Smart Business Growth with Nicky Miklós
Aug 20, 2026 · 4 min · 2 segments
When change hits a team, most leaders fall into one of three camps. The steamroller who bulldozes ahead and wonders why no one's following. The shirker who avoids the hard conversation and hopes it…
Leah MetherGuest
Nicky MiklósHost
What tips do you have for leaders? Because I think what I then start to see is a couple of different behaviors come out as leaders.
there's a risk if we upset that person and rock the boat but they're in the old world and they don't want to come along necessarily or maybe they do but it's early days a tiptoeing behavior a bit of people pleasing or it can even the extreme of that just completely ignoring and you know very dictatorship kind of leadership this is the way it is and that's just it what tips do you have for people that are listening or watching that might resonate with this shift
The same leaders who will say to me, I don't have time for that or I don't do feelings, they just need to get on board with it and, you know, go, go, go, you know, that real old school command and control style.
They will also be the very same leaders who will come to me and say, Leah, How do I get better performance out of my – I need to get them on board.
It will cost you time but it will cost you more time because you're reactively then trying to put out spot fires because why aren't they just coming with me because you've steamrolled right ahead.
And that's – you know, in the book I put people into sort of three different key areas that I see – leaders tend to fall into when they're leading through change.
And obviously there's nuance to this, but if I had to put it into three categories, we see the steamrollers who are those people we've just been talking about.
And they're steaming out ahead, but then they're looking over their shoulder going, why is no one coming with me? Your change is never going to be successful if you're steamrolling.
They're the people who just put their head in the sand, avoid the conversation altogether.
I'm not even going to acknowledge the resistance or I'm not even going to acknowledge that AI could be an issue for our business.
Just head in the sand, keep on keeping on, and then they wonder why they're out of business or their people are behaving really poorly because you just... have let it go.
I often see this from leaders, sales leaders included, when the change is not theirs.
What tips do you have for leaders? Because I think what I then start to see is a couple of different behaviors come out as leaders.
there's a risk if we upset that person and rock the boat but they're in the old world and they don't want to come along necessarily or maybe they do but it's early days a tiptoeing behavior a bit of people pleasing or it can even the extreme of that just completely ignoring and you know very dictatorship kind of leadership this is the way it is and that's just it what tips do you have for people that are listening or watching that might resonate with this shift
The same leaders who will say to me, I don't have time for that or I don't do feelings, they just need to get on board with it and, you know, go, go, go, you know, that real old school command and control style.
They will also be the very same leaders who will come to me and say, Leah, How do I get better performance out of my – I need to get them on board.
It will cost you time but it will cost you more time because you're reactively then trying to put out spot fires because why aren't they just coming with me because you've steamrolled right ahead.
And that's – you know, in the book I put people into sort of three different key areas that I see – leaders tend to fall into when they're leading through change.
And obviously there's nuance to this, but if I had to put it into three categories, we see the steamrollers who are those people we've just been talking about.
And they're steaming out ahead, but then they're looking over their shoulder going, why is no one coming with me? Your change is never going to be successful if you're steamrolling.
They're the people who just put their head in the sand, avoid the conversation altogether.
I'm not even going to acknowledge the resistance or I'm not even going to acknowledge that AI could be an issue for our business.
Just head in the sand, keep on keeping on, and then they wonder why they're out of business or their people are behaving really poorly because you just... have let it go.
I often see this from leaders, sales leaders included, when the change is not theirs.
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