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This One Thing Changes How People See You

This One Thing Changes How People See You

The secrets of top performers to being heard...

Justin Mecham
March 22, 2025

Hey Full Potential Zoners!

Most leadership failures aren’t about action - they're about this.

A leader who speaks without understanding? 👉 Creates confusion.

A leader who listens without action? 👉 Creates frustration.

A leader who ignores emotions? 👉 Creates disconnection.

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Great leaders don’t just talk— they make people feel heard.

A conversation is not a transaction.

It’s an opportunity to understand, connect, and lead.

Every word you choose builds trust or weakens it.

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

‘Listen, Learn, Lead - Strengthen Your Leadership With Words'.

Let’s dive in!

Download This PDF + my Top 60+ Cheat Sheets At Bottom of Email

Applying the CLEAR Framework

1. Resolving a Conflict Between Team Members

Scenario: Two employees on your team disagree about how to allocate project resources.

Connect:
- Meet with both team members separately and ask what their concerns are.
Listen:
- Give each person space to speak without interruption. Focus on their words, not just the problem.
Empathize:
- Acknowledge both perspectives. Say, “I can see how this would be frustrating for both of you.”
Ask:
- “What outcome do you both feel would be fair?” Let them offer solutions before you step in.
Respond:
- Summarize their concerns and suggest a plan that aligns with both their needs and the project’s goals.

2. Coaching an Employee Who Is Struggling

Scenario: A team member is missing deadlines and seems disengaged in meetings.

Connect:
- Check in privately and ask, “How are things going for you lately?”
Listen:
- Pay attention to their words, tone, and body language. Let them speak fully before replying.
Empathize:
- If they are overwhelmed, acknowledge it. “That sounds like a tough workload.”
Ask:
- “What support would help you be more successful right now?” Encourage them to share ideas.
Respond:
- Offer a clear next step, such as adjusting deadlines or redistributing tasks, based on their response.

3. Pitching a New Idea to Leadership

Scenario: You want to introduce a new process, but leadership is resistant to change.

Connect:
- Start by aligning with their priorities. “I know efficiency is a key focus for our team.”
Listen:
- Pay attention to their concerns. Take notes and repeat key points to show you understand.
Empathize:
- Recognize their hesitations. “I see why this might seem like a big shift.”
Ask:
- “What challenges do you see with implementing this? How can we work through them?”
Respond:
- Address their concerns while reinforcing the benefits, offering data, or proposing a trial run.

4. Running an Effective Team Meeting

Scenario: Your team meetings often run long, and people leave without clear action items.

Connect:
- Start with a clear purpose. “Today’s meeting is to finalize next steps on the [name here] project.”
Listen:
- Give everyone a chance to speak, ensuring no one dominates the discussion.
Empathize:
- Acknowledge concerns about time: “I know everyone is busy, so we’ll keep this focused.”
Ask:
- “What’s the best way we can divide these tasks so they feel manageable?”
Respond:
- Summarize key takeaways and assign clear action steps before ending.

5. Giving Constructive Feedback Without Demotivating

Scenario: You need to address performance issues with an employee without discouraging them.

Connect:
- Start on a positive note. “I appreciate the effort you’ve put into this project.”
Listen:
- Let them share their perspective before jumping into feedback.
Empathize:
- Show that you understand their challenges. “I know this has been a demanding project.”
Ask:
- “What do you think went well, and where do you see room for improvement?”
Respond:
- Offer specific, constructive feedback with actionable next steps to support their growth.

Every question you ask changes what people share with you.

Every response you give shapes the trust others place in you.

People remember how you made them feel, not how much you know.

The best teams don’t guess what’s expected—they know.

A leader who listens earns the right to be heard.

Leadership starts with how you make others feel.

Until next time and with lots of love,

Justin