Friction Isn’t Failure: Understand What’s Under the Surface
When a team starts missing the mark — unclear decisions, mounting tension, or quiet disengagement — most leaders instinctively leap into problem-solving.
Reassign responsibilities.
Add another meeting.
Bring in a tool, a new hire, or a new framework.
Sometimes, those actions help. But more often, they address the surface and not the root.
In my work with mission-driven financial services and data-sensitive organizations, I’ve seen this pattern time and again:
You can’t solve what you haven’t fully understood.
Friction on a team isn’t always obvious. The most consequential dynamics are often the ones just below the surface. They can be subtle, persistent, and easy to misread.
It might present as:
Lagging performance. When the real issue is ambiguity around decision-making.
Low engagement. Where no one is aligned on purpose or direction.
Resistance to change. Why trust has worn thin, and people don’t feel safe to speak candidly.
This is why I use a 16-element assessment. Not just to identify pain points, but to help teams reflect clearly on what’s really happening.
When leaders slow down to assess before they decide, meaningful shifts happen:
✅ The reactive noise quiets.
✅ Priorities sharpen.
✅ Accountability grows clearer.
✅ Energy starts to flow in the right direction.
This isn’t about over-engineering your leadership. It’s about leading with precision and being grounded in shared understanding rather than assumption or urgency.
Insight isn’t indulgent. It’s efficient.
If your team is swirling in frustration or stuck in second-guessing, the smartest next move may not be to do more, but to pause long enough to see clearly.
Pause. Reflect. Then decide
Liv Olson is an executive coach and facilitator specializing in team effectiveness. She partners with financial services leaders and their teams to strengthen clarity, confidence, and collaboration.