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Leading Greats #143
What High Performers Change Without Permission:
Ronnie Kinsey, MBA
December 16, 2025
Welcome to Leading Greats, my Tuesday weekly newsletter.
Here I offer actionable leadership, business, and personal development insights and tools from my decades of experience as a learner, leader, and high-performance coach.
It’s been a priceless accumulation. I am pleased to share this with you.
High performers rarely wait for permission to evolve.
They notice when something no longer fits - and respond.
No performance. No announcement. Just decisive action.
At a certain level, growth stops looking like ambition and starts looking like discernment.
You don’t need approval to adjust how you lead, communicate, or apply your energy.
You simply begin.
The strongest professionals don’t abandon what made them successful - they refine it.
They stop repeating patterns that once worked but now limit their range.
They change how they allocate attention.
They become more selective with time.
They pare down unnecessary explanations.
They tighten follow-through.
These shifts often go unnoticed at first.
Not because they’re subtle, but because they’re internal.
High performers recalibrate before circumstances force the issue.
They stop over-participating in dynamics that drain momentum.
They let go of responsibilities that no longer belong to them.
They stop waiting for validation to adjust their approach.
This isn’t rebellion.
It’s sound judgment.
Careers stall less from lack of ability and more from delayed decisions.
The delay usually comes from waiting for permission that was never required.
The most respected leaders I know didn’t announce their change - they embodied it.
People noticed later.
What changed wasn’t volume or visibility - it was clarity in execution, consistency in follow-through, and restraint in where effort went.
That’s what creates credibility that stands on its own.
If you sense a shift in how you want to operate, pay attention.
That signal usually arrives before the opportunity does.
You don’t need to explain it.
You don’t need consensus.
You don’t need a new title.
Act in a way that reflects where you’re headed, not where you’ve been.
That’s how high performers keep progressing without burning bridges or burning out.
They change first.
The results catch up.
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