Stop guessing: use my leadership playbook

Hey Full Potential Zoners,

Most leaders don’t lack effort— they lack structure.

Great leadership isn’t reactive— it runs on rhythm.

The best leaders don’t just respond.

They set a repeatable pace.

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You don’t need to do everything.

You just need to do the right things.

Because leadership isn’t about doing more, it's about doing what matters on purpose.

Today we are going to help leaders master this by using:

‘Leadership User Manual'. 

Let’s dive in!

Real-Life Scenarios to Apply The Leadership User Manual

1. Missed Deadline and Low Morale

Scenario: The team just missed a key deadline, people are quiet, and next week’s work is already at risk.

• Say this:

  • “I know this deadline slipped and it’s frustrating. Let’s figure out what happened so we can make next week easier.”

• Then walk through a quick, no-blame review:

  • Draw a simple timeline of events.

  • Ask: “What happened first? Then what? Then what?”

  • End with three fixes to try next week.

• After the meeting, post a short recognition message in your team channel:

  • “Wins from this sprint: [name + specific action]. Thank you for keeping things moving.”

• Visible appreciation after a setback helps the team feel progress is still possible—and keeps momentum alive.

2. Two High Performers Are Clashing

Scenario: Two talented people are in open conflict, and meetings feel tense.

• Say this:

  • “I’d like both of you to share what you think the other person needs to work well together.”

• Do short 1:1s first, then bring them together to read each other’s responses before talking.

• In the meeting:

  • Give each person 2 minutes to speak without interruption.

  • The other must paraphrase: “Here’s what I heard you say… did I get it right?”

  • Agree on a joint rule: “We disagree in private, and present one plan in public.”

• This simple structure reduces tension and makes collaboration possible again.

3. Decision Paralysis with Incomplete Data

Scenario: The team is stuck on a big decision and keeps circling the same points.

• Say this:

  • “To get this moving, let’s decide who owns the decision and set a deadline.”

• Pick a driver and an approver.

• Then:

  • Time-box the decision: “We’ll finalize by Thursday at 3 p.m.”

  • Ask for short briefs with options, risks, and a recommendation.

  • Before finalizing, run a quick “If this fails in 90 days, what went wrong?” exercise to catch blind spots.

• Finally, choose the smallest possible test you can run in 48–72 hours.

• This speeds progress without locking into a bad choice.

4. Early Signs of Burnout in a Strong Performer

Scenario: A usually dependable team member is quieter, missing details, and slower to respond.

• Say this:

  • “On a scale of 1–10, how’s your week going? What’s one thing making it heavy?”

• Listen without jumping to solutions.

• Then:

  • Ask: “What would a good week look like by Friday?”

  • List three small changes that could help.

  • Pick one and agree to test it right away.

• Remove two low-value tasks for the next two weeks.

• End each day with a quick recognition of progress:

  • “I saw you finish those priorities by lunch—nice work.”

• Showing that you see the person and not just the output makes it easier for them to recover without feeling judged.

By 2030, the most valuable skills won’t just be technical—they’ll be the ones that help you think faster, explain clearly, solve problems on the spot, connect with people, and stay steady when things shift.

Here’s how to take 2 of the skills in today’s infographic and use them right away:

1) Turn raw metrics into a story your boss can use (Data Storytelling + Communication)

Scenario: You owe a weekly update and the numbers don’t speak for themselves.

• Write a 5-word headline: “Signups up, churn down again.”

• Pull one chart only; under it, add one line: “+12% signups week over week; main source = referrals.”

• End with one action: “This week I will test one referral email.”
  Clear, short data stories get attention and faster decisions.

2) Save an hour a day with a tiny AI play (AI Know-How + Creative Problem Solving)

Scenario: Your team answers the same customer questions again and again.

• Export the last 20 common questions.

• Ask an AI tool to draft simple answers in your tone; review and fix.

• Put them in a quick “saved replies” doc and pin it.

• Track time saved for one week. If you save 60+ minutes, keep going.

Download the free PDF and read more about it here: Click here

Here's how you can make it real today:

Step 1: Pick your focus

• Think about one leadership moment from this week where things could have gone better — maybe a decision stalled, a conversation didn’t land, or the team felt off-track.

• Choose one area from the Leadership User Manual (vision, communication, EQ, decisions, or development) that would have helped in that moment. That’s your focus for today.

Step 2: Set your action cue

• Before you start work, choose one moment in your day to act — after a check-in, during a break, or before your last meeting.

• Add a quick calendar alert or write a sticky note:

  • “Use my leadership move.”

Step 3: Take one visible action

• Do one small move tied to your focus. Examples:

  • Share the team’s top priority for the day

  • Ask one person what’s slowing them down

  • Give quick, specific feedback

  • Clarify who owns a decision and the next step

  • Ask for one improvement idea from the group

• Keep it clear. Keep it specific. One action is enough.

Step 4: Notice what changed

• After you take the action, ask yourself:

  • Did the team get more clarity?

  • Did the energy shift?

  • Did this move make progress easier?

Step 5: End with one line

• Before the day ends, write one line:

  • “Today’s leadership move worked because: ______.”

• or

  • “Next time I need impact fast, I’ll: ______.”

AI Prompt: “Act as my leadership coach. Help me create a clear, actionable plan for today based on the following details:

• Leadership Area I’m Focusing On: [Insert one — vision, communication, emotional intelligence, decision-making, or development]

• Context: [Briefly describe the situation I want to improve today, e.g., “Team unclear on priorities,” “Tension between two team members,” “We keep circling a decision”]

• One Move I Will Take Today: [Insert specific action, e.g., “Clarify the top priority for the day,” “Ask one person what’s slowing them down”]

Provide:

• A short step-by-step outline for when and how I should take this action today.

• Simple, natural phrases I can use when speaking to my team or manager.

• One tip to make sure the action is effective and easy to follow through on.

• One quick way to measure if it made a positive difference by the end of the day.”

People stay when they feel seen.

Calling out good work makes others want to do the same.

Specific praise shows exactly what “good” looks like.

End your day with one thing you learned.

That’s how the manual stops being words and starts shaping how you work.

Until next time and with lots of love,

Justin

This Week’s Growth Recommendations

Book To Read:  

“The 7 Habits of Highly Effective People” by Stephen R. Covey (see it here)

TED Talk to Watch:

“Dare to disagree" by Margaret Heffernan (see it here)

I've built and sold 4 companies—now I help others do the same.

I take on fractional COO, CMO, AI Consulting, and advisor roles for select teams that want fast execution, sharp strategy, and clear results.

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