Why Most People Stay Stuck at Stage 3 and How SMEs Can Shatter the Ceiling

Jan 22

The Blunt Truth About Mediocrity, Moral Development, and Organizational Growth

Written by Dr. Jemaine L. Irby, 19 January 2026

Pardon my French, but mediocrity is a disease, and most people are terminally infected. Let us rip off the Band-Aid: society rewards conformity, celebrates the average, and shames anyone courageous enough to call bullshit on the comfort of being stuck. That is why, in business and in life, you see teams and leaders who never move past Stage 3 of Kohlberg’s moral development. They are addicted to approval, terrified of conflict, and would rather stay “liked” than actually do what is right. Sound familiar?

Stage 3 Explained: Why We Worship Average

Stage 3 is not just a psychological checkpoint; it is a prison. Here, people prioritize relationships over principles, harmony over honesty. They will nod along with whatever keeps the peace, even if it means betraying their own standards. The result? Teams that enable mediocrity, leaders who avoid hard truths, and organizations that plateau before they ever reach greatness. Most never escape because being “nice” is safer than being real, and we mistake acceptance for achievement.

The ABC Model and Theory of Planned Behavior: Attitude Sabotage

Here is why you are stuck: the ABC Model of Attitude exposes the disconnect between what you feel (Affect), what you say you believe (Belief), and what you actually do (Cognition). Most people have a pipeline of good intentions but a sewer of bad actions. The Theory of Planned Behavior drives home the point: you do not act on your aspirations; you act on your true attitudes. If your attitude is to protect comfort at all costs, you will sabotage growth every time, and so will your business.

Entelechy: What’s Lost When You Settle for Stage 3

Mediocrity is not harmless; it is the slow death of potential. Entelechy, the realization of your highest purpose, demands moral courage. It means drawing boundaries, risking isolation, and choosing integrity even if it burns bridges. When you settle for Stage 3, you lose the chance to build something real: an organization rooted in standards, principles, and actual ethics. You trade greatness for groupthink, and your teams become echo chambers of safe, stagnant thinking.

SMEs and Moral Maturity: Breaking the Stage 3 Ceiling

Small and medium enterprises are ripe for transformation, but most never realize it. Why? Because their cultures are built on Stage 3 comfort instead of Stage 5-6 courage. The ones that breakthrough have support systems, mentors, frameworks, and leadership willing to prioritize standards over popularity. They push teams to confront the gap between what they say and what they do, and they refuse to let convenience override conscience.

Practical Steps: Building Teams on Standards, Principles, and Ethics

· Demand Real Talk: Shut down the “nice” noise and call out mediocrity. Make honesty non-negotiable even if it stings.

· Audit Attitudes: Use the ABC Model to expose the gaps between values and actions. Hold everyone accountable for closing them.

· Reward Courage, Not Comfort: Celebrate team members who defend principles, not those who play it safe.

· Build Ethical Frameworks: Develop clear standards and enforce them ruthlessly. Make it impossible to hide behind “good intentions.”

· Invest in Moral Development: Offer training, mentorship, and challenge every leader to push past Stage 3, even if it means ruffling feathers.

Conclusion: The Cost of Comfort vs. The Reward of Growth

Here is the harsh reality: comfort costs you your soul. Staying asleep at Stage 3 is easy, but it is the enemy of growth. If you want teams and organizations that actually achieve, you have to pay the price—demanding integrity, choosing standards, and making peace with being unpopular. The reward? Real transformation. For SMEs and anyone brave enough to break the ceiling, the choice is simple: keep celebrating average or commit to entelechy. The next move is yours.