Collaborative Approaches to Leadership Problem-Solving

I timed it yesterday: A leadership team spent 47 minutes "solving" the same issue they've tackled in every meeting for the past 4 months. Sound familiar? They identified symptoms, not causes. Everyone had opinions, few had solutions. They created action items no one completed. The problem returned, slightly repackaged. This isn't just inefficient. It's the silent killer of growing businesses. After implementing EOS with 500+ entrepreneurial companies over 15 years, I've found teams waste up to 68% of their meeting time on recurring issues that never get solved at the root. The difference between teams that solve issues once and teams stuck in the loop isn't intelligence. It's methodology. Enter the Issues Solving Track - the EOS tool that transforms how leadership teams attack problems: 1. IDENTIFY the real issue Most teams get this wrong. They discuss symptoms, not causes. Try this instead: → Write the issue as one clear sentence → Ask "Why is this happening?" three times → Determine if it's a people issue, process breakdown, or communication gap A manufacturing client kept "solving" quality problems until they properly identified the real issue: unclear quality standards, not lazy employees. 2. DISCUSS with discipline The discussion phase isn't: → A platform for the loudest voice → A place for tangents and war stories → A political positioning exercise It is: → A focused examination of relevant facts → A space for diverse perspectives → A way to challenge assumptions respectfully The best teams have a designated facilitator who keeps discussion on track and ensures every voice contributes. 3. SOLVE completely The only reason to discuss an issue is to solve it. When you've reached clarity, document: → A specific action step → One person accountable (not a department) → A concrete due date (not "ASAP" or "ongoing") Then move on. No revisiting. No second-guessing. A software company I work with was averaging 3.5 hours in weekly leadership meetings. After implementing the Issues Solving Track, they cut meeting time to 90 minutes while solving twice as many issues. The best businesses aren't the ones without problems. They're the ones that solve problems at the root. Want to implement the Issues Solving Track in your business? Use the process below 👇

Most leaders think they're helping when they solve every problem. They are not! They're actually creating dependency. I've watched this pattern for 20 years. Leaders jump in with answers. Fast. Efficient. Done. But their teams stop growing. They wait for the leader to decide everything. Three coaching questions that shift everything: Question 1: "What's the real challenge here?" This forces clarity. Most problems people bring you aren't the actual problem. They're symptoms. This question helps them dig deeper before you waste time solving the wrong thing. Question 2: "What options do you see?" This shifts ownership. When people generate their own solutions, they're more committed to making them work. Plus, they see angles I miss. Question 3: "What will you do next?" This creates accountability. No vague "I'll think about it." They leave with a clear action and ownership of the outcome. I watched a manager use this approach last month with her team member who was struggling with a client issue. "What's the real challenge here?" The team member started talking about delays. Then paused. Realized the client wasn't upset about timing. They felt ignored. "What options do you see?" She came up with a few options. Picked one that made sense. "What will you do next?" She committed to a 15-minute check-in call. Problem solved in under 20 minutes. When leaders start using these: • Team members stop asking for permission • They bring solutions, not just problems • Decision-making gets faster • Confidence across the team grows The shift feels uncomfortable at first. Coaching takes more patience than commanding. But commanding builds order-takers. Coaching builds autonomy. Stop solving everything. Start asking better questions.

Trusting Your Team to Solve Problems Is the Real Leadership Strategy As a clinic director, department chair, or dean, you’re often met with challenges that can feel too big to delegate. The instinct to take over is real—but it’s not always right. Great leadership isn’t about solving every problem. It’s about guiding others to do it well. When a major issue arises, ask: • Who should own this? • What tools or options exist? • Where can we find support? • When should it be addressed? • Why is it important to solve now? Some leaders jump in and fix it themselves. Some delegate only to their trusted few. These approaches can work, but rarely scale—and they often create dependency rather than empowerment. I choose a more inclusive model. When something impacts the team, I tell the team. I listen. I learn. I let them guide the next steps. Then I assign roles based on those shared insights. This builds ownership, trust, and culture. It reinforces that solving problems isn’t just a leader’s job—it’s everyone’s responsibility. Over time, I’ve found this creates a team that steps up, not back, when things get tough. And most importantly, the team culture becomes strong enough to outlast any one leader. Final thought: Leadership isn’t about having all the answers—it’s about creating a space where answers emerge, together. Empower your team. Trust their process. And watch them solve what you once thought only you could. ⸻ #LeadershipDevelopment #TrustAndEmpowerment #TeamBuilding #InclusiveLeadership #OrganizationalCulture #StrategicLeadership #ServantLeadership #HealthcareLeadership #DentalEducation #FacultyDevelopment #ProblemSolving #TransformationalLeadership #PeopleFirst #LeadWithPurpose

The hardest negotiations are the personal ones. When willpower fails, empathy rebuilds the bridge. You’ll learn how shifting from control to curiosity can transform both personal and professional conflicts. Inspired by psychologist Stuart Ablon’s work on 𝘊𝘰𝘭𝘭𝘢𝘣𝘰𝘳𝘢𝘵𝘪𝘷𝘦 𝘗𝘳𝘰𝘣𝘭𝘦𝘮 𝘚𝘰𝘭𝘷𝘪𝘯𝘨 (featured in Hidden Brain: “The Battle of Wills”). We’ve all been there. The argument that loops. The colleague who digs in. The teen who shrugs, “I don’t care.” Our instinct? Push harder. Explain more. Raise our voice just a notch. But as Ablon points out, that reflex fuels resistance; it doesn’t fix it. The shift is simple, not easy: assume 𝘴𝘬𝘪𝘭𝘭, not 𝘸𝘪𝘭𝘭. Instead of “they won’t,” try “they can’t yet.” That mindset flipped a few battles in my own life. ↳ With my son, it meant slowing down instead of storming out. ↳ With a teammate, it meant saying, “Help me understand what’s blocking you,” before jumping to “We need to fix this.” Ablon refers to our usual responses as “Plan A” and “Plan C.” • Plan A: You impose your solution. Fast and firm. It may stop behavior, but teaches nothing. • Plan C: You drop the expectation altogether to keep the peace. Short-term calm, long-term cost. The real leadership move is Plan B, a conversation you do 𝘸𝘪𝘵𝘩 someone, not 𝘵𝘰 them. It has four steps that change how you lead under pressure: 1️⃣ Empathize: Learn before you lead. ↳ Start with, “I’ve noticed [specific behavior]. What’s up?” ↳ Then pause. Let silence work. ↳ Ask follow-ups like, “Can you tell me more?” or “What makes that hard?” ↳ Your goal: Understand their concern so precisely that they say, “Exactly.” 2️⃣ Share your concern: One line, not a lecture. ↳ Once you’ve really listened, add yours clearly:    “My concern is [impact on team/client/project].” ↳ Keep it short. The fewer words, the more power they carry. 3️⃣ Collaborate: Design the plan together. ↳ Say, “How can we meet both your concern and mine?” ↳ List options on paper. ↳ Test each one: Does it work for both? Is it realistic? Will it stick? ↳ Pick one and agree on who does what. 4️⃣ Check back: Make learning visible. ↳ Schedule a follow-up. “Let’s revisit this Friday to see how it’s going.” ↳ That small loop turns accountability into coaching. I’ve used this with my team and my son. The setting changes; the principle doesn’t. You stop enforcing compliance and start teaching capability. It’s not soft. It’s disciplined. You trade control for connection, and end up with commitment. That’s real leadership, and yes, it starts at home. Next time someone resists, don’t double down.  Slow down.  Curiosity beats control. When was the last time you won the argument but lost the relationship?  What did you learn? 📌 Save this for your next tough conversation. ♻️ Share it if you know someone battling a “Plan A” moment.

“Don’t bring me problems. Bring me solutions.” In the past, that was considered strong leadership. The intention was to create accountability. The outcome, more often than not, was silence. That mindset assumes people only earn a voice once they have a fully formed answer. In reality, many of the most valuable contributors don’t yet have the solution, but they do have insight, context, and a willingness to help solve what’s in front of us. My reframe is simple: Bring me problems, as long as you’re willing to be part of the solution. Progress rarely comes from one person having the answer. It comes from teams collaborating and brainstorming together, challenging assumptions, and building solutions through conversations. When leaders shut down problems, they don’t eliminate them. They merely delay them. And often, they miss the opportunity to implement the best solutions. Strong organizational cultures welcome early signals, unfinished thinking, and collaborative problem-solving. That’s where trust grows, and where better decisions are made.

Forget top-down decision-making. Collaboration is the ultimate problem-solving superpower. It amplifies perspectives. It sparks innovation. It builds solutions that stick. Here’s 11 ways collaborative voices can revolutionize your solutions: 1/ Diverse Perspectives: Unlock Hidden Angles → Every voice brings unique insights to the table. → From frontline workers to execs, varied viewpoints spot blind spots. 💡 Leaders: Host cross-functional brainstorms to capture diverse ideas. 2/ Collective Creativity: Ignite Breakthrough Ideas → Collaboration fuels sparks that solo thinkers miss. → Group dynamics turn good ideas into game-changers. 💡 Teams: Use ideation tools to crowdsource creative solutions. 3/ Shared Ownership: Build Buy-In from the Start → When voices shape the solution, commitment follows. → Co-creation ensures everyone’s invested in success. 💡 Managers: Involve teams early in planning to foster accountability. 4/ Real-Time Feedback: Refine Ideas on the Fly → Collaborative rooms catch flaws before they grow. → Instant input sharpens solutions in real time. 💡 Teams: Use platforms like Slack for quick, open feedback loops. 5/ Cultural Alignment: Solutions That Reflect Values → Inclusive voices ensure solutions fit the organization’s ethos. → They bridge gaps between strategy and culture. 💡 Leaders: Invite voices from all levels to align solutions with core values. 6/ Problem-Solving Agility: Adapt Faster Together → Collaborative teams pivot quickly when challenges arise. → Shared knowledge speeds up course corrections. 💡 Teams: Run agile sprints with diverse contributors to stay nimble. 7/ Knowledge Sharing: Amplify Expertise → Every voice adds specialized know-how to the mix. → Collective wisdom outperforms individual expertise. 💡 Managers: Create knowledge hubs for teams to share insights. 8/ Conflict as Catalyst: Turn Tension into Progress → Differing opinions spark deeper exploration. → Healthy debate refines solutions to their strongest form. 💡 Leaders: Foster safe spaces for constructive disagreement. 9/ Inclusive Decision-Making: Solutions That Serve All → Voices from all corners ensure equitable outcomes. → Inclusive processes build trust and fairness. 💡 Teams: Use anonymous voting tools to democratize decisions. 10/ Momentum Through Motivation: Energize the Room → Collaborative environments inspire action. → Shared purpose drives teams to execute with passion. 💡 Managers: Celebrate collective wins to keep morale high. 11/ Scalable Solutions: Built to Last → Solutions shaped by many are robust and adaptable. → They withstand scrutiny and evolve with needs. 💡 Leaders: Document collaborative processes to replicate success. Collaboration redefines problem-solving by blending voices into solutions that are smarter, stronger, and more sustainable. __________ ♻️ Repost if your network needs these reminders. Follow Carolyn Healey for real-world leadership insights.

Collaborative and creative problem-solving 🔄 Addressing pressing social and environmental challenges demands a strategic approach. These intricate issues often span various domains and require collective effort. Embracing collaborative and creative problem-solving is not merely advantageous; it's a fundamental necessity. The urgency arises from the imperative to adapt and respond effectively. The "Skills for Collaborative Change: A Map and User Guide" provides a structured framework that underscores the importance of these principles in a holistic manner. The guide encourages the reader to "See the Wider System." It prompts reflection on what is not functioning optimally across an entire system and encourages viewing issues from various connected perspectives. This systemic thinking is crucial for understanding the root causes of complex problems and developing comprehensive solutions. Moreover, "Seeking Alternatives" is a key aspect emphasized in the guide. It encourages looking beyond the immediate context and considering a multitude of possible options, methods, and tools. This approach fosters innovation and helps explore unconventional solutions to challenges that may seem insurmountable. The guide also places a strong emphasis on "Co-creation." It highlights the significance of identifying individuals connected to an issue through their experience or expertise. Collaboratively building solutions from start to finish ensures that diverse viewpoints are incorporated, resulting in more holistic and effective outcomes. In addition, "Creative Facilitation" is underscored, supporting others in sharing their ideas and tailoring facilitation styles to suit their needs. Being open to ideas that may differ from established norms enhances collaboration and creativity, leading to more innovative solutions. Ultimately, the guide encourages taking the initiative to "Initiate Change." It prompts the creation of new spaces and opportunities that empower others to do the same, driving transformative change and inspiring innovation throughout organizations and industries. As businesses grapple with the urgency of social and environmental challenges, the principles outlined in the "Skills for Collaborative Change: A Map and User Guide" become not just best practices but strategic imperatives. This holistic approach to collaborative and creative problem-solving serves as a guiding compass, leading towards more effective collaboration, innovative solutions, and tangible impact on the pressing issues of our time. Source: Skills for collaborative change: a map and user guide #sustainability #impact #purpose #collaboration #innovation #systemsthinking #creativity

Many solutions to solve the silo problem fail. Companies spend millions on collaboration tools, cross-functional teams, and leadership initiatives to break down silos—yet they persist. A recent Harvard Business Review article explains why. It is because silos aren’t a single problem with a one-size-fits-all solution. The article makes an important distinction: Not all silos are the same. There are three types, each requiring a different approach: 1. Systemic Silos – When departments focus on their own goals rather than the organization’s success. 2. Elitist Silos – When certain teams hoard knowledge, believing others won’t understand or add value. 3. Protectionist Silos – When teams withhold information out of fear, often to maintain control or job security. The real challenge, then, is misdiagnosis. Many companies and leaders throw generic solutions at silos without addressing their root cause. Here is what actually works: Align Goals – If misaligned incentives create silos, shared KPIs and mutual accountability are key. Improve Communication – If knowledge hoarding is the issue, cross-functional learning and embedded collaboration help bridge the gap. Foster Psychological Safety – If fear is driving resistance, leaders must build a culture where transparency is rewarded, not punished. I’ve seen this firsthand in my work. Silos don’t collapse on their own. They require clarity, curiosity, and deliberate action. When team members truly understand each other, momentum happens. #curiosity #collaboration #momentum #understanding #learning #leadership https://lnkd.in/e-nRD8Jv

The 2-second tweak to 𝗳𝗶𝘅 𝘁𝗼𝘂𝗴𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 (from “why” to “how”) Great leaders ask great questions. But even the best intentions can backfire when a simple “why” question triggers defensiveness instead of solutions. Chris Voss, the former FBI hostage negotiator, teaches us a powerful truth: “𝗵𝗼𝘄” 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘂𝗻𝗹𝗼𝗰𝗸 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝘄𝗵𝗶𝗹𝗲 “𝘄𝗵𝘆” 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗰𝗮𝗻 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗮𝗻 𝗮𝘁𝘁𝗮𝗰𝗸. Asking “why” may sound innocent, but it often puts people on the defensive —especially in tough conversations. By flipping your “why” into a “how,” you create room for trust, problem-solving, and shared ownership. Here are 10 common “why” questions leaders should 𝗿𝗲𝗳𝗿𝗮𝗺𝗲 𝘁𝗼 “𝗵𝗼𝘄” 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: ----- Instead of: “Why isn’t this project done yet?” Ask: “How can we clear obstacles to move this project forward?” This shifts the focus from blame to solutions. ----- Instead of: “Why aren’t you motivated?” Ask: “How can I help you feel more engaged in your work?” Builds empathy and trust. ----- Instead of: “Why do you think this isn’t working?” Ask: “How can we adapt this approach to make it more effective?” Inspires creative thinking and collaboration. ----- Instead of: “Why did you choose that approach?” Ask: “How did you decide on this approach, and what are the key factors driving it?” This encourages explanation without putting the other person on the defensive. ----- Instead of: “Why didn’t you tell me sooner?” Ask: “How can we improve communication moving forward?” This opens the door for constructive feedback instead of defensiveness. ----- Instead of: “Why are team members disengaged?” Ask: “How can we create an environment where the team feels more connected and engaged?” This shifts the conversation to actionable steps rather than just diagnosing problems. ----- Instead of: “Why aren’t you hitting your targets?” Ask: “How can we work together to get you closer to your targets?” This communicates support and shared accountability. ----- Instead of: “Why is this taking so long?” Ask: “How can we work together to get this back on track?” “How” conveys partnership and reduces the pressure of feeling judged. ----- Instead of: “Why do we always run into this issue?” Ask: “How can we address the root cause of this problem?” Shifts from frustration to actionable problem-solving. ----- Instead of: “Why didn’t this go as planned?” Ask: “How can we adjust our process to prevent this in the future?” Encourages learning and improvement over assigning blame. ----- The key takeaway: Leadership conversations should empower, not interrogate. Reframing “why” as “how” changes the tone from critical to constructive, fostering trust and solutions. ---- 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻: Which reframing resonates with you most? Share your thoughts below ⤵ ---- ♻️ Repost and share these leadership tips ➕ Follow me, Ashley V., for more 📲 Book an anonymous coaching session

Are You Solving the Right Problem? As leaders & professionals, we're often under pressure to act quickly when challenges arise. Our instinct—or perhaps muscle memory—is to dive straight into solution mode. But over the years, I've found that one of the most important questions we can ask ourselves is: Are we solving the right problem? Consider the hybrid workforce. Organizations often roll out solutions like employee engagement activities, gift cards, virtual celebrations, enforcing video-on policies during calls, or hosting virtual team-building sessions. While these seem like good ideas, they may serve as quick fixes that don't address the real issue. So, what's the actual problem? ❓Is it a lack of engagement? ❓A drop in productivity? ❓Struggles with team cohesiveness? ❓Or could it be something deeper, like communication barriers? ❓Disconnect between leadership and employees? ❓Or even more fundamental issues like trust and culture? Getting to the heart of the problem is crucial. 🛠️ 3 Steps to Identify the Right Problem: Observe and Listen: Start by carefully observing the symptoms. What are the visible signs that something's not working? Gather data and listen to feedback from your team. This will help you understand the nature of the issue. Ask Deep Questions: Go beyond surface-level explanations. Use techniques like the "5 Whys" to dig into the root causes. If engagement is low, ask why—several times over—to uncover the core issue. The real problem often lies beneath the symptoms. Understand the Context: Consider the broader organizational environment, team dynamics, and culture. What seems like an issue in one area might be a symptom of a deeper problem elsewhere. Context is critical to accurate diagnosis. Once the right problem is identified, solving it effectively requires careful consideration. 💡 3 Considerations When Solving the Problem: Engage Multiple Perspectives: Involve diverse voices from across the organization. Different perspectives can reveal angles you might miss and lead to more robust solutions. Collaboration ensures broader acceptance and better outcomes. Resist the Quick Fix: It's tempting to go for quick solutions, but they often only address symptoms. Focus on sustainable solutions that tackle the root cause. This may take more time, but the long-term benefits are worth it. Reflect and Iterate: After implementing a solution, reflect on its impact. Did it address the problem effectively? Be prepared to iterate and adjust as needed. Continuous improvement is essential for long-term success. The most successful leaders don't just jump to solutions—they take the time to define the problem accurately. By doing so, they create a foundation for meaningful, lasting change. So, before you dive into solving what seems like an urgent issue, ask yourself: Am I truly solving the right problem? #Leadership #OrganizationalDevelopment #ProblemSolving #HybridWorkforce #Culture