Quick review: The first part to destroying the system is to recognize where the process is failing instead of blaming people. The second part is one of the more difficult steps, especially if the leader has a low level of emotional intelligence because it requires vulnerability and accepting that "I" (The leader at the top) might not have the best answer. If you want to do the best for people you lead it helps to ask them what's best for them. I love that Andy Stanley, a church leader of Northpoint Community in Atlanta says the first rule in their constitution is, "The people we use are more important than the system we choose." Let me repeat that, "The People we use are more important than the systems we choose."
The problems with systems is that they can become a wall to people (which we choose them instead of people), it becomes something that they can't get past. But a wall comes down a lot faster with multiple people trying to bringing it down instead of you trying to bring it down on your own. The people you lead want to knock down the wall! They have been nodding their head at you when you speak about why the wall was put up for their own good but they have secretly been holding a sledge hammer behind them the whole time.
But I bet you've never asked them, you've never been the first to say, "I think this wall (system) is holding us back, what do you think?" When a system is created to help management we call it a policy. When a system is created to empower people we call it a mission. Until the people around you feel like they have an equal amount of input as you have, you will continue to manage people who really want to lead everyone else past the wall.
So what's the second step to destroying a system? Seek input from those most involved, ask great questions, and allow creative solutions.
There is still one more part we have to discuss on Friday because if you don't do this last step the exit door to your team will be wide open!