Withoutstructural support, these leaders then become isolated. The system begins to reject them like a new organ, and the person you hired to drive change ends up reinforcing the very culture you brought them in to challenge. My client “Cheryl,” a senior operations executive of a large healthcare company, experienced this firsthand. Her CEO reached out to engage me as Cheryl’s coach, explaining, “Cheryl thinks she needs coaching on presence, but I don’t see a presence issue. I see her censoring herself.” He remembered how boldly she began, but over time, her voice softened and she deferred to more tenured peers. Cheryl agreed something had shifted and welcomed the opportunity to step back and examine what the system was signaling.