Recently, I published a post about the debacle of being stuck. In that post I listed seven possible reasons why organizations or individuals can become stuck–unable to make progress toward the mission of the organization.
Ferdinand Fournies, an internationally renowned management consultant, surveyed some 25,000 managers and supervisors from around the world. His goal was to help leaders unearth what roadblocks prevent employees from being more productive. He came up with 16 different reasons. You can view those reasons on a post from the Blanchard LeaderChat blog.
Fournies findings are very helpful for leaders in any organization. But researchers agreed that all of the 16 different issues surrounded two primary problems that most employees experience: lack of direction and lack of feedback.
If a subordinate does not understand where the organization is headed or how he or she is doing in making their contribution, then certainly there will be dissonance. That can easily lead to lethargy, a critical spirit, insubordination, and bad organizational morale. Leaders can never assume that the task of communicating clear direction is ever finished. It must be renewed continually. People also need regular feedback. I believe most people want to do their best and know that they are contributing well towards organizational goals. But without quality feedback that provides both praise and helpful correction, they will never have a sense of personal progress.
Does your leadership, and the organizational environment you are creating, include directional clarity and regular feedback? That may be the reason people are stuck.
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