There is a class of these problems that's easy enough to talk about: "Glue work vs gap filling" is relatively easy topic. Broaching "doer/talker" ratios can be

There is a class of these problems that's easy enough to talk about: "Glue work vs gap filling" is relatively easy topic. Broaching "doer/talker" ratios can be stickier. Some not-my-jobs are evolved/strategic... they have meta reasons. Redoing the company's google-sheets inventory management horror might be high value, but is status-detrimental work for a senior dev, or assistant PM to do. "Excel dude" is low status. Within excel-dude land, the highest (personal) value work might be indulging executive pedantry over the formatting of dashboards. UI is low status at some shops. Talking to clients and tracing back requirements is thankless work at other shops. Etc. Incentives can be wacky in orgs, after all . People naturally fill in gaps when they're motivated and work independently. You can see this with hobbyists, personal projects, startups, Community OS, small teams, criminal gangs, children playing and whole lot of other human endeavors. They row in the same direction when they want to go in that direction, perhaps to reach a destination. In 80% of orgs, 80% of 80% of people's concerns are related to happenings on the boat itself. The vector of the boat isn't their job. They don't care where the boat goes.