E-Tip 268 - 8 Tips for Leadership Development

We all know that conflicts at work are inevitable. But when these conflicts become disruptive and affect productivity, they become costly as well -- especially if the person spending their time trying to resolve these issues or conflicts is you. Eventually, you may find yourself asking, "How am I supposed to get my job done when everyone asks me to solve their problems?"

If you are spending a significant amount of time dealing with other people's issues, you are partially to blame. It is imperative, for your sake and their own, that your team learns to solve their own problems. If they do not, they will always look to you to solve their problems. Remember, your job as a leader is not to solve someone else's problems or issues, but to foster the growth of confidence and skills necessary for them to solve their own problems.

Instead Of Solving Someone's Problem, Try Asking Questions.

Did you know the best course of action is not to outright solve an issue, but rather to ask general questions about what the team thinks should be done or could have been done to resolve their issues or problems? In doing so, you help someone gain confidence by learning to solve things on their own. Here is a process that some people found success in implementing:

• Have the person define and simplify the issue. Does it warrant action? If so, what type? Is the matter urgent, important or both?
• Have the person gather all relevant facts to better understand what caused the issue.
• Have that person create a small group to brainstorm possible options and solutions.
• Consider and compare the pros and cons of each option.
• Have the person select the best option (avoid vagueness or a compromise that is just politically correct) that solves their issue.
• Have the person explain their decision to those involved and affected, and then follow-up to ensure proper and effective implementation.

As the employees who directly report to you begin to solve their own problems, their confidence will grow. This process is just one of many that can help build strong leaders.

We have come across a number of principles that have helped successful leaders and managers strengthen the people surrounding them. We have listed eight of those principles below for you and your staff.

1. Work on establishing trust before offering advice.
2. Keep the promises that you make, even the small ones.
3. Work on making others successful.
4. Recognize the potential in others and develop those skills.
5. Catch people doing things right (this even works for kids).
6. Go out of your way for people, as the little things make all the difference.
7. Know what motivates one person vs. another.
8. Understand the differences between men and women.

Executive Summary: The key to having other people solve their own problems is to take them out of the issue emotionally and put them in a position to be decisive. Once that is done, your role in helping them solve any problems will be a lot easier.

Your Next Step: If you want to find out more about how Dale Carnegie® Training can make your business more effective, or need more information on this subject, please contact us at our website!