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The One Sentence That Changed How I Lead
I discovered the missing piece in my leadership style...
Justin Mecham
May 14, 2025
Hey Full Potential Zoners!
Change isn’t a threat – it’s an invitation to grow.
Many people resist change because it feels risky.
But staying the same can be the biggest risk of all.
Research shows that organizations that adapt quickly are more likely to stay ahead of their competition.
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The unknown feels heavy until action begins.
Start small.
Explain clearly.
Stay human.
Change is your chance to evolve.
Today we are going to help leaders master this by using:
‘Managing Change - How to Handle Change The Right Way'.
Let’s dive in!
Download This PDF + my Top 60+ Cheat Sheets At Bottom of Email
Real-Life Work Scenarios to Apply the 5 Steps for Successful Change
1. Launching a New Company Software
Situation: Your company is moving everyone to a new CRM system.
Explain the Why Clearly
Tell the team the current system slows them down and this new one will save time and avoid mistakes.
Invite Early Input
Ask your team: What features do you need most? What frustrates you now?
This makes people feel they own the decision.
Show Empathy
Acknowledge switching tools is hard and they’ll need time to adjust.
Don’t rush them.
Break Change into Steps
Train a small group first.
Then roll it out team by team.
Address Concerns Quickly
Keep a help channel open.
Reply to any issues within 24 hours to keep momentum going.
2. Restructuring Teams or Job Roles
Situation: Your department is being reorganized.
Explain the Why Clearly
Tell everyone it’s to align people better with company goals and create growth opportunities.
Invite Early Input
Ask team members about their career interests and what roles they want to explore.
Show Empathy
Let them talk openly about worries like losing responsibilities or team changes.
Break Change into Steps
Don’t announce all changes at once.
Update people in stages so they have time to adjust.
Address Concerns Quickly
Hold weekly one-on-ones during the transition to answer questions fast and reduce rumors.
3. Shifting to Remote or Hybrid Work
Situation: Your company is moving to a permanent remote work option.
Explain the Why Clearly
Explain it’s about flexibility, safety, and improving work-life balance.
Invite Early Input
Survey the team: What equipment do you need? What challenges do you expect?
Show Empathy
Some people may worry about feeling isolated.
Acknowledge that and offer ideas to stay connected.
Break Change into Steps
Start with a trial period (example: 2 days remote, 3 days office) to ease into the new routine.
Address Concerns Quickly
Check in during the first month to fix any remote work challenges quickly.
4. Changing Performance Review Processes
Situation: Your company is introducing a new way to evaluate employees.
Explain the Why Clearly
Say it’s to make the process more fair, open, and tied to clear goals.
Invite Early Input
Before launching, ask team leaders what worked and didn’t work in the old system.
Show Empathy
Some employees may fear being judged unfairly.
Acknowledge the anxiety and explain the safeguards.
Break Change into Steps
Pilot the new system with one department first to work out any issues.
Address Concerns Quickly
Offer drop-in office hours where employees can privately ask questions about how they’ll be rated.
5. Merging With Another Company
Situation: Your company is merging and teams must work together.
Explain the Why Clearly
Be honest: The merger will allow you to serve more customers and offer better products.
Invite Early Input
Form cross-company groups to suggest how processes or cultures can combine best.
Show Empathy
Acknowledge people may fear layoffs or loss of identity.
Be human about it.
Break Change into Steps
Merge systems and processes slowly, department by department.
Address Concerns Quickly
Open up weekly Q&A sessions where employees can anonymously ask merger-related questions.
Daily Challenge
Choose one area of change management you want to focus on today.
Identify one small action you can take today to improve in your chosen area.
For example, if you want to get better at gathering early input, you might schedule a brief meeting with a team member to discuss their thoughts on an upcoming change. If you're focusing on addressing uncertainty, consider sending a quick update to your team to keep them informed.
Taking a small, deliberate action helps build momentum and makes managing change feel more manageable.
By focusing on one step at a time, you can make meaningful progress without feeling overwhelmed.
Small steps lead to big improvements. Choose your focus area and take that one step today.
AI Prompt: "Act as my personal coach. I am working on improving how I manage change at work. Today, my focus is on [insert your area: explaining the why, inviting input, helping with uncertainty, breaking change into steps, or resolving concerns]. Give me 3 simple, practical things I can do today to be better at this. Keep it short and easy to apply."
Change is a skill you can build.
Change isn't just something that happens to you; it's something you can learn to handle.
Each time you face change, you have a chance to get better at dealing with it.
By staying open-minded, you might discover benefits you hadn't considered.
You can practice explaining changes clearly, listening to others, and breaking big changes into smaller steps.
By doing these things, you make change less scary and more manageable.
Over time, you'll find that you're not just reacting to change—you’re guiding it.
Until next time and with lots of love,
Justin
The Moment That Changed How I Lead
Book To Read
“Leading Change” by John P. Kotter (see it here)
TED Talk To Watch
"5 Ways to Lead in an Era of Constant Change" by Jim Hemerling (see it here)
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