Creating Sanity in a System Designed for Power and Profit
24 July 2025
This is scary because managers inevitably find themselves caught between a rock and a hard place. On the one hand, the expectations of a system that prioritizes power and profit, and on the other, the very real human need to work in a healthy and supportive environment. But creating a "sane" workplace that meets the "power and profit" requirement as well as the human need for a healthy and supportive environment, is possible. It isn’t just wishful thinking—it’s eminently achievable with some deliberate effort.
First, let’s talk about clarity and purpose. When people understand and "buy-in" to why their work matters—not just in terms of profit, but in contributing to a larger vision—they’re more engaged and more likely to take ownership of their responsibilities. Managers can make this happen by connecting tasks to a meaningful purpose. It’s about showing the human side of the work and emphasizing the impact on the bottom line.
Then there’s the human connection. Power-driven systems can sometimes treat people like cogs in a machine, but managers can push back against that by genuinely caring about their team members as individuals. Taking the time to know what motivates each person, what challenges they face, and how they define success, makes a world of difference. This investment of time yields big returns in terms of morale and productivity.
Another key is psychological safety. In environments that prioritize power and profit, fear of failure or reprisal can easily take root. Managers can counter this by building a "buffer zone" between top management and their team, by placing themselves squarely in support and defense of their team, while showing the top management their unwavering support for the profit motive - "you look after the money and I'll look after the people" strategy. Scary and risky I know, and it takes a lot of courage, but the payoff is huge both in profit and in staff retention.
And let’s not forget about sustainability—for both people and processes. It’s tempting in profit-driven systems to push for maximum output at all times, but managers who value sanity, know the importance of balance. Ensuring reasonable workloads, taking mental health seriously, and modeling good work-life boundaries, create a culture where people can thrive instead of burn out.
Ultimately, it’s about reshaping the narrative from one of sheer output and control to one of collaboration and shared success. Managers aren’t powerless in these systems—they’re the bridge between the organizational demands and the needs of their teams. With thoughtful leadership, they can make even the most challenging environments feel humane and purposeful.
Written by Mark Deavall
If you would like to talk to me, please call me on +2782 465 5481 or email me on markd@markdeavall.com
© All articles are protected by copyright and may not be duplicated or republished in full or in part, without the express written permission of Mark Deavall. You are welcome to share this article with anyone, up to and including this line.