Rethinking How We Solve the ‘People Problem’

.... so people can pull in the same direction

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Leaders and teams often struggle to get the right topics on the table, think them through together, and align on the best course of action. What’s needed is a fast, focused way to surface key issues and build the team capabilities to act quickly and effectively.

People dynamics are the heartbeat of any organization. When things go wrong, it’s rarely because the people themselves are the problem. Instead, it’s about how the system around them is structured, how communication flows, and how decisions are made. The real challenge isn’t the people. It’s the system they operate within.

Organizations are complex ecosystems. When there’s misalignment, breakdowns ripple through the system, causing inefficiencies, confusion, and missed opportunities. ‘People problems’ aren’t isolated issues, they’re symptoms of deeper systemic challenges. To solve them, we need to rethink how we approach these challenges.

The seven big issues holding teams back

Here are the most common barriers that prevent teams from working cohesively and efficiently. These issues are systemic and can have long-term consequences if not addressed.

1. Lack of Clarity on Goals and Priorities → Misaligned Efforts & Wasted Time
   Without clear goals, teams scatter their efforts, leading to wasted time and resources on activities that don’t move the needle.

2. Misalignment on Vision and Direction → Inconsistent Execution
   Teams struggle to execute when they aren’t aligned on the broader vision and strategic direction. Different directions and priorities create confusion and hinder progress.

3. Siloed Departments & Poor Collaboration → Duplication of Work & Bottlenecks
   When departments don’t collaborate, they end up duplicating efforts, creating bottlenecks that slow down progress and hinder efficiency.

4. Unresolved Conflicts & Dysfunctional Relationships → Toxic Culture
   Unaddressed conflict eats away at trust, creating a toxic culture that saps motivation, leads to disengagement, and reduces productivity.

5. Disengagement & Low Morale → Reduced Effort & Initiative
   When employees aren’t invested or engaged, they contribute less. Low morale means lower performance, fewer innovative ideas, and slower execution.

6. Duplication of Effort & Inefficiency → Wasted Resources & Higher Costs
   Without communication and alignment, teams repeat work unnecessarily, leading to inefficiencies and escalating costs.

7. Slow Decision-Making → Missed Opportunities & Lost Competitive Edge
   A slow decision-making process means opportunities are missed and competitors take the lead, eroding your competitive advantage.

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The intervention dilemma: what will actually work?

We see organizations invest in many different interventions to try to fix these issues. Initiatives like:

• Communication and Collaboration Programs

• Leadership Development

• Learning and Development

• Organizational Design and Effectiveness

• Engagement and Innovation Strategies

• Diversity and Inclusion (DEI) Initiatives

• Teamwork and Team Dysfunction Work

• Personality Profiling & Strengths Assessments

Each of these approaches has a place and can be valuable in some contexts. However, when it comes to addressing systemic people problems, the question remains: Why do we continue to see the same issues, despite investing in these initiatives?

The answer is simple – because these efforts often address symptoms, not the root causes. Without a more systemic approach that connects all these pieces, problems will continue to recur. The real solution lies in addressing the underlying system that shapes how teams function, communicate, and work together.

Seven perspectives to challenge your assumptions

These perspectives will help you challenge conventional thinking and approach the "people problem" in a way that’s more strategic and systemic. If you want to break free from the cycle of temporary fixes, here are seven ways to rethink the issue:

1. The problem is observable, but not fully understood
   Yes, the issues – misalignment, disengagement, conflict – are easy to spot. However, diagnosing the real cause requires looking deeper at the system as a whole. You need to understand how all the parts of your organization are interconnected to uncover the root causes.

2. The problem is misdiagnosed
   Many leaders mistakenly think they understand the cause of their team’s challenges. For example, low morale might seem like a leadership failure, but it could stem from unclear goals, ineffective communication, or lack of alignment. The key is to gather data and evidence to truly understand what’s going on.

3. The problem is in how we react
   Often, organizations react to these issues with quick fixes: bringing in consultants, launching new initiatives, or reworking structures. But these reactions don’t get at the systemic issues. To drive real change, leaders must be proactive, identifying the deeper issues before they become bigger problems.

4. The problem is lack of time, headspace, or influence to act
   Even when leaders recognize the systemic problems, they often lack the time, capacity, resources, or influence to address them effectively. The daily demands of running the organization in complexity and uncertainty can overshadow the long-term work needed to fix systemic issues. Leadership needs to prioritize and carve out time for this kind of work.

5. The problem is cultural
   Organizational culture plays a huge role in how problems manifest. If teams aren’t aligned on values or communication styles, conflicts will escalate, and collaboration will break down. Culture must be intentionally shaped to support alignment and healthy team dynamics.

6. The problem is systemic & fractured
   In many organizations, the problem lies in the system itself. People don’t have the right tools, frameworks, or capabilities to identify, measure, or address issues effectively. Organizational design often fails to account for how people and teams are truly functioning. Fixing these issues requires rebuilding the system in a way that supports continuous alignment and improvement.

7. The problem is dialogue & alignment
   The biggest barrier to progress is the lack of meaningful dialogue. Without clear, open communication, teams can’t align on the issues or the solutions. A system for fostering open conversations and aligning on priorities is essential for long-term success.

What leaders and teams need is a simple, fast way to get the right issues on the table, think them through together, and quickly align on immediate actions.

The whole system: why context matters

Organizations aren’t machines. They’re dynamic systems of people, processes, and resources working together to achieve a shared purpose. A change in one area of the system impacts the entire organization.

At Mirror Mirror, we help teams take a holistic, systemic approach. Our tools don’t just focus on individual behavior or isolated interventions; we help you see how the system works as a whole. By understanding the entire picture, you can tackle the root causes and drive meaningful, sustainable change.

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Ready to tackle the People Problem?

If you’re ready to stop addressing the symptoms and dig into the systemic issues holding your team back, let’s have a conversation.

Mirror Mirror™ identifies real work issues, uncovers gaps quickly, and drives immediate action. It’s practical, intuitive, and scalable. It supports teams as a whole, rather than focusing solely on leadership, and considers the entire system, beyond individual behaviors. Directly linked to daily work, it avoids complex frameworks. It focuses on what’s happening in the team, leaving personality types, psychological profiles, and preferences aside.