What Got You Here Will Not Get You There
Different results require new strategies, new habits, a renewed mindset, and disciplined action.
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By Eric Maina Kamau
Researcher | bshrmlmr301422@spu.ac.ke
Introduction
It’s insanity how we keep on expecting different results by repeating the same old strategies, habits, and mindsets. Different results require new strategies, new habits, a renewed mindset, and disciplined action.
For a long time, I’ve always wondered why successful people often become even more successful. The reason? They understand a powerful principle:
The skills and strategies that brought them success today may not be enough to take them to the next level.
The Book Behind the Concept
In 2007, Marshall Goldsmith popularized this truth in his bestselling book “What Got You Here Won’t Get You There.”
Goldsmith argues that the habits, behaviors, and strategies that contribute to our current success may not serve us in the future. Whether you’re a leader, entrepreneur, student, or professional, making progress means shifting your mindset, behavior, and strategy.
He also shows that many professionals hit a plateau not because of a lack of skill, but due to interpersonal flaws. Characteristics like competitiveness, perfectionism, or the need to always be right may help someone rise quickly—but later on, these same traits often hinder leadership, collaboration, and long-term growth.
The Core Message
Growth is an ongoing journey. Success at one level does not guarantee success at the next—unless you’re willing to change.
“What got you here, will not get you there” is more than a catchy phrase.
It’s a challenge to continuously evolve.
Whether you’re a leader, professional, or student, rising beyond your current limits means embracing feedback, change, and self-awareness.
As Goldsmith puts it:
“The higher you go, the more your problems are behavioral. It’s not about smarts or skills — it’s about emotional intelligence.”
Real-World Examples
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Corporate Leadership:
Many CEOs rise through technical expertise but struggle in executive roles that require emotional intelligence.
Harvard Business Review (2012) notes that EQ surpasses IQ at higher leadership levels. A prime example is Satya Nadella, who reshaped Microsoft’s culture from a “know-it-all” to a “learn-it-all” mindset. -
Personal Development:
A student who excels through discipline and self-study may face new challenges when working in research or team projects. Success in this phase relies on collaboration, adaptability, and open feedback. -
Startups:
A startup founder might succeed initially by wearing many hats. However, scaling the business requires the ability to delegate, trust others, and focus on vision rather than operations.
Conclusion
In today’s fast-changing world—driven by technology, globalization, and evolving work cultures—adaptability is not optional. Stagnation doesn’t stem from external barriers, but from internal resistance to change.
As we grow, we encounter new challenges and opportunities. Recognizing the need for personal evolution better equips us to thrive in changing environments and achieve sustainable success.
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