Team
You listen. You act on good ideas. So why does it get back to you that your team doesn’t feel heard? The problem isn’t listening—it’s that it’s invisible. Here’s the simple monthly habit that makes it visible to everyone.
Most owners think they’re delegating when really they’re just assigning tasks. John breaks down the three real levels of delegation, and the “hats, haircuts, tattoos” framework for knowing what to let go of.
Why can’t you trust your people the way you used to? As your team grows, relational trust stops working. Here’s how to build structural trust instead.
To grow your business, you eventually have to shift from Operator-Owner to Leader-Owner—getting results through your people instead of your own hands. Here are the three pillars that make it happen: strategic direction, people strategy, and management strategy.
People work hard every day with no real idea whether you think they’re doing well, so they guess, and assume the worst. Better performance comes from telling the truth, kindly and often.
If you asked three people on your team what the business is trying to accomplish, would you get the same answer? If not, it’s time to give your people a shared direction.
When your team grows from 3 to 10, communication pathways don’t triple — they multiply by 15. It’s not a people problem. It’s math. Here’s what to do about it.
Ask most business owners how many of their current team they’d rehire from scratch, and the most common answer is about half. That’s not a hiring problem, it’s a culture problem. Culture isn’t the byproduct of great results. It’s the precursor. Get it right, and everything else becomes easier.
There are five distinct levels of Owner Evolution. Each requires a different mindset. Here’s how to figure out where you are and what it takes to move up.
Without redundancy, you’re vulnerable when team members get sick or need to be out for other reasons. Here’s how to set up coverage without hiring a bunch of people.