We’ve finally pulled the curtain back and exposed the cross-functional inefficiencies that have silently hijacked our organizations for years. We’ve confirmed the lack of alignment, the misfiring processes, the disconnected teams, the leader-driven whiplash that leaves employees chasing shiny objects instead of solving real problems. Now comes the uncomfortable part: actually addressing it. You’d think leaders would want the data in hand - real numbers, real insights, and they’d be lining up to fix the problem. But that’s not what happens. We talk to founders, investors, board members, executives across industries, across company sizes, and the reaction is almost always the same. “We don’t have time.” “It’s not a priority right now.” “We’re focused on growth.” “We just brought in a new COO/CEO/CMO to fix that.” And there it is, the quiet permission to keep things broken, wrapped in the language of urgency and expertise. It’s fascinating. Deeply intelligent, highly capable people with a fiduciary responsibility to understand and mitigate risks to their business…are consciously choosing to ignore them. We’re Normalizing Dysfunction Let’s be clear: this isn’t theoretical anymore. Misalignment is already affecting outcomes. These aren’t abstract culture issues. They’re operational and strategic risks hiding in plain sight. And yet we keep acting like they’ll fix themselves. We’ve normalized chaos. We accept that teams don’t communicate well. That leaders operate in silos. That processes are broken but somehow still “work.” We joke about Slack fatigue, pointless meetings, leadership churn, and then go back to our desks and pretend like this is just how business is. And now, with AI accelerating operating speeds, these inefficiencies are no longer just annoying - they’re dangerous. Every misstep is amplified. Every disconnect compounds. Every misaligned team using AI increases the margin of error exponentially. We are scaling dysfunction, and calling it growth. The Myth of the New Leader Fix Perhaps the most dangerous excuse of all is the belief that a new hire will solve it. “We just brought in a new COO. They’ve got a plan.” “We hired a new CMO with a track record of fixing this kind of thing.” “We replaced the CEO. Things are headed in the right direction.” But here’s the truth: if that leader isn’t measuring the underlying problems org-wide, if they aren’t assessing cross-functional alignment, people dynamics, process health, and leadership cohesion, then they’re just putting another layer of complexity on an already fragile foundation. This isn’t a one person fix (see LucidEDU and scaling leadership across the org) They may bring in a new framework, restructure teams, tweak OKRs, or launch a shiny initiative that looks great in a board deck. But they’re still just throwing fixes on top of previous fixes that were never measured or resolved. These surface-level changes may buy short-term credibility. They may even temporarily boost morale or performance. But they don’t last. Because the root issues remain, and eventually (especially during growth), they resurface, stronger and harder to contain. Then what? Hire the next leader? This Isn’t the Shiny Red Apple No, this isn’t glamorous. No, this isn’t a one-click solution. No, AI can’t fix this. And no, it won’t fix itself. But here’s the good news: it doesn’t have to be complicated. It just has to be intentional. We already know what to do. We’ve always known what to do. We just haven’t had a clear, consistent way to measure and fix it, until now. The Fix Is Simpler Than You Think Here’s what it takes: * Measure It - LucidORG: Consistently measure organizational alignment, people, process, and leadership health. Not once. Quarterly. And across the entire org, not just the executive layer. * Fix It - LucidEDU: Once you know what’s broken, you can now systematically fix it. This isn’t culture training or leadership theory. It’s practical, lightweight education that scales across functions, challenges assumptions, and implements sustainable cross-functional change. * Hire for It - LucidHR: Hire, onboard, and retain talent aligned with your new clarity. Align talent to how your organization actually functions, not just what looks good on a resume. * Report It - LucidBOARD: Give investors, boards, and stakeholders actual insight into the organization (alignment, people, process and leadership). Not vanity metrics. Not lagging indicators. Real-time data on cross-functional health and alignment. This is how fiduciary responsibility becomes more than a title, it becomes measurable action. The Stakes Are Real This isn’t about making things slightly better. It’s about preventing collapse. The organizations that continue to ignore these issues will find themselves spending more, on oversight, on people, on error correction. We’re already watching companies re-hire for the problems they thought AI would eliminate, only now the roles are called AI governance, prompt QA, and internal comms managers. Entire teams that exist solely to manage the fallout of unmeasured dysfunction. And let’s be clear: these new hires won’t fix the root issues either. They’ll just cost more. And the compounding will continue. This Isn’t a Revolution, It’s a Return to the Basics The craziest part of all this? The fix isn’t new. We’re not reinventing how organizations work. We’re returning to what has always worked: clarity, alignment, accountability, leadership, communication. The only difference now? We can measure it. And once you measure it, you can fix it. Every organization of every size, startups, enterprise, communities, struggle with these same foundational issues. It’s universal. But the ones who succeed are the ones who stop pretending these issues are intangible or unfixable and start treating them like the core business functions they are. A Final Reality Check You don’t need to overhaul your org. You don’t need to fire your team. You don’t need a new framework. You need to commit 15% of your time and budget - just 15% - to fix what you already know is broken. That investment will reduce inefficiency, reduce rework, reduce errors, and create the foundation that makes your AI investments, your people, your strategy, and your growth actually sustainable. This is the train. It’s sitting at the station. And it only takes a few deliberate moves to get it moving forward. But make no mistake: if you don’t fix this now, the next round of problems will be faster, more expensive, and harder to contain. LucidORG measures it. LucidEDU fixes it. LucidHR hires for it. LucidBOARD reports it. The rest is just distraction. Thanks for reading Lucid Insights! 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