Transform Your People, Not Your Process

When companies face a broken process, they often rush to fix the system.

Take performance reviews, for example.

This process is famously labor-intensive, frustrating and ineffective.

(anyone feeling this right now?!)

So, what happens?

Leadership decides to implement a shiny new system: a tool that promises streamlined feedback, better tracking, and more data.

But here’s the thing...

No system, no matter how innovative, can fix broken conversations.

A client of mine brought this up just this week. He’s rolling out a new performance review framework, but instead of just introducing the tool and calling it a day, he’s doing something I wish more leaders would do:

He’s ALSO equipping his people to have real conversations.

He’s coaching managers on how to give feedback that’s constructive and empathetic, and creating space for employees to understand how to receive feedback with openness.

The goal? Make sure the system isn’t just a band-aid but an amplifier for meaningful human connection.

This conversation reminded me that systemic change isn’t about transforming systems—it’s about transforming people.

Because no process can succeed without the trust, communication, and skills of the humans who use it.

If you’re thinking about making a change in your organization, ask yourself:

Am I investing as much in my people as I am in the tools they use?