Focus on progress

When plans change, it's natural to feel like your team's previous work was wasted. 

As a leader, one of the most powerful things you can do is honor the effort that’s already been put in and show that it still matters. 

Frame the pivot as a continuation of growth, not a reset. For example: “What you learned in this project is setting us up to move faster in this new direction.” 

When people can see how their skills and progress still contribute to something meaningful, they’re less likely to feel bitter about the past and more likely to re-engage with purpose.

 

Ask: “How can I show the team that what they’ve already built connects this shift?”

Make support more visible.

When you've communicated a change one week, you can't forget it the next week and go on like it's business as usual. 

Your team will need time to adjust, and as they do, they will need more support from you. During the transition, think about increasing your meeting cadences, be it one-on-ones or team meetings, to make sure everyone understands exactly what they should be doing. 

Remember to check in regularly and recognize progress along the way. This could be as simple as a message acknowledging a great idea someone offered for the new direction or a graceful transition an employee made. 

Whatever you do, make sure your employees know you appreciate their efforts and that you are right there with them as they navigate change.

 

Key question: “How am I showing up for my team in small, steady ways during this transition?”

Leave space for the real reaction.

Even with the best communication, change can be disappointing or upsetting to employees. Give your team space to feel those feelings. 

When you see your employees struggling with the idea of change, you may feel the need to point out all the silver linings in the news. But putting a positive spin on everything can feel dismissive. So instead, listen deeply to their concerns and validate their feelings. 

This will help them process the news, while also giving them a higher sense of psychological safety and connection, which will help them recover from the change and roll with the new plan.

 

Key question: “Have I made room for my team to openly express how they’re feeling?”

Be transparent

Being cryptic about change is almost a surefire way to make your employees feel uneasy, distrustful, and potentially fearful of their future with the company. Even if the change your company is undergoing comes with ambiguity, your message to the team should be clear and transparent. 

To the best of your ability, explain why priorities are shifting and include what led to the decision, what it means for your team, and what hasn’t changed. 

Take time to answer your team's questions. If you don't know the answer to a question, let your employees know you'll find out the answer and follow up with them. 

And do remember to follow up! This kind of transparency builds trust, especially during uncertain times.

 

Key question: “Am I sharing enough context for my team to feel informed and not blindsided?”

Motivation Isn’t the Key

 Let’s be real for a second...

You’re not going to feel 100% motivated every minute of every day. No one does.

In fact, some of the most successful entrepreneurs, athletes, and leaders admit they’ve built their careers on the days they didn’t feel like showing up — but did anyway.

That’s not motivation.

That’s discipline.

Discipline is choosing between what you want now and what you want most.

Whether you’re building a business, chasing a dream, or just trying to get through the week with purpose — discipline is what turns effort into momentum, and momentum into real progress.

Here’s the truth most people won’t say:

 You don’t need a perfect morning routine.

 You don’t need to feel ready.

 You just need to commit to one decision today that your future self will thank you for.

And if you’re reading this… you already care more than most.

So, take the next step. Even if it’s small.

Because one disciplined action today can change your whole week — or even your life.

Fore!!!

I'm standing at a golf course, watching a five-year-old at his group golf clinic. He hits a good shot and gets super excited. A few swings later, he misses completely.

His excitement disappears. He's disappointed, convinced he'll never be able to do this.

When he gets to putting, he's struggling. "I'll never hit the hole," he says, deflated.

"Look around," I tell him. "Not a single person here hit it either. It's about practicing repetitions and getting a feel for it."

But watching him swing between pure joy and crushing defeat, I realize I'm seeing something bigger. These ups and downs are exactly what running a business feels like.

One day you're on top of the world. The next day, you're convinced you've lost your touch. The emotional rollercoaster is identical.

What strikes me most is how he responds to encouragement. When I acknowledge any improvement, even the near misses, his whole demeanor changes.

That positive reinforcement transforms him instantly.

This is what we all need in business. The ups and downs aren't the problem...they're part of learning. But we forget to give ourselves and our people the encouragement that makes the difference.

How often do I celebrate the near misses?

How often do I reinforce positive results, even when the final outcome isn't perfect?

We get so focused on hitting the hole that we forget progress happens through repetition, through getting a feel for it, through hearing "good try" when we're getting closer.

That little guy is still learning. But with the right encouragement, he can't wait to practice again.

The fastest way to earn replies...

Most still think personalization means dropping a company name or referencing the prospect’s college. 

That’s table stakes, and buyers see through it.

What actually cuts through is when you share something about their business they don’t already know:

*A competitor’s move

*A market shift

*A signal they’re ignoring

This is wild how fast it flips the dynamic: instead of you chasing them, they lean in and want to hear more.

The trick is to package the insight in a way that flows naturally into your value prop. 

Don’t overcomplicate it.