Problem solving vs listening

Whether you’re a leader or with your friends/peers, many of us automatically go into problem solving mode assuming that someone is asking us for advice. While this can be helpful, it can also be detrimental to relationships; you might be annoyed if your boss constantly does this.

Here’s how I like to break this down: decide if you are going to:

(#1) teach – show them how to do something;

(#2) coach – work together to learn and problem solve;

(#3) listen – allow them to feel heard and understood.

Or maybe it’s a combination. Sometimes, it involves asking the other person what they want – they might not have thought about it themselves. Clarifying will get you on the same page and allow for a productive conversation that leaves both parties satisfied.

In today’s fast-paced, rapidly evolving business landscape, effective leadership development is non-negotiable. Clients consistently report that their work with Amber results in elevated leadership skills, increased productivity, reduced turnover, and enhanced interpersonal effectiveness. Clients have built and led high-performing teams, fostered self-accountability, and seen less resistance to change initiatives. Many have attained promotions, boosted their confidence, and taken control of their time and energy.

Problem solving vs listening

Here’s how I like to break this down: decide if you are going to:

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