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"People come to you mindlessly and ask questions, you answer them thinking you are helping, they leave your office without taking ownership of the results - you told me to do this - they learn nothing and they feel you want them to come to you with all questions, because you don't trust them to do the right thing. It is a vicious cycle. Simply, don't answer any more questions."

If your team is constantly bringing issues to you rather than addressing them on their own, you aren't doing your job as a manager. So only let problems get escalated to you thoughtfully and occasionally. To make sure you're not stepping in when you shouldn't, ask yourself several questions.

How effective is your approach to coaching? We invite you take a coaching evaluation to see where you stand in comparison to outstanding business coaches. It will measure the how strongly you prefer to behave collaboratively or dictatorially, how prone you are to giving advice or enabling other people to discover answers for themselves, and how apt you are to exert your expertise or treat everyone as equals. While certainly the best coaches adjust their style to the particular person and situation at hand, we have found that there are ideal ranges on the scores for all six of these dimensions.

This was a thought provoking survey,that helped confirm an area of my own leadership that I wish to evolve - wanting to solve everyone's problems for them rather than engaging them in helping to find solutions.