How Long Does it Really Take for Leaders to Change?

Have you ever felt frustrated when someone on your team, or even yourself, struggles to make meaningful changes? More than likely, you’ve even said, “This person isn’t even capable of changing. Why should I care because nothing is going to change?”

There is good and bad news, and since I am a “gains before gaps” kind of person, I’ll share the good news first.
The good news: Leaders can absolutely change.
The bad news: Meaningful change takes time.

Since change takes longer than people think, people give up well before there are any visual or tangible examples of their growth. Change, as it relates to personal growth, is simply becoming greater than you are today.

However, to truly achieve it, you need three essential ingredients: desire, a plan, and intentional action.

#1: Desire: “You Can’t Start Their Engine for Them. “

The late Pat Summitt, a Hall of Fame women’s basketball coach, had a son cut from his high school basketball team. He was upset, so he asked his mom for help so the same thing wouldn’t happen the following season. Her response, “I will help you, but I will not start your engine for you.”

What Summitt understood about change was that desire was required. Tony Robbins backed her up famously, saying, “Change happens when the pain of staying the same is greater than the pain of change.” Leaders won’t move forward unless that internal drive to change outweighs their current situation.

Meet Martha. When Martha first started her leadership journey, she didn’t even realize she needed to change. She knew her team had high turnover, bad performance, and low employee engagement, but it couldn’t have been her fault.

Then, through a company-sponsored 360 assessment, Martha was confronted with the uncomfortable truth about her leadership style. Seeing her team's feedback ignited the desire she needed. Change became her priority because staying the same hurt more.

#2: Plan: “Know Your Path Forward”

Without a plan, desire fades quickly. Eleanor Roosevelt famously said, “It takes as much energy to wish as it does to plan.” The takeaway is to know your path forward so you can overcome the unhelpful feelings and challenges that will happen along the way.

Martha’s plan included an in-person Accelerate Leadership workshop, regular virtual group coaching, assignments to reinforce skills, and tailored one-on-one coaching sessions. She had clear goals, prioritized specific leadership skills, and took responsibility for her growth in the Leadership Growth Plan.

#3: Intentional Action: “Growth Doesn’t Happen By Accident”

Houston Basketball Coach Kelvin Sampson was frustrated by his team's poor free-throw performance in the 2024 NCAA tournament, so he requested rigorous but straightforward action from his players: 150 free throws daily with a coach throughout the offseason. When the biggest moments arrived, his players stepped up with confidence, taking them to the national championship game in 2025. What Sampson understood is that “Growth doesn’t happen accidentally; it happens intentionally.”

For Martha, intentional action meant mimicking the type of leader she wanted to become. She focused on the leadership behaviors that had a significant impact on her team. Instead of trying to fix everything at once, she carefully and deliberately worked on key areas.

The result? Martha improved specific critical leadership skills by as much as 75%. Her leadersip style evolved from manage to support. She's not perfect, no leader is, but she's growing intentionally daily.

This kind of change didn’t happen overnight. It took 12 months! Progress can be in less time, but meaningful and sustainable change takes time.

Closing: The Hard Truth About Change

Once you begin seeing behavior change, you'll wish you'd started earlier. Yet, change can also be uncomfortable for those around you. Your coworkers or even your boss might resist it. Your company might feel impatient with your progress because it’s not happening fast enough. But none of that should stop you.

Here is my challenge on this Holy Thursday and Easter Weekend. Reflect honestly: what’s one leadership behavior holding you back? Are you ready to pay the price to change it?

Because remember, leaders can absolutely change, which means you can too. But only if you want it.

Your turn: What’s helped you or someone you know successfully change their leadership? Hit reply and share your experience. I might use it in a future column.

Use your gifts,

John Eades

CEO | LearnLoft | The Sales Infrastructure

P.S. My 10-year-old daughter Lucy took the Microphone in today’s episode of the Optimistic Outlook newsletter. I couldn’t be more proud of her. Seeing her record it yesterday almost brought me to tears. Enjoy!

P.S.S. If you have a leader or a group of leaders who need help changing. Contact Dorthy Wood ([email protected]) on our team. She can schedule an introductory discussion to see if there is anything we can do to help.

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When You or Your Company is Ready, Here Are Some Ways We Could Partner:

1. Accelerate Leadership System: Save your HR or executive team time, energy, and effort while transforming managers into effective leaders. This comprehensive program includes virtual or in-person instructor-led training, a Leadership Growth Plan, and group coaching to ensure real-world mastery.

2. Executive Coaching: Work 1-on-1 with me or one of our certified coaches to achieve your goals, strengthen critical skills, and address your most pressing challenges. This 6-month program focuses on mindset and execution for tangible, lasting outcomes.

3. Catalyst for Growth: Invest in your high-potential talent. This personal and professional development program boosts retention, performance, and leadership skills—ultimately creating a pipeline of future leaders.
   

That’s It For Today!