“I Told You So” vs. “Let Them Run With It”: A Supervisor’s Dilemma

Early in my career, I pitched a new operational strategy to my team. On paper, it seemed like a straightforward fix, but my teammates weren’t convinced. They politely listened, then shelved the idea without much discussion. I felt a bit deflated but decided not to push it.

Fast forward a few weeks: the same team enthusiastically proposed a “brilliant new approach” to address our ongoing challenge. Ironically, it was almost identical to what I’d initially shared—just packaged slightly differently. I faced a dilemma:

  • Option A: Remind them, “This is what I’ve been saying all along!”
  • Option B: Quietly let them run with it, taking ownership of the idea.

I’d recently come across leadership theories highlighting motivation, innovation, and the importance of psychological safety. While Part of me craved the recognition, I also knew that letting my team own the solution could increase their investment and morale.

I chose Option B—and something remarkable happened. Team engagement soared, performance improved, and people felt more comfortable sharing ideas. Of course, I had to keep boundaries clear to avoid confusion over roles and responsibilities, but the energy around “their” idea created a vibrant, solution-focused environment.

Over the years, I’ve realized there’s no one-size-fits-all answer. Sometimes, especially at higher levels where creativity and big-picture thinking matter, you want to empower your team to self-discover. But in more operational roles—where consistency and clarity are critical—a reminder from the supervisor might be necessary to prevent mistakes or misalignment.

Ultimately, balancing innovation with accountability is key. We want teams to feel empowered, yet also respect leadership guidance.

What’s your take? Have you ever faced a similar dilemma? How did you respond—and why? Let me know in the comments!

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