Every team seems to have at least one member intent upon being the Non-Solver, the one who identifies problems then sits back to let others try to figure out how to come up with solutions.
Some pretty smart leaders I know don’t let folks get away with such slackerishness.
Here are some of the strategies astute leaders use with the Non-Solver types:
- These wise leaders don’t let the Non-Solvers operate in secrecy. They force them to offer their complaints, issues, criticisms out in the open. They don’t get to “hide” from their observations/judgements. They’re forced to “own” them.
- They press the Non-Solvers to present possible solutions to the problems identified. This is usually done in the form of inquiry. Some questions oft used: What have you tried? How well did that work? What did you learn from that effort that will inform our next moves?
- They prescribe action steps for the Non-Solvers, with deadlines for completion and/or reporting of outcomes.
Continuous Improvement is a powerful element of a healthy organizational culture.
Continuous Complaint is not.
*If you’d like to read more of nc’s blatherings, go to nc’s Recursive Learning.
