As we move through different seasons of life and leadership, we often notice issues in how systems work, how departments communicate, or how some employees do just enough to get by. We can join the complaining. Or we can choose conversations that create clarity, collaboration, and solutions.
Practical approaches to turning problems into progress:
- Have preliminary conversations. Ask trusted people, mentors, or your coach, what they believe the problem is. What others inside the company share is rarely the whole story, so stay curious rather than believing the first explanation as the truth. Also, don’t keep having these types of conversations without forward moving progress.
- Ask what they would do to resolve it. When someone says, “It is what it is,” invite them to think outside the box: “Give me three possible solutions.” Then pause. Silence allows people to think. Write the ideas down even if you don’t agree with them. As you build a solution, keep them handy.
- Pull together only those involved to build a solution. Avoid calling in an entire team or department when the issue involves one or two people. Meet with the true influencers, title or not, and gather their insights. If it is a department- or team-wide issue, bring everyone together.
- Send out an agenda so everyone knows the purpose and discussion points. At the start, ask if anything else needs to be added. Also, ensure effective meeting protocols are followed (e.g., turn off electronic devices, listen, etc.).
- Conduct a psychologically safe meeting where every voice is heard and respected. Beware of your own biases or that of other leaders in the room that can shut down sharing and idea-generation.
- Identify a solution. If more information is needed, document who will do what by when. Never skip this step. Write it down and include in minutes of the meeting. Send out minutes within 24 to 48 hours.
- Follow up and follow through. Accountability and responsibility often solve the very issues that created the problem. Remember, you’re listening for resolution, inclusion of others, and current and future impact.
- Send a positive group update and keep your own leader informed.
- Start with a “debrief.” To bring teams together, have each person list a one thing that worked and one thing that did not work. Remember, this is sharing, a psychological safe space. Acknowledge everyone. Then share the issue that brought everyone together. You may find the issue resolved through this exercise.
- Use a job‑fit assessment with a qualified facilitator. This is a great way to bring team members together that are sniping or disparaging others. Then pair people to discuss differences. The relief and insights gained from the objective data can be remarkable.
©Jeannette Seibly 2026 All Rights Reserved
Jeannette Seibly is a Leadership Results Coach, Talent Advisor, and Business Author with 33 years of experience activating greatness in leaders and companies. She delivers practical coaching and solutions that elevate performance today, build legacies that stand the test of time, and support people empowering themselves to lead with clarity and impact.
For success in 2026, leaders must stop ignoring issues and create viable solutions. Having effective conversations is crucial. Contact me for a confidential conversation.