The Turnaround System That Actually Worked with Ryan Ford

You inherit a team of 35 people. Morale is in the basement. Processes don't exist. Nobody knows what success looks like. And somehow, you're supposed to turn this around. Most leaders would panic. Ryan Ford built a system. In this episode, Ryan breaks down exactly how he transformed an underperforming team into a high-functioning operation—not through motivation speeches, but through structured systems, clear metrics, and a decision-making framework that stopped making him the bottleneck. The Reality of Inheriting a Broken Team Ryan walked into 35 people with low morale, unclear expectations, and no real processes. The kind of situation where everyone's busy but nothing meaningful gets done. His first move wasn't motivation—it was understanding. Before changing anything, he invested time learning the team dynamics and figuring out where the breakdowns actually happened. The uncomfortable truth: Sometimes the people aren't the problem. The lack of clear expectations and accountability systems is. The LEAF Decision Framework: Stop Being the Bottleneck Here's where most leaders kill their own productivity: they become the decision-maker for everything. LEAF Decisions - Low-impact decisions that don't require leadership approval. If it's a LEAF decision, the team makes the call and keeps moving. How to implement it: Create a decision tree with your team. Map out what requires your input and what doesn't. Give them permission to make LEAF decisions without asking. Then get out of their way. The Turnaround System: Metrics, Accountability, and Cadence Ryan didn't turn around his team with a single meeting. He built a system with three core elements: Clear Metrics: Everyone knew what "good" looked like. No more subjective performance reviews. Accountability Structure: Regular check-ins where progress was reviewed and blockers were identified. Not micromanagement—strategic support. Rapid Adjustment: When the plan wasn't working, they changed it. No ego about sticking to a failing strategy. Real example: Ryan led a critical product launch with tight timelines. He established daily check-ins, tracked progress against milestones, and adjusted when reality didn't match the plan. The product launched successfully because the system caught problems early. From Individual Contributor to System Builder The hardest transition for new leaders: realizing your job is no longer about what you personally accomplish. It's about what your team accomplishes through the systems you build. What Ryan learned to love about leadership: Setting people up for successBuilding cultures where high performance becomes normalCreating teams that function even when he's not in the room Why Systems Beat Heroics Every Time Heroic leaders jump in and save the day. They make all the critical decisions. And they become the ceiling on their team's performance. System-building leaders create frameworks that allow their teams to solve problems without them. They empower LEAF decisions and reserve their energy for choices that actually need their expertise. The result: Teams that perform consistently, not just when the leader is present. The teams that win aren't the ones with superhero leaders. They're the ones with systems that turn ordinary people into high performers. You can learn more about Ryan Ford over on LinkedIn. Want help designing systems that make your business more effective? Let’s talk about creating a customer experience that catches problems early and turns your team into problem solvers. You can join the next Customer Experience Zoom Workshop to find out how to improve your customer experience and get more referrals.