Why “Bring Me Solutions, Not Problems” Is Not Good Leadership

Many leaders believe they’re fostering critical thinking and empowerment when they say, “Don’t come to me with problems, come to me with solutions.” But in reality, this approach can stifle innovation, discourage vulnerability, and create barriers between leaders and their teams.

In this episode of Relationships at Work, we explore why this mindset is flawed and how it can unintentionally harm workplace culture. We’ll discuss:
✔️ The hidden downsides of requiring employees to always have solutions
✔️ How it limits collaboration and suppresses real problem-solving
✔️ A better way to empower teams without creating unnecessary pressure

Instead of shutting down conversations, let’s build a culture of trust, support, and innovation. Tune in to learn how.

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Transcript

Welcome back to Relationships At Work – Your guide to building workplace connections and avoiding leadership blind spots..  I’m your host Russel Lolacher

I’m a communications and leadership nerd with a couple of decades of experience and a heap of curiosity on how we can make the workplace better. If you’re a leader trying to understand and improve your impact on work culture and the employee experience, you’re in the right place.

This mini-episode is a quick and valuable bit of information to help your mindset for the week ahead. 

Inspired by our R@W Note Newsletter, I’m passing on to you… 

Wanting Solutions Not Problems, Causes Problems

We want to empower our teams. We want to see what they can do and how they can solve problems. We want to give them every opportunity to demonstrate their leadership. I get it.

So many leaders will decree, "Don't come to me with problems; come to me with solutions." And they think that’s a good thing. I was one of them. Hey, it sounds great. What an opportunity for our team members to use their critical thinking.

But it can be far more problematic than we'd like to admit. The best way to illustrate this is by looking at it from the employee's standpoint rather than ours. Which all good leaders should do when demonstrating empathy and compassion. 

For one thing, What if the employee doesn’t have the answer? It perpetuates a fear of being vulnerable because employees aren't allowed to admit that. This can cause problems to get worse because employees won't speak up if they don't have the solution, and then these issues just become part of doing business. It also doesn't allow for brainstorming and collaborative problem-solving because team members feel they must have a ready-made answer, hurting the innovation and creativity we say we want. It fails to acknowledge that some problems are complex—they might require more in-depth analysis and input from multiple perspectives before an answer can be found. Leaders who push and hardline for solutions may miss the nuances of a problem.

Expecting employees to always come up with solutions can create unwarranted pressure, especially if they lack the time, resources, authority, or context to address the issues they identify. I’ll say it, there’s actually a lack of leadership in this approach, and it can hurt engagement and connection between us as leaders and our team. We’re putting up a barrier rather than providing a safe environment for discussion and understanding.

OK, so how do we do this properly, because empowerment is important. How do we move away from the "Come to me with solutions, not problems" mindset while still being able to delegate and support critical thinking for our team?

Encourage Problem Identification and Collaborative Discussion: Create a safe space for employees to voice problems and encourage team discussions where employees can share their challenges openly and brainstorm potential solutions together. It doesn’t mean the employee can’t offer a solution, but collaboration might make it better. This fosters a culture of collaboration where employees feel supported and empowered to contribute without the fear of judgment.

Provide Resources, Training, and Time for Problem-Solving: Do your employees have what they need to properly identify, understand, and address problems? Help them more effectively analyze problems and develop solutions with the right skills and resources. Invest in problem-solving techniques, access to data, mentorship, or dedicated time for creative thinking. We’re helping them build the confidence and capability to tackle issues, reducing the pressure of having to solve everything on their own.

Celebrate Learning and Iteration, Not Just Solution That Gets It Off Our Plate: Celebrate experimentation, learning from failures, and refining ideas. Leaders should recognize and celebrate efforts and progress, even if the first solution isn’t perfect. We’re encouraging a growth mindset and showing employees that leadership values their initiative and creativity, fostering psychological safety and motivation. 

So let's stop saying, "Come to me with solutions, not problems," and start asking for solution-focused conversations and collaboration. The first hurts our culture, even in unintended ways, while the other brings us together in exciting ones.