3 Patterns that Quietly Slow Execution in Leadership Teams

Most leadership teams don’t struggle because they lack ambition. They struggle because execution gets quietly throttled by a few repeatable patterns.

That matters, because the cost of poor execution is well documented. Harvard Business Review has cited estimates that 67% of well-formulated strategies fail due to poor execution.

Here are three patterns I see most often, plus what to do about each.

1) Decision ownership is unclear

Execution slows when everyone is “involved”, but no one is accountable.

You’ll recognise it when:

• meetings end with “we’ll circle back”

• decisions get reopened repeatedly

• teams wait for permission instead of acting

This becomes more acute in complex, matrixed environments where role clarity is blurred and decision-making is effectively paralysed.

A practical fix: define three roles for any meaningful decision:

• Decider (who owns the call)

• Contributors (who input)

• Owners (who deliver)

Hint: If you can’t name the decider in 10 seconds, execution will drift.

2) Communication looks busy, but isn’t aligned

Leaders often confuse activity with progress: more meetings, more updates, more decks.

Yet poor communication remains one of the biggest execution risks. PMI has reported that ineffective communication is the primary contributor to project failure one third of the time, and also that poor communication negatively impacts project success more than half the time.

A practical fix: cut “update theatre” and replace it with one page of shared clarity:

• top priorities (not everything)

• what has changed since last week

• what is blocked, and who owns the unblock

The goal is not more communication. It’s shared understanding.

3) Avoided conflict creates hidden friction

Many leadership teams are polite, professional, and quietly stuck.

When disagreement is avoided, it doesn’t disappear. It moves underground:

• side conversations

• passive resistance

• slowed follow-through

And right now, teams are under pressure. In a Forbes piece citing leadership research, 71% of leaders reported increased stress, 54% were concerned about burnout, and 40% said they had considered leaving their role. Under that load, unresolved tension becomes a performance issue fast.

A practical fix: build a repeatable way to surface disagreement early:

• “What are we not saying?”

• “What would make this fail?”

• “Where are we misaligned?”

  
  

The best coaches don’t add complexity. They create the conditions for better conversations, better decisions, and follow-through.

A simple closing question

If execution has slowed, it’s rarely a motivation issue. It’s usually one of the three above.

Which pattern is costing you the most momentum right now: ownership, alignment, or unspoken friction?

If you'd like to explore this in more depth, you can book your free 30 minutes in Bob's diary here.