Most leaders are problem solvers.
They’re used to putting out fires and quickly finding solutions to keep things moving. But in their quest to get things done, those same well-intended folks often miss important opportunities to strengthen their leadership skills by letting others step up.
The finest leaders understand that just because they can solve a team member’s issue doesn’t mean they need to — or should. As a leader, your time is best spent on high-level, strategic needle-movers, not every problem that appears in your orbit. But if you continually model that you’re the only one allowed to tackle issues, your team will always defer to you before taking action. That can slow things down unnecessarily and leave them feeling like they may not be qualified enough to solve things independently, stunting both business progress and professional growth.
In contrast, the leaders who offer support and empower their people better connect and communicate with them, build trust, and help them become more confident in their decision-making and problem-solving abilities.
The next time you feel the need to rush in to fix things, pause and use this easy-to-remember acronym to get R.E.A.L. instead:
R
‘R’ is for respect, as in you should respect the professionals you hired for their roles. They are the ones most familiar with the daily ins and outs of their job functions, so it follows that they also have the capacity to handle any issues that may arise. Your people are the best experts on the subject matter they oversee, so remind them that you trust in their knowledge and wisdom.
E
‘E’ is for empathy, which is feeling things with someone, seeing things through their lens, and understanding why they have those feelings. It differs from sympathy, which involves understanding things from your perspective, which can be relatively narrow and completely colored by your individual experience.
For instance, if one of your direct reports is having trouble or feeling uncertain about taking action, try to step back and put yourself in their shoes. Employing empathy demonstrates your support and encouragement, which fosters empowerment and confidence.
A
‘A’ is for active collaboration. As tempting as it may be for you to make a decision or solve a problem independently, resist the urge and instead work with your team member to find a solution. As an analogy, walk alongside them during their journey rather than walking ten steps ahead of them. Partnering with them shows that you’re willing to help but still empowers them to take the lead.
L
‘L’ is for listening. Even though your people are likely bright and resourceful, they still feel moments of uncertainty and need reassurance, especially when tasked with making a large or difficult decision. Active listening (read: impossible to do when multi-tasking) is one of the best ways to demonstrate your support. Also, be sure to use your time listening to understand their concerns and perspective rather than formulate a response.
Though simple, the get R.E.A.L. method isn’t always easy. Here are a few strategies to help you maximize it:
Paraphrase with a question
If one of your team members shares concerns, repeat back to them what they said as a question. This subtly reinforces that you’re actively listening and helps clarify that you understand what they’re feeling. Plus, it encourages them to explain things further if you missed any pertinent details.
Ask open-ended questions
Rather than ask yes or no questions, which shuts down communication, ask open-ended questions to spur conversation and further dialogue. Talking things through is often the exercise that helps others feel more confident in their choices and find solutions on their own.
Affirm strengths
No matter how accomplished or successful we are, we all suffer from imposter syndrome at times. As a leader, you can help your people combat this by reminding them that they’re creative, talented, and resilient and have successfully made difficult decisions and solved complex problems before.
Help connect to resources
Sometimes, the best thing you can do is be a liaison. By connecting your people to others who can assist them or highlighting helpful materials to review, you can fast track their progress, supporting and empowering them along the way.
Remember, the best leaders create other leaders. And by letting go of the need to singlehandedly solve your team’s problems, you’ll create opportunities for them — and you — to grow as leaders.
