1 link tagged with all of: accountability + organizational change + systems thinking + leadership
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After incidents, leaders should skip the detailed explanations of what happened and instead focus on what systemic changes will prevent it from recurring. Understanding why something went wrong doesn't drive organizational change—only fixing the underlying system does.
- Detailed postmortems that explain reasonable behavior actually prevent change because once everyone agrees the decisions made sense, the urgency to improve vanishes
- Effective corrective actions must be system-based, not people-based—if the fix depends on someone remembering a conversation or being more careful, it won't work when that person leaves or circumstances repeat
- Not every failure needs a new process, but you need to consciously accept that risk rather than pretending vague commitments like "we'll communicate better" constitute actual fixes