SEAN GLAZE<\/span><\/a>[\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”4.17.3″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|” global_colors_info=”{}”]<\/p>\nSean Glaze is an author and leadership expert who has worked with clients like the CDC, John Deere, and Emory University to increase collaboration, boost performance, and build exceptional workplace cultures. Sean\u2019s engaging conference keynotes and interactive team building events help you develop more effective leaders.\u00a0 As a successful coach and educator for over 20 years, Sean gained valuable insights into developing winning team cultures – and founded Great Results Team Building to share those lessons.<\/p>\n
[\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.25.1″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” custom_margin=”0px||0px|” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
You may think giving advice makes you a good leader\u2014<\/strong><\/p>\nBut it often does the opposite.<\/strong><\/p>\nLeaders naturally want to help. When a team member brings a problem to you, it’s tempting to offer advice, thinking you’re solving the issue and moving things forward.<\/p>\n
Here’s the problem: advice is usually not helpful. It\u2019s often driven by ego, fits your past experience (not their current situation), and sends the unintended message that they\u2019re not capable of figuring things out themselves.<\/p>\n
If you’re constantly giving advice, you’re not developing a team that can think, adapt, and solve problems independently. Instead of helping them grow, you’re creating a culture where they become dependent on you for solutions. And that limits their growth\u2014and drains your time.<\/p>\n
The solution?\u00a0<\/h4>\n
Stop giving advice and start asking questions.<\/strong><\/p>\nWhen you shift from telling to asking, you empower your people to think critically, build confidence, and take ownership of their work.<\/p>\n
The 3 Big Problems with Giving Advice<\/h4>\n
You might feel like offering advice is part of being a helpful leader. But in reality, advice-giving often leads to three major problems:<\/p>\n
\n- You Solve the Wrong Problem Because You Don\u2019t Fully Understand It<\/strong><\/li>\n<\/ol>\n
When someone comes to you with a problem, the first thing they share is usually a\u00a0symptom, not the real issue.<\/strong>\u00a0If you jump in with a solution before fully understanding the situation, you end up addressing the wrong problem.<\/p>\nImagine a team member tells you they\u2019re overwhelmed with their workload. Your instinct might be to suggest they delegate or prioritize better. But if you ask a few deeper questions, you might discover that the real issue is a lack of clarity about expectations or miscommunication between departments.<\/p>\n
Advice jumps to solutions too quickly.<\/strong>\u00a0Asking questions slows the conversation down and uncovers what\u2019s actually causing the frustration. Only then can you tackle the real problem.<\/p>\n\n- Your Advice Fits Your Past, Not Their Present<\/strong><\/li>\n<\/ol>\n
When you give advice, you\u2019re offering a solution based on\u00a0your own experiences, perspectives, and assumptions.<\/strong>\u00a0But your situation was likely different from theirs\u2014different people, different pressures, and different dynamics.<\/p>\nWhat worked for you five years ago might not apply to the complex challenges they\u2019re facing today. Worse, offering your solution can make them feel like their unique context is being ignored.<\/p>\n
Instead of assuming you know the best solution, ask:<\/strong><\/p>\n\n- \u201cWhat have you considered doing so far?\u201d<\/em><\/li>\n
- \u201cWhat\u2019s one thing you could try to move this forward?\u201d<\/em><\/li>\n<\/ul>\n
By asking these questions, you prompt them to explore solutions that fit their situation\u2014not just apply yours.<\/p>\n
\n- You Send the Message That They Can\u2019t Figure It Out Themselves<\/strong><\/li>\n<\/ol>\n
One of the most damaging side effects of constant advice-giving is the unspoken message that\u00a0\u201cI don\u2019t trust you to solve this.\u201d<\/strong><\/p>\nEven if your intentions are good, offering advice too quickly robs your team of the chance to develop their critical thinking skills. Over time, they\u2019ll stop bringing ideas to the table and start waiting for you to tell them what to do.<\/p>\n
Leaders who always have answers unintentionally create dependency.<\/strong>\u00a0If you want a team that\u2019s innovative, resilient, and self-sufficient, you have to let them wrestle with problems and grow through the process.<\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f7f7f4″ min_height=”53px” custom_padding=”0||0||false|false” global_colors_info=”{}”][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px||0px|” global_colors_info=”{}”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px” global_colors_info=”{}”][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/04\/2-1.jpg” alt=”A woman sits at a desk in a modern office, looking at a computer monitor with her hand resting on her chin. The bright, organized workspace suggests she’s focused on collaborating with her team amidst minimal office equipment.” title_text=”A woman sits at a desk in a modern office, looking at a computer monitor with her hand resting on her chin. The bright, organized workspace suggests she’s focused on collaborating with her team amidst minimal office equipment.” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.25.1″ animation=”off” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”#efefe9″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/04\/3-1-scaled-1.jpg” alt=”Five team members sit around a conference table in discussion. A woman in the center speaks while others listen attentively, with notebooks and laptops in front of them. Natural light comes through windows in the background.” title_text=”Five team members sit around a conference table in discussion. A woman in the center speaks while others listen attentively, with notebooks and laptops in front of them. Natural light comes through windows in the background.” show_bottom_space=”off” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.25.1″ animation=”off” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.25.1″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20%|10%||10%” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n
You might feel like offering advice is part of being a helpful leader. But in reality, advice-giving often leads to three major problems.<\/p>\n
[\/et_pb_text][et_pb_text _builder_version=”4.16″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px||3.1%|||” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” global_colors_info=”{}”]SEAN GLAZE[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”0||0px||false|false” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.25.1″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”5px||0px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”0px|||||” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
Why Asking Questions Builds Stronger, Smarter Teams<\/strong><\/p>\nShifting from giving advice to asking questions isn\u2019t about avoiding responsibility\u2014it\u2019s about developing people who can think independently and make better decisions.<\/p>\n
Here\u2019s what happens when you stay curious a little longer and ask the right questions:<\/p>\n
\n- You Help Them Uncover the Real Issue<\/strong><\/li>\n<\/ol>\n
When you ask questions like, \u201cwhat do you think is creating this situation?\u201d <\/em>you encourage deeper reflection and problem-solving. This helps them identify the root cause instead of treating surface-level symptoms.<\/p>\n\n- You Empower Ownership and Confidence<\/strong><\/li>\n<\/ol>\n
People are more committed to solutions they come up with themselves. When you ask,\u00a0\u201cWhat would you guess is the next best step?\u201d<\/em>\u00a0they start taking ownership of both the problem and the solution. This builds confidence and a sense of responsibility.<\/p>\n\n- You Ignite Critical Thinking and Growth<\/strong><\/li>\n<\/ol>\n
Struggles aren\u2019t obstacles to avoid\u2014they\u2019re opportunities to strengthen problem-solving skills. By resisting the urge to offer answers and instead asking questions, you create an environment where people learn, adapt, and grow.<\/p>\n
The Hidden Cost of Always Having the Answer<\/h4>\n
Providing solutions feels like leadership armor\u2014it protects you from uncertainty and maintains the perception that you\u2019re in control. But that armor also creates distance. It shields you from truly connecting with your team, understanding their struggles, and building real trust.<\/p>\n
When you provide answers, you\u2019re choosing control over connection. You\u2019re signaling that your solution is more important than their growth.<\/p>\n
Asking questions, on the other hand, demonstrates trust.\u00a0It tells your people that you believe in your ability to think it through, and that they are capable of figuring it out.<\/p>\n
How to Move from Telling to Asking: Practical Shifts You Can Make Today<\/h4>\n
If you\u2019re ready to move from giving advice to asking questions, here are a few simple shifts to get started being a more Effective Leader:<\/p>\n
\n- Replace \u201cYou should\u2026\u201d with \u201cWhat have you considered?\u201d<\/strong><\/li>\n<\/ol>\n
This small change flips the dynamic from providing answers to encouraging reflection. It invites them to explore options before you jump in with suggestions.<\/p>\n
\n- Swap \u201cHere\u2019s what I would do\u201d with \u201cWhat\u2019s one thing you could do next?\u201d<\/strong><\/li>\n<\/ol>\n
This question keeps the ownership where it belongs\u2014on them. It encourages them to take the next step with confidence.<\/p>\n
\n- Trade \u201cI think\u2026\u201d for \u201cWhat do you think is happening?\u201d<\/strong><\/li>\n<\/ol>\n
Instead of imposing your perspective, draw out their insights. You\u2019ll be surprised by how much they already know when given the space to articulate it.<\/p>\n
![\"A](\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/04\/Picture1-300x167.jpg\")
<\/p>\n
Building a Culture of Ownership and Growth<\/h4>\n
The shift from telling to asking isn\u2019t just a conversation technique\u2014it\u2019s a cultural shift that transforms how your team operates. When you consistently ask better questions:<\/p>\n
\n- Your team learns to think critically and take initiative.<\/li>\n
- They feel more engaged and confident in their abilities.<\/li>\n
- You build a culture where ownership, creativity, and growth thrive.<\/li>\n<\/ul>\n
And when your people feel supported and equipped to succeed, your team becomes stronger, more connected, and far more capable of tackling challenges independently.<\/p>\n
If you found this helpful, you\u2019ll love the insights inside\u00a0What Effective Leaders DO<\/em>.<\/p>\nThrough a relatable story filled with memorable conversations and eye-opening moments, you\u2019ll walk beside Jenn as she uncovers the real reasons her team is struggling\u2014and learns how to lead with greater clarity, confidence, and culture-shaping influence.<\/p>\n
If you want to improve your impact as a leader, \u00a0Grab your copy of\u00a0What Effective Leaders DO<\/em><\/strong><\/a> and start uncovering the assumptions that may be holding\u00a0you<\/em>\u00a0back.<\/p>\nAnd if you\u2019re looking for a powerful way to help your leadership team level up together, I\u2019d be honored to help. As an interactive speaker and facilitator, I deliver leadership and culture development experiences that help people turn insight into action.<\/p>\n
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If you’re constantly giving advice, you’re not developing a team that can think, adapt, and solve problems independently. <\/p>\n","protected":false},"author":3345,"featured_media":50000,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[17],"tags":[8],"class_list":["post-49985","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-education","tag-leadership"],"acf":[],"yoast_head":"\n
Why Giving Advice Hurts Your Team and What Effective Leaders Do Instead - Careers in Government<\/title>\n<meta name=\"description\" content=\"If you're constantly giving advice, you're not developing a team that can think, adapt, and solve problems independently.\" \/>\n<meta name=\"robots\" content=\"noindex, nofollow\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why Giving Advice Hurts Your Team and What Effective Leaders Do Instead - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"If you're constantly giving advice, you're not developing a team that can think, adapt, and solve problems independently.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/why-giving-advice-hurts-your-team-and-what-effective-leaders-do-instead\/\" \/>\n<meta property=\"og:site_name\" content=\"Careers in Government\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/CareersInGovernment\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/GreatResultsTeambuilding?sk=wall\" \/>\n<meta property=\"article:published_time\" content=\"2025-04-18T17:39:20+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-08-08T01:45:29+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/04\/sean-scaled-1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1708\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Sean Glaze\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@leadyourteam\" \/>\n<meta name=\"twitter:site\" content=\"@careersingov\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Sean Glaze\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"8 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/education\\\/why-giving-advice-hurts-your-team-and-what-effective-leaders-do-instead\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/education\\\/why-giving-advice-hurts-your-team-and-what-effective-leaders-do-instead\\\/\"},\"author\":{\"name\":\"Sean Glaze\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#\\\/schema\\\/person\\\/d7e7ac882ec6b841db57bf2b1864d992\"},\"headline\":\"Why Giving Advice Hurts Your Team and What Effective Leaders Do Instead\",\"datePublished\":\"2025-04-18T17:39:20+00:00\",\"dateModified\":\"2025-08-08T01:45:29+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/education\\\/why-giving-advice-hurts-your-team-and-what-effective-leaders-do-instead\\\/\"},\"wordCount\":2880,\"publisher\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/education\\\/why-giving-advice-hurts-your-team-and-what-effective-leaders-do-instead\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/sean-scaled-1.jpg\",\"keywords\":[\"leadership\"],\"articleSection\":[\"education\\\/training\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/education\\\/why-giving-advice-hurts-your-team-and-what-effective-leaders-do-instead\\\/\",\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/education\\\/why-giving-advice-hurts-your-team-and-what-effective-leaders-do-instead\\\/\",\"name\":\"Why Giving Advice Hurts Your Team and What Effective Leaders Do Instead - 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