They’re repetitive patterns in human systems inside organisations. The root word for “organisation” comes from Latin organum, which simply means any tool or instrument used to produce something. The word “organ” shares the same root.

Anything in an organisation that is not actively producing something should not be part of it. It is that simple, yet we have made it complicated.

We need to understand that everything is connected to real human lives. When we link what happens inside organisations back to the life of a single person, it becomes far easier to dissect the problem and decode real solutions.

These are the phrases many systems have normalised: “Yes sir.” “I don’t know how it happened.” “I’m not sure, but I will report to the team.” “I did it, but it didn’t work.”

If you hear these often, your system is not solution-oriented. It is problem-centric, and that is exactly where the rot begins.

Legacy education, human traditions, and culture have dog-trained people to live in fear and anxiety. They never contribute or empower anyone to seek solutions. They are always looking for somewhere to dump their rubbish.

We need to switch the mindset and culture inside organisations to become fruit-based and truth-based. We are in the age of automation and AI. If organisations themselves refuse to fix these simple human issues, what exactly will they ask technology to automate?

No wonder people say “technology will fix humans,” when in reality humans must first become productive so they can leverage technology to be even more productive.

If we train every perspective and thought toward “How can we create a solution?”, people will stop dramas, blame games, and excuse-making. They will stop being solution-seekers and start becoming solution-makers.