A Leader Who Tries to Fix Their Own Culture Has a Fool for a Boss.

There’s an old saying: “A doctor who treats himself has a fool for a patient.” The wisdom behind it is simple—when you’re too close to the problem, you lack the objectivity needed to make sound decisions. This concept doesn’t just apply to medicine; it’s a hard truth for business owners and leaders in the manufacturing space who think they can single-handedly solve the culture problems in their businesses.

In manufacturing, where processes, systems, and efficiency reign supreme, leaders often pride themselves on being problem-solvers. But when it comes to culture—the intangible backbone of any organization—treating it like just another problem to “fix” is a recipe for failure. Here’s why leaders who try to go it alone in addressing cultural issues are setting themselves up for failure, and what they should do instead.

𝟏. 𝐘𝐨𝐮’𝐫𝐞 𝐓𝐨𝐨 𝐂𝐥𝐨𝐬𝐞 𝐭𝐨 𝐒𝐞𝐞 𝐭𝐡𝐞 𝐁𝐢𝐠𝐠𝐞𝐫 𝐏𝐢𝐜𝐭𝐮𝐫𝐞

As a leader, you’re deeply embedded in the day-to-day operations of your business. You’ve built the systems, hired the people, and set the tone. But this proximity comes at a cost: you’re too close to see the blind spots.

Cultural problems often stem from subtle, ingrained behaviors, communication gaps, or misaligned values that have become “normal” over time. Leaders who try to solve these issues internally may overlook the root causes because they’re part of the very system they’re trying to change.

𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Bring in an outside perspective. Whether it’s an executive coach, a consultant, or even trusted team members, fresh eyes can identify the underlying issues you might miss.

𝟐. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐀𝐥𝐨𝐧𝐞 𝐂𝐚𝐧’𝐭 𝐂𝐚𝐫𝐫𝐲 𝐭𝐡𝐞 𝐖𝐞𝐢𝐠𝐡𝐭

Culture isn’t something you can command into existence. It’s not a top-down directive—it’s the collective mindset, behaviors, and values of your entire organization. Leaders who try to fix culture problems without involving their teams often fail because they’re addressing symptoms, not the system.

For example, if employees feel undervalued, no amount of motivational speeches or policy updates will fix the problem unless you address the deeper issue of trust and communication.

𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Engage your team in the process. Culture change requires buy-in from everyone. Create opportunities for employees to share their perspectives, contribute ideas, and take ownership of the cultural shifts you want to see.

𝟑. 𝐄𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞 𝐌𝐚𝐭𝐭𝐞𝐫𝐬 𝐢𝐧 𝐂𝐮𝐥𝐭𝐮𝐫𝐞, 𝐓𝐨𝐨

You wouldn’t try to rebuild your CNC machine without the proper training or tools, so why would you approach culture change without expertise? Culture is complex, and addressing it requires a deep understanding of human behavior, organizational dynamics, and leadership development.

Manufacturing leaders are experts in production, efficiency, and systems—but culture is a different beast. Trying to tackle it without the right knowledge is like a doctor diagnosing themselves based on a quick internet search.

𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Invest in professional guidance. Whether it’s executive mindset coaching, leadership development programs, or cultural consultants, working with experts can help you implement sustainable changes that align with your business goals.

𝟒. 𝐘𝐨𝐮’𝐫𝐞 𝐍𝐨𝐭 𝐈𝐦𝐦𝐮𝐧𝐞 𝐭𝐨 𝐁𝐢𝐚𝐬

As a leader, you’ve likely formed opinions about what’s “wrong” with your organization’s culture. Maybe you think employees just need to work harder, or that communication issues are a result of generational differences. But these biases can cloud your judgment and prevent you from addressing the real issues.

For example, if you assume employees are disengaged because they lack motivation, you might miss the fact that unclear expectations or poor leadership communication are the true culprits.

𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Be willing to challenge your assumptions. A good coach or consultant can help you identify and unpack biases that may be holding your organization back.

𝟓. 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐂𝐡𝐚𝐧𝐠𝐞 𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐬 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲

When leaders try to fix culture problems on their own, they often lack accountability. It’s easy to get distracted by other priorities, fall back into old habits, or lose momentum. Without someone holding you accountable, the changes you’re trying to make may never fully take root.

𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Find a partner in accountability. This could be an executive coach, a trusted advisor, or even a peer group. Having someone to challenge you, provide feedback, and keep you on track can make all the difference.

𝐓𝐡𝐞 𝐑𝐨𝐥𝐞 𝐨𝐟 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐧 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐂𝐡𝐚𝐧𝐠𝐞

As a manufacturing leader, your role in shaping culture is critical—but it’s not a solo mission. Your job is to set the vision, model the behaviors you want to see, and empower your team to take ownership of the culture.

The most effective leaders recognize that they can’t do it all alone. They seek out the right resources, involve their teams, and commit to continuous improvement.

Final Thoughts: Don’t Be the Fool

The manufacturing industry is built on precision, efficiency, and expertise. When it comes to culture, the same principles apply—you need the right tools, the right people, and the right approach to succeed.

If you’re struggling with culture in your business, don’t fall into the trap of thinking you can fix it all yourself. Take a step back, seek out objective insights, and invest in the expertise needed to create lasting change.

Remember, a leader who tries to fix their own culture has a fool for a boss. Don’t be the fool—be the leader who’s willing to learn, grow, and lead your organization to a brighter future.

What’s one step you can take today to start addressing culture in your workplace? Let’s start the conversation.