DREIESKIVA​|Roald Kvam

In the fast-paced world of modern business, effective leaders are constantly seeking ways to help their teams grow, develop new skills, and become more self-sufficient. One of the most powerful—but often overlooked—methods for fostering growth is giving your team the space to struggle. While it may feel counterintuitive, allowing your team to face challenges without immediate intervention encourages problem-solving, resilience, and long-term development.

Let’s explore the importance of creating room for struggle, the psychological and professional benefits, and practical strategies for implementing this leadership approach…

The value of struggle in professional growth

Struggle is an essential part of personal and professional growth. Research in developmental psychology suggests that people learn best when they are faced with tasks that stretch their current capabilities but remain within their «zone of proximal development» (Vygotsky, 1978). This concept implies that growth occurs when individuals are challenged but still have the capacity to succeed with effort.

By allowing team members to work through difficulties, you empower them to develop critical thinking, creativity, and independence. When leaders consistently step in to solve problems, they inadvertently undermine their team’s ability to grow. In contrast, providing space to struggle encourages autonomy and strengthens problem-solving skills. As Carol Dweck’s work on the growth mindset suggests, people who view challenges as opportunities to learn are more likely to persist in the face of obstacles (Dweck, 2006 – Mindset: The New Psychology of Success).

Why leaders tend to over-intervene

Leaders often feel compelled to intervene when their team faces difficulties for several reasons:

1. Desire for efficiency: Leaders often want to resolve problems quickly to maintain productivity. However, short-term efficiency can come at the cost of long-term learning.
2. Fear of failure: Leaders may worry that allowing their team to struggle will lead to mistakes that damage the organization’s reputation or performance.
3. Emotional discomfort: Watching someone struggle can be uncomfortable. Compassionate leaders may feel the urge to «rescue» team members rather than allow them to navigate their challenges.

While these instincts are understandable, over-intervening can stifle creativity and create a culture of dependence. Instead, leaders should focus on supporting their teams while giving them the freedom to grapple with and overcome challenges.

The psychological benefits of allowing struggle

When team members are given space to struggle, they experience several psychological and emotional benefits:

1. Increased confidence and self-efficacy: Successfully overcoming obstacles reinforces the belief that they are capable of handling future challenges. According to Bandura’s theory of self-efficacy, people who succeed in difficult tasks develop a stronger sense of competence (Bandura, 1997 – Self-Efficacy: The Exercise of Control).
2. Greater resilience: Struggling through problems helps individuals build mental toughness and adaptability—both essential for long-term success in dynamic work environments.
3. Enhanced problem-solving skills: When people solve problems on their own, they develop deeper critical-thinking abilities and learn to approach challenges with greater creativity.

Practical strategies to help your team grow through struggle

While allowing your team to struggle is valuable, it requires a careful balance. You want to challenge your team without leaving them overwhelmed. Here are some practical strategies to implement this approach effectively:

1. Create a safe environment for struggle

For team members to thrive through struggle, they need to feel psychologically safe. Psychological safety, a concept pioneered by Harvard professor Amy Edmondson, refers to a shared belief that the team is a safe place for interpersonal risk-taking. Teams with high psychological safety are more likely to share ideas, admit mistakes, and seek help when necessary (Edmondson, 1999 – Psychological Safety and Learning Behavior in Work Teams).

Ways to foster psychological safety include:

• Encouraging open communication and dialogue.
• Normalizing mistakes as learning opportunities.
• Avoiding blame and focusing on solutions.

2. Ask questions instead of providing answers

When your team encounters a problem, resist the urge to provide immediate solutions. Instead, ask open-ended questions that prompt them to think critically. For example:

• «What options have you considered?»
• «What do you think is the root cause of the problem?»
• «If you had no constraints, how would you solve this?»

By encouraging your team to generate their own solutions, you help them develop autonomy and confidence in their decision-making.

3. Set clear expectations and boundaries

Providing space to struggle does not mean abandoning your team. It is crucial to set clear expectations regarding their responsibilities while outlining when and how you will offer support.

For instance:

• Define the scope of their authority—what decisions can they make independently?
• Clarify when they should escalate problems.
• Set check-in points to monitor progress without micromanaging.

4. Celebrate effort and progress

Recognize and celebrate both small wins and the effort your team invests in solving difficult problems. Praising persistence fosters a growth mindset and encourages future risk-taking.

According to Teresa Amabile’s research on the «progress principle,» even minor accomplishments can have a significant positive impact on motivation and engagement (Amabile & Kramer, 2011 – The Progress Principle).

5. Model vulnerability and growth

Leaders who openly share their struggles and learning processes create an environment where it is acceptable—and even encouraged—to struggle.

Be transparent about your own experiences:

• Share stories of how you overcame professional challenges.
• Admit when you do not have all the answers.
• Demonstrate a willingness to learn and grow alongside your team.

The long-term impact of allowing struggle

When leaders give their teams space to struggle, the long-term impact is profound:

1. Stronger team culture: Teams become more cohesive and supportive, fostering collaboration and trust.
2. Greater innovation: Allowing struggle encourages creative problem-solving and experimentation.
3. Leadership development: Team members develop the skills and confidence needed to take on future leadership roles.

Furthermore, a team that is allowed to struggle and grow independently is more resilient to change and better equipped to navigate future challenges.

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Helping your team grow requires the courage to let them struggle. While it can be tempting to step in and solve every problem, true development happens when individuals are given the space to confront and overcome obstacles. By fostering psychological safety, asking the right questions, and modeling vulnerability, leaders can empower their teams to build resilience, confidence, and lasting problem-solving skills. In the end, the most effective leaders are not those who provide all the answers—but those who create an environment where their teams can find solutions for themselves.

By embracing this approach, you not only help your team grow but also cultivate a culture of learning and innovation that will benefit your organization for years to come.