Coach More, Carry Less: How to Build a Problem-Solving Powerhouse of a Team

Ashley Boaz
Aug 7
5 min read

Updated: Aug 26

Let’s get real: being “the boss” often turns into being the team’s go-to problem solver, firefighter, fixer, and sometimes even therapist—all before your second cup of coffee. Sound familiar?

At Mint Conceptions, we help leaders stop drowning in decisions and start developing independent, capable teams that take ownership. If your team can’t seem to move without your constant input, the issue might not be their competence—it might be your leadership style.

We’re not saying be less supportive. We’re saying stop enabling dependency. If your goal is sustainable growth and a high-functioning team, then it's time to ditch the micromanagement and start coaching.

Here’s how to lead with clarity, empower your people, and reclaim your time—all by asking five powerful, reimagined questions that transform how your team approaches problems.

1. “What’s really getting in the way right now?”

Instead of jumping straight into problem-solving mode, start with a pause—and curiosity.

This rephrased question opens the door to clarity. Often, what looks like a complex issue is actually a single point of friction: a delayed approval, a missing resource, an unclear policy, or someone gatekeeping progress. By identifying the real roadblock, you help your team focus on solving the right thing instead of spinning their wheels.

You’re not taking the problem on—you’re helping them dissect it. That’s the difference.

💡 Mint Tip: Use this question to surface patterns and inefficiencies. If the same bottleneck keeps popping up across departments, it’s a system issue—not a people issue.

2. “What options have you explored so far?”

This version of the classic “What have you tried?” helps your team think beyond just one idea and recognize that problem-solving is rarely a single-solution game.

By asking this, you’re training your team to pause before escalating an issue to you. You’re also encouraging experimentation and thoughtful effort—qualities that fuel innovation.

If they say, “I haven’t tried anything yet,” that’s a coaching moment. Ask them to go brainstorm three ideas and then come back. The goal isn’t perfection—it’s progress.

💡 Mint Tip: Normalize bringing forward partial solutions, not just problems. Make “Here’s what I’ve considered” a cultural expectation.

3. “Who or what might be helpful here—besides me?”

Most employees are trained (consciously or not) to ask their boss for help first. But in many cases, the solution isn’t you—it’s a teammate, another department, or a resource they haven’t used yet.

This question helps shift the dependency mindset. It encourages resourcefulness and strengthens cross-functional collaboration. Instead of acting as the fixer, you become the connector—empowering your team to find support without defaulting to you every time.

💡 Mint Tip: Introduce an internal “resource map.” Make sure your team knows who owns what and where they can go for help without needing to route everything through leadership.

4. “If you were responsible for the outcome, what would you decide?”

This is a powerful pivot from the traditional “If you were in my seat...” question. Instead of asking them to role-play as the boss, you’re asking them to take ownership of the result.

This subtle shift elevates their thinking. It forces them to weigh the risk, consider long-term consequences, and decide as if the business depended on them.

It’s not just strategic development—it’s a trust builder. When you ask someone to think like a decision-maker, you signal confidence in their leadership potential.

💡 Mint Tip: Use this during mentoring sessions or project planning meetings. It’s especially impactful when developing future leaders.

5. “Is there anything I need to be aware of—not necessarily fix?”

This gentle, open-ended check-in allows your team to keep you informed without assuming you’ll take over.

Maybe someone’s feeling burned out. Maybe there’s a brewing conflict. Maybe there’s a vendor delay that isn’t urgent yet, but could become a problem soon. By keeping the door open for transparency, you reduce surprises—but set boundaries at the same time.

Just be clear: awareness ≠ action. You’re not jumping in unless your involvement is requested or required.

💡 Mint Tip: Add this question to your standard one-on-one format. Over time, it helps build a culture of proactive communication and reduces reactive chaos.

Why These Questions Work: It’s a Mindset Shift, Not a Magic Trick

Let’s break it down. When you lead by always solving, you unknowingly create these traps:

Learned helplessness: Your team comes to rely on you instead of themselves.
Burnout: Your plate gets heavier while theirs stay light.
Bottlenecking: Decisions slow down because no one wants to act without your blessing.
Stifled innovation: Your team stops thinking creatively if they fear being wrong.

But when you lead through coaching, here’s what changes:

Your team becomes more confident and competent.
Problems are solved closer to where they originate.
You develop critical thinkers instead of task-runners.
You buy back time and energy for the work that actually requires your expertise.

From Firefighting to Forward Thinking: Coaching in Practice

Shifting to a coaching-style leadership model doesn’t happen overnight—but it does start with language. What you say signals what you expect. Over time, that creates habits, and habits build culture.

Here’s how to cement this shift in your team’s daily rhythm:

🔹 Lead with questions, not instructions.

When someone brings you a challenge, resist the urge to jump into solutions. Instead, lead them through one (or more) of the five questions above.

🔹 Create “safe failure” zones.

Let your team know it’s okay to get it wrong—as long as they’re learning and trying. Mistakes are data. Coaching cultures don’t punish—they refine.

🔹 Make problem-solving a shared KPI.

Whether formally tracked or just culturally reinforced, reward the act of working through issues. Celebrate initiative publicly to encourage others.

🔹 Use reflection to reinforce learning.

After a resolution, ask your team member, “What did you learn from that?” or “What would you do differently next time?” This turns each challenge into leadership development.

🔹 Document and repeat.

Use these five questions across team meetings, huddles, performance reviews, and Slack threads. Repetition reinforces expectations—and soon, your team will start asking themselves these questions before coming to you.

Want to Build a Team That Thinks Instead of Waits? You Need to Change the Script

It’s tempting to believe that solving every problem proves your value as a leader—but the truth is, the opposite is true.

Real leadership isn’t about control—it’s about capacity-building.

It’s about creating an environment where your team thinks critically, acts decisively, and leans on each other as much as they lean on you. It’s about having time to strategize and grow instead of constantly being pulled back into the weeds.

And yes—it’s about asking better questions.

At Mint Conceptions, we help leaders make this shift through hands-on leadership development and business coaching, cultural transformation strategies, and tailored operational support. Whether you’re leading a dental practice, a startup, or a high-growth company, we can help you build the kind of team that runs strong—with or without you in the room.

TL;DR – The Five Coaching Questions

Here’s a quick cheat sheet of your new go-to leadership prompts:

What’s really getting in the way right now?→ Identify true bottlenecks, not surface-level problems.
What options have you explored so far?→ Promote proactive thinking and accountability.
Who or what might be helpful here—besides me?→ Encourage resourcefulness and peer collaboration.
If you were responsible for the outcome, what would you decide?→ Develop strategic thinking and future leaders.
Is there anything I need to be aware of—not necessarily fix?→ Stay informed while setting boundaries.