In the world of workplace dynamics and leadership, the concept of “Who's Got the Monkey?” serves as a critical reminder of ownership and accountability in problem-solving. Coined by Dr. William Oncken Jr. and Donald L. Wass in their classic article, it illustrates how tasks (or “monkeys”) can inadvertently shift from one person to another, often leaving leaders burdened with issues that employees should handle themselves. You can read the original article here.

As a leader, I am deeply committed to empowering my team members to take ownership of their challenges by prioritizing solutions and context over simply asking, "How can we solve this situation?” Here’s how I do it:

1. Encouraging Ownership of Problems

The first step in shifting the mindset from problem identification to solution-focused thinking is to encourage ownership. Rather than immediately jumping in with advice or solutions when a problem arises, I stress the importance of team members taking a step back to fully understand the issue at hand. This involves analyzing the context of the problem—what led to it, who is affected, and what has been tried before.

By facilitating discussions around ownership, I empower my employees to feel responsible for the outcomes and decisions regarding their tasks. This development of ownership not only uplifts their confidence but also enhances their problem-solving skills over time.

2. Promoting Solution-Focused Mindsets

When a discussion begins, instead of asking, “What do you want me to do about this?” I encourage my team to propose potential solutions upfront. I often say, "Bring me your thoughts on how we can tackle this challenge first." This approach sets a tone of accountability, motivating employees to come prepared with their insights and strategies.

To further this initiative, I create an environment where brainstorming is welcomed. Team members are encouraged to collaborate on various ideas without fear of judgment. I facilitate workshops and meetings centered around solution-focused thinking, ensuring that discussions revolve around possibilities rather than impediments.

3. Providing Context and Resources

Understanding context is vital to developing effective solutions. I make it a point to provide my team with all the necessary background information relevant to the situation. This includes previous attempts to solve similar problems, stakeholder perspectives, and any constraints they might face.

Additionally, I encourage my employees to conduct their research. This not only helps them come to informed solutions but also builds their analytical skills and resourcefulness. I often remind my team that understanding the bigger picture will lead to better decision-making and fosters a sense of agency in their roles.

4. Reinforcing Continuous Learning

Mistakes should be seen as valuable learning experiences. When an employee proposes a solution that doesn’t pan out as expected, rather than focusing on what went wrong, I initiate discussions around what we learned from that outcome. This helps reinforce that every attempt, successful or not, contributes to their growth as problem-solvers.

With this perspective, employees are less intimidated by the possibility of failure; instead, they become more willing to innovate and take calculated risks. By reinforcing that continuous learning is part of the journey, we create a culture that prioritizes creativity and adaptability.

5. Celebrating Successes and Improvements

To maintain motivation and morale, it’s crucial to celebrate both small and large successes in finding solutions. I often take the time to acknowledge team members’ efforts not just when a problem is solved, but also when they adeptly navigate challenges or produce innovative ideas. Recognition fosters a sense of accomplishment and shows that their contributions are valued.

By celebrating successes and improvements, we reinforce the behavior we want to see: proactive problem-solving and accountability among team members.

Conclusion

Empowering employees to prioritize solutions and context requires a concerted effort in fostering ownership, creating a supportive environment, and providing the necessary tools and context. I firmly believe that when we empower our teams to take charge of their challenges, we not only solve problems more efficiently, but we also cultivate a culture of continuous improvement and growth.

By learning to handle their “monkeys,” my employees not only feel more engaged in their work but also thrive in their roles, knowing they have both the responsibility and authority to drive change. After all, enabling them to prioritize solutions over simply seeking answers is how we build resilient teams ready to tackle future challenges.

For further reading on this topic, don’t forget to check out the original article, "Who's Got the Monkey?" here.