{"id":2381,"date":"2026-02-12T08:26:00","date_gmt":"2026-02-12T08:26:00","guid":{"rendered":"https:\/\/dbvp.nl\/?p=2381"},"modified":"2026-05-14T08:27:38","modified_gmt":"2026-05-14T08:27:38","slug":"when-the-system-stalls","status":"publish","type":"post","link":"https:\/\/dbvp.nl\/en\/when-the-system-stalls\/","title":{"rendered":"When the system stalls"},"content":{"rendered":"

We show that disruptions are signals of imbalance and ignored boundaries.
By listening instead of fixing, we create space for repair.<\/strong><\/p>\n\n\n\n

Summary<\/strong><\/p>\n\n\n\n

This blog explores how disruptions in systems\u2014from strikes to silent withdrawal\u2014are not glitches to be brushed away, but signals that tell us something essential about respect, capacity, and balance.<\/p>\n\n\n\n

A system does not protest with words, but with disruption.<\/p>\n\n\n\n

When public transport comes to a standstill, that is not merely a logistical problem\u2014it is a signal. A signal of boundaries ignored for too long. Of a balance that had been lost for a long time, but only now becomes visible because it can no longer be kept quiet.<\/p>\n\n\n\n

Our first reflex is often: fix it. Quickly. Back to business as usual. But what if the disruption itself is the most honest message the system can give us? What if, through our hurried repairing, we miss the core of the signal?<\/p>\n\n\n\n

Boundaries are not walls<\/h3>\n\n\n\n

In many organizations, setting boundaries is still confused with resistance. Especially in work cultures where dedication and flexibility are highly valued, saying \u201cno\u201d can feel like betrayal of team spirit. Yet protecting boundaries is not a form of obstruction\u2014it is a form of self-respect.<\/p>\n\n\n\n

From a systemic perspective\u2014such as we know from organizational constellations\u2014boundaries are not walls, but markers. They show where one person or part of the system ends and another begins. Boundaries give place, value, and the right to exist. They are crucial for healthy relationships and sustainable collaboration.<\/p>\n\n\n\n

The pattern behind the disruption<\/h3>\n\n\n\n

Strikes, production shutdowns, or other major incidents often seem like isolated events. But rarely are they sudden. Most of the time, they are endpoints of a longer simmering process, in which one part of the system has carried too much, received too little recognition, or simply was not heard.<\/p>\n\n\n\n

What ultimately becomes visible\u2014a strike, a conflict, a burnout\u2014is often the result of what has remained invisible for a long time. The unspoken irritation, the structural overload, the feeling of \u201cthis will never change\u201d that slowly seeps into an organization.<\/p>\n\n\n\n

Mini-case: The tram driver<\/h3>\n\n\n\n

Imagine a tram driver who, day after day, does his rounds in wind and rain. He navigates not only through the city, but also through political decision-making, budget cuts, staff shortages, and sometimes even aggression from passengers. When he decides to stop working, it is rarely out of laziness. It is a final appeal\u2014not only about salary or schedules, but about recognition. About being seen as a human being, not only as a cog in the whole.<\/p>\n\n\n\n

The same thing happens in offices, factories, and healthcare institutions. The \u201csilent dropout\u201d of team members. The growing cynicism in meetings. The replacement of engaged conversations with distant, functional reports. All variations on the same theme: someone, somewhere, is carrying too much\u2014for too long, too alone.<\/p>\n\n\n\n

Looking systemically: disruption as an opportunity<\/h3>\n\n\n\n

In systemic work, we do not see disruption as the problem, but as the entrance to the solution\u2014if we are willing to listen without immediately fixing. To allow the uncomfortable silence to exist. To let the pain, anger, or disappointment be there, without rationalizing it away.<\/p>\n\n\n\n

When a system stalls, it often becomes visible that there is inequality in the distribution of burdens, or that recognition is missing. By ignoring or minimizing the disruption, we reinforce the pattern. By taking it seriously, we open the door to repair.<\/p>\n\n\n\n

Psychodynamics: what is happening beneath the surface<\/h3>\n\n\n\n

Psychodynamically, disruption creates discomfort because it touches our need for stability and control. Leaders and managers feel pressure to \u201crestore\u201d what is not working, sometimes out of fear that chaos will otherwise become too great. But that very need for quick order can cause us to miss the core.<\/p>\n\n\n\n

Disruptions often mirror themes such as:<\/p>\n\n\n\n

    \n
  • Unheard needs:<\/strong>\u00a0people experience that their voice carries no weight.<\/li>\n\n\n\n
  • Loss of meaning:<\/strong>\u00a0work feels disconnected from values or mission.<\/li>\n\n\n\n
  • Limits of capacity:<\/strong>\u00a0physical, emotional, or mental reserves are exhausted.<\/li>\n<\/ul>\n\n\n\n

    By exploring these undercurrents, the role of the leader shifts from \u201cproblem solver\u201d to \u201cmeaning maker.\u201d<\/p>\n\n\n\n

    Organizations as living systems<\/h3>\n\n\n\n

    An organization is not a machine that you can simply repair; it is a living system. Just like in an ecosystem, every part has a place and a role. If one element is structurally overloaded or undervalued, the entire system begins to malfunction. Strikes, high absenteeism, or major turnover rates are then not disruptions, but symptoms of a broader imbalance.<\/p>\n\n\n\n

    Leadership in such situations requires a different language. Not: \u201cHow do we fix this quickly?\u201d but:<\/p>\n\n\n\n

      \n
    • \u201cWhat is this disruption telling us?\u201d<\/li>\n\n\n\n
    • \u201cWhich part of the system is asking for more attention or recognition?\u201d<\/li>\n\n\n\n
    • \u201cWhich unspoken expectations or tensions are involved here?\u201d<\/li>\n<\/ul>\n\n\n\n

      A deeper case: the \u201csilent strike\u201d<\/h3>\n\n\n\n

      In a consultancy firm, the executive team noticed that projects were increasingly being delivered late. There were no open conflicts, but there was more and more anonymous feedback about workload and lack of appreciation. Officially everything continued, but in practice deadlines were slipping and energy was dropping.<\/p>\n\n\n\n

      Only when the management team decided to bring in an external facilitator for a series of open conversations did it become clear what was going on: consultants had felt overburdened for years, while successes were hardly celebrated. A \u201csilent strike\u201d had emerged\u2014employees did exactly what was asked, but nothing more.<\/p>\n\n\n\n

      By not brushing the problem away, but acknowledging it, space for repair emerged. Small rituals of appreciation, redistribution of work, and more say in planning made a noticeable difference. Not by steering harder, but by listening better.<\/p>\n\n\n\n

      Leadership as a carrier of balance<\/h3>\n\n\n\n

      The art for leaders is not to see disruption as personal failure, but as information. It requires daring to carry the discomfort that comes with it. That means:<\/p>\n\n\n\n

        \n
      • Taking time to hear the story behind the signal.<\/li>\n\n\n\n
      • Acknowledging what is out of balance, without immediately pointing to culprits.<\/li>\n\n\n\n
      • Being open to change, even if it requires structural choices.<\/li>\n<\/ul>\n\n\n\n

        Reflective invitation<\/h3>\n\n\n\n

        What does the disruption say about the balance in your system?<\/p>\n\n\n\n

        Not as a question of blame, but as an invitation to observe.<\/p>\n\n\n\n

        Which place, which rhythm, which voice has been asking for a long time to be seen?<\/p>\n\n\n\n

        Perhaps the moment everything stalls is precisely the moment when repair becomes possible.<\/p>\n\n\n\n

        Rene de Baaij<\/strong><\/p>","protected":false},"excerpt":{"rendered":"

        We show that disruptions are signals of imbalance and ignored boundaries.
        \nBy listening instead of fixing, we create space for repair.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[81],"tags":[],"class_list":["post-2381","post","type-post","status-publish","format-standard","hentry","category-english"],"_links":{"self":[{"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/posts\/2381","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/comments?post=2381"}],"version-history":[{"count":1,"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/posts\/2381\/revisions"}],"predecessor-version":[{"id":2382,"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/posts\/2381\/revisions\/2382"}],"wp:attachment":[{"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/media?parent=2381"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/categories?post=2381"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dbvp.nl\/en\/wp-json\/wp\/v2\/tags?post=2381"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}