Stop Saying “Come to Me With Solutions” Unless You're Willing to Teach Problem Solving
In the construction industry, it's common for leaders to say, "Come to me with solutions, not problems." It sounds empowering—like a call to step up and think critically. But more often than not, it leads to frustration. Leaders feel stuck solving every issue, and team members feel lost or unsupported. In this episode of Construction Trailblazers, Samantha C. Prestige breaks down why this phrase often backfires and what to do instead. If you're aiming to improve construction leadership, team communication, and operational efficiency, this is a must-read (and must-listen).
Key Takeaways:
Telling your team to bring solutions doesn't work if they don't have the skills yet
Teaching problem-solving requires a clear framework
Fear of being wrong can silence communication
Team members need context: customer expectations, company goals, and downstream impacts
Coaching and curiosity foster real accountability and growth
#1: Solutions Require Skills, Not Just Encouragement
You can't delegate critical thinking without preparing your team for it. Telling employees to bring solutions assumes they already know how to think big picture, weigh trade-offs, and understand your standards. That may be true for seasoned leaders, but not always for frontline or cross-functional team members. Before you expect solution-focused thinking, check whether you've actually equipped your team to deliver it.
#2: Create a Simple Framework for Problem Solving
Like any process, problem solving can be taught. Samantha recommends breaking it down into three pillars:
Voice of the Customer – What does the customer care about, and how will they perceive this issue?
Company Goals – What are our priorities as a business? What does success look like here?
Domino Effect – Who else is impacted by this decision? What are the short- and long-term effects?
Teaching your team to evaluate problems through this lens gives them structure to move from complaint to clarity.
#3: Don’t Let the Fear of Being Wrong Kill Communication
When employees hear "bring solutions," they often assume that showing up without a perfect answer is a failure. That fear keeps them silent. Instead of shutting down problem reporting, make it safe to bring up issues. Acknowledge that solutions can be collaborative—and that surfacing problems early is part of what makes a team effective.
#4: Model the Thought Process
If your team brings weak or off-target solutions, don’t just shut them down—teach. Explain why a suggestion misses the mark and walk them through the better path. Use questions like:
"What would this look like in an ideal situation?"
"What happens if we do nothing?"
"Who else is impacted here?"
The more you guide their thinking, the faster they learn to think like leaders themselves.
#5: Accountability Grows with Coaching, Not Criticism
We all want teams that take ownership. But accountability isn't built by barking orders or expressing disappointment. It grows when leaders give clear expectations, provide feedback, and stay curious. Just like Samantha's story about teaching her kids to fix broken toys, your employees can grow into problem solvers—if you give them the chance and the tools.
If you're tired of solving every fire while your team stays stuck, it may be time to shift your leadership approach. Listen to the full episode of Construction Trailblazers for more practical insights on empowering your team to think critically and solve problems at the source.
🎧 Listen to the episode
📬 Got a story about how you've helped your team level up their thinking? Email us at hello@constructiontrailblazers.com or connect with Samantha on LinkedIn.
Let's build better leaders—one problem-solving conversation at a time.