Stop Solving Problems for Your Development Team!
Leadership • Soft Skills • Software Development Career Advice
Learn how to lead software teams effectively by asking resourceful questions, empowering autonomy, and fostering ownership and growth.
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How to Lead Software Teams Like a Coach: Unlocking Resourcefulness and Ownership
Why Solving Problems for Others Holds Them Back
One of the biggest lessons I’ve learned over my 20+ years in software development is that solving problems for others creates a dependency loop. Early in my career, I thought giving direct answers to every question would free up my time and make the team more productive. Instead, it had the opposite effect: team members would come back for the same types of answers repeatedly, leaving me overburdened and them disempowered.
When we swoop in to solve problems, we rob others of the chance to grow their problem-solving muscles. Yes, there are situations where your intervention is essential, like performing administrative tasks only you can handle. But far more often, stepping back and letting others wrestle with the problem leads to long-term benefits for everyone.
The Short-Term vs. Long-Term Leadership Tradeoff
Solving someone’s issue might seem like the quickest path forward, but it’s a short-term fix that creates long-term costs. When you lead by asking powerful, resourceful questions instead of giving answers, you empower team members to think for themselves. They become more capable, confident, and autonomous, while you free up mental space to focus on higher-level tasks.
This approach requires patience and foresight. It takes longer in the moment, but it pays off when your team no longer needs you to resolve every roadblock.
The Role of Resourceful Questions
One of the most effective tools in a leader’s arsenal is the ability to ask resourceful questions. These are open-ended prompts that encourage the person you’re mentoring to draw on their own capabilities to solve problems. Instead of leading them toward your solution, you’re helping them expand their perspective.
For example, if a developer struggles with a codebase, I might ask, “Are there any patterns you haven’t considered?” or “Where else might you find examples of similar problems being solved?” These questions nudge them toward self-reliance while preserving their dignity and fostering trust.
Shifting from Expert to Coach
When mentoring others, it’s easy to fall into the trap of seeing yourself as “the expert” who must provide all the answers. But this mindset undervalues the potential of the people you’re leading. Everyone starts somewhere, and your job as a leader is to recognize their potential and help them grow into it.
The most transformative leaders I’ve worked with saw me not as less than them but as someone capable of growth. They didn’t just hand me solutions; they believed I could find my own. That shift in mindset—from expert to coach—is foundational to fostering growth and ownership in others.
How Asking Questions Builds Ownership
When you resist the temptation to give answers and instead ask resourceful questions, you create an opportunity for team members to take ownership of their work. Ownership doesn’t mean micromanaging or forcing someone to solve everything alone. It means giving them the confidence and tools to tackle problems independently, knowing they have your support.
For instance, in code reviews, instead of saying, “Change this to match the standard,” you could ask, “Have you checked this against the coding standards we agreed on?” This approach not only ensures consistency but also teaches them to self-correct in the future.
Coaching in Real-World Scenarios
Here are some common scenarios where you can apply a coaching mindset:
- Code Reviews
Use questions to explore why a developer made certain decisions. Instead of dictating changes, ask, “What alternatives did you consider for this implementation?” or “How does this approach align with the team’s guidelines?” - Design Reviews
When giving feedback on UX or graphic design, ask questions like, “What problem are you solving with this layout?” or “How do you think users will interact with this element?” - Project Planning
During backlog refinement or sprint planning, ask, “What risks might we face with this approach?” or “How could we break this task into smaller, more manageable pieces?” - Debugging Sessions
If you’re pairing with someone who’s stuck, resist the urge to take over. Instead, ask, “What have you already tried?” or “Where could we find more information about this issue?”
The Long-Term Benefits of Coaching Leadership
Adopting a coaching mindset has transformative effects on teams and organizations. Over time, you’ll notice:
- Increased Autonomy: Team members become more self-reliant and confident in their decision-making.
- Improved Collaboration: A coaching approach fosters psychological safety, where people feel comfortable sharing ideas and taking risks.
- Greater Creativity: When individuals are empowered, they bring more innovative solutions to the table.
- Less Burnout: Empowered team members experience less frustration and are more likely to stay engaged and motivated.
Getting Started with Coaching
If you’re new to this approach, don’t try to overhaul your leadership style overnight. Start small. Identify one question you can respond to with a resourceful question instead of an answer. Over time, this habit will become second nature.
For inspiration, explore resources like lists of powerful coaching questions online. Remember, you don’t need formal coaching training to start. Leadership is a skill you can refine through practice.
A Final Thought
Leading as a coach is about more than helping others grow—it’s about creating a sustainable, enjoyable work environment for yourself and your team. By empowering others, you reduce your own stress and gain more time to focus on strategic, high-impact work.
So the next time someone comes to you with a problem, pause. Instead of answering immediately, ask yourself, “What’s a question I could ask to help this person discover the answer on their own?” You might be surprised by the results.
About the THRIVING TECHNOLOGIST show
On YouTube and all major podcast networks, Jayme shares teamwork and leadership strategies, guidelines for healthy company culture, and stories about real projects so you can have a sustainable career in the software industry.
Jayme Edwards
A family man and veteran of nearly 40 software projects, Jayme experienced many wins and losses over his career as an architect and consultant.
Now he's coaching software developers, managers, and business owners to overcome challenges in the IT industry - so they keep growing.