Category: Questions

Seek Knowledge First, not Reward

Leaders and employees are often laser-focused on problem-solving in today’s fast-paced business world. We analyze workflows, revise strategies, and refine processes, hoping to create efficient, practical outcomes. But what happens when, after exhausting all other possibilities, you discover that you’re the problem?

Podcast Discussion

While it’s easy to place blame externally, embracing the possibility that your behaviors, beliefs, or biases might be at the core of an issue is a challenging but transformative approach. Recognizing yourself as a potential source of friction is a decisive step toward growth, trust-building, and meaningful change within your team or organization.

So, you’re the problem. What now? Here are ways to transform that awareness into genuine growth and impact.

Acknowledge the Paradox of Self-Improvement

Self-improvement often appears as a straightforward journey—identify flaws, work on them, and achieve results. Ironically, focusing on “fixing” yourself can unintentionally reinforce the behaviors or blind spots you’re trying to change. This paradox is rooted in the belief that something is fundamentally wrong with you, creating a narrow and sometimes counterproductive view of self-development.

Instead, adopt a mindset of self-discovery rather than self-improvement. This shift can reduce the pressure to overhaul everything at once and open opportunities for real insight into how you show up at work, lead, and communicate. Transformation begins with a willingness to see yourself clearly, without the urgent pressure to change.

Recognize Unintended Consequences

It’s natural to avoid uncomfortable truths, and in the workplace, this can manifest as dodging difficult feedback, disregarding conflicting opinions, or letting unresolved issues linger. Avoidance may provide temporary relief, but it often leads to a cycle that reinforces the very behaviors you’re trying to escape. For example, if you avoid direct feedback, your team may withhold honest perspectives, leading to unspoken tensions and a lack of innovation.

Instead of sidestepping uncomfortable feedback, actively seek it out. Approach it with curiosity, asking questions like, What am I not seeing? How can this feedback help me grow? This approach transforms feedback from a threat into an opportunity, breaking the cycle of avoidance and allowing you to address challenges proactively.

Break Free of Self-Justification

When facing feedback or criticism, our first instinct is often to justify our actions, explain our perspective, or defend our choices. This instinct creates a self-reinforcing loop—the self-justification cycle—where each explanation solidifies our original behavior, making it harder to change. Over time, we become so accustomed to defending our actions that we block alternative perspectives and limit growth.

To step out of this cycle, practice inverse logic. Instead of immediately defending your perspective, consider the opposite: What if my approach is part of the problem? What if my perspective is limiting my team? By stepping outside of self-justification, you gain insights that wouldn’t be possible within the echo chamber of your viewpoint.

Beware of the Cobra Effect

The Cobra Effect, a term describing unintended consequences that arise when solutions backfire, is a trap many leaders fall into. Attempting to solve a problem with a quick fix can exacerbate the issue rather than resolve it. For example, introducing strict controls to address performance issues might seem like a solution, but it can backfire by eroding trust and autonomy, ultimately reducing morale and productivity.

To avoid the Cobra Effect, take the time to fully understand a problem before implementing a solution. Consider broader questions like, What are the unintended consequences of this action? How will it impact team dynamics? By considering the ripple effects, you’re more likely to implement effective and sustainable solutions.

Curiosity as a Counterbalance to Control

When faced with challenges, the impulse to control outcomes is strong. This tendency to micromanage often stems from a fear of uncertainty. But the more we try to control every aspect of a situation, the more we risk alienating our teams, stifling innovation, and becoming the problem ourselves.

The antidote? Curiosity. Shifting from control to curiosity can foster an environment where ideas, innovation, and trust can flourish. Instead of dictating every step, ask open-ended questions: What am I not considering? How can I empower my team to take ownership? Curiosity invites collaboration and creative problem-solving, shifting your role from enforcer to facilitator.

See Yourself as the Opportunity

Recognizing yourself as part of a problem is challenging but also a powerful opportunity. In business, change is constant, and adaptability is essential. When you hold yourself accountable for the impact of your actions, you become a catalyst for growth, setting an example of accountability and resilience.

Ask yourself, How can I turn this awareness into a strength? By viewing your role in challenges as an opportunity for growth, you lead by example, showing that accountability is a strength, not a weakness.

Awareness for Real Transformation

Real transformation doesn’t come from quick fixes or drastic changes; it begins with cultivating awareness of how you show up, impact others, and shape your team’s culture. Awareness—observing your reactions, assumptions, and attitudes without interference—is the foundation of meaningful change.

When you bring awareness to your actions, transformation unfolds naturally. Awareness helps you identify areas where you may be creating friction, and once you see these patterns clearly, they often begin to shift on their own. This process isn’t about adding more controls but fostering growth through understanding and insight.

Replace Self-Improvement with Self-Discovery

The desire to “fix” ourselves is deeply ingrained in business culture, but often, this focus traps us in a cycle of dissatisfaction. Instead, embrace self-discovery as a more sustainable approach to growth. Self-discovery allows you to explore your behaviors, motivations, and tendencies without the urgency of change, fostering genuine insight rather than superficial fixes.

Ask yourself reflective questions like, What drives my behavior in this situation? How do my beliefs shape my interactions? By seeing yourself without the pressure to fix, you gain clarity that leads to authentic growth and development.

Creating a Culture of Accountability and Growth

Acknowledging that you’re part of a problem is a pivotal moment of self-awareness. It’s an invitation to take accountability and approach your work with a mindset of openness and exploration. When you approach this awareness with curiosity and a desire to understand, you create a foundation for meaningful change.

Creating a culture where accountability is valued starts with you. By modeling self-discovery, embracing feedback, and resisting the urge for quick fixes, you create an environment where others feel empowered to do the same. The transformation starts with your willingness to see yourself clearly, hold yourself accountable, and approach challenges as opportunities rather than obstacles.

So, you’re the problem. What now? Now, you turn that awareness into growth, not by fixing yourself but by understanding yourself. One powerful way to explore and gain insights into your unique tendencies, motivations, and challenges is through the Enneagram. This tool for self-discovery offers a nuanced map of personality patterns, allowing you to see your strengths and the limitations that may arise in your leadership style. Using the Enneagram as a guide, you can deepen your self-awareness and cultivate a continuous learning and growth mindset, creating an authentic, resilient path for yourself and your organization.