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:
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?
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 Frustration builds as the organization spins in circles, unable to break out of outdated practices.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:
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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.
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
Founder of the People of Transformation membership & community.
Elevate Change & Transformation high-performing leaders to soar above the sea of sameness and achieve new heights in mastery, influence, & impact without the drag of going solo or slow progression.
Catalyseur de changements et succès ACX Mentor® CPP-Champion® CBPP® BAIP® RBPMP® BPT-PL®
3moOnce again, Jess Tayel Dr. nails it...Her latest post on being too busy at failing covers a set of behaviors that I have seen over and over again (as consultant trying to help middle and top management, or transformational change leader succeed with their new endeaviour). Jess couples symptoms (behaviors) with advices that are "simply" useful. Jess'value proposition allows us to deal in a more effective way with human system behaviors to increase in a meaningful way transformational changes probability of success (whether initiated by us as leader inside an organizatin, or initiated by a client)
For over 20 years, I‘ve helped CEOs and business owners make their companies more successful with clear, actionable, winning strategies • Follow for Proven Systems to Make Better Strategy
3moIn order to keep a mechanism where you consistently recognise the problem you need to have transparency in the first place. Zero bias so that employees can trust that if they take a step and give feedback, there won't be any bad repercussions. Great article Jess!
Vice President, Birlasoft-(Rest of World) Leading Transformation & Innovation
3moAll very true, there is also a scenario in which the financial controllers of an organisation can paralyse all forms of innovation and new thinking until it conforms to legacy spreadsheet analysis. Fear of the quarterly decline or blip is the greatest inhibitor to change, even when desperately needed. The challenge for free thinkers is not only to present a new way of working, but also how to navigate the path through potentially outdated accounting practice.
I help people create, capture and communicate great ideas to help companies grow
3moRecognizing these invisible barriers and creating a culture of psychological safety is key to reigniting growth and innovation.
Women’s Empowerment Expert | Leadership | Confidence | Influence | Speaker | Coach | Trainer | Author of “Step Up”
3moCircles are not a bad way to move forward so long as each one is a little further forward than the other :)