I've been spending a lot of time thinking recently about the methods and tools one can use to help a group of people from an advisory role. Here's a graphic I ended up creating for a work talk I gave.

There's often a huge draw towards the left side of the diagram. When people see a problem, they often naturally want to fix it. In a work environment, the most direct way to fix stuff is often to go actually solve the problem yourself, escalate the issue (aka write a report), or do a bunch of actions where you're the primary actor that causes the change. You also see this in teacher/student and parent/child relations where the default action is intervene.

Intervention is effective but paradoxically, if you are extremely effective at it, you end up never creating enough space for someone else to pick up your skills. Similarly, you always feel critical and get locked into maintaining your current role with an ever increasing fear that "something will going wrong if I don't do X."

Because of this urge, I'm constantly reminding myself to stay on the right side of this diagram. Sometimes I overcompensate and stay too far to the right...which leads to the dreaded "but you don't actually add any value" bucket. 

In a nutshell, it's hard to know when one really should be directly doing something and when it's better to leave an opportunity for failure (aka opportunity for growth) that others can step into.

Anyways...mostly just wanted to post this diagram.
Photo
Shared publiclyView activity