Breaking Free from Judgmental Thoughts in Leadership Series Part 3

In previous articles, we explored judgmental thoughts—how they manifest, their impact on teams and individuals, and how to tackle the feeling of “I’m not enough.” If you missed those, we encourage you to catch up by reading Part 1 and Part 2 before continuing.

We’re addressing another common yet destructive belief: "I'll never improve." This mindset, rooted in self-doubt, can become a major roadblock to personal and professional growth. When we believe we won’t improve, we shy away from opportunities that could help us reach our full potential.

For those of us with perfectionist tendencies, thoughts like “I should be doing better” or “I have to improve” seem like motivators for success. But often, they have the opposite effect—leading to procrastination or avoiding new challenges altogether. The fear of failure looms large: why begin something when failure seems inevitable?

When this thought takes hold, it not only makes life more difficult but far less enjoyable.

In this article, we’ll first cover strategies for overcoming this belief in yourself, and then we’ll dive into how you can support your team to do the same.

Combatting the Thought “I’ll Never Improve”

• Recognize the Learning Process
  It’s natural to feel discouraged while learning something new. Whether it’s a skill, a language, or even a new system at work, the process can feel overwhelming, frustrating, and time-consuming. But giving up before you've fully engaged in the learning process robs you of the opportunity to improve.
  The truth is, progress involves trial and error. Each failure is part of the journey to success. Perseverance will eventually provide the proof that you can improve—so long as you stick with it.

• Acknowledge You’re Not Alone
  Self-doubt often leads to isolation. It’s easy to believe that you're the only one struggling, but that’s rarely the case. Whether it’s learning a new skill or managing a complicated project, many people face the same challenges.
  Reach out to peers, mentors, or friends for support. Their perspectives can offer reassurance that your struggles are part of a shared human experience. This social accountability can help you stay motivated and push through obstacles.

• Give Yourself Time
  Improvement takes time—often more time than we’d like. It’s important to avoid rushing the process or engaging in harsh self-criticism when results don’t come as quickly as expected.
  Recognize even the smallest wins. Tracking your progress will remind you that you are improving, even if it doesn’t always feel that way. Instead of focusing on what you haven’t done, try reframing your thoughts with affirmations like, “I’m learning and getting better,” or “I’m exactly where I need to be right now.”
  These positive affirmations are grounded in truth, unlike the negative thoughts holding you back.

• Reduce the Pressure
  Unrealistic expectations often fuel self-criticism, hindering your progress. Remind yourself that learning something new is challenging, and allow room for mistakes along the way. Perfectionism only adds unnecessary pressure, slowing down improvement. Instead, focus on steady progress and celebrate small victories as you grow.

How This Thought Affects Teams

As a leader, your mindset influences the entire team. When you internalize the belief that “I’ll never improve,” it can spill over into how you view and manage your team, leading to micromanagement or underestimating your employees’ potential.

Believing that your team members won’t improve affects morale and productivity. It can manifest as withholding challenging tasks out of fear they’ll fail, or over-simplifying tasks in an attempt to help them. But both approaches limit their growth and reinforce the idea that they’re not capable of improvement.

Helping Your Team Overcome “I’ll Never Improve”

Here are a few strategies to help your team overcome this limiting belief:

• Check Your Own Mindset
  As leaders, we often project our own expectations onto our teams. If you hold yourself to impossibly high standards, you may unconsciously apply that same pressure to your team.
  Ask yourself: Do I get frustrated when someone doesn’t complete a task as expected? Am I constantly pushing for goals that feel out of reach? These could be signs that you’re fostering an environment where your team feels they can’t meet expectations.
  Each person has their own learning curve. Meet your team where they are, offering support tailored to their individual needs. This approach will empower them to surpass even your highest expectations without overwhelming them.

• Slow Down the Pace of Change
  If you notice frustration or resistance to new initiatives, it may be a sign your team feels overwhelmed or incapable of mastering the new processes. This often leads to a feeling I call “change whiplash,” where rapid changes leave employees feeling stuck or defeated.
  Instead of saying, “We just have to get through this,” focus on the reasons behind the change. Explain how the new processes will improve their workflow or lead to better outcomes. Engage them in honest conversations about their challenges, and acknowledge their efforts when they succeed.

• Give Constructive Feedback
  When team members fall short, it’s easy to resort to broad critiques like, “You didn’t finish your tasks again.” While this may be accurate, it does little to help them improve.
  Instead, try saying, “I noticed you didn’t complete the goal on time. Let’s discuss what held you back and how we can address those barriers moving forward.” This type of feedback offers a clear path to improvement and shows your investment in their success.

• Address Their Fears Head-On
  When an employee says, “I can’t improve,” take this statement seriously. They’re likely not using it as an excuse but expressing a deep-seated fear. Instead of dismissing their concerns, work with them to build confidence. Start with smaller tasks they can succeed at and gradually increase the challenge. Celebrate their progress along the way.
  Reframing your role as a leader from “I’m not here to babysit” to “I’m here to help my employees reach their full potential” can transform how you view your team—and how they view themselves.

Implementing achievable goals, both for yourself and your team, can create a more positive, growth-oriented environment. By focusing on what you and your team have accomplished, rather than what’s left undone, you can foster a culture of continuous improvement and shared success.

What’s Next?

Stay tuned for Part 4 next week, where we’ll explore how negative comparisons can drag you and your team down, and how to break free from the thought: “XYZ person is better than me.”