We jump too quickly to two conversations when performance isn’t where it needs to be. Training, or performance management. Both assume the problem sits with the person, that if we just build capability or hold someone to account, the outcome will lift. But often, it’s the hill. It’s capacity, it’s a system that isn’t set up to support good work. It’s duplication of effort, people spinning, too many priorities, too much noise, and not enough clarity. Add in a culture that rewards speed over...
