EP163: When You Know Better, Lead Better: The Power of Changing Your Mind
CHANGING YOUR MIND…
Does it show strength or weakness?
Enjoy!
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(The notes below are only a brief bullet point summary of what is discussed in the podcast. Be sure to listen to get all of the goodness! If you would like a full transcription of the episode, please send an email request to: angie@angie-robinson.com. We’d be happy to provide that!)
"Do the best you can until you know better. Then when you know better, do better."
— Maya Angelou
Changing your mind as a leader can be seen as a sign of weakness—but what if it’s actually a sign of strength? Leadership often comes with the expectation of always being right, but the reality is, growth and innovation require flexibility.
In this post, we’ll explore why changing your mind is a powerful leadership trait, when it’s a good thing, and when it might not be.
The Stigma Around Changing Your Mind
In many spaces—especially politics—changing your mind has been weaponized. The term “flip-flopping” is used to discredit leaders who change course. But changing your mind is not the same as flip-flopping.
Flip-flopping is erratic, inconsistent, and often done for self-interest or public approval.
Changing your mind as a leader is thoughtful, data-driven, and done in service of better outcomes.
Unfortunately, the fear of appearing weak or indecisive often keeps leaders from making necessary changes. But sticking to a bad decision just to "look strong" can actually weaken leadership credibility in the long run.
Why Changing Your Mind is a Leadership Strength
A leader who is open to changing their mind demonstrates:
Growth and Learning: Leadership isn’t about knowing everything—it’s about evolving with new information.
Better Decision-Making: Reevaluating data and adjusting course can lead to stronger outcomes.
Trust and Transparency: When leaders communicate why they’ve changed their stance, it builds credibility.
When Changing Your Mind is a Good Thing
Changing your mind can be one of the best decisions you make when:
New Information Emerges: example - a company launches a product, but updated market research reveals shifting customer preferences. The leader adjusts the product design based on fresh insights.
Employee or Customer Feedback Highlights Issues: example - a leader introduces a new workflow, but employees express that it’s causing inefficiencies. Instead of forcing the change, the leader revises the process to improve productivity.
Industry Trends or Regulations Shift: example - many companies initially resisted remote work, but as data showed benefits in retention and engagement, leaders adopted hybrid models.
A Strategy Isn’t Working: example - a leader sets aggressive growth targets but sees rising burnout levels. They adjust expectations to create a more sustainable approach.
Ethical Considerations Require a Change: example - a company partners with a supplier but later learns of unethical labor practices. The leader switches suppliers despite higher costs, aligning with the company’s values.
Personal Growth and Evolving Perspectives: example - a leader once dismissed mental health initiatives, but after learning more and seeing the impact on employees, becomes an advocate for workplace well-being.
When Changing Your Mind is NOT a Good Thing
While adaptability is a leadership strength, frequent or unjustified changes can erode trust. Be cautious of:
Constantly changing strategic priorities based on trends without real justification.
Reversing decisions due to fear or external pressure alone rather than sound reasoning.
Making changes that undermine team stability or lack transparency.
Abandoning long-term vision for short-term gains.
A strong leader knows when to stay the course and when to pivot—it’s all about thoughtful decision-making.
Why It’s Hard to Change Your Mind
Leaders often resist changing their minds due to:
Confirmation Bias: We tend to seek information that supports our existing beliefs while ignoring contradictory data.
Fear of Judgment: Worrying about what others will think can prevent leaders from making the right call.
Negativity Bias: Past mistakes can make us hesitant to adjust course, even when it’s the right move.
Ego & Self-Trust Issues: The desire to "stick to our guns" can sometimes override logic.
Reframing the Mindset
Changing your mind doesn’t mean you were wrong—it means you’re growing and adapting.
How to Change Your Mind Effectively as a Leader
If you need to shift direction, here’s how to do it the right way:
Be Transparent – Clearly communicate why you’re changing course.
Acknowledge the Original Decision – Help your team understand the shift in context.
Do Your Due Diligence – Ensure your new direction is based on data, feedback, and long-term goals.
Be Consistent – Avoid making frequent, unplanned changes that create confusion.
Involve Others – Seek input and buy-in from your team to strengthen trust.
Final Thoughts: Change is a Leadership Superpower
The best leaders aren’t those who never change their minds—they’re the ones who know when and how to do it well.
Leadership isn’t about always being right—it’s about making the right decision at the right time.
Changing your mind for the right reasons strengthens trust and credibility, not weakens it.
Let’s normalize learning, evolving, and leading with courage.
And finally—let’s not be so quick to judge others when they change their minds. Instead of assuming weakness, let’s get curious. Behind every thoughtful change is a leader committed to doing better.
What Do You Think?
Have you ever changed your mind on something big? How did it impact your leadership?
Head over to my Instagram account and send me a DM - - let me know what you come up with!
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