764: Stop Solving Your Team’s Problems, with Elizabeth Lotardo - Coaching for Leaders Recap

Podcast: Coaching for Leaders

Published: 2026-01-05

Duration: 31 minutes

Guests: Elizabeth Lotardo

Summary

Leaders often fall into the trap of solving their team's problems, which feels good in the short term but is detrimental in the long run. Elizabeth Lotardo argues for a shift towards empowering employees to solve their own problems, enhancing both their growth and the leader's effectiveness.

What Happened

Elizabeth Lotardo emphasizes the immediate gratification leaders feel when solving their team's problems, likening it to a short-term win that ultimately leads to long-term challenges. By constantly intervening, leaders inadvertently foster dependency and stifle their team's development. Lotardo asserts that leaders should focus on enabling work rather than doing it, which allows for scalability and skill growth among team members.

She identifies a common pitfall where leaders, driven by compassionate leadership styles, end up overburdened by trying to shield their teams from challenges. This approach, although well-intentioned, leads to burnout for leaders and disempowerment for employees. Ideally, leaders should guide their teams through problem-solving processes rather than taking over tasks themselves.

Lotardo shares five strategic questions that help leaders empower their teams. These questions encourage team members to engage actively in problem-solving and reflect on their roles, ultimately leading to more independent and capable teams. The questions include asking what employees have tried, identifying obstacles, determining needed support, envisioning themselves in the leader's role, and sharing additional information.

A critical distinction Lotardo makes is the shift from asking 'What support do you need from me?' to 'What support do you need?' This subtle change invites team members to seek solutions beyond the leader, fostering a culture of collaborative problem-solving.

Lotardo highlights the importance of understanding recurring themes in challenges. By identifying patterns in obstacles, leaders can address systemic issues rather than repeatedly solving similar problems. This approach saves time and enhances organizational efficiency.

Lastly, Lotardo discusses the need for leaders to decouple awareness from ownership when employees bring problems to their attention. By maintaining open communication without immediately taking on problems, leaders can encourage employees to own their solutions while keeping leaders informed.

Key Insights

• Leaders who frequently solve their team's problems create dependency and hinder team development, as constant intervention prevents team members from growing their problem-solving skills.
• Shifting from asking 'What support do you need from me?' to 'What support do you need?' encourages team members to seek solutions beyond their leader, promoting a culture of collaborative problem-solving.
• Identifying recurring themes in team challenges allows leaders to address systemic issues, enhancing organizational efficiency and preventing the need to repeatedly solve similar problems.
• Decoupling awareness from ownership when employees present problems helps leaders maintain open communication while encouraging employees to take responsibility for their solutions.