Addressing Systemic Issues in Change Leadership: The Courage to Go Deeper

 By Gina Soleil, Founder of Reframe

Years ago, I watched a leadership team struggle with the same recurring challenges—low morale, stalled innovation, and high turnover. The symptoms were obvious, but the root cause? Systemic issues that no quick fix could solve. I remember the frustration in the room, the sense that every new initiative was just a bandage. It wasn’t until we brought together diverse voices, acknowledged power dynamics, and started prototyping new solutions that real change began to take root. 

 
Today, complexity is the new normal. Organizations aren’t just facing isolated problems—they’re navigating interconnected webs of relationships, policies, and mindsets. Quick fixes might offer short-term relief, but they rarely address the deep patterns that keep challenges coming back. True transformation requires us to look beyond symptoms and dig into the system’s very structure. 

 
Systemic change means recognizing that everything is connected. An intervention in one area inevitably ripples through the rest of the organization—sometimes in unexpected ways. Leaders who cultivate systems thinking can see these patterns, identify leverage points, and drive change that lasts. It’s about moving from firefighting to future-building. 

 
One of the most powerful moments in my career came when we invited people from every level of the organization into the conversation. Suddenly, new perspectives emerged. People who’d never spoken up before shared insights that changed the game. When you convene diverse voices—especially those who have been marginalized—you open the door to creativity, innovation, and real solutions. 

 
But it’s not always easy. Differences in opinion can slow decision-making, and power dynamics can make some voices harder to hear. That’s why effective leaders create safe spaces for honest dialogue, actively solicit input, and model humility. The goal isn’t consensus—it’s co-creation. 

 
Systemic issues are rarely solved in a single leap. That’s why I encourage leaders to embrace experimentation. Start small. Prototype new solutions. Test them in real-world conditions and gather feedback. This iterative approach not only surfaces what works—it builds a culture of learning and adaptability. 

When teams see that their ideas are valued and that it’s safe to try, fail, and try again, morale shifts. Innovation flourishes. And the organization becomes more resilient and able to adapt to whatever comes next. 

 
Systemic change isn’t just about processes, it’s about people. Power dynamics, shared narratives, and cultural memories all play a role in anchoring old patterns in place. Transformational leaders know that real change happens when people feel safe, seen, and connected. They invest in healing old wounds, shifting mindsets, and nurturing a culture where everyone can contribute their best. 

 
If you’re facing challenges that seem to resist every solution, it’s time to go deeper. Systemic issues demand systemic leadership—the courage to convene diverse perspectives, the humility to listen, and the creativity to experiment your way forward. 

This is the heart of what we do in every Reframe Masterclass. We equip leaders with the tools, mindsets, and support to address root causes, not just symptoms. If you’re ready to break the cycle and create lasting transformation, I invite you to join me. Enroll in a Masterclass today and start building the future you envision.