In most cases they didn’t really need to come to him and mostly it was for reassurance, but even that had decreased.

In Steve’s own words,

“The refreshing thing is that we don’t discuss problems anymore – we discuss possible solutions!” I’ve found that the “interruption” time has reduced dramatically. I’ve noticed that the team are confidently solving most of the everyday problems, without them thinking that they have to refer to me for permission. They already have that permission and I trust them. I think that they feel more valued as a result. They know I am there for them if they need me. We also use the questions in our team meetings to tackle some of our bigger challenges.”

The 4 Problem Solving Questions are a brilliant tool because they:

1. Encourage ownership – Others take responsibility for identifying and solving problems.
2. Build confidence – People realise they often already have the answers.
3. Save time – Leaders can focus on strategic work rather than constant firefighting.
4. Foster growth – Individuals develop critical thinking and decision-making skills.

If You Relate to Steve or Feel Stuck Yourself…

Here’s how you can apply this approach to your own challenges:

✅ Step 1: Pause and Reflect

When you’re faced with a challenge, don’t rush to fix it. Instead, Take a step back and think through the 4 Problem Solving Questions.

Writing your answers down can help clarify your thinking.

✅ Step 2: Use It With Others

If you’re mentoring, leading, or even parenting, try using these questions to guide others. It helps them grow and reduces their dependency on you.

✅ Step 3: Make It a Habit

The more you use this framework, the more natural it becomes. Over time, you’ll find yourself moving from “stuck” to “solution-focused” more quickly.

Do you think this could work for you?

Give it a try and let us know in the comments below how you got on. It also works in your personal life. If you are facing a problem, it gives a structure to think it through. If you are trying to help someone to be more confident in their own ability, you could share this with them.

A final thought – Whose ideas are we most comfortable with and enthusiastic about? – Our own!

So why shouldn’t others think the same way?