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If you're a manager and you've been told to tell your reports to "come to me with solutions, not problems" and that this would empower your workers then I have some bad news.
is this what you want https://twitter.com/FinjaReloaded/status/1262414209113042951?s=20
In addition to hurting your workers, which should keep you up at night, you are also doing the opposite of what High Reliability Organizations research says you should be doing, which should also keep you up at night.
when you say it like this it almost sounds like the opposite of what a good manager does https://twitter.com/Pearfalse/status/1262417720617963525?s=20
Ok managers, if you want a solution here it is: when someone comes to you with a problem, what you say is "are you coming to me with this because you want my help?" and then "what sort of help do you want?"
(if they answer "no", you just say "ok, what do you want me to do with this information?" but, you know, not like a jackass)
In case you're having trouble with this: https://twitter.com/ReinH/status/1262434888977747969?s=20
A manager's job is to continuously strive to better understand their system, and to act on that system to influence desired outcomes. Most of their opportunities to do these things involve talking to people, so you'd think they'd get better training on that.
("Desired by whom" is a whole other question.)
What system does a manager manage? https://twitter.com/ReinH/status/1262438066217574400?s=20
How do we identify that system? https://twitter.com/ReinH/status/1262439326299742209?s=20
Anyway, you might be surprised by what happens when you start assuming that your workers have good reasons for doing the things they do and are, in fact, good at their jobs.
