Thanks mate! Glad it resonated and often the hardest part is first acknowledging it and starting the conversation…

You’re not alone, I see this often with organisations and like I talked about in the article that accountability default behaviour is a death spiral leading to loss in motivation, staff turnover, etc.

My advice when there’s pressure is that you’ve got to remove that pressure — you wont be successful in fostering the right environment is everyone is getting hit with a stick to push shit out the door (classic build trap/feature factory problem). This needs leaders to create the space for change by alleviating the pressure. But often this needs a catalyst for change, what I often do is try to understand where the pressure is coming from and to hold a mirror up to those applying it to say, “hey these are the adverse effects that this pressure is causing”.

Sorry, there’s no easy answer but hope that helps!