In situations where the underlying cause of the issue is structural, swapping in a new CEO doesn’t work. The new leader walks into the same failed (and invisible) Rules layer. The targets and the penalty for missing them haven't moved. The people who learned to smooth results are still there, and so is the founder's influence. So the new leader either keeps the pressure on and inherits the problem, or backs off and gets blamed for missed results. Either way, they're the one w

Whose work grew this year while your praise stood still? Find someone you talked up a year ago and haven't really engaged since. Look at what they're actually doing now. Then do what you can to share what they've become, specifically and in public if you can. The test of recognition is simple... whether the picture you have of someone has kept up with where they are now. Done honestly, it closes the gap between what you say you value and what your attention actually tracks.