From Stagnation to Progress: Breaking the Patterns That Hold Your Organization Back

Have you ever felt like your organization is running in circles, despite everyone’s best intentions? You’re not alone. Many organizations unknowingly build invisible barriers between their present and the future that truly matters.

In my coaching work with leaders and transformation teams, I often say, “You’re too much in your own head.” This doesn’t just apply to individuals—organizations fall into the same trap.

The "Head" Trap in Organizations

For organizations, getting stuck in their own heads means relying too heavily on collective intellect and logic, often without realizing it. It looks like:

• Relying on the same knowledge and approaches, because that’s “how we’ve always done it.”
• Holding on to practices that, while familiar, no longer serve the organization’s evolving needs.
• Letting the repetition of these practices shape what’s perceived as “Best Practice.”

The irony is that when organizations do something the same way for too long, it’s labeled as Culture—when, in reality, it could be an obstacle to real progress.

What Are the Signs?

Do any of these resonate with you?

• Recycling the same conversations year after year, with little to no progress.
• Strategies that look very similar to last year’s, with only minor tweaks.
• Top talent is bored or disengaged, and some may even consider leaving.
• Resistance to new ideas—whether vocal or behind the scenes—keeps the status quo intact.
• The same recurring problems surface, while solutions seem elusive.

These patterns create stagnation. Frustration builds as the organization spins in circles, unable to break out of outdated practices.

The Cost of Staying Stuck

When your organization stays stuck in its own head, the consequences are real:

• Slow progress paired with unnecessary friction.
• More focus on problems than on opportunities.
• Top talent disengages or walks out the door.
• Leadership feels frustrated, watching competitors move ahead faster.
• Common refrains like “We should have solved this by now” become all too familiar.

Early Steps to Break Free

How do you move forward? The first, and most crucial step, is becoming problem-aware. Recognizing the issue, even if you don’t fully understand it yet, is already half the battle.

• For the CEO: Is it truly safe for people to speak up in your organization? Are we embracing Psychological safety—not just being candid from time to time — empowers the kind of quality conversation that moves the needle.
• For the Leadership Team: Can we do better? Are we committed to breaking out of comfort zones for the sake of real progress?
• Flag toxic leadership behaviors and understand the root causes: These often serve as barriers to change, keeping the organization stuck.
• Bring in fresh perspectives: Seeking independent assessment or a fresh eye look at your organization from a thought leader - someone who cares to make a difference but whose business model is not to deploy an army of consultants on the back of their initial engagement (you know what I mean).
  
  

Breaking through these invisible barriers isn’t easy, but it’s the only way to get to the future that truly matters.

Till next week

Jess Tayel