Comments on: Wouldn’t You Agree? #17 The Executive or Management Potential Question

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By: Logan

Logan — Sat, 22 Sep 2012 12:16:19 +0000

Every time I tell my leadership of a problem, I ensure I have at least 2 to 3 solutions. These solutions will also include positives and negatives of each choice. Following the initial report will be a critique of the problem to provide long term solutions. If I can’t provide good answers, I’ll bring system experts from my team to explain specifics. These are expectations I have set for anyone reporting problems to me also.

By: Mike Bosworth

Mike Bosworth — Wed, 19 Sep 2012 22:26:36 +0000

In the words of my business idol, jim campbell, top management needs ‘constructive malcontents,’ people who bring ideas for potential solutions to the problems they report. a constructive malcontent will have a well thought out answer to, ‘okay, now what?’ before they bring up the problem.

By: Michele

Michele — Wed, 19 Sep 2012 05:53:40 +0000

I agree, my staff knows that to approach me with a problem without identifying potential solutions or alternatives will be met with “what are you going to do about it?” or “how would you fix it?” . Even if they aren’t able to carry out the solution, they have at least started the ball rolling to engage the team that can. Otherwise, they are just complainers and our company has enough of those.

By: Jonathan

Jonathan — Mon, 17 Sep 2012 20:47:13 +0000

No, after reflection, I would not agree.
I think I would ask a two-part question:
“What impact do you think the problem will create for the company; and what solution do you see/think/feel for solving this problem.” I would also investigate the problem for myself.

By: Mark

Mark — Mon, 17 Sep 2012 03:59:30 +0000

Scott,
I like and appreciate your add and hope others read your comment for the value you have added. Thank you.

By: Scott Korey

Scott Korey — Sun, 16 Sep 2012 20:18:35 +0000

I would prefer if they went a step further. “Okay, now what?” points toward the obvious in that they have identified a problem and believe it should not be left alone to fester. In some companies, the culture is such that it takes courage to even express a problem. Ideally though, I would look for the individual that identifies the problem to have thought it through and to present at least one if not several possible solutions. Solving problems, not merely identifying them, is the sign the individual has the characteristics desired in an executive.