Book Review: Let Me - The Second Half of Leadership That No One Talks About in Mel Robbins’ “The Let Them Theory”

In my last article, I explored the power of letting people be who they are, to stop chasing, correcting, or controlling, and instead, let them. This book, and the lessons I’ve learned from reading it, have shifted the way I lead, especially in high-pressure environments like OSINT investigations, where clarity and emotional discipline are everything. 

But Mel Robbins doesn’t stop there. The second half of her framework is just as impactful:  Let me. 

These two words are a mindset, a challenge, and an invitation. They shift the focus inward, from understanding what others are doing, to what I am choosing to do. 

Let Me Take Ownership 

In team leadership, especially in complex investigative work, problems are everywhere. Deadlines slip. Communication breaks down. Tools fail. The “let me” mindset turns frustration into action. 

• Let me find a clearer way to delegate this. 

• Let me step in to redirect my team’s focus. 

• Let me document this now, so we’re not backtracking later. 
  

“Let me” is not about doing everything yourself. It is about asking, what is mine to own right now? And owning it fully. 

Let Me Go First 

Whether it’s implementing a new workflow, shifting team dynamics, or modeling accountability, someone has to go first. 

• Let me show what transparency looks like. 

• Let me own the mistake and reset expectations. 

• Let me try the new approach before asking others to. 
  

As leaders, we often expect buy-in or motivation from others before we change course. But influence starts with action, not permission. Sometimes, the best way to build momentum is to lead by example and quietly say, “Let me.” 

Let Me Stay Grounded 

Working with a variety of different clients in high-stress situations and emotionally charged content takes a toll. I’ve had to build habits that protect my mental space and keep me steady, no matter what is happening around me. 

• Let me breathe before responding. 

• Let me choose not to take this personally. 

• Let me be the calm one in the chaos. 
  

This has been one of the hardest parts of leadership: staying grounded when everything else feels urgent. But “let me” is where I remind myself that leadership is a choice, not just a role. 

Let Them. Let Me. Let It Work. 

Together, these two ideas are a reset button. “Let them” releases the control you feel for others. “Let me” reclaims control of yourself. 

In my own work, this shift has made me a better manager, a more intentional communicator, and a more effective partner to the legal professionals I support. I stop trying to force the outcome, and instead focus on what I can actually move, my approach, my behavior, my leadership. 

If you are in a season of growth, burnout, team tension, or transition, I hope this gives you something to come back to: 

Let them. Let me. Let it be enough. 

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💬 What do you think? Share your thoughts in the comments—how have you used a “Let Me” mindset in your own leadership?

📖 Missed Part I? Read Heather Hernadi’s first article on Mel Robbins’ Let Them Theory to explore the foundation before diving into this second half.