O sistema vence os indivíduos.

"First, managers extrapolate individual behavior to explain collective behavior."
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"Second, executives often fail to recognize that changes in one component of a complex system may have unintended consequences for the whole."
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"Third, there is a tendency to prize a few standout individuals while ignoring how much they draw on their surrounding systems for support. For instance, many companies, sports teams, and entertainment businesses hire a star when they want to quickly improve the organization’s results. More often than not, however, newly transplanted stars fail to deliver, because they’re separated from the people, structures, and norms that helped make them great in the first place."
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"“When a company hires a star, the star’s performance plunges, there is a sharp decline in the functioning of the group or team the person works with, and the company’s market value falls.”

All three mistakes have the same root: wrong assumptions about the relevance of individual agents to the behavior of a complex adaptive system. When trying to achieve system-level goals, think twice about agent-level changes. They’re unlikely to have the effects you intend."
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Trecho retirado do artigo "When Individuals Don't Matter" de Michael Mauboussin na Harvard Business Review deste mês.

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Pretender que um indivíduo sozinho por artes mágicas vença o sistema é um verdadeiro delírio generalizado.

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99,9 % das vezes o sistema vence. Assim, primeiro há que mudar de sistema... algo de muito difícil, por que cada vez mais existem menos jogadores profissionais de bilhar.

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Este tema já foi aqui abordado em 2006:

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"In any case, the importance of individuals and even teams is vastly overestimated compared with the constraints under which they operate. The assumption behind Performance Management that improvement is chiefly a matter of individual effort, motivation and capability is deeply flawed."