Great approach as you can rest assure that the enterprise will now benefit from that robust feedback session you just provided her and it will not happen again unless she no longer cares about her position. I often struggle with this and end up doing it myself which is often worst!
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Yes, the old do-it-yourself strategy. I'm familiar with it.
The problem for me, with that method, is that it doesn't empower the other person to take the initiative, improve, or to feel increased self-worth through completing a task themselves.
They walk in with a problem (a monkey) put the monkey on he managers back then walk out unburdened.
I empower my team to achieve. They bring me solutions not problems (mostly) and I provide support without removing their responsibility. That way, when they succeed I get to reward them genuinely and commensurate to their effort. I never take accolades myself that could be better placed upon my team.
Just my strategy. Good leaders empower their team, allow them to succeed.
I used to just take over and do stuff myself but I learned a better way (for me). Of course it's specific to the situation so what works for me may not work for others in their roles.
I learned a lot of my technique from studying great military leaders. People who empowered men to do courageous and risky things.
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