“But there was a difference between being stuck and choosing to stay. Between being found and finding yourself.”
― Martina Boone, Author
VIM Executive Coaching has recently seen an uptick in team coaching discussions on the concept of “feeling stuck.” This phenomenon is fairly widespread but particularly affects those involved in sales, marketing and management.
Author Alex Brueckmann, an expert on executive leadership strategy, writing for Forbes magazine (March 24, 2025) stated:
“Since the beginning of this century, the business landscape has been experiencing a constant stream of crises and technological advancements. Many executives quietly worry: Am I staying ahead, or am I becoming obsolete? In an era of AI, digital transformation and shifting consumer behaviors, the ability to adapt and innovate is a challenge.”
In other words, executives and their teams are battling the feeling of being stuck. They are losing their grasp on flexibility, adaptability and innovation. In the midst of so much advancement, many team members are feeling hopeless, almost outdated in purpose. These team members may, in fact, be younger however, they are feeling ancient in terms of effectiveness.
Team members should feel they are alone in this battle. They have plenty of company.
What is Happening to Our Team?
If your team is feeling stuck, executive leadership experts reinforce what we have clearly seen in business coaching:
- Team members are feeling “more remote.” This is not necessarily a function of being remote. The isolation often occurs even in face-to-face meetings.
- Team members are terrified of failing, lacking perfect responses, being judged. For many, they would rather not respond than to be thought of as being unable to always come up with brilliant solutions.
- Team members remain silent when they should respond with honesty and having open dialog.
- Team members feel “wedged-in” to tight spaces. These frames of mind create tension, anger and a lack of effectiveness.
- Team members learn to not trust feedback. They inherently know other team members will hold back rather than to be open and authentic.
If one member of a team exhibits the above fears or behaviors, they may be perceived in a negative or ineffective light. However, what if all or most team members secretly harbor all of the points we raise above? It results in team catastrophe. It is a “crabbing,” a sideways response, avoidance, a lack of progress or effectiveness.
Unfortunately, this is exactly what is happening in team dynamics across the country.
Breaking Free
“Breaking free” does not mean team members should become more independent. In fact, mindful teams should strive to become more inter-dependent and authentic. Some might view the move toward greater interaction, healthier team dynamic and in fact, less digitally driven, AI driven connection as unusual and even frightening, it is precisely what we are suggesting.
Mindful teams are strong teams. Strong teams are more honest and open, more effective and dynamic. When team members are fearful, and hold back and seek to be isolated, teams invariably fail. To become unstuck, teams should stick together more, not interact less.
We are decidedly not against the digital world! However, when teams are more mindful, they learn to understand that “digital” is complemented by the actual, the human and the authentic.
If teams are feeling stuck, it is often a function of alienation. It is fine to feel less than perfect! It is not fine to believe that no one else feels that way! No executive leader has ever succeeded on their on their own, and to be alone is to let down the team.
Questions: Does your team ever share its fears and challenges? Does the team always view that the best answer must be the perfect answer? Are team members allowed to respond without being judged?