Many professionals experience periods in their careers when progress feels stalled, often attributing this to external factors such as unsupportive management or a sluggish job market. However, career experts suggest that the causes of stagnation may sometimes lie within an individual’s own assumptions and actions.

Dennis Chan, a principal career coach at the Skills and Workforce Development Agency, highlights common patterns among mid-career professionals who report feeling "stuck." These individuals may have strong capabilities but fail to advance because of comfort with the status quo, reluctance to embrace change, or misplaced beliefs about career progression.

One illustrative example involved a woman in her 30s who felt overlooked for promotion and excluded from high-profile projects. When encouraged to discuss her career aspirations openly with her manager, it was revealed that leadership had assumed she preferred a lighter workload due to family commitments. This misconception had influenced managerial decisions without direct communication. After clarifying her willingness to take on greater responsibilities, she was assigned broader, more visible company projects and, within a year, secured a promotion.

According to Chan, three key assumptions frequently hinder career advancement. The first is the attachment to the comfort zone, where professionals stay in familiar roles because of perceived stability, even if this leads to decreased motivation and engagement over time. One client, a chief financial officer in his late 40s, acknowledged staying put partly due to a comfortable salary and family considerations. While such choices are valid, the danger lies in defaulting to them without periodic reassessment.

The second assumption pertains to “seniority syndrome,” especially prevalent among longer-tenured employees. Some professionals believe that years of experience alone guarantee relevance, leading to resistance toward upskilling or adopting new technologies like artificial intelligence (AI). Chan notes this resistance includes a perception that AI might threaten job security, creating an “AI incentive conflict.” This mindset can impede potential growth and career renewal.

The final assumption is the belief that strong performance alone naturally results in promotion. High achievers may continue delivering excellent results but fail to actively communicate their ambition or showcase leadership qualities. As careers progress, relational dynamics and how one is perceived throughout the organization become crucial factors alongside technical competence. Without proactive engagement and feedback, professionals risk plateauing despite solid performance.

While external factors such as organizational restructuring can impact career trajectories, Chan emphasizes the importance of intentional, sometimes uncomfortable, self-reflection and action. This can involve redefining one’s role, increasing visibility, or initiating conversations with supervisors about career goals.

Conducting a “career health check” — an honest evaluation of current skills, interests, and growth areas beyond job titles—can help professionals gain clarity on their position and identify steps toward desired outcomes. Such deliberate efforts may break through the fog of stagnation and open pathways for renewed career progress.