In the journey through my blogs, I’ve often shared my learnings from mistakes, trusting to spare you from repeating them. One mistake I’ve made is hiring individuals who weren’t fully equipped for the task, believing we could train them as we go. Yet, relying solely on this approach seems to maintain the company at a

I once asked a client what crosses their mind when they wake each day. Their response? “I wonder where my next customer will come from. Thoughts of meeting payroll occupy my mind, and I question whether my employees are content enough to stay.” I nodded in understanding and posed the same question to them –

I recently had a chat with a fellow who insisted that coaching is a waste of time. He firmly believes he has a handle on precisely what to do in every conceivable situation. Me too. But, let’s face it, most of the time, we don’t actually follow through. The real purpose of coaching isn’t to

Admiral Bill McRaven wisely stated, ‘If you can’t do the little things right, it won’t scale. You won’t be able to do the big things well.’ I often witness the quest for that grand gesture, that one silver bullet that will make everything else a walk in the park or at least ‘easier.’ Let me

You know, there are moments when tackling a problem just demands some serious horsepower. It’s like your business is almost tough enough to handle adversity, but not quite there yet. Picture this: someone on your team falls ill, and your capacity suddenly shrinks to nothing unless you dive headfirst into their role. Ouch! Let’s talk