Tenacity Lessons from the Devil Wears Prada 2
May 03, 2026
I was incredibly excited to see The Devil Wears Prada 2 opening weekend. I’ve waited 20 years for this sequel. Walking into the theater, I thought I knew exactly what I’d get: sharp dialogue, iconic characters, and maybe a little nostalgia wrapped in great fashion.
What I didn’t expect was a leadership lesson.
Let’s talk about her
Miranda Priestly is back, still demanding, still direct, still seemingly unmoved by anyone else’s feelings. Here’s the moment that caught me off guard:
She acts like she barely remembers Andy Sachs…her former assistant who, at one point, revolved her entire life around that job. Ouch.
Whether you admire Miranda or not, there’s something about her leadership style that forces you to ask:
Where is the line between high standards and disconnection?
A moment I didn’t expect to remember
Years ago, one of my direct reports told me I reminded them of Miranda. I was a little taken aback and I didn’t ask a single follow up question, but I should have.
I didn’t see it. I’ve always worked hard to show team members how much I care about them first before asking them to do anything. I don’t think of myself as insensitive or dismissive.
But I do have high expectations, and I make no apologies for that. I also believe people are capable of far more than they often think. At the time, I brushed off the statement.
Sitting in that theater last Saturday, I found myself wondering…
Was there something in that feedback I didn’t fully hear?
Here’s where I landed
This isn’t actually a story about being “nice” vs. “demanding.”
It’s about tenacity.
What drives leaders like Miranda, and me, is a deep belief that:
There is always a way to figure it out and you shouldn’t stop until you do.
The power of tenacity (when it’s done right)
Tenacity gets a bad reputation. It can look like:
- Pushing too hard
- Expecting too much
- Not accepting excuses
But at its core, tenacity is about refusing to settle for what’s easy when something better is possible.
Here’s what that looks like in real leadership:
1. You don’t accept the first “no”
Tenacious leaders don’t shut down at the first obstacle.
They ask:
- “What are we missing?”
- “Is there another way?”
- “Who else could help us solve this?”
They stay in the problem long enough to find a better answer.
2. You hold the standard even when it’s uncomfortable
It’s easier to lower expectations than to coach someone up.
Tenacity says:
“I’m not letting you off the hook…because I believe you can do this.”
That’s not pressure for the sake of pressure; it's belief in action.
3. You outlast the frustration
Every meaningful goal hits a wall. The question isn’t if it’s when.
Tenacious leaders:
- Stay focused when progress slows
- Keep showing up when motivation dips
- Push through the messy middle where most people quit
4. You separate effort from outcome
Sometimes things don’t work. Tenacity doesn’t mean pretending failure didn’t happen.
It means asking:
- “What did we learn?”
- “What’s the next move?”
And continuing forward with better information.
5. You model resilience for your team
Your team is watching how you respond when things get hard, which lately feels like every single day.
If you:
- Quit early
- Accept mediocre solutions
- Avoid difficult conversations
They will too. But if you stay in it calm, focused, and determined, you give them permission to do the same.
The tension we have to manage
Tenacity without awareness can feel like pressure. Tenacity without empathy can feel like disregard. I think that’s where Amanda in the movie gets it wrong and that’s often where leaders get it wrong. People don’t just need to know you won’t quit. They need to know you won’t quit on them.
Here’s one of the hardest parts of leadership for me. When your direct report isn’t willing to put in the effort to go from good to great. I can’t wish them into making the necessary changes. I try my best to extend my belief in them. Saying things like, "I know you can get to the next level, if you commit to doing this or that." My disappointment is that some choose to be bitter instead of better. Some think they’re already great and I’m just mean for trying to “push” them. Then, I realize I can’t want it for them more than they want it for themselves.
So, what do we do with this?
If you’re a leader with high expectations (and I’m guessing you are), ask yourself:
- Where am I giving up too soon?
- Where am I accepting “good enough” when I know there’s more possible?
- Where do I need to stay in the challenge a little longer?
And equally important:
- Where do I need to bring people with me instead of pushing them ahead?
Watching The Devil Wears Prada 2 reminded me of something I’ve always believed but don’t always say out loud:
There is almost always a way to fix things.
The question is whether you’re willing to:
- stay in it
- think differently
- and not stop until you find it
That’s tenacity and when it’s paired with awareness, it doesn’t just drive results. It develops people which is one of my favorite things to do.
I give the movie two thumbs up. I think you’ll love it too.