At various points in our careers, many of us feel stuck. The time when progress feels impossible, whether due to a roadblock, a major setback, or a series of unexpected events. This feeling can be intensified by the relentless pace of change. When we’re already overwhelmed, even a single unexpected obstacle can throw us completely off balance.
But often, we’re not as stuck as we think— we’re just unable to see a way forward.
At our most recent McCarthy Mentoring Forum, where we brought together our highly-valued mentors and coaches, we explored this common career challenge. We all agreed: the first step is to deeply understand what’s really holding us back before identifying strategies to regain control, uncover options, and plan a path forward.
Here are five of the most common reasons people feel stuck and the strategies we recommend:
1. Unrealistic Expectations vs. Reality
This can come from unhelpful comparisons with peers who seem to be advancing faster, hitting career milestones or performance goals with ease. Or we underestimate how long meaningful progress actually takes. Perhaps we’ve been hoping our hard work would speak for itself, yet we consistently feel unseen.
As Leap to Leader author @Adam Bryant puts it, instead of waiting “for reality to bend to your expectations,” we need to take ownership of closing the gap and shifting expectations. For example, what can you change to make your impact more visible to the people who matter? How can you strengthen relationships with key decision-makers? Are you proactively scheduling career conversations, not just transactional meetings, with your manager?
It may be time to reset expectations and take personal agency over what you can influence.
2. Toxic Work Environments and Poor Leadership
It’s difficult to progress and perform at your best in a culture where poor leadership, politics and unchecked behaviours dominate. It’s demotivating when the wrong people are promoted or rewarded and the right ones are not.
In these situations, it’s easy to get caught in frustration or a misdirected sense of loyalty and lose sight of your options. Deciding whether to cut your losses or stick it out is rarely straightforward and requires reflection and a safe space to talk it through. It can be a nuanced decision shaped by your personal values, career goals, and the potential for change. Often, the tipping point comes when your values no longer align with the organisation’s, and you can’t see a path forward.
Mentors and coaches can help you reflect on what’s within your control, clarify what matters most (learning, relationships, purpose..?) and help you make informed decisions about your next steps. Sometimes, staying is strategic. Other times, leaving is liberating.
3. Role disruption & uncertainty
External factors such as a tough employment market or rapid tech disruption requiring new skills at a time of uncertainty can make us feel the option to move jobs or careers is too risky or out of reach.
In these situations, we recommend looking outward. Use your networks to check what others are seeing in the market and where they think your opportunities may lie. People a little more removed from your day-to-day can sometimes spot leadership strengths or career paths you may not have considered. Ask yourself, what are my transferable skills that are sought after, or you can learn? Where are the growth areas and how can you adapt or proactively position yourself to be better able to grab these opportunities. Who can you learn or seek guidance from? What short courses could you do to upskill quickly?
Even in tough markets and uncertain times, being open to lateral moves, internal shifts, or short-term options can create breathing room and unlock valuable opportunities.
4. Fear of transition.
We see this often, and it usually stems from one of three things:
- Self-doubt and imposter syndrome. The next step feels too big, and you’re unsure if you’re ready.
- Fear of the unknown. The more obvious linear path isn’t available, and “follow your passion” feels unrealistic against financial or career pressures.
- The next role looks unappealing. You’re already feeling stretched, why take on more? In fact, recent research shows some future leaders see the CEO seat as a burden rather than an opportunity and are declining offers or even stepping down. According to the AFR, CEO resignations rose 9% globally in 2024, citing burnout, scrutiny, and a redefinition of success.
In these cases, lean on your trusted personal board of advisors, mentors, friends, colleagues, to sense check and test your thinking on:
- What’s really holding you back?
- What would build your confidence to push forward?
- The value you bring and contribution you could make to the next opportunity
- Whether you are genuinely operating from a growth mindset
“The passion for stretching yourself and sticking to it, even (or especially) when it’s not going well, is the hallmark of the growth mindset. A fixed mindset keeps you stuck.” — Carol S. Dweck, author of Mindset: Changing the way you think to fulfil your potential
5. Lack of Succession Planning
Sometimes, you’re simply not being given the right opportunities to grow. Your organisation may talk about talent pipelines and growth opportunities but fail to actively develop identified future leaders.
Deloitte’s 2025 global survey of Millennials and Gen Z found that learning and development and career progression were two of the top three reasons for choosing an employer. Gallup’s 2025 research also shows that lack of development is a leading reason people leave.
If this resonates, look for organisations that:
- Demonstrate internal mobility and executive leadership exposure
- Invest in mentoring and development for continual growth
- Actively build and commit to succession plans, not just during the crisis moments
- Regularly identify talent pool and strengthen skills required for future workforce needs
Feeling stuck can be a valuable signal. With the right support, reflection, and strategy, it may become the turning point that propels your career forward.
