🤔 How can we show people they are more capable?

Leila Hormozi says people can do more than we think. When we always solve their problems, we stop them from learning. Let them try. This helps everyone grow and get better together.

🌱 Empower teams to tackle challenges independently.
- 🔍 Encourage critical thinking over problem-solving.
- 🌟 Cultivate a culture of problem ownership.

Empowering Teams Through Critical Thinking and Growth

In the video "People Are More Capable Than We Think" from Leila Hormozi, people are much more capable than we give them credit for, especially when you're in the beginning and you have people working for you. They do what they are trained to do. If they are trained to do what you say and not solve problems, they won't even think; they will just default to giving you the problems because they're like, "Oh, I don't think he wants me to solve them." It's not that I'm not capable, but I don't think he wants me to or maybe they think you don't think they're capable. Every time you solve a problem for somebody on your team, you are taking that opportunity from somebody who maybe hasn't solved that problem before, but if they did, they would be better for it. I always have to remind myself of that because there's like a compulsion to go solve the problem because you're like, "That's my job," right? The thing is, if you always intervene and provide the solution, you're not giving your team the chance to grow and develop their skills. It’s crucial to step back and allow others to tackle challenges, which can enhance their capabilities and confidence. When you trust your team to solve issues, you create an environment that encourages innovation and personal growth; that not only strengthens the individuals involved but ultimately benefits the organization as a whole. They will make mistakes, and that's okay; it's part of the learning process. What’s important is that they gain experience by figuring things out on their own. Thus, instead of jumping in, consider asking questions that prompt them to think critically and develop solutions. For example, instead of providing them with the answer immediately, you might ask, "What do you think is the best approach to tackle this issue?" or "What have you considered so far?" This approach encourages problem-solving and shows that you believe in their capability to contribute meaningfully. Furthermore, it sets a precedent for the kind of environment you want to cultivate: one where challenges are met with creativity and resourcefulness. In essence, offering your team the chance to engage with real problems is about being confident in their abilities and fostering a culture of problem ownership. When individuals understand they have the authority to resolve issues, it transforms how they view challenges. Instead of seeing a problem as a hurdle, they begin to view it as an opportunity for growth and learning, which is invaluable. Understanding this dynamic can significantly shift how you lead and influence those around you. Leadership should not be about having all the answers but rather guiding your team toward finding their own. This transition from giving solutions to fostering capability in others is vital for anyone in a position of authority and can be applied across various organizational contexts, whether in startups or established companies. In the long run, a team's ability to function autonomously and solve problems independently leads to enhanced productivity, innovation, and morale. When team members feel empowered, they are more engaged and motivated to contribute to the organization's success. This empowerment becomes a powerful tool in building a resilient and capable workforce, one that can adapt to change and embrace challenges confidently. Successful leaders recognize that their role is to unlock the potential in others rather than overshadow it. By doing so, they not only ensure their team's long-term success but also their own as leaders, as they cultivate a reputation for developing capable individuals who can thrive in a variety of situations. In summary, while the instinct to solve problems for your team can be strong, it's essential to resist that urge. Instead, focus on empowering them to tackle challenges themselves. This will lead to personal growth, improved team dynamics, and ultimately a more capable and adaptive organization. Embrace the idea that people are far more competent than we often realize, and nurture that potential by adopting a leadership style that fosters independence, problem-solving, and innovation. It's not just beneficial for your team; it’s a strategic move that can lead to the ongoing success of your organization.

People underperform because we enable them. When you stop solving every problem, you empower your team to grow and innovate. By trusting them, you unlock their potential for success.

In her insightful discussion, Leila Hormozi emphasizes the underestimated potential of individuals and the pivotal role leaders play in nurturing this capability. By highlighting how proper training and opportunities can shift the focus from problem presentation to problem-solving, she illustrates the necessity for leaders to foster an environment that encourages critical thinking. This empowerment not only builds confidence but also enhances overall team productivity and morale. Hence, a transformative leadership style that prioritizes independence and innovation can significantly elevate performance levels within teams.

I invite you to share your thoughts in the comments on how leaders can better facilitate growth and autonomy within their teams, using 25 to 100 words. Don't forget to engage with your peers by replying to two different comments and liking three others that contribute meaningfully to the conversation!

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