“What Stands in the Way Becomes the Way”
How Leaders Turn Challenges into Success
In both life and business, challenges are inevitable. Marcus Aurelius, the Stoic philosopher and Roman emperor, once said, “The impediment to action advances action. What stands in the way becomes the way.” This simple yet profound statement captures the essence of resilience: the idea that obstacles aren’t meant to stop us but to show us the way forward. In business, especially in the context of change management, this philosophy offers a powerful guide for leadership and team development.
After an acquisition or any major change in the company, a company often faces significant challenges — cultural shifts, team realignments, operational inefficiencies, and resistance to change. These challenges can seem like roadblocks, but they can also become the very opportunities that drive growth, innovation, and success. In fact, the teams that embrace these challenges are often the ones that lead the transformation.
Leading Through Obstacles
In change management scenarios, leaders must confront numerous obstacles. But the leaders who thrive in these situations are the ones who embrace the challenges, viewing them not as threats but as opportunities to grow and strengthen the team.
I always like to remember my early struggles in understanding how to deal with obstacles.
I learned this lesson early in life. When I was 13, I enrolled in an elective course at school called “technical education.” My mother wasn’t thrilled with my choice; she would have preferred that I focus on subjects like math or English. But this class provided me with an experience that shaped my understanding of challenges and personal growth.
The class was full of tough boys — students who weren’t typically known for their academic success. Despite being an excellent student, I was athletic, and one day we held an arm-wrestling competition. I beat every competitor except for one boy, Siniša. No matter how hard I tried, I couldn’t beat him.
After the match, my friend Marin pointed something out to me: “The reason Siniša beats you is because his wrist is stronger. Your arms are stronger, but his wrist strength gives him the edge.” That feedback was invaluable. I realized that it wasn’t my overall strength that was lacking — it was a specific weakness, my wrist.
Instead of giving up, I saw this as an opportunity. I went home and started training my wrist. Every day, I worked to strengthen it, focusing on my weak point. After a month of targeted exercises, I challenged Siniša again. This time, I won. And I was surprised by the ease of my win. It was only one point that was stopping me. And only that was point of weakness (prior to this win) was driving me to desperation and frustration.
That experience taught me an important lesson: what seems like a weakness or obstacle can actually become the path to success if approached with the right mindset. By identifying and addressing that weakness, I turned it into a strength. And that’s precisely what leaders need to do in the face of challenges — turn obstacles into opportunities for growth.
Building a Team That Thrives on Challenges
Just as I learned to strengthen my wrist, leaders must build teams that not only withstand challenges but thrive because of them. After a change in the company (such as an acquisition or merger), teams are often faced with uncertainties, cultural clashes, and shifting goals. Some employees may resist change, while others may feel overwhelmed by the new direction. It’s up to leadership to foster an environment where challenges are seen as opportunities rather than roadblocks.
Here are some strategies for building a resilient, adaptable team in the face of major changes in the company (e.g. post-acquisition challenges):
- Encourage Ownership and Accountability: Team members should feel empowered to take ownership of the challenges they encounter. By promoting accountability, leaders can create a culture where everyone is invested in overcoming obstacles and driving the company forward.
- Promote Open Communication: One of the biggest barriers to overcoming challenges is a lack of communication. Encourage your team to voice concerns, share insights, and collaborate on solutions. Open communication helps ensure that challenges are addressed collectively rather than in isolation.
- Celebrate Small Wins: Overcoming challenges is a process. Celebrating small victories along the way helps build momentum and confidence. Recognizing the team’s efforts, even in minor achievements, keeps morale high and reinforces the idea that progress is being made.
- Foster a Culture of Learning: Instead of seeing challenges as failures, cultivate a mindset where they are seen as learning opportunities. This can be done through training, mentoring, or simply encouraging experimentation. A team that isn’t afraid to try new things will be better equipped to handle the complexities of post-acquisition transitions.
Challenges Are Part of the Path
Changes “on the top”, either in the ownership structure, or new CEO situation, or in situation of merger/acquistion are inherently full of challenges. Whether it’s financial restructuring, cultural integration, or reconfiguring the leadership team, there’s no shortage of obstacles to overcome. But these challenges are not signs of failure — they are the very things that pave the way for success.
The quote “The impediment to action advances action. What stands in the way becomes the way” is especially relevant. Each challenge encountered — whether it’s resistance from employees, misaligned operational processes, or integration issues — presents an opportunity for refinement. These obstacles force teams to rethink their approach, innovate, and ultimately grow stronger.
The most successful change implementations are those where leaders foster a mindset of resilience within their teams. By recognizing that the challenges they face are not problems to be solved but opportunities to be embraced, they can transform the company from the inside out.
Success in implementing a major change doesn’t come from avoiding challenges; it comes from leveraging them. Every obstacle presents an opportunity to refine processes, reconfigure teams, and develop new ways of operating. Just like the wrist training that led me to victory in the arm-wrestling match, addressing the company’s weaknesses head-on can lead to breakthroughs.
Conclusion: Turning Challenges Into Growth
Marcus Aurelius’ philosophy teaches us that obstacles are not to be feared or avoided. They are the very things that define our success. Implementing major changes, this mindset is critical. The challenges we encounter — whether in the form of team resistance, operational inefficiencies, or cultural shifts — are the paths to growth.
By fostering a team that sees challenges as opportunities and by embracing obstacles as part of the transformation process, leaders can ensure that post-acquisition transitions aren’t just about surviving — they’re about thriving.
What about you? How have you turned obstacles into opportunities in your leadership journey? Share your thoughts below!
