Systems Thinking Articles

Systemic Complex Problems Solutions (SSX) Model

🚀 Excited to share the transformative power of the Systemic Complex Problems Solutions (SSX) Model! 🌟

In our journey of problem-solving, we often encounter recurring challenges that seem to persist despite our efforts. The SSX Model, created by Engineer Mohammad Albuzaid from Saudi Arabia, offers a fresh and holistic approach to tackling complexity effectively.

🔍 Embracing Key Perspectives:

The SSX Model provides leaders with valuable insights and strategies to address root causes and achieve long-term impact. By adopting key perspectives like open systems theory, end-to-end workflows, data-based decision-making, and more, leaders can navigate complexity with confidence.

🌿 Sustainability & Ecology:

With a keen awareness of ecological impact, the SSX Model encourages finding solutions that are environmentally responsible and promote long-term ecological balance. By considering the interconnectedness of organizations, communities, and the environment, leaders can drive positive outcomes while minimizing negative environmental impacts.

💡 The Power of Problem-Solving Tools:

The SSX Model also acknowledges the significance of problem-solving tools like Root Cause Analysis (RCA), Fishbone Diagrams, and SWOT Analysis. However, the model emphasizes that the effective use of these tools requires the right mindset and approach, aligned with the SSX key perspectives.

🤝 Join us on this transformative journey with the SSX Model to unlock your problem-solving potential, inspire excellence, and drive sustainable solutions. Let’s navigate complexity together and achieve lasting impact! 🚀🌟



Why RCA Doesn’t Provide Permanent Solutions for Your Problems?

In the realm of problem-solving methodologies, Root Cause Analysis (RCA) has long been a popular approach for dissecting and addressing issues within various industries. While RCA has its merits and can certainly shed light on immediate triggers, it often falls short when it comes to delivering lasting and systemic solutions. This article delves into why RCA may not be the silver bullet for your organization’s problems and explores an alternative perspective that offers a more comprehensive and enduring approach.

The RCA Dilemma

Root Cause Analysis is undeniably effective in identifying the initial triggers or factors that lead to a particular problem. It’s like pinpointing the spark that ignites a fire. However, here lies the dilemma: RCA tends to focus primarily on the direct or immediate root causes, missing the broader systemic dynamics that contribute to the issue. This can lead to a cycle of recurring problems and the need for repeated analyses, causing frustration and inefficiency.

The Limitations of Reactive Solutions

RCA often guides organizations toward reactive solutions that address symptoms rather than the underlying systemic factors. It’s akin to treating the symptoms of an illness without addressing the root cause. While this may provide temporary relief, it does not prevent the problem from resurfacing in the future. This approach can create a continuous loop of band-aid fixes, diverting valuable resources and time away from more strategic initiatives.

A Paradigm Shift: Systemic Complex Problems Solutions (SSX)

Enter the Systemic Complex Problems Solutions (SSX) model—a revolutionary approach that takes problem-solving to a new level. Unlike RCA, SSX delves deep into the systemic root causes of issues, considering the interconnectedness of various factors. It recognizes that problems are often symptoms of broader systemic imbalances, and by addressing these imbalances, organizations can achieve lasting solutions.

The SSX Advantage

The SSX model offers several advantages over traditional RCA. By identifying and addressing systemic dynamics, SSX prevents the recurrence of problems, leading to sustainable solutions. Moreover, SSX promotes a proactive mindset, encouraging organizations to anticipate challenges and implement preventive measures. This approach results in improved efficiency, reduced costs, and enhanced overall performance.

Developed by Engr. Mohammad Albuzaid: A Systems Thinker and Certified RCA Investigator

The driving force behind the SSX model is Engr. Mohammad Albuzaid, a distinguished systems thinker and a certified RCA investigator with a strong practical experience in the oil/gas and petrochemical companies in Saudi Arabia. His insights and expertise have shaped SSX into a powerful methodology that transcends traditional problem-solving approaches.

Consulting and Training Services

Organizations seeking to harness the potential of the SSX model can inquire about consulting and training services directly from Mohammad Albuzaid. Get in touch to explore how SSX can elevate your problem-solving capabilities and lead to transformative outcomes.

Contact Mohammad Albuzaid at phone no. +966 5058 22 480 or via email at

In a world where challenges are complex and ever-evolving, embracing innovative approaches like SSX can pave the way for a brighter and more resilient future for businesses. So, the next time you’re faced with a problem, consider looking beyond the surface—embrace the systemic perspective of SSX and embark on a journey towards sustainable success.


Empowering Organizational Excellence: Introducing the SSX Model for Lasting Problem Solving

In the fast-paced world of business, challenges and complexities are the norm rather than the exception. Large organizations often find themselves grappling with intricate problems that defy conventional solutions, such as those offered by methods like RCA. This is precisely where the Systemic Complex Problems Solutions (SSX) model steps in, offering a transformative approach to tackling the most daunting issues faced by businesses today.

Crafted by Mohammad Albuzaid, an innovative engineer hailing from Saudi Arabia, the SSX model stands as a beacon of innovation and effectiveness. Beyond being a mere problem-solving tool, it embodies a paradigm shift that empowers organizations to address their most pressing challenges at their #systemic_root_causes levels, a realm that conventional methods like RCA may overlook.

But what exactly is the SSX model, and how can it revolutionize the way we approach business challenges?

At its core, the SSX model embodies a holistic and comprehensive methodology for dissecting and resolving intricate problems within large organizations. It moves beyond the limitations of traditional problem-solving approaches by considering the interconnectedness of various factors that contribute to complex issues. Rather than treating symptoms on the surface or direct root causes, the SSX model delves deep into the underlying #systemic dynamics, aiming to create lasting and sustainable solutions.

What sets the SSX model apart is its profound commitment to addressing not only immediate concerns but also the long-term implications of the solutions implemented. This ensures that the problem-solving process goes beyond offering quick fixes, as is often the case with conventional methods like RCA. Instead, it fosters a transformative journey that reshapes the operational landscape of the organization.

In his pursuit of custom-designed Systemic Solutions for the most significant challenges faced by organizations, Mohammad Albuzaid has given birth to specific applications, among them the notable “Systemic Backlog Solutions” (SBS). This application focuses on streamlining work backlogs, a scenario where repair requests frequently encounter delays, leading to disruptions and frustration. Through the SBS framework, Mohammad Albuzaid empowers organizations to optimize their processes, enhance efficiency, and eliminate bottlenecks that impede progress.

Embrace the prospect of a business landscape where challenges are met with innovative and holistic solutions, where the cycle of persistent issues is disrupted, and where excellence becomes the new standard. By enlisting Mohammad Albuzaid’s services, you open the door to a new era of business and leadership excellence. His expertise in applying the SSX model has the potential to revolutionize your organization’s approach to overcoming its most substantial obstacles.

Abandon the notion of superficial remedies that merely scratch the surface. Embrace the SSX model and embark on a journey toward sustainable success and unparalleled excellence. Reach out to Mohammad Albuzaid today to explore how the SSX model can reshape the trajectory of your organization.

For inquiries and consultations/training, please contact:


Phone: +966 5058 22 480


Solving Work Backlogs with the Systemic Backlog Solution (SBS)


In today’s fast-paced business environment, organizations face numerous challenges that can impede their growth and success. One recurring obstacle that organizations often encounter is work backlog – a buildup of unfinished tasks and projects that can hinder productivity, efficiency, and overall performance. Addressing work backlogs is essential for maintaining a competitive edge and achieving optimal results. The Systemic Backlog Solution (SBS), derived from the SSX Model (Systemic Solutions for Complex Problems), offers a transformative approach to tackle these challenges and propel organizations towards sustainable success.

Understanding the Systemic Backlog Solution:

The Systemic Backlog Solution is an innovative methodology designed to comprehensively address work backlogs in organizations. Developed by the seasoned Performance Improvement Consultant and Workflow Specialist, Mohammad Albuzaid, the solution leverages advanced Systems Thinking methodologies to delve into the root causes of backlogs and identify systemic issues that may be hindering organizational progress.

Systems Thinking is a powerful approach that considers the interconnectedness of various elements within an organization. It goes beyond linear problem-solving to encompass the broader context of complex issues. By applying Systems Thinking principles, the Systemic Backlog Solution uncovers hidden patterns, interdependencies, and feedback loops that contribute to the persistence of work backlogs.

Key Benefits of the Systemic Backlog Solution:

1. Comprehensive Understanding of Backlog Causes:

Unlike traditional approaches that focus solely on surface-level symptoms, the Systemic Backlog Solution digs deep to reveal the underlying root causes of work backlogs. This comprehensive understanding enables organizations to address the core issues, leading to more sustainable and long-lasting solutions.

2. Enhanced Efficiency and Productivity:

By streamlining processes and resolving systemic challenges, the Systemic Backlog Solution empowers organizations to improve their efficiency and productivity. Eliminating backlogs ensures that projects are completed in a timely manner, contributing to smoother workflows and optimized operations.

3. Empowerment for Effective Decision-Making:

With a clear understanding of the interconnected elements affecting the organization, leaders can make better-informed decisions. The Systemic Backlog Solution equips decision-makers with valuable insights, enabling them to implement effective strategies to mitigate backlogs and prevent their recurrence.

4. Holistic Approach to Problem-Solving:

The Systemic Backlog Solution encourages a holistic perspective, where problems are viewed as part of a larger system. This approach encourages collaboration among teams and departments, fostering a culture of continuous improvement and cooperation.

5. Sustainable Organizational Growth:

By addressing work backlogs and resolving systemic issues, organizations can experience sustainable growth and progress. Improved performance leads to increased customer satisfaction, better market positioning, and higher profitability.


The Systemic Backlog Solution offers a transformative and holistic approach to tackle work backlogs in organizations. With its emphasis on understanding root causes, implementing effective strategies, and fostering a culture of continuous improvement, this innovative methodology empowers organizations to unlock their true potential and achieve exceptional results.

As organizations strive to stay competitive and adaptable in an ever-evolving landscape, the Systemic Backlog Solution provides a valuable tool to navigate the challenges of work backlogs and propel organizations towards lasting success. Embracing this solution allows organizations to streamline their operations, optimize efficiency, and unlock the doors to sustainable growth and prosperity.


How to Become a Systemic Leader with the Quadruple Tracks Leadership Model

Are you looking for a comprehensive and practical framework to develop and assess your leadership skills? Do you want to learn how to apply systems thinking to your leadership practice and achieve excellence in your organization? If yes, then you should check out the Quadruple Tracks Leadership Model (QTLM), a unique and innovative model created by Mohammad Albuzaid, a Leadership and Organizational Performance Improvement Consultant and trainer from Saudi Arabia.

Who is Mohammad Albuzaid?

Mohammad Albuzaid is a leadership coach. a organizational performance improvement consultant and trainer with more than 33 years or expense in major oil/gas and petrochemical companies in Saudi Arabia including 15 years of experience in the field of leadership development. He has worked with the Saudi Oil Company (Saudi Aramco), the Saudi Basic Industries Corporation (SABIC), Kanz Training Center – Saudi Arabia, Kanz Alemarat for Training & Consulting – Dubai, American Institute for Training & Education – USA, Kanz Training – USA and Smart Mentor Office – Saudi Arabia. He is also the founder of more than 30 businesses in Saudi Arabia, United Arab Emirate and USA that specializes in Training and Consulting services in the applications of systems thinking in leadership and organizational performance improvement and other fields.

Also, he is the author of the following Arabic books;

  1. Think Differently, the first Arabic book in systems thinking and lean thinking.
  2. AlShahbandar – Applications of Systems Thinking in Entrepreneurship.
  3. Your Small Business from A to Z.
  4. Systemic Solution for Complex Problems.

What is the QTLM?

The QTLM is a framework that helps you master the essential aspects of leadership based on four dimensions: systems behavior, human behavior, work ethics, and excellence. These dimensions cover the core competencies and mindsets that you need to become a systemic leader.

What is a systemic leader?

A systemic leader is a leader who understands and applies the principles of systems thinking to his or her leadership practice. Systems thinking is a way of seeing and addressing complex problems by looking at the interrelationships and patterns of behavior within a system, rather than focusing on individual parts or events. A systemic leader can see the big picture, anticipate the consequences of actions, identify leverage points for change, and design effective and sustainable solutions.

How does the QTLM work?

The QTLM works as a self-assessment tool, a coaching tool, and a benchmarking tool. You can use it to evaluate your strengths and weaknesses as a leader, identify areas for improvement, and design development plans. You can also use it to help others develop their leadership potential. Moreover, you can use it to compare your leadership capabilities with other leaders or best practices.

The QTLM is not a fixed or rigid model. It is a flexible and adaptable model that can be customized to suit different contexts and situations. The QTLM can also be integrated with other leadership models or frameworks that complement or enhance its components.

The QTLM is not a one-time or quick-fix solution. It is a lifelong journey that requires commitment and practice. The QTLM can help you become a more effective and impactful leader, but it also requires you to be open-minded, curious, and willing to learn.

What are the quadruple tracks?

The quadruple tracks are four key dimensions that cover the core competencies and mindsets that a systemic leader needs to master. They are:

Systems Behavior: This track is about understanding how systems work and how to influence them. It includes competencies such as systems thinking, systems analysis, systems design, systems leadership, and systems innovation.

Human Behavior: This track is about understanding how people think, feel, and act, and how to motivate and engage them. It includes competencies such as emotional intelligence, social intelligence, communication skills, influence skills, and coaching skills.

Work Ethics: This track is about maintaining integrity and professionalism in all aspects of work. It includes competencies such as honesty, accountability, responsibility, respect, and fairness.

Excellence: This track is about striving for continuous improvement and achieving high standards of performance. It includes competencies such as quality management, performance management, problem-solving, decision-making, and learning.

In this article, I will explain each track and its competencies in detail.

Systems Behavior

Systems behavior is the ability to understand how systems work and how to influence them. A system is a set of interrelated elements that interact with each other to achieve a common purpose or goal. Examples of systems are organizations, teams, projects, processes, markets, ecosystems, etc.

A systemic leader can see beyond the obvious symptoms or events of a problem and identify the underlying causes and patterns of behavior that generate them. A systemic leader can also design interventions that address the root causes of problems and create positive outcomes for all stakeholders.

The competencies of systems behavior are:

Systems Thinking: The ability to see the whole system and its parts, understand their interrelationships and dynamics, recognize feedback loops and delays, identify leverage points for change, avoid unintended consequences, and apply systems thinking tools and methods.

Systems Analysis: The ability to collect and analyze data and information about a system using qualitative and quantitative methods, identify problems and opportunities within the system using problem-solving techniques such as root cause analysis or fishbone diagram.

Systems Design: It is the capability to create or modify a system by applying design thinking principles such as empathy, ideation, prototyping, testing, iteration, etc. It involves considering multiple perspectives and scenarios while designing the system, utilizing tools like stakeholder analysis and scenario planning.

Systems Leadership: The ability to lead and influence a system using systems thinking principles and practices, communicate the vision and purpose of the system to all stakeholders using storytelling and visualization techniques, foster a culture of learning and innovation within the system using tools such as learning loops or after-action reviews, collaborate and coordinate with other systems or subsystems using tools such as boundary spanning or network mapping.

For example, a systemic leader who wants to improve the customer satisfaction of his or her organization can use systems thinking to understand the factors that affect the customer experience, such as the quality of the products or services, the speed of delivery, the responsiveness of the staff, etc. The systemic leader can also use systems analysis to collect and analyze data from various sources, such as surveys, reviews, complaints, etc., to identify the main problems and opportunities for improvement. The systemic leader can also use systems design to create or modify the processes, policies, or structures that affect the customer experience, such as simplifying the ordering process, training the staff, or rewarding the loyal customers. The systemic leader can also use systems leadership to communicate and implement the changes in the organization, such as sharing the vision and goals with all stakeholders, creating a feedback mechanism to monitor and evaluate the results, and celebrating the successes and learning from the failures.

Human Behavior

Human behavior is the ability to understand how people think, feel, and act, and how to motivate and engage them. People are the most important and complex element of any system. They have emotions, values, beliefs, motivations, preferences, personalities, etc. that affect their behavior and performance.

A systemic leader can empathize with the needs and feelings of others and build trust and rapport with them. A systemic leader can also communicate effectively and persuasively with different audiences and styles. A systemic leader can also empower and develop others to reach their full potential.

The competencies of human behavior are:

Emotional Intelligence: The ability to recognize and manage your own emotions and the emotions of others, use emotions to guide your thinking and decision-making, express your emotions appropriately and constructively

Social Intelligence: It refers to the capacity to comprehend and interact effectively with others in diverse social situations, adapt to different social norms and expectations, influence others, achieve desired outcomes, resolve conflicts, negotiate effectively, cooperate, collaborate with others, and work towards common goals.

Communication Skills: They are crucial for effectively and clearly conveying information and ideas using both verbal and non-verbal communication techniques. These skills involve actively listening to others, using paraphrasing and questioning techniques, and providing constructive feedback using both praise and criticism methods. Adapting communication style and content to suit diverse audiences and purposes is also vital.

Influence Skills: Influence skills encompass the ability to persuade others to accept your ideas or proposals using logical arguments, emotional appeals, and different tactics such as mutual give-and-take, commitment, authority, scarcity, and more. These skills also involve building coalitions, networks, and supporters for your cause, as well as effectively addressing resistance and objections by utilizing reframing techniques and objection-handling methods.

For example, a systemic leader who wants to launch a new project in his or her team can use emotional intelligence to understand his or her own feelings about the project and how they affect his or her motivation and performance. The systemic leader can also use emotional intelligence to understand the feelings of his or her team members about the project and how they affect their engagement and commitment. The systemic leader can also use social intelligence to adapt his or her behavior to suit different situations and personalities in the team. The systemic leader can also use social intelligence to influence his or her team members to support the project and cooperate with each other. The systemic leader can also use communication skills to explain the purpose and benefits of the project to his or her team members using clear and concise language. The systemic leader can also use communication skills to listen to their concerns or suggestions and provide constructive feedback. The systemic leader can also use influence skills to persuade his or her team members to accept his or her vision and plan for the project using logical arguments and emotional appeals. The systemic leader can also use influence skills to overcome any resistance or objections from his or her team members using reframing or objection-handling techniques.

Work Ethics

A systemic leader exemplifies integrity by adhering to ethical principles and standards in their work, which include honesty, fairness, and justice. They uphold these values in their interactions with others and in their decision-making processes. Additionally, a systemic leader demonstrates professionalism by following the rules, regulations, codes of conduct, policies, and procedures set forth by their organization or profession. They maintain a high level of competence, take responsibility for their actions, and treat others with respect. Through their ethical conduct and professional behavior, systemic leaders foster a positive work environment and contribute to the overall success of their team or organization.

The competencies of work ethics are:

Honesty: It is the quality of being truthful and avoiding lies, cheating, stealing, and deceiving others in your work. It involves being transparent and upfront in your actions and communications, always striving to provide accurate and reliable information. Honest individuals are trusted by their colleagues and stakeholders, as they prioritize integrity and maintain a high level of credibility. By upholding honesty in their work, professionals contribute to building a culture of trust and ethical conduct within their organizations.

Accountability: It refers to the ability to take responsibility for your actions and their consequences in your work. It involves acknowledging the impact of your decisions and behaviors, both positive and negative, and being willing to be answerable for them. Accountable individuals do not shy away from admitting mistakes or failures; instead, they take ownership and work towards finding solutions or making amends. By embracing accountability, professionals demonstrate reliability and commitment, as well as a willingness to learn and grow from their experiences. This fosters a culture of trust, productivity, and continuous improvement within the workplace.

Responsibility: It refers to the ability to fulfill your duties and obligations in your work. It involves understanding and accepting the tasks and responsibilities assigned to you and taking them seriously. Responsible individuals are reliable and dependable, consistently meeting deadlines, delivering quality work, and honoring their commitments. They understand the importance of their role in contributing to the overall success of the team or organization. By embracing responsibility, professionals demonstrate a strong work ethic and a sense of accountability, ensuring that work is completed efficiently and effectively. This contributes to a positive work environment and enhances productivity and collaboration.

Respect: It is the ability to treat others with dignity and courtesy in your work. It involves recognizing and valuing the worth, opinions, and contributions of individuals, regardless of their position or background. Respecting others means listening attentively, considering different perspectives, and engaging in constructive dialogue. It also entails being mindful of cultural differences and promoting inclusivity and diversity. Respectful individuals foster a positive and supportive work environment where everyone feels valued and empowered. By practicing respect in their interactions, professionals build stronger relationships, enhance teamwork, and promote a harmonious and inclusive workplace culture.

Fairness: It is the ability to treat others equally and impartially in your work. It involves making decisions and taking actions without favoritism or bias, based on objective criteria and merit. Fair individuals ensure that everyone has an equal opportunity to succeed and are treated with justice and equity. They consider different perspectives, listen to all parties involved, and make decisions that are reasonable and unbiased. By practicing fairness, professionals contribute to a positive work environment where trust and integrity are valued. Fairness promotes teamwork, collaboration, and a sense of belonging, enhancing overall productivity and morale within the organization.

For example, a systemic leader who wants to ensure the quality of their products or services can demonstrate honesty by providing accurate and reliable information about their features, benefits, and limitations. They are transparent about what their offerings entail and avoid making false claims.

A systemic leader can also demonstrate accountability by admitting mistakes or errors when they occur, taking prompt corrective actions, and reporting them to the appropriate authorities. They take responsibility for the consequences of their actions and work towards rectifying any issues that may arise.

Furthermore, a systemic leader showcases responsibility by delivering products or services on time and within the allocated budget. They understand the importance of meeting or exceeding the expectations of customers or stakeholders and take proactive steps to ensure timely and efficient delivery.

Respect is another trait demonstrated by a systemic leader, as they treat customers or stakeholders with dignity and courtesy. They actively listen to their needs and feedback, valuing their input and addressing any concerns or complaints in a timely and respectful manner. Respectful leaders foster positive relationships and create an atmosphere of trust and collaboration.

Lastly, a systemic leader practices fairness by treating customers or stakeholders equally and impartially, without showing favoritism or engaging in discrimination. They ensure that everyone is given a fair chance, follow consistent processes, and base decisions on objective criteria rather than personal biases.

In summary, a systemic leader embodies honesty, accountability, responsibility, respect, and fairness in their approach to work, thereby establishing a foundation of trust and integrity within their organization.


Excellence is the ability to continuously strive for improvement and achieve high standards of performance in your work. It involves consistently seeking ways to enhance your skills, knowledge, and outcomes. Performance, on the other hand, refers to the measurement of how well you accomplish your goals and objectives in your work. It serves as an indicator of your effectiveness and the quality of your work. Improvement is the process of making changes or adjustments to enhance your performance and achieve better results.

A systemic leader plays a crucial role in fostering excellence within their team or organization. They can set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for themselves and their team, providing clear objectives to work towards. By setting these goals, they create a roadmap for success and align the efforts of the team towards a common purpose.

Monitoring and evaluating performance is another important aspect for a systemic leader. They can utilize various indicators and metrics to assess progress and identify areas for improvement. This includes measuring key performance indicators, conducting performance reviews, and gathering feedback from stakeholders.

Identifying problems or gaps in performance is essential for a systemic leader. They can employ various tools or methods, such as root cause analysis or data analysis, to uncover areas that require attention. By pinpointing these issues, they can develop strategies and action plans to address them effectively.

Implementing solutions or actions to improve performance is a critical step for a systemic leader. They can utilize various techniques and strategies to enhance their own performance and that of their team. This may involve providing training and development opportunities, fostering a culture of continuous learning, and encouraging innovation and creativity.

In summary, a systemic leader strives for excellence by setting SMART goals, monitoring and evaluating performance, identifying areas for improvement, and implementing effective solutions. By nurturing a culture of continuous improvement, they inspire their team to achieve high standards of performance and drive success in their work.

The competencies of excellence include:

Quality Management: The ability to ensure that the products or services you deliver meet or exceed the expectations of your customers or stakeholders using quality standards or criteria.

Performance Management: The ability to plan, monitor, evaluate, and improve your performance using performance indicators or metrics.

Problem-Solving: The ability to identify, analyze, and solve problems using various tools or methods such as brainstorming, root cause analysis, fishbone diagram, etc.

Decision-Making: The ability to make effective decisions using various tools or methods such as pros-and-cons analysis, SWOT analysis, etc.

Learning: The ability to acquire new knowledge or skills through various sources or methods such as reading books, articles, blogs, attending courses, workshops, seminars, watching videos, podcasts, webinars, asking questions, seeking feedback, mentoring, coaching, etc.

For example, a systemic leader who wants to increase the sales of their products or services can use quality management to ensure that the products or services are of high quality and meet the needs and preferences of customers or stakeholders. The systemic leader can also use performance management to set SMART goals for themselves and their team, such as increasing sales by 10% in six months. They can monitor and evaluate the progress and results of the sales activities using various indicators and metrics, such as the number of leads, conversion rate, revenue, etc.

Problem-solving can be employed to identify and analyze the problems or gaps that affect the sales performance, such as low customer satisfaction, high competition, or poor marketing strategy. Possible solutions can be generated and evaluated for each problem, such as improving customer service, launching a new product line, or creating a social media campaign. Decision-making comes into play when choosing the best solution based on criteria like feasibility, cost-effectiveness, and impact. Implementation of the chosen solution can be achieved using techniques or strategies like action plans, delegation, and resource allocation.

Learning is crucial for a systemic leader to acquire new knowledge or skills that can help improve their sales performance. They can read books or articles about sales techniques, attend courses or workshops about sales skills, watch videos or podcasts about sales tips, and seek feedback from mentors or coaches.

By incorporating these competencies, a systemic leader creates an environment that fosters excellence, continuous improvement, and high performance within their team or organization.


The QTLM (Quadruple Tracks Leadership Model) is a comprehensive and practical framework that can help you master the essential aspects of leadership based on four dimensions: systems behavior human behavior work ethics excellence. These dimensions cover the core competencies mindsets that you need become a systemic leader.

A systemic leader is a leader who understands applies the principles systems thinking his her leadership practice. Systems thinking is a way seeing addressing complex problems looking at interrelationships patterns behavior within a system rather than focusing on individual parts events. A systemic leader can see big picture anticipate consequences actions identify leverage points change design effective sustainable solutions.

The QTLM can help you become a more effective and impactful leader in your organization and beyond. It can help you achieve your goals and aspirations as a leader and make a positive difference in the world.

If you want to learn more about the QTLM and how to apply it in your leadership practice, visit or follow on Twitter and or WhatsApp on

I hope you enjoyed this article and found it useful. If you did, please share it with your network and leave a comment below. I would love to hear your feedback and suggestions.

Thank you for reading!


Why Problems Reoccur and How to Prevent Them: A Guide for Business Leaders and Decision Makers

You, me, and everybody in your organization spend our days solving some type of problems. Some are simple, but the majority are actually complex ones. Although our individual success and feelings are satisfactory for our solutions, they may not be real solutions at the organizational level in the long run. Most problems solved by all levels reoccur after some time resulting in repeated losses and waste of resources and preparing for a disaster that will take place sometime in the future.

This is what the Quick Fixes model describes. When a problem happens, a fix is done. The same problem reoccurs, and every time a fix is done, considerable resources are spent. One day, this problem will appear different, in the form of a bigger problem or a disaster with huge losses. This is called “Undesirable Outcome”.

All organizations, including yours, are suffering from this chronic problem. It is not a problem that requires technical expertise; in fact, it is a thinking methodology that addresses a hidden side of your organization that is unknown to the most experienced individuals in it at all levels.

Systems Behavior is the first part of a newly developed leadership model, Quadruple Tracks Leadership Model (QTL), by Mohammad Albuzaid, Saudi Arabia. It is not a matter of the number of employees an organization has or years of experience or academic qualification its members hold. It is a way of THINKING that is not taught in schools or books.

There are professional methodologies that I follow in order to diagnose organizations to identify not only root causes as many might think, but goes three levels deeper that are usually ignored even when using the most widely used tool (RCA). I use a newly developed model that goes beyond RCA and called in SSX, Systemic Solutions for Complex Problems, developed by myself.

Do you want to step up to the next level of leadership and problem-solving? Get in touch at +966 5058 22 480.


Mohammad Albuzaid