Sean GlazeWorkplace Culture Speaker | Facilitator, Great Results Team Building · Leadership lessons from the locker room that change how your people work together.

AS A LEADER STOP GIVING ANSWERS AND DO THIS TO GROW YOUR TEAM

1 Oct 2026 · 2 min

Watch on YouTube

1:40

In this short leadership video, Sean Glaze argues that most leadership training over‑emphasizes providing answers, which feels productive but limits team growth. He outlines a five‑step framework that encourages leaders to replace answer‑giving with asking powerful, reflective questions. By asking “What do you think the team needs?” or “What would you do if you could start over?” leaders foster self‑awareness, shift responsibility for development onto team members, and signal confidence in their capability. Glaze cites research showing self‑awareness—not IQ, experience, or technical skill—as the strongest predictor of leadership effectiveness. He explains that awareness arises from being prompted with the right questions at the right moments, and that the fastest‑growing leaders are those who begin noticing overlooked issues through questioning. The video positions Glaze as a coach who helps leaders build teams whose awareness transforms interpersonal dynamics and performance.

Chapters

Most leadership training focuses on answers. Here's the framework. There's 5 steps. This is what you need to do when this happens. And I get it. Answers feel productive. Answers feel like progress. But the leaders who consistently build great teams aren't the ones who have the best answers. They're the ones who have learned to ask better questions. Think about the last time someone on your team came to you with with a problem. What was your instinct? To solve it? To redirect it? To explain what they should have done differently? What if instead you asked, what do you think the team needs? Or, what would you do if you could start it over? Those questions do something that answers never will. They create better awareness. They put responsibility for growth where it belongs, and they signal to the person in front of you that you believe they're capable of figuring it out. Research on leadership effectiveness consistently points to self-awareness as the greatest predictor of success. Not IQ, not experience, not technical skill, not degrees. Awareness. And awareness doesn't come from being told. It comes from noticing when you're asked the right questions at the right moment. The leaders I work with who grow the fastest aren't the ones who learned a new framework. They're the ones who started noticing things they had been walking by And not noticing for years. That noticing starts with a question. I'm Sean Glaze, and I help leaders build teams with the awareness that changes how they treat each other and how they perform.