Organizations often fall into the trap of addressing only visible, surface-level problems. This approach may yield short-term relief but rarely leads to sustainable progress. The real value lies in understanding the underlying issues—those that drive complaints and impede true growth. By only addressing symptoms, opportunities for transformative change are missed.
In this article, we introduce a powerful tool designed to break that cycle and get to the core of what really matters. This tool is a game changer for anyone seeking to move beyond superficial solutions and dig deep into real issues and meaningful outcomes.
Understanding Superficial vs. Real Issues
Many organizations are plagued by superficial problem-solving. A manager hears a complaint—“This new process is taking too long”—and quickly decides on a fix—“We’ll add more resources to help.” While this may temporarily alleviate the concern, it rarely addresses the root cause of the problem. Could the real issue be unclear expectations, poor training, or even resistance to change?
To truly solve the problem, it’s essential to differentiate between superficial complaints and real issues. This tool is designed to help individuals ask the right questions to uncover these deeper issues, ultimately enabling teams to find meaningful, long-lasting solutions.
The “How’s That a Concern?” Technique
The core of the tool revolves around a deceptively simple yet deeply insightful question: “How’s that a concern?” By asking this question repeatedly, individuals can dig deeper into what’s driving a complaint. This method prevents teams from settling for obvious answers and challenges them to explore what lies beneath the surface.
For example, when a team member expresses frustration with “lack of communication,” the instinctive response may be to improve meeting frequency or add another reporting tool. But by continuously asking, “How’s that a concern?” you may discover the real issue—such as conflicting priorities or uncertainty about goals—that truly needs addressing.
Turning Complaints into Real Outcomes
This approach doesn’t stop at identifying the root issue; it goes further to clarify what people want to achieve. After digging through the complaints, we ask a different question: “What would having that do for you?” This helps reveal the real outcomes—the motivating end goals that will create significant impact.
The exercise of finding real outcomes focuses individuals on solutions that are more than temporary fixes; it shifts their perspective to what would bring lasting, meaningful progress. The question’s simplicity makes it accessible, while its depth makes it transformative.
Real-Life Application Through Pair Practice
This tool is inherently practical. We encourage individuals to engage in pair practice, interviewing each other to uncover both real issues and real outcomes for a current, real-life concern. This exercise provides a safe space to experiment with the method and become comfortable applying it back at work.
Participants consistently report how useful it is to experience both sides of the conversation. Taking turns as interviewer and interviewee helps them understand not only how to probe deeper into issues, but also what it feels like to have their own concerns thoughtfully explored. This understanding is crucial in building empathy and applying the approach with teams and colleagues.
Empowering Organizations to Achieve Lasting Change
Organizations that embrace this tool soon discover that real, transformative change comes from tackling problems at their source. By moving beyond superficial complaints, they’re able to solve the true issues holding them back and align their teams around meaningful, shared outcomes.
This tool helps create a culture where people feel heard, where real challenges are openly discussed, and where the focus is on impactful, sustainable solutions. It’s an approach that enables organizations to transition from reactive problem-solving to proactive, strategic growth.
Conclusion: A Simple Yet Transformative Tool
The beauty of this tool lies in its simplicity. By encouraging deeper questioning and turning complaints into actionable outcomes, it creates an environment where meaningful change can occur. While many approaches stay on the surface, this method digs deep, ensuring that teams aren’t just solving problems—they’re solving the right problems.
Anyone who adopts this approach can expect to see improvements not only in problem-solving but also in team cohesion, employee engagement, and organizational performance. It’s a small shift that can make a big difference—and it’s time to start digging deeper.