#Why December 2

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In December 2025, many of us will take part in the 30-Day Rewind Coach4aday Challenge. Each day, we’ll rewind, review, reflect or—in my case—re-blog one of my nearly 4,000 posts that highlight experiences shaping us into better versions of ourselves. If you don’t have a blog, your reflections can come from a journal or even a meaningful memory tied to something learned, a goal reached, or a personal effort to improve. These daily habits of looking back will serve as a powerful springboard for taking on a new and ambitious challenge in 2026. Today my rewind is on the importance of WHY in communication.

On April 23, 2020, I wrote a post titled “Rerun” reflecting on a leader’s attempt to drive organizational change. He was compelled to implement new workplace behavior standards due to legal requirements, yet his communication strategy boiled down to a simple “Just do it” email. He explained what needed to change but never addressed why the change was necessary.

Rewind-30 Day Challenge Guidelines

As with previous challenges, participants are encouraged to adapt the guidelines to fit their own circumstances. If you can, commit to sharing a rewind, review, or reflection during the month of December.

1. Rewind, review, or reflect on a past effort to improve, a lesson you learned, or a goal you accomplished.
2. Share with a challenge partner if you have one.
3. Join the conversation by posting on social media with the hashtag #Coach4adayChallenge

December 2-Why

When I wrote that post in 2020, I was recalling a situation I witnessed in 2014. The leader’s communication approach—or lack of one—sparked weeks of daily drama and distraction because everyone misunderstood his intent. Instead of hearing his message, people focused on his behavior. By sending out a sterile, corporate-style email announcing the changes, he came across as uncaring and aloof.

His rational was to become compliant, changes had to occur in the organization and people had to deal with it. He lacked empathy for what the changes meant for many because he didn’t take time to listen on the front end.

It became such a mess he had to start all over again. He had to spend countless hours putting out emotional fires because people felt he was out to screw them. He was doing what the law required but never took the time to explain the WHY he just focused on the WHAT was going to change. He had to RERUN his message over and over again.

Leaders need to understand when you are attempting to implement change the WHY has to come before the WHAT.