What do you do if your problem-solving approach as a leader is not yielding results?

As a leader, are you attempting to work solve problems all by yourself? Know that individuals have their own limitations, span of controls, and competence. As a leader, involve your team members to participate, to focus on the solutions, based on they expertise so that the problem is owned by the team, not just the leader. Establish ownership and professional responsibilities among your team member. Your role as a leader is to lead, to influence your team to achieve results.

When your problem-solving approach as a leader is not yielding results, it's essential to evaluate its effectiveness. Begin by analyzing past problem-solving efforts and their outcomes. Identify any recurring patterns or common pitfalls that may be hindering success. Consider factors such as the complexity of the problems, the strategies employed, and the collaboration within your team. Solicit feedback from team members and stakeholders to gain different perspectives on the effectiveness of your approach. Based on your evaluation, adjust your problem-solving strategies, techniques, or decision-making processes as needed to improve outcomes and achieve better results in the future.

El tener enfrentar problemas que no se resuelven puede ser frustrante. En mi experiencia, no hay un enfoque único que funcione en todas las situaciones; por ello, debemos explorar diversas metodologías, desde el pensamiento analítico hasta el dise?o y la metodología ágil. Al hacerlo, aumentamos nuestras opciones y flexibilidad para abordar los desafíos con creatividad y efectividad, impulsando así el éxito tanto personal como organizacional. Cuando el enfoque habitual no da resultados, como líder, adopto el pensamiento sistémico y ágil para abordar problemas complejos. Integrar diferentes metodologías amplía mi perspectiva y abre nuevas vías de solución.

Apply other approach such as solution-focus approach instead of problem solving. Personally, I find solution-focus approach establishes the actions that need to be taken to overcome the challenges faced as often, problem solving approach tends to dig in to more problems and is time consuming and not productive.

Facilitative Coaching, a combination of Solution-Focus Facilitation + Coaching strategy work very well in getting the relevant members to participate, to hear their views, to get the group consensus, chart the actions, allocate responsibilities, and getting commitments in implementing the solutions to eliminate those problems.

There are always some blind spots at the top. There must be a fair assessment of the process and applications at the ground level. Involving the team members in refining the process can make the same more reliable. There can be various techniques - STAR, fishbone, brainstorming, etc.

sé que cuando mi enfoque de resolución de problemas no da frutos, es momento de colaborar. Involucrar a otros no solo nutre la diversidad de perspectivas y conocimientos, sino que también fortalece la cohesión del equipo. ?Cómo podemos aprovechar al máximo la inteligencia colectiva para abordar los desafíos de manera más efectiva y transformarlos en oportunidades de crecimiento y éxito?

Reconozco la frustración que se siente cuando las soluciones no brindan los resultados esperados. En tales momentos, la clave es abrazar la iteración y el aprendizaje continuo. Al probar y refinar nuestras soluciones, no solo validamos nuestras ideas, sino que también abrimos la puerta a la innovación y la mejora constante. Se debe comprender que el proceso de resolución de problemas es dinámico y requiere flexibilidad para adaptarse y evolucionar. Es un constante explorar de nuevas estrategias, aprendiendo de nuestros errores y avanzando hacia soluciones más efectivas y significativas.

It’s very important to rethink perceptions of what it means to lead others. I feel that creating an environment that operates within defined parameters and simultaneously allows for free exchange of ideas, is a crucial element to reducing stress, anxiety and shaky confidence. Allowing people the room to fail in the pursuit of the best solution reduces anxiety and promotes creativity. Ensuring that employees are paid in ways that make them feel valued increases confidence. Encouraging collaboration among peers and the exchange of ideas reduces stress. Leaders can’t change the issues that employees face, but they can create an environment that fosters their potential. When that happens, most people will surprise you with what they produce.