Friction is Feedback

When organisational friction keeps repeating, try not to jump straight to a solution. First, ask what kind of signal it might be.

A few useful places to start:

If teams keep escalating decisions, ask:
Are decision rights unclear, or is the decision sitting too far away from the people with context?

If coordination keeps increasing, ask:
Are we compensating for team boundaries that no longer fit the flow of work?

If progress depends on the same few people, ask:
Are we relying on personal networks where we actually need clearer team interactions?

If strategy seems clear at the top but fragmented in delivery, ask:
Where is the translation from intent to action breaking down?

If the same dependency keeps slowing things down, ask:
Is this really a planning issue, or is it a design issue we have normalised?

The point is not to diagnose everything perfectly. It is to pause long enough to treat friction as evidence. Because once you can name the signal, you can have a better conversation about the decision that needs to be made.