Should Leaders Say, "Don’t Bring Problems Without Solutions"?
In many workplaces, leaders say something like: "Don't bring me problems unless you have a solution." It sounds reasonable. Nobody wants to spend their days listening to complaints without action. The idea behind this phrase is to push people to think critically and take ownership of challenges.
But here’s the issue—what if someone doesn’t have a solution? Should they stay silent? What if the problem is bigger than them?
Simon Sinek, a well-known leadership thinker, reminds us that “leaders are the ones who go first” and that “leadership is about taking care of people under your purview.” A leader’s job is not just to receive solutions but to create a safe space where people feel comfortable raising concerns and working together to solve them.
Why Some Leaders Use This Approach
There’s a reason why this rule exists. Many leaders believe that encouraging people to bring solutions along with their problems:
Pushes employees to be problem-solvers instead of just pointing out issues.
Keeps things efficient by avoiding unnecessary complaints and focusing on action.
Prevents a culture of negativity where people just talk about what’s wrong instead of working to fix things.
These are valid points. But while the intent is good, the execution can be flawed. True leadership is about more than just filtering out complaints—it’s about guiding people through problems and helping them grow in the process.
Why This Mindset Can Hurt a Team
1. Leaders Should Go First
Simon Sinek says that leaders go first—meaning they set the tone for how challenges are handled. If a leader expects their team to have all the answers before raising an issue, they’re skipping an important part of leadership: guiding the way.
Think about it—if an employee spots a major problem but hesitates to speak up because they don’t have a solution, the leader may never even know about it. Leaders should lead by example and show that it’s okay to raise concerns, even if the answers aren’t clear yet.
A better approach? When someone brings up a challenge, instead of shutting them down with “What’s your solution?” a leader could say:
“Let’s explore this together—what do you think are the possible causes?”
“Who else on the team might have ideas to help solve this?”
By going first and engaging in the problem-solving process, leaders create a culture where people feel safe to speak up.
2. Not Every Problem Has an Easy Answer
Some issues are complex and require expertise, teamwork, or time to solve. If employees feel like they must have a solution before speaking up, they might ignore major issues that need leadership’s attention.
For example, imagine an employee notices that customers are frequently frustrated by a company’s refund process. They may not have the knowledge or authority to fix it, but if they don’t speak up because they don’t have a solution, the company misses out on a chance to improve.
3. Leadership Is About Taking Care of People
Sinek’s second principle is that leadership is about taking care of the people under your purview. That means creating an environment where employees feel supported—not just demanding that they figure things out on their own.
A leader’s role isn’t just to receive solutions; it’s to help develop them. That means:
Listening without immediate judgment. Instead of shutting down concerns, a good leader asks questions and digs deeper.
Encouraging collaboration. The best solutions often come from multiple perspectives, not just from the person who identified the problem.
Making people feel safe to speak up. If employees fear criticism for not having all the answers, they’ll stop sharing their insights.
When leaders show that they are there to help—not just evaluate—people feel more comfortable raising important concerns.
4. The Best Solutions Come from Teamwork
Expecting every employee to have a perfect answer before they raise a problem creates a culture where problems get buried instead of solved.
A more effective leadership style encourages open discussions and collective problem-solving. In many of the most innovative companies, breakthroughs come from teams brainstorming together, not from individuals having all the answers upfront.
For example, in many tech companies, teams hold regular “retrospectives” where they discuss challenges openly. Employees are encouraged to bring up obstacles, and then the group works together to find the best path forward. This kind of culture leads to better solutions and stronger teams.
A Better Way for Leaders to Handle Problems
Instead of saying, "Don't bring me problems without solutions," leaders can shift to a more effective approach:
1. Change the Conversation
A better way to frame the expectation is:
"If you see a problem, let’s discuss it together—your input is valuable even if you don’t have a solution yet."
"If you can, bring an idea for how we might tackle this—but don’t let that stop you from speaking up."
This keeps people accountable for thinking critically while also making sure important issues don’t get ignored.
2. Make Problem-Solving a Team Effort
A good leader creates space for brainstorming and collaboration. If an employee raises a concern, instead of expecting them to have all the answers, a leader can say:
“Who else should we involve in solving this?”
“Let’s break this problem down and see what’s within our control.”
This reinforces teamwork and ensures that employees don’t feel alone in tackling challenges.
3. Recognize That Identifying Problems Is a Strength
Spotting a problem is a valuable skill. Instead of penalizing employees for not having immediate solutions, leaders should appreciate their awareness and then help guide the next steps.
Great leaders don’t just expect people to come with perfect answers—they help develop those answers together.
4. Teach and Support Problem-Solving Skills
Rather than demanding solutions, leaders can equip their teams with tools for finding them. This could include:
Teaching structured problem-solving methods, like root cause analysis.
Encouraging employees to gather data or feedback before escalating an issue.
Offering coaching on how to break big problems into smaller, more manageable parts.
When leaders invest in their teams’ ability to solve problems, they naturally get more solution-oriented employees—without shutting down communication.
Final Thoughts: Leadership Means Creating a Safe Space for Problem-Solving
Saying “Don’t bring problems unless you have a solution” sounds good in theory, but in practice, it can discourage transparency, limit innovation, and put unnecessary pressure on employees.
True leadership isn’t about expecting people to have all the answers—it’s about going first, guiding the team, and creating an environment where people feel safe to share challenges and work together toward solutions.
Simon Sinek’s principles remind us that leaders take care of their people. That means encouraging critical thinking, listening with an open mind, and working alongside the team to solve challenges. The best teams don’t avoid problems—they tackle them together.