In 2017, a major global bank spent nearly £300 million developing a digital platform that it eventually scrapped. The reason? No one had the courage to stop it earlier. Everyone feared appearing negative. Leadership meetings became exercises in optimism rather than evaluation.
Knowing when to stop is an undervalued leadership skill. Organisations celebrate action, not restraint. Yet the cost of continuing a failing initiative often exceeds the cost of starting it. Leaders who cannot pause, pivot, or cancel waste resources, credibility, and time.
Stopping requires judgement. It is not the same as giving up. It means recognising that conditions have changed, data contradicts expectations, or the opportunity no longer justifies the investment. Strong leaders confront these realities early and act decisively.
Cultural pressure often prevents this. Many organisations equate persistence with strength. In truth, disciplined stopping is a strategic strength. It demonstrates clarity of thought and maturity of leadership.
The key is to create systems that make stopping legitimate. Regular project reviews, pre-defined decision checkpoints, and objective metrics allow decisions to be evidence-based, not emotional. When the decision to stop is built into the process, it loses its stigma.
Knowing when to stop also applies to personal leadership. Continuing to overwork, overcontrol, or overthink can harm both leaders and teams. Recognising limits and stepping back restores focus and perspective.
Key Takeaways
- Stopping is a sign of strength, not failure.
- Persistence without evaluation wastes resources.
- Systems should legitimise reassessment and exit.
- Leaders must separate commitment from attachment.
- Pausing often preserves long-term success.
Try This
Review your current portfolio of projects or initiatives. Identify one that continues out of habit rather than evidence. Ask what would happen if it stopped tomorrow. The answer often reveals the truth about its value.
Closing Thought
If your organisation equates stopping with weakness, share this. True leadership is not about motion. It is about direction.
