When Leading Change, Your Biggest Opponent May Be Within

As women leaders driving organisational change, we often focus on external challenges – the scepticism, the unconscious biases, the resistance to our initiatives. Yet sometimes, our most formidable obstacles come from within. Just when we need to be at our most confident and decisive, those internal voices grow louder.

The Perfectionist insists every detail must be flawless before moving forward. The Impostor whispers that we’re not qualified to lead this change. And our Inner Critic? She’s ready to pounce on any misstep, turning minor setbacks into evidence of our inadequacy.

I see this pattern regularly with my clients. One senior director recently confided how she delayed launching a crucial restructuring initiative because she felt she needed “just a bit more data” to make it bulletproof. Another brilliant leader almost stepped back from leading a major digital transformation because she felt others might be more qualified, despite her deep understanding of both the technology and the business needs.

Here’s what I’ve learned about managing these internal saboteurs, especially when leading change:

Your Perfectionist is trying to protect you from criticism, but perfect timing and perfect plans don’t exist. Instead of aiming for perfection, aim for progress. Break your change initiative into smaller pieces. Celebrate quick wins. Each successful step builds confidence and credibility, making the next one easier.

When your Impostor voice suggests you’re not qualified, treat it as a data point, not a conclusion. This voice often shows up when we’re stretching beyond our comfort zone – exactly where growth and innovation happen. Remember, you were chosen for this role because of who you are and what you bring to the table.

As for that pesky, loud mouthed Inner Critic ready to pounce on every misstep? Transform her from an adversary into an advisor. When she highlights potential problems, don’t let that paralyse you. Instead, use those insights to strengthen your approach. “What if this fails?” becomes “How can I ensure this succeeds?”

The key is not to ignore or try to eliminate these voices – they’re part of what makes you thorough, conscientious, and committed to excellence. Rather, it’s about managing them so they inform your leadership instead of inhibiting it.

Remember, change leadership isn’t about having all the answers. It’s about having the courage to move forward thoughtfully, the resilience to learn from setbacks, and the wisdom to bring others along on the journey.

Next time those internal voices get loud, pause and remind yourself: your organisation needs the changes you envision. Your team needs your leadership. And you’ve earned the right to be exactly where you are, leading this initiative.

The path to meaningful change requires us to be bold, even when our internal voices urge caution. By acknowledging these voices while not letting them drive our decisions, we can lead with both confidence and authenticity – exactly what successful change leadership requires.

Struggling to get your change initiative off the ground? Or through to successful conclusion? Book a short call. Your change leadership is needed now more than ever.