Why do brilliant leaders resist change?

3 hidden ways your brain sabotages change (and how to overcome them).

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Have you ever wondered why even the most brilliant leaders - including you - might resist changes they know make sense? It's not about intelligence but how our brains are wired.

We're biologically programmed to prioritize safety and familiarity, making change feel threatening even when we know it's necessary.

What's fascinating is that the very strengths that propelled our most talented leaders forward – their expertise, dedication, and proven methods – can become the anchors holding them back.

Here are three patterns I have encountered in my executive coaching work:

1. The Present Defender: "We've always done it this way," becomes a shield. These leaders intellectually understand the need for change but emotionally resist letting go of what's worked before. When they say, "This won't work," they're really saying, "I'm not sure I'll succeed in the new way."
2. The Reluctant Delegator: Despite having capable teams, these leaders maintain a tight grip on decisions. It's less about control and more about identity - they've built their worth on being the problem-solver or go-to person. Letting go feels like letting go of their value.
3. The Position Protector: These leaders see change as a threat to their authority and expertise. They resist not because they doubt the change itself but because they fear becoming less relevant or influential. They focus more on preserving their status than exploring new possibilities.

These resistance patterns reveal our fears and close our eyes to growth opportunities. The key is to shift our perspective from seeing change as a threat to viewing it as expanding our capabilities.

So, how do we move past these patterns?

Reframe change as skill enhancement rather than skill replacement:

The path forward isn't about completely reinventing yourself but expanding your leadership toolkit. Think of it as learning a new language – you don't forget your mother tongue; you gain new ways of communicating, connecting, and leading.

Reflect to:

• Enhance your self-awareness: How are these resistance patterns manifesting in your leadership? Are you deflecting change, clinging to control, or protecting your power?
• Identify your comfort zones: What are the comfortable routines or ways of doing things that might hinder your progress or necessary adaptation?

Create safe experiments to practice letting go of control in low-risk situations, for example:

• Choose one routine weekly report you usually review in detail. Let a trusted team member handle it entirely for two weeks, only receiving the final summary. Notice: What emotions arise when you don't check the details? What does this tell you about your leadership assumptions?
• Select a lower-stakes client meeting and have a senior team member lead it while you observe silently.
• When a team member asks for input on a decision, respond with "What do you think we should do?" and commit to supporting their choice.

This week, choose one small experiment in letting go. Notice what it teaches you about your leadership style and the untapped potential in your team.?

Found this helpful? Share with a fellow leader and discuss: "What's the smallest change you could make this week that feels uncomfortable but manageable?"

With love and support, Michelle

P.S. Interested in helping your leaders and teams thrive? Let's connect about how executive coaching can support your vision.

myfactor ignites leadership transformation. The human side of leadership is our foundation. Trust built on vulnerability and genuine connection enables teams to innovate, collaborate, and excel. By helping leaders and teams recognize their impact and adopt new behaviors, we catalyze lasting positive change that ripples throughout entire organizations.