Teams rarely fall apart overnight. More often, things slowly drift off course until frustration becomes normal and underperformance is quietly accepted.
By the time leaders reach out for help, they’re usually sensing something isn’t right - but can’t quite name it.
Here are three signals I see repeatedly in organisations that are ready for a reset.
1. The work never feels “done”
When I ask teams how they know they’ve done a good job, I often get long explanations - or blank looks.
This usually means:
- Priorities are unclear or constantly shifting
- Success measures exist, but aren’t used day to day
- People are working hard without a clear finish line
The result? Exhaustion without satisfaction.
A reset here isn’t about asking people to work harder. It’s about clarifying:
- What matters most
- What “good” looks like
- Where effort can stop
Clarity creates energy.
2. Meetings multiply, but decisions don’t
If your calendar is full and progress is slow, that’s not a time-management issue - it’s a system issue.
Common signs include:
- Meetings with unclear purpose
- Decisions deferred “offline”
- The same topics revisited week after week
This drains confidence as much as time.
In many teams, a simple reset - clear decision rights, better agendas, fewer attendees - creates immediate relief. People don’t want fewer conversations; they want better ones.
3. People are quietly disengaging
Disengagement isn’t always loud. Often it looks like:
- Doing exactly what’s asked-and nothing more
- Avoiding ownership
- Losing pride in the work
Leaders sometimes mistake this for attitude. More often, it’s a response to misalignment or overload.
A reset starts with listening - not to opinions, but to patterns. Where is effort being wasted? Where are people stuck? What’s getting in the way of good work?
What a “reset” really involves
A reset doesn’t mean a full restructure or culture program.
It usually means:
- Pausing long enough to
diagnose properly
- Naming what’s no longer working
- Fixing the systems and expectations that shape behaviour
- Giving teams permission (and tools) to work differently
The goal isn’t disruption. It’s direction.
When to act
If you’re noticing one of these signs, pay attention. If you’re noticing all three, it’s time to intervene.
The earlier you reset, the less energy it takes to regain momentum.
Reflection prompts for leaders
- Where does work feel endless or unclear in our team right now?
- Which meetings create value – and which ones simply fill time?
- What conversations are we avoiding that might unlock progress?
Practical next steps
A reset doesn’t start with a restructure or a new initiative.
It starts with
understanding where friction and confusion are showing up.
Before trying to fix things, it can help to identify what’s actually driving the symptoms you’re seeing.
You may find these free resources useful:
- Team Troubleshooting Checklist – to pinpoint where expectations, systems or ways of working are breaking down
- Role Clarity Cheat Sheet – to help leaders and teams define what “good” looks like and reduce unnecessary tension
- Mini Team Diagnostic – a quick way to surface patterns without turning it into a full review process
- Used together, these tools help teams move from vague frustration to something tangible they can work with.
