Ever worked for an “it’s either my way or the highway” kind of leader? If so, you’re not alone. A lot of leaders get attached to their ways and ideas. In fact, they can become quite reluctant, or even stubborn, about trying or doing anything new. There are a number of reasons why leaders act like this. But Disciplined Leaders know that, as agents of change, they must resist this tendency regardless of the reasons behind it. They get that this type of stubborn behavior or even just the propensity to become and remain stuck in their ways over time can stunt not only their own leadership growth but prevent their people from developing, performing and becoming the best that they can be. If you’ve struggled with this habit, learn to recognize it, then take it head on, creating an action plan to address it and establishing steps to hold you accountable to this specific area of your leadership growth.

Here’s how to get started:

1. Identify what’s holding you back.
There are countless reasons why people resist change. But it’s fear that is typically at the root of their resistance. There’s no shame in this…everyone has fears. But if you’re finding your fears are holding you back, figure out what they are—what aspects of yourself are getting in your own way—and face them. As we suggest in MAP’s book, “The Disciplined Leader,” make a list of your top internal barriers to making change happen, the behaviors that get in your way, such as losing focus, rationalizing, overreacting to criticism, and any others. If you don’t know what your own barriers are, it’s going to be impossible to figure out how to tear them down.

2. Take corrective action.
Develop a plan, establishing goals and strategies to mitigate each barrier you’ve identified, or whatever those things are that are holding you back from change or keeping you from trying or doing anything new. With your plan, build in small steps if you feel that taking big ones is too tough at first. It’s Ok to start small…the key is to just start taking corrective action in the right direction, and small steps will help build momentum and add up to eventual success, getting you where you want to go.

3. Use accountability partners.
Talk about what you’re doing with others. But perhaps more importantly, find a mentor, confidant or someone else you trust and who will genuinely be capable of helping hold you accountable for your performance. While it’s quite likely you may be able to hold yourself accountable, having an accountability partner or group will boost your odds of performance and can help accelerate your success. So share your barriers, or what’s holding you back from change, as well as your action plan with this person (or small group). Schedule time to connect and calendar in regular check-ins, so you’re both committed to following up on your accountability sessions and progress.

What are some ways you’ve addressed your barriers to change?