Every leader, from new managers to seasoned executives, eventually hits a wall.
We often look externally when these challenges occur. However, the biggest factors limiting most professionals lie within: their own unproductive beliefs, which a recent Harvard Business Review article calls hidden blockers.
These beliefs are so ingrained and habitual that most of us aren’t even aware they exist, yet they quietly shape every aspect of how we think, feel, and act. To break through, you must first identify which of these seven hidden beliefs is operating in the background.
These limiting beliefs, when left unchecked, keep you locked in unproductive patterns and undermine your ability to lead with clarity and impact:
- I need to be involved. The belief that you must be part of every detail at every level, which leads to micromanagement, bottlenecked decisions, and prevents your team from taking ownership.
- I need it done now. The belief that immediate results are required, no matter what. This creates false urgency, resulting in rushed execution, increased errors, and burnout for everyone.
- I know I’m right. The belief that you—and only you—have the correct answers. This shuts down collaboration, causes you to dismiss valuable input, and leads to missed opportunities for innovation.
- I can’t make a mistake. The belief that your performance must be flawless. This fuels unhealthy perfectionism, promotes indecision, and encourages you to avoid the necessary risks required for growth.
- If I can do it, so can you. The belief that others’ performance must mirror your own to be acceptable. This leads you to set unrealistic or unnecessary expectations and limits your ability to develop diverse talent.
- I can’t say no. The belief that you must always step up when asked. This results in overwork, blurred priorities, and poor boundary setting, significantly eroding your strategic time.
- I don’t belong here. The belief that you don’t fit in at your current level or position. This is the root of debilitating impostor syndrome and self-sabotage, reducing your visibility and influence.
The work of a great leader is not just managing others; it is mastering the inner game of leadership. The process involves three key steps: Uncover (recognizing and naming the belief), Unpack (understanding its origin and cost), and Reframe (creating a new, more productive belief).
By actively challenging these assumptions—by giving up the need for perfection, constant involvement, or universal approval—you begin to achieve your full potential. What begins as personal professional growth becomes positive collective change, which in turn leads to extraordinary achievement for your entire organization.
*Ideas for this blog taken from: Wilkins, M. M. “The Hidden Beliefs That Hold Back Leaders,” Harvard Business Review, November-December 2025.
