Remember what happened in January? We were signing up for the gym, researching kale recipes, and buying supplies for the “relaxing” new hobby we thought we should be doing.
Then February comes. Then June. Within a year, 90% of us have left our resolutions behind. Why? We set unrealistic goals; we don’t track our progress; we make too many resolutions… We even forget what we thought we were so passionate about doing! The reasons (excuses?), however, comes down to this simple reality: We don’t change our habits, our behaviours, our bodies, our health, etc., because we don’t honestly believe ourselves yet that we need to. This isn’t just true for goals we set in January, it’s true whenever we try to implement change in ourselves, our teams, our companies.
So how can you be one of the 10% who nails their goals? You have to be willing to do what it takes to stop thinking the way you used to — to gain a new mindset. Engage for change. Invest in it — and yourself — and start with shifting your mindset, not setting unrealistic goals. It makes all the difference.
Make the Shift
1. Vulnerability is a Strength
For all we hear it — from everyone from Brené Brown to Tracy Young — most leaders have not internalized this. Vulnerability is strength. Admitting mistakes, admitting doubt or uncertainty, apologizing for missteps … It can feel unsafe, but shifting to a place where you can know and be known is an act of rebellion in a world that has long valued the idea of an infallible, inscrutable, omniscient leader. This paradigm no longer serves its — or our — purpose. Valuing vulnerability is not a mere psychological trend, it is the advance of humanity’s awareness of the cost of its absence; vulnerability as a strength is here to stay.
2. Feedback Is a Gift
Speaking of outdated mindsets… If we see feedback as defining us, as undermining us, as creating obstacles to our “command, control, power” dynamic, well, we’re going to find it difficult to grow, develop, and innovate. We’re going to find it impossible to understand (and honour) different perspectives and gain the value to be had from them.
Feedback is the single most powerful way to learn and to enhance performance. Bring it on; be fearless in asking for, considering, and acting on feedback even when — and especially when — it is challenging. Rather than a verdict, feedback is a gift if we are willing to accept it.
3. Embrace Healthy Conflict
Conflict is a key ingredient in every great story. Yours is no different. Speak your truth and encourage others to use their voice. Bring up controversial topics. Bring to light challenges that are simmering under the surface. Bring uncomfortable issues to the table to discuss and resolve. And listen when your team members step up and do so.
If no one is speaking, that generally indicates that all is not well. In fact, it often indicates deep divides and misalignment. Like feedback, conflict can be uncomfortable — but it needn’t be scary nor contentious.
4. Fail Forward
Forget Wheaties. Mistakes are the real breakfast of champions. They’re going to happen anyway (we’re only human, after all) so why not make the choice to view them as opportunities to grow and develop? As seeds of innovation? And, okay, every leader knows this. But do you live it? Not just in the failures that you can easily move past, but with the ones that actually feel threatening to you, that you prefer not to even own? These are the places where honest examination can bring the most impactful growth.
Change In Action
People usually change when it hurts so much that they have to. Unfortunate (and not always the case) but it is true that pain is often the catalyst.
This was true of one leader (this is a true story!). Highly transactional, he was all about efficiency and the bottom line. Strong results were going to propel him, and his team, to success. But there was a problem. He knew it. His people certainly knew it. Interviews with the team uncovered what was happening. They perceived their leader as close-minded. Arrogant. His priority was money and not people. He couldn’t care less about them.
In reality, nothing was further from the truth. He did care. Greatly. But he thought that efficiency was going to lead to success, so he ended up sacrificing effectiveness. Productivity suffered; morale suffered. A culture of blame took root. If every great story has conflict… He was right on track for an epic tale!
Now What?
Fortunately, this senior leader realized that the best way to fail was to continue doing what he’d been doing, hoping for different results. He began instead to work on building effectiveness.
He showed up. The leader called a team meeting and explained that he now understood the way he was showing up. Rather than prioritizing numbers and the bottom line, he wanted people to enjoy coming to work, to feel valued — and he needed their help to build an environment to support that. He was vulnerable, admitting that there was a problem and asking for their input and assistance. He put it all out there.
Once he convinced people — through his honesty, openness, transparency, and ongoing efforts — that he was invested, they got on board. They delivered the real feedback he needed. And he did his part by listening and implementing.
This leader resolved to tackle a difficult set of circumstances and make a change for the better. That began with a change in mindset. Where it will lead… Now that’s the exciting part.
Join the 10%
This executive could’ve said, “My resolution is to be a better leader.” Ambiguous. Vague. Untrackable. Uninspiring. And ultimately, unsuccessful. Instead, he shifted his mindset. With help through coaching and a willingness to engage in change, he was able to chart a more effective, positive, and sustainable course for his company, his team, and himself.
This is the path all of us take — it’s not just about setting “smart goals” or about willpower. It’s about getting the change deep inside you and taking the seemingly insignificant actions that make all the difference. That’s the only way real change happens.
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