You’re Not Broken, It’s the System You’re Working Within

Have you ever looked around your organization and thought, this isn’t working—but I’m not sure how to fix it? Maybe you feel caught in the crossfire of impossible targets, shifting priorities, and strategies you don’t believe in. Add the responsibility of managing a team, and it’s no wonder you end your day feeling drained and defeated.

Here’s the truth: you’re not broken. The system you’re working within is. And it’s having a profound impact—not just on your wellbeing, but on the people you lead.

The Emotional Toll of a Broken System

When the demands of your role clash with your personal values, the toll is heavy. It’s frustrating to show up each day knowing the work you’re doing isn’t aligned with what truly matters to you. Maybe you’re spending more time justifying decisions you don’t agree with than focusing on the areas of your work that bring you joy and satisfaction.

This misalignment affects more than just your mood—it can lead to stress, burnout, and even a sense of helplessness. And whether you realize it or not, your team feels it too. When leaders are disengaged or frustrated, that energy trickles down, creating an atmosphere of distrust and disconnection.

You want to support your team, but the system makes it feel impossible. Constant pressure to deliver short-term results means there’s little time to focus on long-term strategies or meaningful conversations. And so the cycle continues: the system creates frustration, and that frustration perpetuates the system.

Why Leaving Feels Impossible

For many leaders, the obvious question is: Why not leave? But the answer is rarely simple.

Maybe it’s the financial security of your role that keeps you tied to it. Or the pride you feel in your position, even if it no longer brings you satisfaction. Maybe it’s a sense of responsibility to your team—you don’t want to abandon them to an even more challenging situation.

Beyond personal barriers, there’s the daunting reality of systemic inertia. You’re just one person, and the system feels too big, too complex, to change. It’s easy to feel like no matter what you do, the outcomes will be the same.

The Opportunity to Lead Differently

But what if you started small? What if, instead of focusing on fixing the entire system, you focused on what you can control: how you lead, how you advocate, and how you show up?

Here are three ways to begin:

1. Challenge Unachievable Targets

Speak up about the unrealistic demands placed on you and your team. Advocate for goals that prioritize long-term sustainability over short-term wins.

2. Reconnect with Your Values

Carve out time to reflect on what truly matters to you and your team. Open up conversations about shared values and how you can align your work with them, even in small ways.

3. Model Wellbeing and Boundaries

Leadership is as much about what you say as what you do. Show your team that it’s okay to set boundaries, prioritize mental health, and step away when necessary.

By taking these steps, you’re not just improving your own wellbeing—you’re creating a ripple effect that can inspire your team and influence change within the organization.

You’re Not Alone

It’s easy to feel isolated in these challenges, but the truth is, you’re not alone. Many leaders are grappling with the same frustrations, wondering how to break free from a system that feels unchangeable.

The first step is recognizing that it’s not your fault. The second is committing to small, intentional actions that align with your values and set the stage for a better way forward.

So, what’s one small change you can make this week? How can you lead in a way that reflects who you are, even within the constraints of a broken system?

If this resonates with you, let’s talk. I’d love to help you explore how you can lead differently—not just for your team, but for yourself.