WHY SYSTEMS, NOT PEOPLE:
When performance breaks down, most companies look at the wrong thing
The instinct is to look at people — fire the low performers, hire better ones, restructure. The problem with that? You're solving for symptoms, not causes.
In almost every case, the real issue is structural. No one defined what "good" looks like in each role. No one set up a rhythm for tracking it. No one trained your managers to have the hard conversations when someone falls short.
The CYL framework starts at the structure — because until the system is right, no hire or firing will fix the performance gap for long.