Week 3: Managing Resistance – Overcoming Fear & Taking Action

💡 Leadership is not about avoiding discomfort—it’s about moving through it.

In any professional environment, resistance—whether internal (self-doubt, hesitation) or external (pushback, criticism)—is inevitable. The difference between those who grow into leaders and those who remain stagnant is how they respond to resistance. This week’s challenges help emerging leaders understand motivation, coach others effectively, and navigate difficult conversations with confidence.

🔹 Challenge 7: The ‘Motivation Test’

💡 People respond to what motivates them, not what pressures them.

Action:

• Ask a coworker, “What truly motivates you at work?”
• Pay attention to their response—are they driven by growth, stability, recognition, impact, or something else?
• Adjust how you engage with them based on their answer (e.g., if they thrive on recognition, acknowledge their contributions more; if they value learning, share relevant resources).

Reflection:

• What did you learn about your coworker that you didn’t know before?
• Did adapting your approach change how they responded to you?
• How does understanding motivation enhance your ability to lead?

Identity Shift:

👉 “I am a leader who understands and adapts to others.”

Great leaders don’t just expect people to follow—they understand what drives individuals and create the right environment for them to excel.

🔹 Challenge 8: The ‘Help Without Solving’ Challenge

💡 Great leaders ask better questions instead of giving quick answers.

Action:

• The next time someone comes to you for advice, resist the urge to give a direct solution.
• Instead, ask three guiding questions that help them solve their own problem. Examples:
• “What options have you considered so far?”
• “What’s the biggest obstacle stopping you?”
• “What would you do if you had no fear of failure?”

Reflection:

• How did the person react to being guided rather than given an answer?
• Did they come up with a solution that they might not have reached otherwise?
• What did you learn about coaching vs. directing as a leadership approach?

Identity Shift:

👉 “I am a leader who empowers others to think independently.”

Instead of creating dependency, great leaders develop problem-solvers by shifting from telling to coaching.



🔹 Challenge 9: The ‘Courage to Push Back’ Exercise

💡 Challenging the status quo leads to better solutions.

Action:

• In your next meeting or discussion, disagree with a point—but don’t just reject it.
• Offer a constructive alternative that moves the conversation forward.
• Example: Instead of saying, “I don’t think this will work,” say, “What if we tried this approach instead?”

Reflection:

• How did people react when you challenged an idea?
• Did the discussion lead to a better outcome?
• What did you learn about balancing assertiveness with collaboration?

Identity Shift:

👉 “I am a leader who challenges and contributes constructively.”

Leaders don’t just accept ideas blindly—they question, refine, and improve them for the benefit of the team.

Final Takeaway for Week 3

This week’s challenges equip emerging leaders with the skills to navigate resistance with confidence, coach others effectively, and engage in productive debates. Leadership isn’t about avoiding conflict or always having the answer—it’s about understanding people, empowering them, and standing firm when needed.

By applying these challenges, you’ll build the mindset of a leader who adapts, empowers, and improves the systems around them.