In today’s fast-paced business environment, managers often find themselves addressing the same types of problems repeatedly. While it’s tempting to focus on fixing each individual issue as it arises, this approach treats symptoms rather than causes. A more effective strategy is to identify and develop the fundamental skills your team members need to solve whole categories of problems independently.
Beyond Quick Fixes: The Root Skill Approach
When a team member struggles with a task or project, our instinct is to provide an immediate solution. However, this creates dependency and fails to address the underlying capability gap. By identifying the root skill deficiency, you enable your team to handle not just the current issue, but similar challenges in the future.
Consider this equation: Skill = Knowledge + Action. For someone to be skilled, they need both the understanding of what to do and the ability to execute it effectively. Either component missing results in an incomplete skill.
How to Identify Root Skills
Start by analysing recurring problems. Here’s a practical framework for drilling down to root skills:
1. Describe the presenting problem: What specifically is going wrong?
2. Look for patterns: Is this similar to other issues this person faces?
3. Ask “why” three times: For each answer about why something isn’t working, probe deeper.
4. Separate knowledge from action: Does the person know what to do but struggle with execution, or are they missing fundamental understanding?
Real-World Examples
Example 1: Missed Deadlines
– Presenting problem: Team member consistently delivers projects late
– Surface solution: Extend deadlines or add resources
– Root skill analysis: After discussion, you discover they struggle with time estimation and project planning
– Development opportunity: The root skill needed is project scoping and time management
Example 2: Poor Client Communications
– Presenting problem: Customer complaints about unclear updates
– Surface solution: Create templates or have someone else handle communications
– Root skill analysis: Team member lacks confidence in explaining technical concepts in simple terms
– Development opportunity: The root skill needed is translating complex information into client-friendly language
The Manager’s Role in Skill Development
Once you’ve identified the root skill, your role shifts from problem-solver to coach:
1. Make the skill explicit: Clearly define what mastery of this skill looks like
2. Break it down: Divide complex skills into manageable components
3. Provide learning resources: Connect team members with training, mentors, or practice opportunities
4. Create safe spaces to practice: Allow low-risk opportunities to apply the new skill
5. Offer specific feedback: Focus feedback on skill development rather than task completion
The Long-Term Investment
While solving the immediate problem might seem faster, investing in root skill development creates exponential returns. A team member who develops strong time management skills won’t just deliver one project on time – they’ll deliver all future projects more efficiently.
This approach transforms your role from perpetual problem-solver to capability builder. Over time, you’ll find team members bringing you fewer problems and more solutions, creating a more autonomous, confident, and skilled team.
By focusing on developing root skills rather than addressing symptoms, you build a team that’s not just solving today’s problems, but is equipped to handle tomorrow’s challenges with increasing independence and expertise.
