New Year, Same You Or Why I Don’t Make Resolutions

Organizations, like individuals, thrive when change is approached as a journey rather than a one-time event.

Years ago, I abandoned the idea of making resolutions, mostly because I became frustrated when I did not meet my own expectations or goals. By midyear, or if I'm really honest, mid-January, I found myself frustrated and ashamed that once again, I did not fulfill or meet my own standards. But now I focus on one word or phrase each year—things that are actionable, small and set a mindset that can be followed in a variety of situations.

In 2018, I worked to eliminate “can’t” from my vocabulary. In 2023, my word was “grow.” While I am still finding my word for 2025, I am encouraged that a phrase, even when small, can set the tone for the year while recognizing where I am now.

As the clock strikes midnight on Dec. 31, millions of people worldwide commit to a “new year, new me” mentality. Rooted in the symbolism of fresh starts, these resolutions often reflect aspirations for personal or professional improvement. However, societal and cultural pressures amplify the expectation that change must happen immediately and completely. This unrealistic standard, reinforced by marketing campaigns and social norms, often leads to disappointment when outcomes don’t align with these lofty ideals.

Individual Change Takes Time

Statistics reveal the fragility of New Year’s resolutions:

• Approximately 38.5 percent of U.S. adults set resolutions each year, yet only 9 percent succeed in keeping them. Yikes!
• Nearly 23 percent abandon their resolutions within the first week, and by midyear, the vast majority have given up entirely. Double yikes!
• While most of us believe that habit change takes 21 days, research on habit formation dispels that myth. Studies suggest it takes, on average, 66 days for an individual’s behavior to become automatic, with some habits requiring upward of 254 days to solidify. Triple yikes!

These statistics highlight the need for a realistic and gradual approach to personal and organizational change. The process of transformation is iterative, not instantaneous.

Self-Awareness As The Cornerstone Of Leadership

For leaders, the new year often comes with ambitions to implement significant changes within their organization. However, inclusive leadership requires recognizing that organizational change mirrors personal change—it is a slow and deliberate process. Self-awareness becomes critical in this context. As leaders reflect on their resolutions, they must also consider:

• How their personal behavior sets the tone for organizational culture.
• The extended timeline required for embedding new practices and values into company operations and team dynamics.

Inclusive leaders understand that the “long arc of change” applies individually and organizationally. They embrace patience and consistency as key drivers of sustainable transformation.

Change Need Not Be Drastic

While the prospect of change is exciting, it’s important to avoid emotionally driven decisions that lack a foundation in data and measurability. Leaders can ensure meaningful progress by:

• Focusing on small, incremental improvements: Break down ambitious goals into manageable steps.
• Aligning changes with data: Use employee feedback, performance metrics and industry benchmarks to guide decisions.
• Celebrating small wins: Recognizing incremental progress boosts morale and reinforces commitment to long-term goals.

By adopting a measured approach, leaders can foster environments where individuals and teams feel supported in their growth.

Building On Strengths For Organizational Transformation

The best leaders guide external cultural changes by first identifying and leveraging their organization’s existing strengths. Rather than attempting a complete overhaul, they:

• Highlight what their teams and processes already do well.
• Add supplemental initiatives that address gaps without disrupting the foundation.
• Use long-term strategies to integrate new behaviors and operations gradually, ensuring alignment with organizational goals.

This approach not only makes transformation more achievable but also builds trust and resilience within the organization. When employees see that change is thoughtful and intentional, they are more likely to engage with it and sustain it. To be meaningful, growth requires longevity.

As I look to 2025’s yet-to-be-selected word or phrase, I’m reminded that change, whether personal or organizational, is a marathon, not a sprint. Inclusive leaders recognize that real transformation requires time, patience and a commitment to incremental progress.

As we move into the new year, let’s shift the narrative from “new year, new me” to one of sustained growth, rooted in self-awareness, data-driven strategies and a clear focus on building on what works. In doing so, we leaders of the channel ecosystem can inspire our teams to not only embrace change but thrive within it.

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