Stop Putting Out Fires: Start Solving the Problem from the Root Cause

“The wise leader doesn’t just trim the weeds; they pull them out by the roots. This is the only path to a permanent solution.”

Atip Muangsuwan
CEO Coach and Coach Supervisor

As a leader, when a key relationship sours, the pressure is immediate. You feel the urgency to fix it, now. A complaint has escalated, trust is broken, and the ripple effects are reaching senior leadership. Your instinct might be to deploy a quick solution: a discount, a new point of contact, or a defensive email.

But what if I told you that the problem you see is rarely the real problem?

Recently, I coached an executive—let’s call him “John” to maintain confidentiality—who was facing this exact scenario. A crucial partner had made strong complaints not once, but twice at a corporate event, and the issue had escalated to the CEO. The partner was new to John’s segment area, and the relationship was off to a rocky, uncomfortable start.

John’s goal was clear: re-establish smooth communication and build a trust-based connection, fast. His initial motivation was to solve the “partner-relationship issue.” But as his coach, our first step wasn’t to find a solution. It was to find the root cause.

The Executive’s Trap: Solving the Symptom, Not the Illness

Many leaders fall into the trap of addressing the surface-level symptom. The partner is unhappy? Let’s give them what they’re complaining about. This is a reactive approach that often leads to temporary fixes, while the underlying infection continues to grow.

In John’s case, the complaints at the party were merely symptoms. The real disease was hidden. Without a diagnosis, any prescription would be a guess.

Our coaching session revealed that the only path forward was to pause, resist the urge to act immediately, and commit to a discovery process.

The Leadership Prescription: A Method for Uncovering Root Causes

We developed a simple yet powerful two-phase action plan. This is the same methodology I use with my clients to transform fractured relationships into strategic partnerships.

Phase 1: The Strategic Reconnaissance

Before any meeting, preparation is key. We decided John would:

• Conduct Low-Key Research: Understand the partner as a person. What are their motivations, professional history (via LinkedIn), and even their hobbies? Who in the company knows them well? This isn’t corporate espionage; it’s about building empathy and finding points of connection.

Phase 2: The Diagnostic Conversation

This is where the real work happens. Instead of a formal, defensive meeting, we planned a series of intentional conversations.

1. Initiate with a One-on-One Virtual Meeting: A focused, private call to set the stage. The goal here is not to solve, but to listen.
2. Reinforce with an Informal In-Person Meeting: When the partner was next in the country, John would invite him for a casual coffee or lunch. This changes the dynamic from adversarial to collaborative.

The Coach’s Toolkit: The “EE-FI Model” and Coach Approach

So, what do you actually do in these meetings? You don’t go in with a list of excuses. You go in with a toolkit designed to open minds and uncover truth.

I equipped John with my EE-FI Leadership Model and a Coach Approach.

• The EE-FI Model is a universal framework for solving people-centric problems. It moves you from a state of emotional reaction (the source of poor decisions) to a state of focused intuition (the source of insightful solutions).
• The Coach Approach means asking powerful, open-ended questions and listening deeply—not just to the words, but to the emotions and motivations behind them. Questions like, “Help me understand the full picture from your perspective,” or “What would ideal collaboration look like for you?” open the door to genuine dialogue.

This combination allows you to bypass the surface-level complaints and get to the heart of the matter: the unmet need, the misaligned expectation, the perceived disrespect.

The Leader’s Insight: Diagnosis Before Prescription

By the end of our session, John had crystallized his approach into a powerful new principle: “Diagnose before you prescribe.”

His one-word summary for the path forward was “Influence.” True influence isn’t about persuasion; it’s about understanding someone so well that a mutually beneficial path becomes obvious.

My own one-word summary was “Root Cause.” It’s the key that drives the permanent solutions.

Is Your Leadership Solving Problems or Just Managing Symptoms?

John is now equipped not just to handle this single partner issue, but any future relationship challenge with confidence and skill. He is solving the problem at its root.

If you are an executive facing a similar challenge—a strained partnership, internal team conflict, or any situation where communication has broken down—ask yourself this: Am I repeatedly applying bandages, or am I doing the necessary work to diagnose the root cause?

Your Next Step

The principles of the EE-FI Model and the Coach Approach can be applied to your most pressing leadership challenges.

If you’re ready to stop managing symptoms and start solving root causes, let’s connect and discuss how you can apply this same methodology to build the trust and influence your role demands.

About Atip Muangsuwan: Atip Muangsuwan is the Founder & CEO of The Best Coach International Co., Ltd. He is a CEO & UHNWI Coach, Certified Mentor & Supervisor for global executive coaches, Holistic Life Transformation Expert, Business & Life Strategist, and Corporate Facilitator/Trainer. With a proven track record of helping clients achieve their career goals and job promotions, Atip is dedicated to supporting individuals in their personal and professional growth.