The Advice Trap

01Understanding the 'Advice Trap' in Leadership

Picture a leader, let's call him John. John is always ready with advice for his team. He's quick to offer solutions, eager to share his wisdom, and always has an answer to every problem. Sounds like a great leader, right? Well, not quite. John, like many leaders, has fallen into what Michael Bungay Stanier calls the 'Advice Trap'. The 'Advice Trap' is a common pitfall in leadership where leaders, often with the best intentions, are quick to offer advice and solutions, rather than encouraging their team members to think for themselves and come up with their own solutions. It's a trap because it's easy to fall into and hard to get out of. It's a trap because it feels good to be the one with the answers, to be the one who can solve problems. But in the long run, it's a trap that can hinder individual and organizational growth. Consider the case of a tech company that Stanier discusses in his book. The CEO was known for his quick thinking and problem-solving skills. He was always ready with advice and solutions. But over time, his team became reliant on him. They stopped thinking for themselves, stopped coming up with their own solutions. They became dependent on the CEO's advice. This dependency can be likened to a teacher who always gives the answers to their students. Sure, the students will get the right answers, but they won't learn how to find the answers themselves. They won't learn how to think critically, how to problem-solve, how to be independent thinkers. And in the long run, this can hinder their professional growth. The 'Advice Trap' can also limit an organization's ability to innovate and adapt. If everyone is relying on one person for answers and solutions, then the organization becomes overly reliant on that individual. It becomes less flexible, less adaptable, less innovative. It becomes a risk. Stanier discusses another case in his book, a manufacturing company that had become overly reliant on its CEO. When the CEO retired, the company struggled. It had lost its main source of decision-making and problem-solving. It had fallen into the 'Advice Trap'. But it doesn't have to be this way. Leaders can foster self-reliance and problem-solving skills in their team members. They can encourage independent thinking. They can guide rather than dictate. They can ask questions rather than give answers. Stanier shares the story of a leader who did just this. She stopped giving advice and started asking questions. She encouraged her team to think for themselves, to come up with their own solutions. And the results were remarkable. The team became more engaged, more innovative, more self-reliant. In conclusion, the 'Advice Trap' is a common pitfall in leadership, but it's one that can be avoided. By fostering a culture of independent thinking and problem-solving, leaders can avoid the 'Advice Trap' and instead, foster a culture of growth and innovation. So next time you're tempted to give advice, stop and ask a question instead. You might be surprised by the results.