We all get it as small business owners: a constant barrage of people interrupting us to ask for help with a task.
It’s an interesting one for me.
Do they know where to find the answer but are looking for a quick fix or even validation? Or do they not know the answer and again are looking to be given it.
It’s easier as a business owner to give them the answer and get back to work but this only solves the short term solution.
Think of a parent making their kids beds every day and tidying up their dishes. Great when they are six years old, not when they are 16.
“It only takes a few seconds, it’s fine!” is the justification, and this is all good but at some point, you have to show them and get them to do it themselves or you will be doing it forever.
It’s the same in business.
You have heard the proverb “Give a person a fish, and they will eat for a day; teach a person to fish, and they will eat for a lifetime.” many times before.
This carries valuable wisdom for small business leaders. Too often, leaders fall into the habit of solving problems for their teams (because they are the expert and want to get back to their workload) rather than guiding them to find solutions themselves. While quick fixes may offer short-term relief, they fail to build the necessary skills and independence that are critical for long-term success.
As a leader, your goal should be to coach, not simply tell.
Coaching involves empowering your team to think critically and develop problem-solving abilities. When leaders step in to “give the fish” — offering immediate answers or instructions — they inadvertently stifle creativity and hinder personal growth within their teams. This approach may seem efficient in the moment, but it creates dependency, forcing employees to repeatedly seek out direction.
Instead, by taking the time to coach — to “teach the person to fish” — you enable your employees to handle future challenges on their own. This starts with asking open-ended questions, encouraging brainstorming, and providing constructive feedback, rather than merely prescribing a solution.
You have to have a culture where your team feel empowered and trusted to make decisions. There can be no negative ramifications for making the wrong decision. It should be seen as an opportunity to learn rather than one for criticism.
How about these questions:
- What do you think is the best approach to handle this situation?
- What would you do if I was unavailable and a decision was needed?
- What options have you considered so far, and what might be the pros and cons of each?
- What have you learned from similar situations in the past that can guide you here?
Business leaders who coach, foster a culture of learning, where their team feels confident in their abilities and are motivated to improve continuously.
The long-term payoff of this approach is immense. Employees who are coached, rather than told, become more resourceful, proactive, and capable of making informed decisions.
This not only lightens the load on the leader, but also strengthens the entire organisation, driving innovation and growth.
In essence, small business leaders who invest in coaching their teams are building a great culture and foundation for sustainable success. It is one where employees can “fish” for opportunities and solutions on their own.
Processes run a business, people run the processes. Don’t stifle their long term ability to perform for the sake of saving a few seconds to give them answers.
It may be that you have a member of your team who is constantly asking for answers. They seem to have no desire to be taught how to fish and be proactive. In this scenario you potentially have an issue with value alignment that needs tackling.
Are you guilty of telling rather than coaching? How can you unpick this dilemma?
