Leaders should stop trying to fix or replace people and instead overhaul the broken system-culture, workflow, and interactions-to let teams deliver their best work.
People aren't broken; the systems they work in are. The article argues that attempts to "fix" or swap out staff only mask deeper cultural and procedural flaws. When a leader blames individuals for poor outcomes, they reinforce a broken feedback loop that keeps the real problems hidden.
The real work is to redesign the system: clarify culture, improve practices, streamline workflow, and reshape interactions-authority, policy, teaming, and management. Technology fixes are low-priority because even the best tools can't compensate for a toxic or chaotic environment. Instead, focus on the human side of the system where most impact lies.
When the system supports people, they naturally rise to their highest potential and produce great results together. Leaders who invest in fixing the system, not the people, unlock sustainable performance and morale, turning a collection of workers into a high-functioning team.
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