Ask specifically: 'How can I support you?'

Guest: Meg Pogue, Founder, Mission Squared
Host: Alex Rawlings

Meg Pogue joins Alex to discuss the psychology behind change in private equity-backed businesses. A former CEO who scaled her company from 2 to 95 employees, Meg now works with executive teams to navigate transformation, cultural friction, and the human dynamics of growth and acquisitions.

The conversation explores why acquisitions and major transformations often trigger fear and resistance inside organizations. While executives are typically excited by growth and opportunity, most employees prioritize stability and social connection, both of which can feel threatened during periods of change.

Meg explains how the brain’s threat response can lead to defensive behaviours, disengagement, and poor decision-making. Leaders often misinterpret this as resistance or negativity, when in reality it’s a natural psychological reaction to uncertainty.

She shares practical leadership tactics for managing change effectively, including rebuilding trust through authenticity and vulnerability, empowering employees with a sense of control, and communicating the “why” behind transformation.

Meg also introduces simple tools leaders can use during times of change, such as the “1–10 engagement question” and asking employees directly “How can I support you better right now?” — both designed to surface concerns quickly and maintain momentum during transformation.

🕒 Timestamps

00:00 – Introduction to Meg Pogue
00:28 – Meg’s CEO journey and leadership lessons
01:54 – Fear and perception around private equity acquisitions
03:23 – Leadership personality differences during change
05:14 – Why employees feel threatened by transformation
06:44 – Communication and leadership during change
10:59 – Rebuilding trust within teams
13:25 – Empowerment and giving employees control
14:51 – Leading change in fast-paced PE environments
18:40 – Questions leaders should ask their teams
19:07 – The “1–10 engagement” leadership tool
21:30 – Raising standards without creating resistance
24:51 – Leadership book recommendations
26:17 – Meg’s book: The Adversity Hack
27:39 – How to connect with Meg

Key Takeaways

Change triggers threat responses
Most employees prioritize stability and connection, making acquisitions feel risky.

Executives often underestimate psychology
High-drive leaders assume others share their excitement for transformation.

Trust accelerates change
Authenticity and vulnerability help rebuild trust quickly.

Empowerment reduces resistance
Giving employees voice and autonomy improves engagement.

Clear communication matters
Explaining the “why” behind change helps teams align faster.

Raw Selection partners with Private Equity firms and their portfolio companies to secure exceptional executive talent. We focus on de-risking executive recruitment through meticulous search and selection processes, ensuring top-tier performance and long-term success.

🔗 Connect with Alex Rawlings on LinkedIn https://www.linkedin.com/in/alexrawlings/
🌐 Visit Raw Selection www.raw-selection.com

Looking to grow your team? Check out our Hiring Guides

for proven strategies, templates, and best practices to make smarter hires.