This Is Holding You Back as a Leader

Hey Full Potential Zoners!

If your leadership has no routine - it has no direction.

Great leaders don’t leave things to chance.

They follow a plan.

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The strongest leaders don’t rely on guesswork, they build habits that make progress automatic.

Success comes from the right actions repeated over time.

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

‘Leadership User Manual'. 

Let’s dive in!

How to Actually Use the Leadership User Manual

Handling a Team Conflict Before It Escalates

Scenario: A misunderstanding between two employees is causing tension and slowing down collaboration.

What to Do:

• Pull both employees aside separately and actively listen to their concerns.

• Use neutral language and ask open-ended questions like, "What do you think caused this misunderstanding?"

• Bring them together to clarify expectations, ensuring each person feels heard.

• Reinforce the importance of shared goals and ask, "How can we move forward in a way that works for both of you?"

• End with a clear resolution and a follow-up plan to check in on their progress.

Fixing Poor Communication That’s Hurting Performance

Scenario: A team is constantly missing deadlines because instructions are unclear, and feedback is delayed.

What to Do:

• In the next team meeting, say, "I've noticed some confusion in our communication. Let's make sure we're all on the same page."

• Implement a daily check-in where team members quickly update progress and roadblocks.

• Introduce a "repeat-back" method where, after giving instructions, the person repeats what they understood.

• Set up a shared project board where tasks, deadlines, and updates are clearly visible.

• Follow up weekly with, "Is there anything unclear about what’s expected? What’s one thing we can improve?"

Making Tough Decisions Under Pressure

Scenario: A deadline is approaching, and the team is debating between two options, causing delays.

What to Do:

• Call a quick decision-making huddle and say, "We need a clear direction. Let's lay out the risks and benefits of each choice."

• Use data-driven decision-making by asking, "What do we know for sure? What is just an assumption?"

• Apply the Pareto Principle—focus on the option that solves the problem with the least amount of effort by focusing on the right things.

• Assign clear next steps and say, "Based on this, we’re moving forward with [option]. If new challenges come up, we’ll adjust."

• Follow up in your weekly meeting: "Did our decision work as expected? What should we do differently next time?"

Improving Employee Growth and Development

Scenario: A high-potential employee feels stuck and isn’t sure what their next career move should be.

What to Do:

• Schedule a one-on-one career discussion and start with, "Where do you see yourself growing in the next year?"

• Identify skills gaps by asking, "What do you feel you need to improve to get there?"

• Set SMART goals together: "By the next quarter, let's focus on [specific skill or project] to help you grow."

• Offer shadowing opportunities or mentorship, pairing them with someone in their desired role.

• Check in monthly and ask, "How are you feeling about your progress? What support do you need?"

Keeping the Team Motivated and Engaged

Scenario: Team morale is low, and employees feel their hard work isn’t recognized.

What to Do:

• In your next meeting, call out specific wins: "I want to highlight [employee] for handling [task] so well—it made a big difference."

• Create a "Wins Board" where team members can post shout-outs for each other.

• Set up a monthly recognition moment: "At the end of each month, let’s take five minutes to acknowledge great work."

• Ask team members directly: "What motivates you? How do you prefer to be recognized?"

• Follow up weekly to check if motivation has improved and adjust as needed.

Empathy

A team I newly become manager of was struggling with low morale.

Deadlines were missed, and the quality of work was slipping.

Team members felt their efforts went unnoticed, which led to frustration and disengagement.

Some believed that their hard work didn’t matter because no one acknowledged it, while others felt uncertain about their performance due to a lack of feedback.

I introduced clear systems for recognizing and encouraging the team.

During weekly meetings, I started highlighting specific contributions, saying things like, "Your quick thinking helped us solve that issue faster—thank you," or "Your attention to detail made the final product stronger—great job."

I also encouraged team members to recognize each other’s successes, which helped create a more supportive environment.

I made sure that feedback was timely and specific, focusing on both progress and results.

I reminded the team that mistakes were part of the process and that the goal was steady improvement, not perfection.

For long-term motivation, I helped each member set personal growth goals that aligned with the team’s success.

Recognizing the team’s contributions and providing regular feedback helped rebuild their confidence.

Knowing their work was valued motivated them to stay focused and meet deadlines.

The team became more engaged and started collaborating more effectively, which led to better results.

By creating a culture of recognition and clear expectations, the team not only improved performance but also felt more connected to their work.

Here's how you can make it real over the next 4 days:

Day 1: Identify Your Focus

• Choose one lesson you want to improve. Write down why this skill matters and how it can help you lead more effectively.

• Be specific. For example, if you choose communication, write: "I want to improve communication so my team understands expectations and feels comfortable sharing feedback."

• End the day by asking yourself, "What is one thing holding me back from using this skill more effectively?"

• AI Prompt: "You are a leadership coach. Help me choose one leadership skill to improve. Explain why it matters and how improving it can help me lead more effectively. Then, give me one clear action I can take today to start using this skill."

Day 2: Apply the Skill in a Real Situation

• Use the skill you chose in a real conversation, meeting, or task today. Focus on applying it naturally without overthinking.

• If you’re working on engagement, take five minutes to recognize someone’s work with specific praise. If it’s decision-making, apply the Pareto Principle to prioritize your tasks.

• At the end of the day, write down what went well, what felt difficult, and what you learned.

• AI Prompt: "You are a leadership expert. I need to apply [chosen skill] in a real situation today. Give me three practical ways to use this skill naturally during a conversation, meeting, or task. Keep the advice simple, clear, and actionable."

Day 3: Ask for Feedback

• Get feedback from someone who observed you using the skill. Be open and listen without defending yourself.

• Say, "I’m working on [skill]. What’s one thing you think I did well? And what’s one thing I could do better?"

• Note their feedback and think about how you can apply it tomorrow. Write down the most valuable insight you gained.

• AI Prompt: "You are an expert in leadership development. I want to get honest feedback on how I used [chosen skill] yesterday. Give me two simple questions I can ask to get useful feedback, and explain how to respond if I hear something I need to improve."

Day 4: Reflect and Plan Ahead

• Review your progress and decide how to keep improving. Write down one specific habit you’ll maintain moving forward.

• Ask yourself: "What difference did using this skill make in my leadership? How can I apply it more consistently?"

• End the challenge by committing to one action you will take every week to keep building this skill.

• AI Prompt: "You are a performance coach. Help me reflect on my progress with [chosen skill] over the last three days. What questions should I ask myself to measure progress? Then, give me one weekly habit I can use to keep improving this skill."

A Leadership User Manual is not for the leader. It is for the team.

When people know your values, they align their work with your vision.

Clear feedback helps teams improve without fear of failure.

The way you support others determines how far they go.

The way you lead sets the standard for how others show up.

The best teams succeed because they know their leader stands with them.

Until next time and with lots of love,

Justin

This Week’s Growth Recommendations

Book To Read:  

"Dare to Lead: Brave Work. Tough Conversations. Whole Hearts." by Brené Brown (see it here)

TED Talk to Watch

"What It Takes to Be a Great Leader" by Roselinde Torres (see it here)

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