It’s natural to want to fix things. We see a problem, and we jump in with a solution. That instinct — especially strong in leaders — comes from a good place. We want to help. We want to move things forward. But here’s the catch: sometimes the real issue isn’t what we think it is. Sometimes, we’re solving the wrong problem.
In a workplace setting, leaders often feel the pressure to be the one with the answers. After all, isn’t that what leaders are for? But effective leadership isn’t about being the hero or the fixer. More often than not, it’s about being the facilitator — creating a space where the real problem can be discovered and solved together.
When we jump too quickly into “fix-it” mode, we risk bypassing the deeper issue. We address symptoms instead of causes. We silence the voices that might have insight, creativity, or a different perspective. And in doing so, we unintentionally shut down collaboration and stunt growth — our own and our team’s. Or worse, we create a larger, unintended problem
If you’re trying to fix everything yourself, you’re missing out on one of the most powerful tools at your disposal: your team. When you step back and create space for others to speak into the challenge, you’ll often find that the collective intelligence of the group far outweighs what any one person — no matter how experienced — could come up with alone.
It takes courage to say, “I don’t have the answer” — or admit there might be parts of the problem you don’t fully grasp from your perspective. But that vulnerability is the doorway to genuine collaboration. It shows trust. It opens up the opportunity for others to lead. And it shifts the energy from top-down direction to shared ownership.
So the next time you’re faced with a challenge, pause before you rush in to fix it. Ask yourself: Am I solving the right problem? Who else might see this differently? And what would happen if I invited the team into the solution?
You might be surprised by what emerges when you resist the temptation to “fix it,” when you stop solving the wrong problem — and start leading from a place of curiosity, collaboration, and trust.
Photo by Nina Mercado on Unsplash
