When the stakes are high and the pace is fast, strong leadership matters more than ever.

But what if some of your default leadership instincts—especially during disruption—are based on outdated assumptions?

Let’s reframe five common myths that keep leaders stuck during change, and explore new ways of thinking that build clarity, trust, and traction.

Change rarely arrives with a parade.

It shows up quietly—through shifting customer feedback, subtle changes in engagement data, rising team tension, or unexpected competitor plays. By the time the disruption is obvious, it’s already in motion.

That’s why leaders who navigate complexity well aren’t just reacting—they’re sensing. They’re paying attention to early signals, even the quiet ones. Especially the quiet ones.

Why even experienced leaders need to rethink their habits in times of complex change

Disruption doesn’t just shake up your strategy—it subtly reshapes your leadership.

And often, without you noticing.

As a seasoned leader, you’ve weathered uncertainty before. You’ve adapted, pivoted, restructured, and kept things moving. But disruption today doesn’t always look like a clear event—it shows up as complexity, velocity, and the exhaustion of making decision after decision in an environment that never quite settles.

When disruption hits, all eyes turn to the executive team. But instead of becoming more cohesive, many leadership teams become more fragmented.

Why? Because disruption often magnifies unspoken tensions, exposes unclear decision-making, and surfaces competing priorities—all of which are hard to address in the middle of a storm.

When the ground is shifting, it’s tempting to rely on old habits: tighten your grip, speed up decisions, keep moving forward at all costs. But many of the most common leadership mistakes during disruption come from good intentions—gone reactive.

During disruption, leadership can feel like a nonstop response cycle. New challenges arise daily, and the pressure to adapt is real. But when leaders neglect their own development in favor of reacting to everything around them, they risk becoming outdated—not just in their skills, but in their mindset.

When disruption hits, most leaders instinctively shift into execution mode. The focus turns to decisions, deadlines, and deliverables. In that high-pressure space, coaching can feel like a luxury—something to return to when the fires are out. But that’s exactly when coaching is needed most: not once the disruption is over, but right in the middle of it.

Disruption isn’t an occasional challenge—it’s the new normal. Whether it’s market shifts, organizational restructuring, or global uncertainty, your team looks to you for guidance. But as an experienced leader, your greatest tool isn’t having all the answers—it’s asking the right questions.

The right questions create space for reflection, unlock new perspectives, and help your team navigate complexity with confidence.

Leadership isn’t about surviving each day—it’s about creating a structure that allows you to lead with clarity, tenacity and impact. 

Without a solid foundation, leadership can feel exhausting and unpredictable. But when you intentionally develop sustainable habits and frameworks, you ensure that your leadership remains effective, balanced, and fulfilling.

Leadership is not just about setting strategies and making decisions; it is about continuous learning and adapting to a changing landscape. Assumptions, while often based on past experiences, can sometimes become obstacles that limit innovation and progress. The most effective leaders understand that questioning long-held beliefs is essential to staying ahead in an ever-evolving world.