I stole this idea and now use it with every...

Summary

Summarized wtih ChatGPT

Alex Lieberman shares a five-level framework for problem-solving that teaches employees to be “high agency.” New hires should operate at Level 4 (identify problem, cause, solutions, and recommend one) from day one and move to Level 5 (fix it and report back) as trust grows. The goal is to make proactive, ownership-driven work the team norm.

Key takeaways / actions:

1. Expect and train employees to recommend a solution, not just report problems.
2. Promote Level 5 by giving autonomy to implement fixes and report results.
3. Use the five levels as a simple rubric in hiring, feedback, and performance reviews.

Highlights from Article

Level 4: “Here’s the problem, here’s what I think caused it, here are some possible solutions, and here’s the one I think we should pick.”Level 5: “I identified a problem, figured out what caused it, researched how to fix it, and I fixed it. Just wanted to keep you in the loop.”Using this framework, here’s what I say to every new employee…You will live at Level 4 from Day 1 and as we build trust you will rise to Level 5.

• Be high agency by identifying root causes, solutions and, as a level five, suggesting the fixes

• Be high agency by identifying root causes, solutions and, as a level five, suggesting the fixes

All material owns to the authors, of course. If I’m highlighting or writing notes on this, I mostly likely recommend reading the original article, of course.

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