19 May You Don’t Have a People Problem. You Have a System Problem
Have you ever found yourself at your wits’ end, frustrated with your team for not meeting expectations? You may think you’re facing a people problem, but let me tell you a little secret: it’s not your team that’s the issue—it’s your system
Let me explain. When things go awry, it’s easy to point fingers at individuals, questioning their abilities, commitment, or even their intelligence. But this blame game gets us nowhere. It’s like trying to fix a leaky faucet by yelling at the water. The problem isn’t the water; it’s the faulty plumbing.
The same goes for your team. If your people are consistently underperforming, it’s time to take a hard look at the systems you have in place. Are they clear? Are they efficient? Do they set your team up for success? Or are they a convoluted mess that would leave even the most talented professional scratching their head?
Think about it. When was the last time you revisited your processes? Are they as streamlined as they could be, or are there unnecessary steps that are slowing everyone down? Sometimes, we’re so close to our own systems that we can’t see their flaws. It’s like trying to read the label from inside the bottle.
Now, I’m not saying that every team member is an angel. Of course, there are times when an individual’s performance might be off. But before you jump to conclusions, consider whether your system supports their success. Does it provide the right tools, information, and environment to excel? Or does it throw up roadblocks at every turn?
I’ve seen it time and time again. A well-intentioned team is hamstrung by inefficient processes, lack of direction, or unclear expectations. They’re not failing because they’re incapable; they’re failing because the system is setting them up to fail.
So, what can you do about it? Start by taking a step back and looking at the bigger picture. Map out your processes from start to finish.
Identify any bottlenecks, redundancies, or areas where things tend to go off track. Ask for feedback from your team—they’re the ones in the trenches every day, and they’ll have valuable insights into what’s working and what’s not.
Once you’ve pinpointed the issues, it’s time to roll up your sleeves and get to work. Simplify where you can, clarify where things are murky, and eliminate any steps that don’t add value. It might take time, and it might require some trial and error, but the result will be a system that supports your people instead of hindering them.
Remember, a team is only as strong as the system it operates within. By focusing on building and maintaining a robust, clear, and efficient system, you empower your people to do their best work. And when your team thrives, success isn’t far behind.
So, the next time you’re tempted to blame your team for falling short, take a moment to consider whether it’s really a people problem or if your system needs a tune-up. More often than not, you’ll find that the key to unlocking your team’s potential lies in refining your processes, not in replacing your people.