Root cause analysis is just one part of collaborative problem-solving. The next time you see a recurring issue, ask: Have we taken enough time to understand what's really driving this? Or are we just mopping up oil without finding the leak?

Rushing to fix problems without good data leads to costly mistakes. Take a scientist's approach: "I don't know—let's find out!"

DiSC and MBTI can be useful for team-building and personal development, but I strongly recommend against their use in the hiring process.

In a TED video, Atul Gawande summarizes what we do at RPC every day—we help managers learn to analyze and solve problems in human systems.

Skill alone is not enough to guarantee performance. You must also have opportunity to perform, self-efficacy, and a supportive environment.

Most “training problems” are system problems. Clear expectations, solid processes, helpful feedback, and the right tools shape performance far more than training alone. When leaders fix the system first, people succeed—and training finally sticks.

When trying to figure out why your people aren't doing what they're supposed to be doing, ask these three questions.