We’ve all experienced it – the frustration of being part of an organization or team that just seems stuck and unable to move forward. No matter how hard everyone tries, progress is slow at best and oftentimes it feels like you’re spinning your wheels. Momentum is lost, engagement drops, and potential is left untapped. 

Why do organizations and teams get stuck in the first place? There are many complex reasons, but some primary ones include:

Lack of Clear Vision and Priorities. Without a compelling vision or sense of direction, organizations drift aimlessly. Leaders fail to define and communicate priorities and goals. With no shared understanding of where they are trying to go, teams operate in silos and misalignment abounds. 

Resistance to Change. The status quo is comfortable, but organizations must continually adapt and evolve to stay competitive. When leaders and teams become rigid and averse to change, improvement efforts stall.

Communication Breakdown. Information trapped in silos, unclear responsibilities, and poor transparency lead to duplication of efforts, bottlenecks, and confusion. When communication flows poorly, alignment and efficiency suffer.

Unresolved Conflicts. Left unaddressed, conflicts, microaggressions, and power struggles lead to disengaged teams. Lack of psychological safety prevents openness. Unresolved tensions waste focus and stymie collaboration.  

Skill and Resource Mismatches. Continuous learning is required to close skills gaps, but insufficient training and coaching opportunities impede skill acquisition. Resource mismatches like inadequate staffing, tools, or budgets also constrain activities.

Why It Matters

Getting stuck may seem like merely an inconvenience, but the consequences are far reaching. Stagnation depletes engagement as employees feel frustrated and momentum is sapped. Lack of progress on key initiatives undermines operational performance and competitive agility. Failed change efforts also reduce trust in leadership. 

In today’s fast-paced environment, adaptability is critical. Organizations that stand still while competitors embrace innovation cede their edge. For example, Blockbuster’s inability to evolve digitally led to their rapid demise. On the flipside, digital-first innovators like Netflix disrupted entire industries.

Getting unstuck and achieving collective progress is what enables organizations to thrive. That’s why it’s so critical that leaders take active measures to understand and address the reasons teams and organizations stall. 

Diagnosing the Root Causes

Leaders must resist the urge to quickly jump to solutions when stagnation occurs. Instead, a methodical root cause analysis helps correctly diagnose where the key issues lie across people, process, and/or technology domains. Leaders should assess:

Team dynamics. Where are trust or communication gaps? Is conflict festering?

Capabilities. Are skills aligned to strategy and goals? Where are capability gaps?

Processes. Are there inefficiencies or bottlenecks? Where does duplication occur?

Tools/Resources. Are employees adequately equipped and empowered?

Leadership. How are leaders modeling desired behaviors and fostering culture?

Structure/Roles. Is decision-making authority clear? Are accountabilities defined?

This type of assessment clarifies the highest impact barriers so energy can focus on the vital few issues impeding progress.

Ways Leaders Can Get Things Moving Again

Once leaders understand the core issues, bold action is required to break through inertia. Leaders play a pivotal role in catalyzing change through:

Establishing a Compelling Vision. Progress starts with defining a clear vision and goals. Leaders must connect employees to the “why” behind their work. This vision becomes the roadmap guiding priorities and focus.

Modeling Courage. Leaders set the tone. They must be willing to question old assumptions, take smart risks, and make tough decisions to enable change. Leading by example builds trust and momentum.

Engaging People. Progress requires engagement. Leaders must foster transparency, empower teams, value input, and encourage initiative. This builds alignment and a culture of collective ownership. 

Developing Talent. Coaching and mentoring close skill gaps, but leaders must also proactively identify capability needs. Developing people provides the tools to execute on the vision. 

Removing Obstacles. Leaders should assess what barriers employees face, be they micro-management, outdated systems, or inefficient processes. Eliminating hurdles empowers teams.

Communicating Effectively. Impactful communication reminds people why the vision matters. Leaders must connect progress to purpose and values. This sustains commitment when change gets hard.

Holding People Accountable. Accountability promotes follow through. Leaders should set clear expectations, monitor progress, and address low performance through coaching. 

Demonstrating Decisiveness. Getting unstuck requires decisiveness. Leaders must assess options objectively, solicit input, determine direction, and act. Indecision breeds more inertia.

Next Steps and Continued Progress

Getting an organization moving again after stagnation requires vigor, vision, and consistent leadership. But the most critical thing leaders can do is take the first step. Too often analysis paralysis sets in. Leaders must be willing to course correct as needed based on evidence and results. Incremental progress depends on taking that critical first action.

Sustaining momentum over time requires establishing regular touchpoints to evaluate what’s working, what’s not, and how to improve. Some ways leaders can promote continued progress include:

Getting stuck as an organization can happen gradually over time. Organizational leaders have tremendous power to reignite engagement, vision, and forward momentum. With concerted effort and care, leaders can unstick organizations and unlock their potential to succeed. It takes courage, commitment, and clarity of purpose to get there.