New Year, Same You? Let's Ask Why (5 Times)

Struggling to stick to your goals or resolve team issues at work? You’re not alone. Every January, we’re bombarded with the “New Year, New You” mantra—gym memberships, self-help books, and ambitious (let’s be honest, often unachievable) goals. By February, most of us have reverted to our old routines, wondering why those resolutions didn’t stick.  

The answer isn’t more willpower or self-discipline—it’s understanding what’s really holding us back. Enter the 5 Whys Technique, a problem-solving tool developed by Toyota founder Sakichi Toyoda in the 1930s. Originally designed for manufacturing, it’s now widely used in leadership, team dynamics, and personal development. By repeatedly asking “Why?” you can uncover the root cause of an issue and create real change. 

What is the 5 Whys Technique?

The 5 Whys is a simple yet powerful framework for problem-solving. It involves asking “Why?” repeatedly—typically five times—to get beneath surface-level symptoms and identify the root cause of a problem.  

For example, let’s say you’re struggling to stick to your morning workout routine:  

1. Why didn’t I work out this morning?  

   I didn’t wake up early enough.  

2. Why didn’t I wake up early enough? 

   I kept hitting snooze.  

3. Why did I keep hitting snooze?  

   I was tired.  

4. Why was I tired?  

   I went to bed too late.  

5. Why did I go to bed too late? 

   I was scrolling on my phone in bed.  

The root cause here isn’t your lack of morning motivation—it’s your bedtime phone habit. Solution? Get an actual alarm clock.

Using the 5 Whys in Leadership and Teams

When I managed workplace safety, I learned firsthand how the 5 Whys can uncover systemic issues. Take this example:  

Problem: Jimmy burned himself on a sheet tray.  

Initial Reaction: Someone was careless and put a hot sheet tray in the dish pit.  

But blaming “carelessness” is lazy leadership. Let’s dig deeper:  

1. Why did Jimmy burn himself?  

   There was a hot sheet tray in the dish pit.  

2. Why was there a hot sheet tray in the dish pit?  

    Someone put it there to cool.  

3. Why did they put it there to cool?  

   There was no designated space for cooling trays.  

4. Why wasn’t there a designated space?  

   The kitchen didn’t have sufficient storage.  

5. Why wasn’t there sufficient storage?  

   It wasn’t considered in the kitchen design.  

The root cause wasn’t an individual’s carelessness—it was poor kitchen design. The 5 Whys forces us to look past those easy, blame-game answers and explore the systems and structures that either set people up for success or leave them scrambling. 

Why Leaders Should Use the 5 Whys

When a team member makes a questionable decision, ask yourself:  

• What did we do as leaders to put them in this position?  

• What resources or clarity did we fail to provide?  

For instance:  

Problem: Jane approved PTO without following protocol.  

1. Why (bypass protocol)? The approval process was unclear.  

2. Why (unclear)? Leadership turnover caused confusion about policies.  

3. Why (so much turnover)? We didn’t provide consistent communication during transitions.  

The deeper issue wasn’t Jane’s behavior—it was a lack of stability and communication from leadership. By uncovering and addressing systemic issues, leaders can prevent future misunderstandings and create a stronger, more supportive team environment.  

Practical Tips for Using the 5 Whys

Here are a few tips to get the most out of this tool:  

Avoid Superficial Answers: Be thoughtful and dig deep. The first answer is rarely the real one.  

Stay Flexible: Five isn’t a magic number—some problems require fewer questions, others more.  

Explore All Paths: There’s often more than one chain of “Whys” leading to a root cause. Follow them all to find the best solutions.  

Embrace the Process: The value of the 5 Whys isn’t always in pinpointing a single root cause—it’s in the act of asking. This exercise shifts you out of default mode and into exploration mode. 

The 5 Whys for Personal and Professional Growth

Whether you’re reflecting on personal goals or tackling challenges at work, the 5 Whys is a tool for clarity, not perfection. It encourages accountability, sharpens critical thinking and empowers better decision-making. Most importantly, it’s about progress, not blame. As one of my favorite running coaches, Becs Gentry, says, “Forward is a pace.”

How EM PATH Can Help

The 5 Whys is just one of many tools I use to help leaders and teams uncover the root causes of challenges and build stronger, more effective work environments. Through coaching, team workshops, and leadership development, I work with organizations to create systems and structures that set everyone up for success. 

Want to try this yourself? Download the 5 Whys Worksheet to start uncovering what’s holding you back.