blue circle graphic depicting the executive leadership change process: measure, assess, reflect, practice

Leadership Development & the Change Process

Leaders, there are no shortcuts to behavior change…but there is a reliable process.

Behavior change isn’t one tip-sheet or skills workshop away.

It doesn’t come from new ideas or one-off trainings, but from a deliberate process that reshapes behavior over time. It takes more than insight to shift how a person shows up.  

At 360° Coaching, I offer a STRUCTURED PROCESS that reshapes how leaders think, react, and relate under pressure.

I make that process visible—so leaders, teams, and organizations understand the time, sequence, and effort that sustainable change actually requires.

This work is informed by current adult development theory and evidence-based executive coaching practices. The stages of the process are outlined below giving a clear view of the executive leadership change process—how behavior actually shifts over time when leaders are supported through a structured development arc.

Most leadership change efforts aren't very effective—not because leaders aren’t motivated, but because leaders aren't supported in effective ways.

Cycle graphic in red, blue, green representing the stress response: pressure leads to activating automatic response which leads to short term relief , next comes the long term cost which starts the cycle again with more pressure

Automatic Responses Take Over Under Pressure

Most leaders already know what they should do differently.

  • Delegate more.

  • Listen better.

  • Stay calm under pressure.

And yet—when the stakes rise, old patterns are sure to return.

That’s because behavior is not driven by intention alone. Under stress, leaders default to well‑worn internal habits shaped by past success, protective instincts, and unexamined assumptions.

Without a process that addresses those internal drivers, even the most motivated leaders find themselves stress-driven reactivity.

This is why sustainable leadership development must work beneath the surface—shifting not just what leaders know, but how they interpret situations, experience threat, and choose responses when the pressure is on.

Old assumptions must be examined, tested, and reworked. We think of this as a "mindset update".

The approach is not about positive thinking or self‑correction. It’s about developing more accurate, flexible perspectives that support current leadership demands.

When beliefs change, internal drivers change. Behavior change is more possible.

4. Reworking Beliefs and Perspectives

3. Insight Into Internal Drivers

With awareness in hand, we now look at what is driving the patterns that are counterproductive.

Assumptions, beliefs, and protective strategies shape how leaders interpret situations and respond—especially when stakes are high.

Until those drivers are made visible, behavior change remains unlikely.

Leaders must see how their behavior is actually landing—not just articulate what their intended impact is.

This includes achieving an understanding of:

  • patterns that erupt under pressure

  • impact on clients, colleagues and teams

  • the downstream business consequences

Until leaders can see the real consequences of their behavior—in meetings, decisions, and results—there is nothing concrete to take responsibility for, and nothing specific to change.

2. Clear Awareness of Impact

1. Compelling Motivation

Change begins when the why is emotionally and professionally relevant—and tied to real business risk or opportunity. This is rarely abstract.

It’s often triggered by:

  • Frustration with stalled results

  • Repeated feedback that isn’t leading change

  • New role demands or increased complexity

Without a felt reason to change, effort fades quickly.

Required Conditions for Genuine Leadership Change

Lasting leadership change follows an arc. Not a rigid script—but a set of conditions that must be present for behavior to genuinely shift.

Across decades of leadership development research and real‑world practice, five requirements for change consistently show up:

Stage 5: Deliberate Practice & Integration

Months 6-9+ | 3+ sessions

Intentional practice, with continued feedback and guidance

Focus:

  • Translate insight into consistent behavior

  • Strengthen new habits under increasing complexity

Typical session work:

  • Design and carry out small, real-world Experiments

  • Review outcomes and adjust approach

  • Reinforce new leadership identity through repetition

Typical trajectory:

  • Month 4: early shifts become noticeable

  • Month 5–6: begin to have different responses from others

  • Months 6–12: new behaviors stabilize under pressure

Old assumptions must be examined, tested, and reworked. It’s time to update the Mindset.

Focus:

  • Test outdated beliefs against real data and current context

  • Develop more flexible, goal-supportive perspectives and behaviors

Typical session work:

  • Re-imagine a past situation with an updated mindset - Groundhog Day

  • Catch a moment when the behavior isn't triggered - Staying Above the Line

  • Imagine a future situation with an updated mindset, experiment with alternative interpretations and responses - Plot Twist

  • Loosen the Narrative and update the Map

Stage 4: Reworking Perspectives & Assumptions

Month 4| 1 session

Stage 3: Understanding the Inner Drivers & Growing Awareness

Months 3–4 | 2 sessions

Address the inner logic driving behavior.

Focus:

  • Map the full pattern of self-protective strategies and limiting beliefs

  • Observe the mindset in real time as it activates

  • Understand the history that shaped the mindset

Typical session work:

  • Structured reflection and a full Map of Mindset

  • Reactivity in Daily Life: differentiate stories from observable reality

  • History of the Inner Game: identify origins that shaped the strategies and beliefs

Leaders cannot change what they cannot clearly see—especially when behavior feels justified in the moment.

Focus:

  • Notice patterns that show up under pressure

  • Understand impact on others and on results

  • Begin surfacing the beliefs and assumptions that fuel reactive behavior

  • Identify self-protective strategies that once worked—but now limit effectiveness

Typical session work:

  • Self-Inventory of self-defeating behaviors

  • Drill Down into mindset to uncover Self-Protective Strategies

  • Identify Limiting Beliefs connected to the priority behaviors

Stage 2: Awareness of Behavioral Patterns

Months 2–3 | 2 sessions

Stage 1. Motivation & Direction

Month 1 | 2 sessions

Establish emotional and contextual relevance.

Focus:

  • Understand the 360° review process and choose raters

  • Clarify why change matters now

  • Define a clear improvement focus (often a single keystone behavior)

Typical session work:

  • Review relevant data (360° feedback, stakeholder input, goals)

  • Outline key context (work, leadership story, current pressures)

  • Articulate an aspirational, attainable Leadership Development Goal (LDG) or One Big Thing (OBT) tied to business outcomes

Ellen Lindsey provides executive coaching in Austin, Texas, supporting founders, senior leaders, and leadership teams through sustained behavior change.

How 360° Coaching Supports Each Stage of Change

The 360° Coaching process is designed to align directly with the conditions outlined above—providing a disciplined, time-bound process that supports leaders in their development.

What follows is a representative roadmap of how coaching sessions typically progress. The exact pacing flexes based on role complexity, context, and goals—but the sequence matters.

If this process seems both reasonable and demanding,
you’ve got the right idea.


Sustainable behavior change isn’t quick—but it is achievable with the right structure and support.

If you’d like to explore whether 360° Coaching is a good fit for your context,
I’m happy to talk it through.

⇒ Let’s talk about what change would really take

Frequently Asked Questions

  • Leadership behavior change is challenging because under pressure, most leaders revert to automatic, well-worn responses shaped by past success and self-protective instincts. Insight alone does not interrupt these patterns. Without addressing the internal drivers behind behavior, change efforts tend to stall or collapse under stress.

  • Insight and motivation are necessary—but not sufficient. While they can spark intention, they don’t rewire automatic responses. Sustainable change requires awareness of impact, examination of underlying beliefs, and deliberate practice over time, especially in high-stakes situations.

  • Observable changes in leadership behavior often begin within four to six months when supported by a structured process. More durable, identity-level change typically takes six to twelve months, depending on role complexity, context, and consistency of practice.

  • 360° Coaching integrates multi-rater feedback with adult development theory and a structured coaching arc. Rather than focusing on traits or skills alone, it supports leaders in understanding and reshaping the internal drivers of behavior—making change more enduring and resilient under pressure.

  • Yes. As leaders advance, the growth edge shifts from external expertise to the internal landscape — how they think, relate, and respond under complexity. This process is designed for experienced leaders navigating higher stakes, broader impact, and increased visibility.