Early-career professionals or junior managers looking to gain influence, step into leadership, and build confidence through structured thinking and initiative.
Problem-solving is one of the most sought-after skills in any workplace.
Employees who take initiative in solving problems are seen as valuable contributors, and their ability to analyze issues, find solutions, and take action often determines their career growth. Yet, many professionals hesitate to step up as problem solvers.
Some worry that if they raise an issue, they will be expected to fix it alone. Others fear that their ideas will be dismissed, or that taking initiative will lead to more work without recognition.
This fear is well-founded, as Jorge Loebl highlights in the Revolving Change podcast:
“Right now, there's a trend going on where people will consciously not suggest solutions to certain problems because they're afraid that responsibility will be given to them. They think, ‘Whoever does the most gets given more jobs.’ So they hold back. That’s punishing productivity.”
This post will help emerging leaders and high-potential employees take initiative with confidence using our Discover, Design, Deliver (3‑D) process—so your ideas get heard, not hidden.
Why Most People Stay Silent—and How to Break Through
Many employees struggle with problem-solving due to psychological barriers, workplace culture, or lack of structured skills.
1. Fear of Being Punished for Raising Concerns
In some workplaces, employees hesitate to point out problems because they fear backlash, blame, or added workload. Instead of seeing proactive problem-solving as an asset, certain cultures discourage initiative.
Jorge Loebl explains how this dynamic unfolds:
“If you’re the person that consistently points out the problem, people start becoming defensive. They see you as the ‘bad news bringer.’ So you end up being the problem, not the issue you’re trying to solve.”
To overcome this, professionals need to frame problems with a solution-oriented mindset, ensuring they present not just issues, but also actionable recommendations.
2. Not Knowing Where to Start
Some employees avoid problem-solving because they are unsure of how to analyze problems, identify root causes, or propose solutions. They may feel overwhelmed by complex issues or assume that only managers should handle problems.
This lack of structured problem-solving skills leads to inaction. As Loebl explains:
“Very often, people don't raise problems because they don't know how to structure their thoughts around them. They recognize something isn’t working, but they don’t know how to analyze it or communicate it effectively.”
The key is to develop a systematic approach to problem-solving, using proven techniques to break down issues, analyze causes, and propose solutions.
3. Lack of Confidence in Proposing Solutions
Employees may fear that their suggestions will be dismissed or that they lack the authority to recommend changes.
Loebl emphasizes that problem-solving is not about having all the answers—it’s about creating a process to find them:
“You don’t need to solve everything on your own. The best problem-solvers involve others, gather information, and work collaboratively to reach the best solution.”
Developing critical thinking and communication skills can help professionals present their ideas persuasively, ensuring their input is taken seriously.
Use Structure to Solve Smarter (and Get Noticed)
Emerging leaders can develop strong problem-solving skills by following a structured approach.
Discover: Spot the Real Problem—Not Just the Symptoms
The first step is to define the problem accurately, ensuring you are solving the right issue rather than reacting to symptoms.
Tools That Help You Dig Deeper:
- Use the 7 Whys Technique: Keep asking “why” to trace the issue back to its root cause
- Use the Fishbone Diagram: Visually map out possible contributing factors
- Gather insights from those closest to the problem to ensure a well-rounded understanding
Loebl emphasizes the importance of moving past surface-level thinking:
“The problem is, people often don’t go far enough. They stop at the first ‘why’ instead of digging deeper. They treat symptoms, but the root cause remains untouched, so the problem keeps coming back.”
Design: Think in Terms of Action, Not Overwhelm
Once the problem is clear, the next step is shifting from a problem-focused mindset to a solution-focused one.
Tactics to Stay Strategic:
- Brainstorm multiple possible solutions rather than defaulting to the first idea
- Identify quick wins vs. long-term solutions to determine which approach best suits the situation
- Weigh trade-offs by considering time, resources, and impact
Loebl stresses that creative problem-solving requires open-mindedness:
“Sometimes, the solution is not obvious. Sometimes, it’s cross-functional. You need to be willing to collaborate, explore different approaches, and test ideas before you find what really works.”
Deliver: Share Ideas That Actually Get Heard
Many professionals struggle to convince others that their solutions are worth pursuing. Effective problem-solvers know how to communicate their ideas persuasively.
Make Your Solution Matter:
- Frame solutions in terms of business impact (cost savings, efficiency improvements, customer experience)
- Use data to support recommendations, avoiding emotional decision-making
- Tailor the message to the audience (senior leaders, managers, or peers)
Loebl explains that good problem-solving includes the ability to sell ideas effectively:
“It’s not just about solving the problem—it’s about getting buy-in. If you can’t get others to support your solution, it won’t be implemented. Communication is key.”
Turn Problem-Solving into a Personal Brand
Problem-solving is not just about fixing workplace issues; it is a career development tool that helps professionals stand out.
1. Become the “Go-To” Person for Solutions
Employees who consistently demonstrate problem-solving skills become valuable assets to their teams.
- Take initiative on visible projects to showcase problem-solving abilities
- Document successful solutions and share insights with leadership
- Volunteer for cross-functional collaboration opportunities to expand impact
2. Use Problem-Solving as a Stepping Stone for Leadership
Many leadership roles require strong problem-solving abilities. Emerging leaders should practice:
- Decision-making under pressure by handling complex workplace challenges
- Coaching others in problem-solving to demonstrate leadership skills
- Building relationships across departments to expand influence
3. Document Successful Solutions to Showcase Achievements
Professionals should track their problem-solving contributions, using them as proof points for career advancement.
- Keep a record of challenges, actions taken, and results achieved
- Share successes during performance reviews or job interviews
- Use problem-solving achievements to negotiate promotions or salary increases
Conclusion and Call to Action
Proactive problem-solving is one of the most valuable skills an employee can develop.
By identifying problems, analyzing root causes, and proposing actionable solutions, emerging leaders can gain credibility, confidence, and career opportunities.
Key Takeaways:
- Recognize problems beyond surface-level symptoms using structured techniques
- Shift from a problem mindset to a solution mindset, focusing on action
- Communicate solutions effectively, framing them in terms of business impact
- Use problem-solving to build influence, positioning yourself as a leader
Step Up and Be the One Who Solves
You don’t need a title to be seen as a leader. If you’re ready to build your confidence, gain visibility, and solve problems with real influence, our Memberships are where your growth starts.