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Root Cause Analysis is Over-Rated – What to Do Instead

Leadership Freak

A car that won’t start requires root cause analysis. But people development and culture building may not. We spend too much time asking ‘why’ and not enough time exploring ‘what’ If your team… Continue reading →

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What are your 5 whys?

Lead on Purpose

One of the quickest, simplest approaches to performing root cause analysis (finding the answers for why something happened the way it did) is to use the 5 whys technique.


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Tree Cause Analysis!

Mills Scofield

What if we started doing Tree Cause Analysis ! Root Cause Analysis ( RCA ) – sounds like a blast doesn’t it? It takes time, self-reflection (personal and organizational), analysis and… it’s focused on the negative, what didn’t work, what didn’t go well.

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Embrace the Suck

Leading Blog

One simple but effective model Gleeson offers for this is the Five-Step Root Cause Analysis. When we understand cause and effect—the consequences of our behavior—we can grow and move forward. Gleeson provides us with several mental models to help us navigate misfortune, pain, and uncertainty. Observe, learn, and grow.

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Two Keys for Today’s Leaders

Lead Change Blog

Leaders, anxious to do something about it, began a root cause analysis and did surveys to clarify the extent of the problem and solicit solutions. The conversations that will evolve will allow you to collaboratively discover ways to move towards those outcomes. Here’s an example.

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Leadership Lessons From The Seven Arts Of Change

Eric Jacobson

Listening is the root of collaboration, root-cause analysis, and effective teamwork. Listening : Organizations that evidence compassion listen to each other in order to understand and connect to more effective outcomes, not in order to place blame or assert their own way of doing things.

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10 Things I Learned from a Training Program That I Still Use Today

Great Leadership By Dan

How to do a root cause analysis and a structured process for making decisions. While I sure hope there are more than 10 things that stuck, but here are the first 10 that came to mind: 1. How to design and facilitate meetings. How to address a performance issue with an employee. How to listen. How to deal with conflict.

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