If you’re constantly fielding employees’ problems—and feeling buried by to-dos as a result—you’re not alone. When leaders take on too much in the name of being supportive, it can create team dependence and lead to burnout. The solution isn’t being less caring; it’s being more like a coach. Ask your team members these five questions to empower them to think and act for themselves.
What have you tried? This question sets the tone: You’re available, but you expect effort before escalation. It trains your team to pause, reflect, and bring forward partial solutions instead of just dumping problems on your desk.
What—or who—is getting in the way? Dig into blockers instead of taking on the whole issue. Removing a bottleneck is often faster than solving the entire problem yourself—and you’ll spot patterns that help you lead more strategically.
What support do you need? Don’t just ask “How can I help?” Support could come from a peer, another department, or a tool. This subtle shift from offering direct to indirect support encourages resourcefulness and collaboration beyond your role.
What would you do if you were in my seat? Invite employees to think through trade-offs and consequences. It deepens their judgment and builds appreciation for leadership decisions.
Is there anything else I should know? Stay informed—without owning the fix. Make sure your team knows that making you aware of something won’t lead to action unless they specifically ask that you get involved.
