Coaching Problem Solving: Building Thinkers, Not Just Fixers

by Jamie Flinchbaugh on 10-23-25

Section 4 from the People Solve Problems Book

Coaching Problem Solving: Building Thinkers, Not Just Fixers

Real impact doesn’t come from giving answers—it comes from building better problem solvers.
Great leaders don’t just solve problems—they develop others to do the same. Coaching Problem Solving explores how to guide teams toward solutions through self-discovery, questioning, and structured coaching models. This series analyzes when, where, and how to coach problem-solving effectively, turning challenges into learning opportunities.

Watch the YouTube series here

Why Coaching for Problem Solving

Discover why coaching is essential for developing problem-solving mastery. Learn how training alone isn’t enough, and why coaching benefits both coach and learner through dynamic, personal growth and repeated practice.

Who, When and Where of Coaching

Learn how to choose the right coach/coachee match, decide between event-based or cadence-based coaching, and understand why coaching at the point of activity matters. Discover the importance of being strategic about who you coach.

Coaching Through Self Discovery

Good coaching uses a simple cycle: Plan something, Do it, Study what happened, Act on what you learned. This helps people discover answers instead of being told what to do.The key is creating real experiences and time to reflect. That’s how learning sticks—and both coach and coachee can learn together.

Coaching Through Questions

Explore the power of guiding versus reflection questions in problem-solving coaching. Learn why asking the right questions at the right time helps people think deeper, discover solutions, and own their learning journey – starting before the problem is even selected.

Building Coaches

Discover why every person should be no more than one degree away from an effective problem-solving coach. Learn the trade-offs between full-time and part-time coaches, why managers as coaches can be powerful, and how to create systems for developing coaching capability.

The GROW Model Standard Work for Coaching Conversations

Learn the GROW model – a simple way to guide coaching conversations. GROW stands for Goals, Reality, Options, and Will. This framework shows you how to lead someone from “What do I want?” to “I’m going to do it” – all while staying flexible enough to adjust as you go.

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