When Your Change Leader Starts to Conform

You hired a bold leader to challenge the status quo. But now they’re quieter, more cautious, and deferring to peers. Don’t assume it’s a performance issue; it’s likely a signal that the system around them is pushing back. Here’s how to reset expectations and create the conditions they need to drive change and thrive. 

Diagnose what’s really going on. Before intervening, get curious. Ask what feels harder now than when they started, where they’ve held back, and who’s missing from their support system. Leaders often adapt not because they’re shrinking, but because they’re sensing risk and adjusting to invisible norms. 

Address the forces pulling them toward conformity. Once you understand what’s getting in the way, change the conditions. Rethink metrics that reward “legacy” behavior. Strengthen their support network with senior sponsors and peer allies. Remove barriers like unclear decision rights or slow approvals. These structural shifts help leaders regain traction. 

Reset the work with clarity and support. As the system shifts, define critical priorities for the next 90 days. You’ll also want to clarify decision authority and roles. Finally, be explicit about the sponsorship they can expect moving forward.