Yet this is exactly what most of us do. We stay inside the same perspective, discuss the situation from our position, defend our arguments and push our own solutions. But the system often remains unchanged, because we are trying to solve something on the very level where it was created.
A helpful shift is surprisingly simple: pause for a moment and ask yourself
“If I were my leader, how would I look at this situation?”
– What priorities would matter from that position?
– What risks would I have to consider?
– What non-working pattern might this situation actually be revealing?
– What or whom are people in this system loyal to what is not valuable for the whole?
Many organizational problems stay in place not because there are no solutions, but because there are invisible loyalties holding the situation together.
Solving the issue might mean breaking loyalty to something: a person, an old agreement, a habit or simply the way things have always been done.
The important point here is not delegating the problem upward. The real shift happens when we mentally move into the observer position of the level above and look at the situation from a wider system perspective.
And when that perspective changes complaints often decrease, curiosity increases and the solution becomes visible.
