The Promise and Problem of Committees
Committees are formed with good intentions. Leaders want to gather diverse perspectives, build consensus, and ensure decisions reflect the whole organization. On paper, this makes sense.
In practice? Committees are notorious for stalling progress. They often generate watered-down compromises that satisfy no one and solve little. The result: innovation stalls, employees disengage, and opportunities slip away.
Patrick Lencioni, author of Death by Meeting, put it bluntly: “If everything is important, then nothing is.” Committees often lose focus, and the lack of clarity paralyzes progress.
The Symptoms of “Committee-itis”
If your organization struggles with any of these, you may be suffering from committee-itis:
- Endless Meetings: Decisions take weeks or months because consensus never comes.
- Watered-Down Solutions: Bold ideas are sacrificed for what’s “safe” or least controversial.
- Lack of Accountability: No single person owns the outcome, so execution falters.
- Risk Aversion: Committees tend to reject ideas that feel new or disruptive.
- Employee Frustration: People grow tired of “talking in circles” without action.
The irony is that committees often stifle the very innovation they were formed to support.
Why Committees Kill Innovation
- Groupthink
The desire for harmony leads to safe, predictable ideas instead of breakthrough solutions.
- Fear of Absurdity
As Einstein said: “If at first the idea is not absurd, then there is no hope for it.” Committees tend to reject ideas that sound absurd, even though those ideas often lead to transformation.
- Diffusion of Responsibility
When everyone is responsible, no one is accountable. Great ideas die because no one takes ownership.
- Process Over Progress
Committees spend more time debating process than creating outcomes.
Case in Point: The City Planning Board
A city’s planning board spent years debating a downtown revitalization plan. Every proposal was watered down to satisfy every stakeholder. The result was a generic project that pleased no one and failed to attract investment.
When a smaller, empowered task force reframed the challenge as, “How might we create a downtown people want to live, work, and play in?” bold ideas emerged. The team launched a vibrant mixed-use district that revitalized the area and drew new businesses.
Case in Point: The Corporate “Innovation Committee”
A Fortune 500 company launched an innovation committee to identify new growth opportunities. The committee generated hundreds of ideas but rejected most for being too “risky.” The few that survived were so watered down that none made meaningful impact.
Eventually, leadership scrapped the committee and adopted a structured innovation process with cross-functional teams and clear accountability. Within two years, they launched two successful new product lines.
How to Cure Committee-itis
- Reframe the Challenge
Instead of debating endlessly, use “How might we” questions to focus energy on possibilities rather than barriers.
- Empower Small Teams
Break large committees into smaller, accountable teams. Bold ideas thrive in smaller groups.
- Define Clear Ownership
Assign accountability to individuals or teams. Ideas need champions.
- Set Time Limits
Innovation dies in endless meetings. Create short cycles of ideation, testing, and feedback.
- Facilitate with Structure
Use a proven process like ReVision to create clarity, surface bold ideas, and drive decisions forward.
The Benefits of Moving Beyond Committees
- Faster Decisions: Smaller, focused teams move quickly.
- Bolder Ideas: Absurd ideas are given room to grow before being judged.
- Greater Accountability: Ownership ensures follow-through.
- Higher Engagement: Employees feel energized when progress is visible.
- Better Outcomes: Real solutions replace watered-down compromises.
Research from Bain & Company shows that companies with clear decision accountability are 6x more likely to make fast, high-quality decisions than those relying on diffuse committees.
Actionable Takeaways
- If your committees produce more meetings than progress, you have committee-itis.
- Replace endless debate with reframing questions.
- Shrink decision-making groups and clarify ownership.
- Celebrate bold ideas—even those that sound absurd at first.
- Use structured processes like ReVision to accelerate clarity and innovation.
FAQs
Aren’t committees necessary for big decisions?
Yes, but only when structured with clear roles, ownership, and timelines. Committees without accountability create paralysis.
How do I get rid of committee-itis without upsetting people?
Reframe it as empowering smaller teams to move faster. Most employees welcome the change.
What if committees resist change?
Show them the cost of inaction—missed opportunities, wasted resources, and employee frustration.
Conclusion
Committees don’t have to kill progress—but too often they do. “Committee-itis” is what happens when decision-making becomes about safety, consensus, and compromise instead of clarity, boldness, and ownership.
The cure isn’t eliminating voices. It’s creating structure, reframing challenges, and empowering people to act. Innovation thrives when organizations move beyond endless debate and into action.
