7 Leadership Habits That Help Executives Steer Through Change

Quick takeaway: Organisations led by resilient executives see 59% higher profitability during disruption. Resilience isn’t a buzzword – it’s a set of habits leaders can practice and build over time.

What do we mean by resilient leadership?

Resilient leaders aren’t unshakable superheroes. They’re human, but they know how to steady the ship when the seas get rough. McKinsey found companies with resilient leaders are more than five times likelier to come out of major transformation intact.

It matters because resilience shows up directly in results. Deloitte’s research linked resilient leadership to stronger profitability, lower turnover, and better recruitment outcomes.

The seven habits resilient leaders lean on:

1. Stay strategic, but be present – keep an eye on the horizon without losing touch with the day-to-day.

2. Adapt decisions, don’t freeze – it’s about course-correcting, not waiting for perfect clarity.

3. Create psychological safety – when people feel safe, they speak up early and stop problems spiralling.

4. Break silos – build cross-functional teams that can move quickly.

5. Lead with emotional intelligence – read the room, not just the numbers.

6. Keep learning – treat setbacks as data, not disasters.

7. Communicate openly – even if the message is, “We don’t know yet.”

How top executives put this into practice

The best leaders don’t just know these habits – they bake them into routines:

– Weekly pulse checks with direct reports.

– Feedback loops that speed up decision-making.

– Regular scenario-planning sessions.

– Visible presence during tough moments.

– Space carved out for reflection and learning.

Best practices to build resilience

– Block out four hours a week for strategic thinking.

– Draft crisis response protocols before you need them.

– Surround yourself with diverse thinkers, not just people who agree.

– Invest in emotional intelligence training.

– Find mentors who’ve weathered storms before.

The hiring impact

Resilient leadership isn’t just an internal win – it shapes how organisations attract and keep talent:

– 73% of employees say resilient leaders are why they stay.

– Strong leadership during change cuts turnover by a third.

– Employer brands score higher when stability and trust are visible.

For hiring managers, that means seeking out candidates with change management stories, evidence of learning under pressure, and high emotional intelligence.

Challenges you’ll face (and how to handle them)

– Decision paralysis: act small, then scale.

– Communication breakdowns: keep channels clear and simple.

– Employee resistance: explain the “why” often.

– Burnout: resilience isn’t about endurance, it’s about recovery.

What the research tells us

Harvard Business Review calls it micro-innovation: small, steady changes that add up. Executives who devote 15–20% of their time to these tweaks see adoption rates 27% higher than those who go for big-bang transformations.

At the core is cognitive agility – the ability to switch gears between strategy and tactics without losing composure. A study of FTSE 100 leaders found those with high cognitive agility were three times more likely to guide their firms through disruption. Their people were more engaged, and their businesses grew even in downturns.

Practical habits resilient execs swear by

– Daily reflection and feedback loops.

– Strategic patience – transformation takes time.

– Owning mistakes and encouraging challenge.

– Stress management through routines like mindfulness.

– Building strong peer networks and diverse mentorships.

TL;DR

• Resilient C-suite leadership = stronger profitability, retention, and brand trust.

• Seven key habits cover strategy, communication, and emotional intelligence.

• Habits take 6–12 months to embed but can be taught and measured.

• The real edge lies in small, consistent actions – not dramatic one-off moves.