One of the toughest decisions leaders face isn’t about strategies or budgets; it’s knowing when to ask for help and when to take charge and solve a problem on their own. The ability to strike this balance separates good leaders from great ones. It’s a test not of knowledge but of self-awareness and humility.
So, how do strong leaders make that call? And how do they decide who to turn to when they do seek help? Let’s break it down.
The Ego Trap: Why Leaders Struggle to Ask for Help
Many leaders grow up believing they need to be the smartest person in the room, that asking for input shows weakness, or that they should always have the answers.
But here’s the truth: Ego is the enemy of growth.
Leaders who avoid asking for help often do so out of pride, not power. The mindset of “I need to know it all” not only isolates them but also stifles team development.
In contrast, leaders with their ego in check embrace a servant leadership mindset. They focus less on proving themselves and more on empowering others.
Reframing Help as a Tool for Growth
Asking for help doesn’t mean surrendering control; it means creating space for collaboration and developing your team’s leadership potential.
When you ask team members:
- “What would you do?”
- “Do you have any suggestions?”
- “How would you approach this?”
You’re not showing weakness. You’re inviting insight. You’re building trust and giving others a chance to grow.
Sometimes, the solution your team offers may not be perfect or how you would’ve done it, but that’s okay. The process itself is a powerful teacher. It creates learning moments and builds confidence across your team.
Signs It’s Time to Ask for Help
Not sure when to step back and ask for input? Here are a few indicators:
- You’ve hit a wall. If you’re stuck or second-guessing your approach, fresh perspectives can offer clarity.
- You’re outside your expertise. Leaders don’t need to be experts in everything. Lean into your team’s strengths.
- You want buy-in. Involving others in the problem-solving process increases ownership and commitment.
- You’re developing future leaders. Delegating decision-making, even in part, helps others stretch and grow.
Who Should You Ask?
Knowing who to turn to matters just as much as knowing when.
Look for people who:
- Have relevant experience or insight
- Challenge your thinking respectfully
- Have earned your trust
- Are directly impacted by the decision
This could be a peer, a mentor, or a member of your team. The goal isn’t just to find the “right” answer; it’s to make a stronger, more informed decision together.
Leadership Isn’t About Knowing It All; It’s About Knowing When to Listen
The best leaders know their limits. They recognize that asking for help isn’t a flaw; it’s a strength. It’s a sign of emotional intelligence, self-awareness, and trust in the people around them. So next time you’re caught between taking charge or asking for advice, ask yourself: “Is my ego in the driver’s seat? Or am I making space for others to grow?” Because real leadership doesn’t happen in isolation; it happens in collaboration.