When the cause is silent, the effect screams. Identifying root causes in organizations.
- 5 days ago
- 5 min read
Ever solved a problem... and yet your organization still doesn’t move forward?
Maybe it happened in the same place, with the same people.
You feel like you're running in circles?
You’re not alone.
It happens in many organizations.
Not because people aren't working hard.
Not because they don’t care.
But because, most of the time, we’re not solving the real issue.
We rush to fix what’s visible, what hurts, what shouts.
We treat the effect, not the cause.
And so, we’re not surprised when the problem comes back.
Maybe with a new name, but with the same impact: stagnation, wasted effort, collective frustration.
Symptoms are loud and steal our attention. Causes are not.
In business, symptoms are noisy: missed deadlines, weak sales, stalled projects, teams that seem disengaged.
Effects pull on your sleeve. They’re tangible.
They demand attention. And most of all: they create pressure.
Leaders feel compelled to act. And of course, you want to act fast.
To put out the fire.
To "do something."
It’s natural for those things to grab all your attention.
They are like smoke – and when you see smoke, your instinct is to find water.
But smoke doesn't tell you where the fire really is.
In fact, sometimes it doesn’t even come from where it looks strongest.
That’s how you end up acting in the wrong place.
And often, what we fix isn't the root of the problem. It's just the surface.
Without clarity, you're just pumping air into a punctured tire.
It's like repainting the walls every month because mold keeps appearing.
You can hire the best painters.
You can redo the paint flawlessly.
But if you don’t fix the broken pipe, the mold comes back.
The walls might look good for a while.
But the house stays sick.
Real causes are rarely obvious — and almost never comfortable.
What makes things even harder is that, in many organizations, the truth doesn’t flow freely.
Some things don’t get said.
Some are said too late.
Others are... watered down, just enough to "keep the peace."
So you end up with an organization reacting at the surface, while consistently avoiding what truly matters.
The real cause stays in the dark.
Unspoken and unresolved.
Maybe it’s not a motivation issue.
Maybe your team is motivated – but blocked by clunky processes. Or by a lack of direction. Maybe it’s not about skills – but about clarity.
Maybe the strategy is confusing. Or maybe it’s good, but no one understands it.
Maybe objectives aren't aligned. Or they change too often. Or they’re set "from the top," without real ownership.
Maybe the reward system encourages conformity, not initiative.
Maybe the culture punishes mistakes but doesn’t support learning.
Maybe there’s a silent conflict between founders. Or between departments.
Maybe no one dares say what doesn’t work – because psychological safety is missing.
These could be the real causes.
And if you don’t see them, you’ll work hard... in the wrong direction.
Why is it so hard to see the cause when you're caught in the effects?
Because pressure makes you rush.
And when you’re running, you only see what’s right in front of you.
You don’t have time to reflect.
No space to ask.
And honestly, sometimes you don’t even want to know.
Because it’s uncomfortable.
Because it gets personal.
Because it challenges things you thought were "settled."
Because it's hard to look at the system, when you’re part of it.
This is the great trap for leaders: you’re expected to have all the answers, but no longer have space to ask the right questions.
So how do you actually get to the real cause? I mean… concretely.
The first step is to slow down.
To give yourself permission not to react right away.
To stop, observe, and create space for the tough questions.
Then, start listening.
But not just to what is said.
Especially to what is not said.
Listen to the silences.
The jokes hiding frustrations.
The hesitation when you ask direct questions.
The questions that never get asked.
Listen and look for the cracks in the system: between what we declare and what we do. Between what we say we value and what we actually reward.
Between what we say in meetings and what gets whispered in hallways.
And ask the right questions.
Not necessarily "strategic" ones.
But the ones that dig:
Why is this happening?
And why has no one said anything until now?
What makes this problem repeat itself?
What don’t we want to be true – but is?
These questions won’t give you instant answers. But they will take you to the real cause.
You need a full picture. Not an isolated piece.
When you try to fix a single piece without understanding the whole, you actually... destabilize.
Organizations are not Excel files.
They’re living systems.
People, culture, goals, processes, incentives, values, fears – everything is interconnected.
That’s why, if you want to get to the real cause, you have to look holistically.
Understand both the business and the people.
Leadership and culture.
Formal systems and informal dynamics.
It’s like diagnosing a person: you don’t just look at back pain.
You look at the whole body, lifestyle, sleep, stress, diet. The full context.
Why you need a consultant who sees the whole picture
When the problem is complex – and it always is – you need someone who can zoom in and zoom out.
Someone who’s lived through different kinds of situations.
Who understands processes, but also internal politics.
Who senses people, but also reads the numbers.
It’s not about a "know-it-all" consultant.
It’s about someone who sees how it all fits. And who has the real-world experience to know which weak signal is actually a major symptom.
When you see clearly, you know what to do.
You stop chasing fires.
You stop repainting the decor and start rebuilding the foundation.
And most importantly, you know where to focus your energy: on what truly matters.
Sometimes, it's about a mindset shift.
Other times, it’s about strategic alignment.
Maybe the reward system only promotes compliance, not initiative.
Maybe decisions are slow because everyone’s waiting for top-down approval.
Maybe all you need is a space where people can say what they think, without fear.
Whatever the solution, it comes with clarity, simplicity, and purpose.
Because now, you know what you’re actually fighting.
Maybe it’s time for a different kind of conversation.
Not about "what else can we try this month."
But about why the organization isn’t really moving.
If you feel like you’re working hard, but things are still stuck, maybe it’s not a willpower issue.
Maybe you’re just looking in the wrong place.
The cause is there. It’s just silent.
And when it’s hard to see, you need someone who doesn’t point fingers, but understands how everything connects: sales, strategy, numbers, financial analysis, KPIs,..
as well as leadership, processes, culture, and motivation.
Because in reality, nothing works in isolation.
And nothing gets fixed in isolation.
If this feels like the right time for that kind of conversation,
I’m here. No formulas. No pressure.
Just an honest, calm, trained look – from the root cause up.
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