While watching Manchester United take on Fulham recently, something the announcers said stuck with me. They were discussing the early success of Manchester United’s new manager, Michael Carrick, and pointed to a simple but powerful reason for the turnaround.
Instead of forcing players to fit into a rigid tactical system, Carrick has been designing a system around the players he has.
That idea stayed with me—because it applies far beyond football.
Leadership Isn’t About Imposing a System
In business and leadership, many leaders start with their system.
They introduce new processes.
They roll out frameworks.
They declare a new operating model.
Then they expect people to adapt.
When results lag, leaders often blame execution or effort. More often than not, the real issue is that the system was never designed for the people expected to run it.
Michael Carrick’s early approach at Manchester United highlights a different leadership philosophy—one built on understanding, flexibility, and trust.
You Can’t Design Around People You Don’t Know
Designing a system around your team requires deep familiarity with the people doing the work.
That means understanding how individuals respond under pressure, how they communicate, where their strengths truly are, and where support is needed. This kind of insight doesn’t come from org charts or performance dashboards. It comes from observation, listening, and time spent close to the operation.
Great leaders don’t guess what their team needs—they know.
Trust Is the Outcome, Not the Starting Point
When leaders build systems that align with their people, something important happens.
Teams feel seen.
They feel valued.
They feel trusted.
And trust flows both ways. Accountability improves. Communication becomes clearer. Performance rises—not because people are forced to comply, but because they’re enabled to succeed.
The Leadership Risk Most Avoid
Designing around people instead of enforcing a rigid system requires leaders to let go of control.
It means accepting that your preferred method may not be the best one, that flexibility often beats rigidity, and that leadership isn’t about control—it’s about clarity.
That discomfort is real. But it’s also where sustainable performance lives.
The Question Every Leader Should Ask
Instead of asking, “Why won’t my team execute my system?”
Ask, “What system would allow this team to perform at its best?”
That question separates managers from leaders—and helps explain why Michael Carrick’s approach at Manchester United is resonating early.