Leadership Is Not a Popularity Contest
As a leader, making hard decisions is inevitable, and not everyone will agree with them. As you push for growth, implement new strategies, restructure teams, and adjust the way things are done, you will encounter resistance. Some people will complain, they will criticize you behind your back and actively work to block your efforts. However, effective leadership requires staying the course and holding firm to the purpose behind your decisions—even in the face of discomfort and dissent.
Knowing that you will not be loved by everyone is okay. Authenticity requires the courage to be disliked by others, and this courage allows you to live and lead according to your own principles and values.
Change Creates Discomfort
Change is rarely easy, and discomfort is a natural part of the process. Whether it’s shifting strategy, introducing new processes, or realigning priorities, there will always be pushback from those who prefer the status quo. However, leaders must understand that discomfort is not a sign of failure - it’s often an indicator that real progress is being made, and that you are actually doing something impactful and worthwhile.
This discomfort stems from the tension between old habits and new expectations. People are creatures of habit, and pushing them to change the way they work or think will create friction. But that’s the nature of growth in both personal and professional pursuits.
As an example, you might introduce a more rigorous performance scorecard to track how effective your organization is. And while some employees may welcome the accountability, others might resist the transparency. Yet, this discomfort is a necessary part of elevating the team’s performance.
Dealing with Criticism and Complaints
Be prepared for criticism, especially when introducing change. Resistance is often the result of Fear, Uncertainty and Doubt manifesting itself as complaints, personal criticisms, character attacks, and grumblings behind closed doors. However, as Kim Scott emphasizes in Radical Candor, challenging your team directly while still caring personally is crucial. Being honest about the need for change, while also showing empathy for the discomfort it causes, helps maintain trust.
Be upfront with your team. Explain why change is necessary and how it will ultimately benefit them, but don’t sugarcoat the reality that it will be challenging. Honest, direct conversations can diffuse tension, while also setting clear expectations.
As you push your team through discomfort, it’s essential to create an environment where healthy conflict and accountability thrive. In Patrick Lencioni’s book, The 5 dysfunctions of a Team, he suggest that without trust and commitment, resistance to change will fester. Teams must confront these dysfunctions head-on for true alignment to happen.
Over-Communication Is Essential
One of the most powerful tools for managing change is over-communication. In times of uncertainty, clarity is your greatest ally. Explaining the rationale behind the change and repeating it often helps reduce friction and prevent misalignment.
- Why, How, and What: Start with Simon Sinek’s “Why” to anchor your team in the purpose of the change. Once they understand the broader purpose, move on to “How” the change will be implemented and “What” each person needs to do. This level of clarity reduces resistance by giving the team a clear roadmap to follow.
As a results driven leader, make sure you create clear expectations for the outcomes you want to achieve, and don’t be married to How and What is done to achieve them. As long as your team works towards the same “Why”, give them the flexibility to find their path to the desired outcome.
- Repetition Builds Understanding: Don’t be afraid to repeat your message multiple times. Whether through emails, meetings, or 1:1 conversations, reinforcing the “why” behind the change ensures that it sticks.
Building a Joint Vision and Purpose
To ensure everyone is aligned with the change, leaders must foster a shared vision and purpose. Involving your team in the process helps create buy-in and reduces resistance.
- Involve the Team Early: People are more likely to support change when they feel like they’ve contributed to it. Seek input and give your team a voice in how the change is implemented. Use Annual and Quarterly planning sessions to create alignment towards the shared goal.
- Leverage EOS and GWC: The EOS framework helps ensure the right people are in the right seats as the organization changes. Assess your team using the GWC framework: Do they Get It, Want It, and have the Capacity to do it? This tool helps you understand whether people are fit for the roles required in the new landscape. Create accountability charts to ensure everyone understands their role in the new strategy and is aligned with the company direction.
- Foster Transparency: Beyond explaining the “why,” create an open forum for discussion. This gives people the space to voice concerns, ask questions, and even raise objections. It doesn’t mean they have to like every decision, but feeling heard can mitigate resentment.
Embrace Vulnerability in Leadership
Brené Brown’s Dare to Lead highlights the importance of vulnerability in leadership. When leading your team through uncomfortable change, embracing vulnerability can foster trust and resilience. By acknowledging the challenges and uncertainties ahead, you create a space where your team feels safe to express concerns and work through the discomfort.
Vulnerability Builds Trust: Leaders often feel pressured to project confidence and control at all times. However, showing vulnerability, such as admitting when a change is difficult, helps build stronger connections with your team. This fosters a culture where people feel safe to engage with the change rather than resist it.
When launching a new initiative, openly share the challenges you anticipate. By being transparent about the difficulties, you demonstrate that you’re in the trenches with your team, not above them. This fosters the trust needed to push through discomfort together.
Staying the Course During Change
Ben Horowitz’s The Hard Thing About Hard Things teaches us that leadership isn’t about finding easy solutions - it’s about facing tough decisions head-on and persevering through discomfort. Change management is one of those hard things. It’s messy, uncomfortable, and often met with resistance. But as a leader, your job is to stick to the long-term vision, even when criticism mounts.
Grit and Tough Decisions: You’ll often face moments where it feels easier to revert to old habits or compromise on the change. Horowitz emphasizes that great leaders stick to their convictions, especially when things get difficult. It’s during these times that your leadership is truly tested.
If after implementing a new strategic initiative, your team struggles to adjust, it might be tempting to scale back the changes. But staying committed to the process, even when it’s hard, is essential for long-term success.
Managing the Self-Selection Process
As you lead your team through change, some people will inevitably self-select out. Not everyone will be comfortable with the new direction, and that’s okay. The goal is to keep those who are aligned with the vision and committed to the long-term success of the organization.
Recognize Self-Selection as Part of the Process: This natural process isn’t something to fear. When people leave during times of change, it can often be a sign that they were not aligned with the company’s future direction. This paves the way for a stronger, more committed team that’s ready to tackle the challenges ahead.
Maintain Value Alignment: As people self-select out, use your value alignment assessments to ensure that the team members who remain are aligned with the company’s core values and have the drive to contribute to the long-term vision.
If a few team members decide to leave during a major transformation, don’t see it as a failure. Instead, recognize that those who remain are more committed and aligned with the company’s future.
Conclusion: Leadership Is a Long Game
Leading through change is one of the hardest aspects of leadership. It involves making tough decisions, embracing discomfort, and staying focused on the long-term vision despite criticism and resistance. By over-communicating the “why,” fostering vulnerability, and leveraging frameworks like EOS, you can guide your team through even the most challenging transitions. Build a strong support network of peers or mentors to provide perspective and emotional relief, and reduce the isolation that often accompanies leadership.
Closing thought:
“Not everyone will like the journey, and not everyone will like you, but as a leader, it’s your job to stick to the vision and guide your team toward a brighter future. The discomfort today will lead to growth tomorrow for both your organization and for you personally.”
