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- They’ll Never Say It Out Loud—But You Need to Hear It
They’ll Never Say It Out Loud—But You Need to Hear It
It’s the kind of mistake you don’t notice until it’s too late...
Justin Mecham
May 12, 2025
Hey Full Potential Zoners!
People don’t resist ideas— they resist people they don’t trust.
Doubt is natural.
Especially when trust is missing.
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Skeptics aren’t your enemy— they’re proof that trust must be earned.
When people see your actions match your words— doubt fades.
And trust becomes the foundation for stronger teams and better results.
Today we are going to help leaders master this by using:
‘Overcoming Skepticism - Win Over the Toughest Critics'.
Let’s dive in!
Download This PDF + my Top 60+ Cheat Sheets At Bottom of Email
Real-World Ways to Apply the T.R.U.S.T. Model at Work
1. The Team Is Losing Confidence in a New Project
Scenario: employees doubt the new product launch because previous ones failed.
Transparency:
Admit the past didn't go as planned and clearly explain what's different this time.
Responsiveness:
Give updates weekly even if there’s not much to report — silence breeds doubt.
Understanding:
Ask team members privately what worries them most, then summarize what you heard in group settings to show you’re listening.
Support:
Make it easy to ask questions anonymously through a simple form or Slack channel and actually respond to them.
Truth:
Don’t hide problems — share the real risks and how you’re managing them.
2. A New Manager Is Struggling to Win Over the Team
Scenario: a new leader senses distance or hesitation from their team.
Transparency:
Day one, they say, “Here’s what I stand for, here’s what I don’t do, and here’s how I want us to work together.”
Responsiveness:
Take one piece of feedback and act on it within 7 days.
Understanding:
During 1:1s, ask “What’s something your last manager did well?” and “What should I avoid?”
Support:
Share a playbook or roadmap of how you’ll support the team’s growth in the next 30-60-90 days.
Truth:
Avoid buzzwords. Speak plainly.
Say “I don’t know yet” if unsure.
This honesty is rare — and powerful.
3. You Need to Deliver Tough Feedback
Scenario: you need to give performance feedback to someone who’s already on edge.
Transparency:
Start by saying “This conversation is meant to support you, not tear you down. I’ll be real and kind at the same time.”
Responsiveness:
After giving feedback, check in the next day: “how are you feeling about yesterday’s chat?”
Understanding:
Ask them how they prefer to receive feedback before giving it.
Support:
Offer something concrete — a mentor, training, or small next step.
Truth:
Don’t sugarcoat — but anchor the feedback in observed facts, not vague opinions.
4. Leadership Announces a Big Change Without Warning
Scenario: a surprise restructure has left people nervous and talking behind closed doors.
Transparency:
Hold a town hall and answer questions live — even the hard ones.
Responsiveness:
Post answers to the most common questions within 48 hours.
Understanding:
Send a 2-question anonymous survey: “What are your biggest concerns?” and “What can we do to make this easier?”
Support:
Assign one leader per team as a go-to person for ongoing support, and make sure they actually check in.
Truth:
If roles or responsibilities are unclear, say that.
Don’t fake certainty.
Here's how you can make it real over the next 4 days:
Day 1 – Write the Thing You’ve Been Avoiding
Before you start, pick one of the 5 lessons that feels most real to you right now.
Write one clear sentence about what needs to be said or done.
Don’t send it yet. Just write it.Example:
“I need to tell them I understand why they’re frustrated.”
Or: “I need to explain why this project is behind without making excuses.”
Clarity lowers anxiety.
Most trust problems get worse because we avoid saying simple, honest things.
AI Prompt: “Act as a professional leadership coach. I need to say something honest at work, but I’ve been putting it off. Here’s the situation: [describe briefly]. Help me write one clear and respectful sentence that shows I’m being real without sounding defensive or dramatic.”
Day 2 – Ask One Honest Question
Ask someone a short, real question that shows you care what they think.
Examples:
“What’s been frustrating for you lately?”
“What’s one thing I could do better?”
“What do you wish people understood more about this situation?”
Asking the right question opens the door.
It shifts the focus from defending yourself to listening.
AI Prompt: “Act as a workplace communication expert. I want to ask someone at work a question that helps build trust. The goal is to understand their thoughts and make them feel heard. The situation is: [describe briefly]. Give me 2 or 3 simple, natural-sounding questions I could ask that don’t feel forced or awkward.”
Day 3 – Take One Visible Step
Do one thing — even if small — that proves you're listening or trying.
Examples:
Act on feedback you got yesterday.
Follow up on a concern they shared.
Share an update, even if it’s “I’m still working on it.”
Small actions speak louder than big promises.
This is how trust gets rebuilt in real time.
AI Prompt: “Act as a professional behavior coach. I want to take one small but clear action today that shows someone at work I’m listening and trying to do better. Here’s the situation: [describe briefly]. Give me 3 ideas of simple actions I can take today that would feel real and helpful to them.”
Day 4 – Say It Out Loud
Tell the person (or team) what you’re working on and why.
Say something like:
“I’ve been thinking a lot about how to rebuild trust here, and I’m working on it day by day.”
“I know it hasn’t felt easy — I want to do better, and I’ll keep showing up.”
Saying it out loud builds connection.
People don’t need perfect — they need real.
AI Prompt: “Act as a leadership coach who helps people rebuild trust. I want to say out loud that I’m working on building trust at work. I don’t want it to sound fake, scripted, or cheesy. Here’s the situation: [describe briefly]. Write me one short and honest sentence I could say that feels human and shows I care.”
People who seem hardest to reach are watching the closest.
They aren’t cold. They’re just careful.
Every time you say something true and follow through, they take note.
When you stop trying to prove yourself and just stay present, they start to open up.
It’s not about having the right words. It’s about doing what you said, even when no one claps.
Doubt doesn’t mean no — it means “I’m waiting to see if this time is different.”
Credibility doesn’t come from control — it comes from clarity.
Say what you mean. Mean what you say. And let that be enough.
Until next time and with lots of love,
Justin
This Week’s Growth Recommendations
Book To Read:
“The Speed of Trust: The One Thing That Changes Everything” by Stephen M.R. Covey (see it here)
TED Talk to Watch
“Why You Think You're Right — Even If You're Wrong" by Julia Galef (see it here)
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