40–50% of people give up on their New Year’s resolutions before the end of January. Not because they didn’t want change, or even because they didn’t believe change was possible, but because belief alone doesn’t create transformation. We begin with strong intentions and renewed motivation, only to fall back into familiar habits when real change requires consistent action.

This pattern doesn’t just show up in personal goals, it shows up in leadership. Leaders set intentions to communicate better, stay focused, reduce overwhelm, and create healthier team cultures. Yet without changing the daily behaviors that reinforce those intentions, the outcome stays the same. Realizing leader potential requires more than good ideas; it requires building new habits that make those beliefs real.

For leaders who are short on time: the summary below captures the core insight of this article. If it resonates, the sections that follow unpack how belief becomes habit, and habit becomes optimal leadership identity.

TL:DR for Leaders

• 40-50% of New Year’s resolutions are already broken by the end of January.
• Belief alone doesn’t create leadership growth – new habits do.
• The U.S. Centers for Disease Control and Prevention recommends at least 7 hours of sleep per night as adults. 
• Leaders often know what matters (focus, listening, positivity, clarity) but need to build behaviors that reinforce those beliefs.
• Tools and data often reflect reality; leaders can change it.
• Sustainable leadership growth happens when beliefs are turned into daily, practiced actions.
• The question isn’t what you want to change as a leader – it’s the intention to act consistently in news ways to make it stick.

How do we change our habits to become better leaders?

Let’s start with something familiar: sleep. Tools like Oura rings and smartwatches give us detailed data about our sleep; how long we rest, how often we wake, and how quickly we fall asleep. Many people assume buying the tool will improve their sleep, if only it were that easy! These tools simply reflect our current habits and behaviors.

Research continues to show that habits shape identity, and beliefs shape habits. What we believe, and what we repeatedly do, says far more about us than our intentions.. If your wearable tells you month after month that you’re getting poor sleep, the data is accurate, and like me, your habits simply haven’t changed. (Working on this one!)

Leadership works the same way. If we want to become better leaders, we must change the behaviors that are holding us back. Without new habits and mindsets, we become part of the same statistic of leaders with good intentions, frustration when results are elusive.

At Leadership Excelleration, we support leaders about what they’re struggling with and provide tools to support growth. The reality is that tools only work when they’re put into practice. Below are a few opportunties leaders have shared with us, and where belief can turn into action.

Feeling Overwhelmed

Feeling overwhelmed is a common experience for leaders, especially in seasons of constant change and competing demands. The difference isn’t whether overwhelm shows up—it’s how we respond when it does. Research continues to show that daily practices like prayer or meditation can significantly reduce stress, often in as little as five minutes a day. The data is clear and accessible.

Yet many leaders who believe these practices work still don’t engage in them. Why? Because belief without action doesn’t help us grow. If we truly believe that a few minutes of intentional pause can help us lead with greater clarity and calm, then building that habit into our day becomes essential. When leaders are less overwhelmed, they’re more present, more patient, and more available to support their teams. The impact extends beyond the individual—it shapes the entire environment.

Losing Focus on Priorities

As leaders, our responsibility isn’t only to stay focused ourselves, but to help our teams stay focused as well. That can feel like an unsurmountable roadblock when we’re operationally reactive instead of strategic and  intentional. Focus, ideally, begins before the workday starts and refocusing as needed throughout the day. Without clarity around priorities, so much feels urgent and so little seems important.

Research from the National Library of Medicine reinforces this reality. Leaders who take time to plan daily tasks and set clear priorities show significantly higher engagement and performance than those who don’t. When leaders lack clear priorities, their priorities organize them, often diverting attention away from the goals that matter most. By setting intentions ahead of time, leaders model focus, discipline, and direction for their teams even in the midst of transformational change!.

Lacking Positivity

Many leaders believe that a positive work environment increases engagement, productivity, and morale, and research consistently supports this. But positivity doesn’t emerge on its own. It is optimally created, protected, and modeled. While we agree with the idea of positivity, it is not easy in the face of constant change..

For example, if you believe that starting meetings with something positive and ending on a high note improves energy and engagement, that practice can  become a non-negotiable habit. Leaders set the tone by what they consistently allow and reinforce. When positivity becomes a habit rather than an aspiration, it signals safety, encouragement, cohesiveness., and shared momentum within the team.

Poor Listening

We all know the difference between being heard and being truly listened to. Being deeply listened to creates a sense of value, trust, and appreciation. For leaders who want to enhance their listening skills, the first step is believing that the most motivational act is to listen deeply so others feel understood and valued.

Too often, leaders listen to respond instead of listening to understand. Effective leadership listening requires cutting through the noise and being fully present. When we seek to understand what’s being said, and what’s not, we gain insight into what our people are really experiencing and can value them and their contribution. Are they overwhelmed, disconnected, or struggling silently? When leaders listen well, they demonstrate care for the whole person, not just the performance they expect from them.

Turning Beliefs Into Leadership Habits

So let’s take this one step further. What leadership habits are you trying to change this year? Do you believe they matter, or are you demonstrating the behaviors that support them?

The reason so many New Year’s resolutions fall short isn’t a lack of motivation or information, it’s that belief feels like progress. Leadership is no different. You can believe better sleep matters. You can believe prayer or meditation reduces overwhelm. You can believe clarity, positivity, and listening make you a more effective leader. But until those beliefs show up as consistent habits,  minimal change occurs..

Tools don’t change outcomes. Data doesn’t change outcomes. Our habits do.

The real question isn’t what we want to change, it’s whether we’re willing to act. Lasting leadership growth doesn’t happen through intention alone. It happens through consistent, practiced action. And that’s where real change is possible.