Category: Leadership

  • Spotting Misalignment in 30 Minutes or Less

    Spotting Misalignment in 30 Minutes or Less

    Our blog, Is Urgency Your Real Choice?, challenged the idea that urgency is just a byproduct of being busy. It’s often a signal. A symptom. A choice to live without alignment.
    This post picks up from there…not with theory, but with a practical way to start seeing what’s really going on inside your business.

    The team is on the field, but are they playing the same game?

    You’ve built a good team. You’ve trained them. You’ve set the vision.
    So why are things still stalling out?
    It’s not always about capability. Often, it’s alignment.
    Imagine watching your team from the bleachers: some sprinting toward the goal, some watching from the sidelines, and others unknowingly running in the opposite direction. Everyone’s working hard — but not together.
    It’s not dysfunction. It’s disconnection.
    And you can spot it faster than you think.

    Try this: The 30-Minute Functional Map

    Grab a whiteboard. Or better yet, sit down with a key team member. Here’s what to do:
    Step 1 — List 8 to 10 outcomes your business must achieve to win the next 90 days.
    Not departments. Not job titles. Outcomes. Think:
    • “Onboard new clients within 5 days”
    • “Deliver products on time and under budget”
    • “Generate 30 qualified leads per month”

    Step 2 — For each outcome, ask:
    • Who owns this?
    • Who supports it?
    • How do we know if it’s successful?

    Step 3 — Notice where the answers are fuzzy, shared, or skipped.

    That’s misalignment.
    And that’s where your business is losing energy.

    Why this matters more than ever

    When outcomes are fuzzy, urgency takes over.
    When ownership is unclear, progress stalls.
    When you have to keep stepping in — you’re still the system.
    This is why we built People OS, and why functional alignment sits at the center. It’s not a reorg. It’s not a job title swap. It’s a way to structure your business around what actually needs to happen — and empower your team to own it.
    Because execution gets easier when the team is aligned around the outcomes that matter.

    Want help spotting the gaps?

    If you’re curious where your structure might be misaligned — or want to see how others are solving this — I’ll walk you through the same 30-minute map we use with clients.
    📅 Schedule a Functional Alignment Breakout
    No pitch. Just a structured conversation about what you’re seeing and how to move forward.
    👀 Or, want to help shape an AI agent that builds these maps automatically?
    We’re prototyping now — and feedback from owners like you is gold.

    We’ve been there too. Curious what your team is showing you right now?

  • Is Urgency Your Real Choice?

    Is Urgency Your Real Choice?

    It starts with a familiar rhythm.
    Morning check-ins. Slack pings. A client fire. A vendor delay. A manager who’s out sick. A project deadline that’s now suddenly “urgent” — even though it’s been on the calendar for three weeks.
    You jump in. You delegate fast. You adjust priorities. You clear the path.
    It feels productive. Energizing, even. You’re moving. Your team’s moving.
    But there’s something else happening under the surface.
    Your business has already made strategic choices; about what to pursue, how to deliver, and where to focus. But urgency has a way of pushing those choices to the side. In the name of speed, the business starts reacting instead of aligning. The plan fades. Chaos fills the gap.
    And the most frustrating part? You’ve seen this before. Maybe even fixed it before.
    But without the right systems in place, the cycle repeats. Fast days. Busy weeks. Misfires. Exhaustion.

    The strategic cost of operating in urgency

    Years ago, Tim Ferris made the point in “The 4-Hour Workweek,” that most people live in a constant state of distraction and reactivity and call it productivity. That same idea plays out at the organizational level.
    Living in urgency is a strategy. It’s just not a conscious one.
    It’s the default state when clarity is missing. When roles and outcomes blur. When accountability breaks down.
    In mid-sized businesses, especially those with 50 to 150 employees, this becomes a pattern. Everyone is busy, but no one is aligned. And the owner? They become the system that holds it all together — again.

    What functional alignment makes possible

    This is where functional alignment comes in; a core part of the People OS framework.
    Functional alignment means mapping your business by outcome, not just by department or title. It means clarifying what needs to happen, who owns it, and how success is measured, across all levels of the business.
    When that alignment is in place, you’re not constantly stepping in. The team knows what matters. They act on strategic choice instead of urgency. And you get to lead from a place of intention, not reaction.

    The real question isn’t “how do I get out of urgency?”

    It is really about: What choices have we already made that we’re not honoring?
    Because urgency doesn’t just happen. It creeps in when the business forgets the choices it’s already made and stops reinforcing them.
    People OS doesn’t fix everything overnight. But it starts with a simple shift: clarifying the structure, roles, and rhythms that keep strategy intact: even when things get busy.

    Curious if your urgency is helping or hurting? Let’s talk.
    No pitch. Just a 30-minute conversation about what you’re seeing.

  • It’s Late Summer. Are You the Only One Pushing?

    It’s Late Summer. Are You the Only One Pushing?

    August has this strange rhythm to it.
    Half the team is at the beach. The other half is answering emails, sort of. Projects move slower. Meetings start later. You can feel the hum of the business start to fade just a little…except for you.
    You’re still pushing

    It’s not just the heat. It’s the silence.

    In fact, the quieter things get around you, the louder the realization becomes:

    “If I stop driving this, does anything move?”

    I was talking to another owner last week who described it perfectly.

    “We’ve come a long way. I trust my people. But I still end up being the one to clarify the next step, to tie things together. And honestly, I can’t tell if that’s just how leadership works… or if we’ve built something that still depends too much on me.”

    That’s the moment.
    Not burnout. Not frustration. Just that quiet awareness:
    You’re still the system.

    What this moment reveals about your team.

    This tends to show up for companies in the 50–150 employee range.
    You’ve hired great people. You’ve gotten bigger. But you haven’t fully outgrown the operating patterns of a smaller team.
    So things float.
    Deadlines blur.
    Ownership gets fuzzy.
    Decisions loop back to you.
    And it’s not because people don’t care.
    It’s because you haven’t yet built the structure for clarity to scale with you.

    August is a clarity accelerator

    What’s interesting is that this shows up most clearly in the summer.
    When things slow down. When you’re looking ahead to Q4.
    And it raises the real question:

    If you’re the only one pushing right now, what happens in the fall when things need to speed up?

    Need a quick sounding board before Q4?

    No big pitch here. Just something worth sitting with as you look at your week.
    Where is execution depending on you to keep momentum going?
    Where could clarity or ownership make that unnecessary?
    And if you’re curious whether the way you’ve set up your team is helping, or quietly holding you back, let’s grab a 30-minute conversation. I’ll bring questions, not a slide deck.
    Coffee’s on me.
    Let’s figure out what’s really going on.

  • You’re Confident in Your Business. Now Make It Run Without You.

    You’re Confident in Your Business. Now Make It Run Without You.

    In the previous post, we talked about the “quiet contradiction” many of you are experiencing: that strong, internal optimism about your own business, even as the broader economic news feels a bit wobbly. It’s a powerful and valuable mindset, proof that you’re close to your operations and keenly aware of your company’s unique strengths.

    But here’s the kicker: simply feeling optimistic isn’t enough. The real challenge, and the real opportunity, lies in translating that internal confidence into consistent, measurable execution. It’s about ensuring that your internal systems amplify your people’s potential, rather than letting growth create the very friction that slows things down.

    In other posts, we’ve discussed that “execution slows down between 50 and 150 employees” because “no one owns execution”? Or how “stop waiting on HR—execution is your job” because the issue is often an “operational leadership vacuum”, not a people problem? This is precisely where your internal optimism can fuel decisive action.

    Three Practical Steps

    Here are three practical steps to take that inner confidence and make it an active force for operational excellence, freeing you from constantly being “the system” yourself:
    1. Map Your Decision Velocity: Think about the last few times a key project or initiative stalled. Was it a lack of effort, or a lack of clarity on who was empowered to make a specific decision? Most delays are decision delays. Build a simple “decision-rights map” for your core processes. Who decides, who informs, and who acts? When everyone knows their lane, decisions move faster, and execution accelerates without you having to step in as the bottleneck.

    2. Give Managers “Ownership Outcomes,” Not Just Tasks: You hire smart people; now empower them. Instead of a long list of tasks, challenge each manager to own 3-4 measurable
    outcomes for the month or quarter. This isn’t about blaming; it’s about shifting focus from activity to results. When your managers clearly own the
    results for their areas, accountability becomes a natural byproduct, and you free yourself to work on the business, not just in it.

    3. Establish a Predictable “Execution Rhythm”: Chaos loves a vacuum. Structure brings clarity. You don’t need fancy new dashboards if your existing ones aren’t being used effectively. What you need is a simple, consistent weekly cadence for your teams that reinforces priorities and ensures key metrics are visible. This might be a quick 15-minute stand-up, or a structured weekly check-in focused purely on execution and removing roadblocks. This rhythm keeps everyone aligned and reduces the reactive “firefighting” that drains so much energy.

    These steps aren’t about adding bureaucracy; they’re about designing clarity. They leverage your team’s potential and your own inherent optimism by creating an operating system that’s built for your people, so your business truly runs because of the system, not just because of you.

    If these ideas sparked a thought, or if you’re wrestling with where to even begin, I invite you to share your biggest execution challenge in the comments below. What’s one area where you wish there was more clarity

    Alternatively, let’s set up a brief, no-pressure chat. We can brainstorm how to apply these concepts to your specific situation, helping you turn that internal confidence into unstoppable momentum.

    People OS is the framework behind our work and thinking and it might be the missing system your business needs.

  • The Headlines Say Panic — But Your Business Feels Strong. What Gives?

    The Headlines Say Panic — But Your Business Feels Strong. What Gives?

    If you’re like most mid-sized business owners I talk to, you’ve definitely noticed the hum of economic uncertainty lately. Headlines are loud—persistent inflation, rising costs, talks of new tariffs. It’s enough to make anyone pause and wonder what’s coming next for the market as a whole.
    But here’s what I keep hearing—and what recent reports are confirming:

    Even with all that big-picture noise, there’s a quiet, grounded confidence when owners look inside their own companies.

    Not bravado. Not denial. Just a deep sense of: “We’ve got this.”

    The Optimism Paradox

    It might sound contradictory: national and global economic confidence is down significantly, but many owners are more confident than ever in their own operations.
    This isn’t naive—it’s earned.
    When you zoom in on your team, your pipeline, your execution rhythm… you start to see why. You’re not a massive corporation chasing quarterly earnings. You’re on the ground. You can see what’s working—and what’s not. That proximity is power.

    Internal Confidence Is a Strategic Asset

    When uncertainty rises, your competitive edge isn’t always market expansion. It’s internal optimization.
    It’s not about going quiet. It’s about doubling down on what’s already working—and clearing what’s not.

    Think:

    • Clearer execution paths
    • Faster decisions
    • Stronger frontline leadership
    • Real-time visibility into what’s moving the business

    This isn’t about just survival. It’s about turning your internal resilience into external advantage.

    But Confidence Without Clarity Creates Drag

    Here’s the catch: If your execution is still messy—if “no one owns execution” or if “execution slows down between 50 and 150 employees” —it doesn’t matter how confident you feel. Friction will show up anyway.
    Internal confidence without operational clarity turns into frustration.
    So the question becomes:

    Are you structured to translate your optimism into momentum?

    Because in this environment, execution proves your strategic choices.

    Let’s Talk

    Are you feeling this contradiction in your own business?
    Are you optimistic—but unsure whether your systems can keep pace?
    Let me know in the comments: what’s giving you confidence right now?

    Or, if you want to explore how to align your internal systems with that optimism, let’s grab a 30-minute brainstorm. No pitch. Just clarity. My treat.

  • No One Owns Execution? That’s Why You’re Stuck.

    No One Owns Execution? That’s Why You’re Stuck.

    And how to take back the levers—without carrying all the weight
    Earlier this week, I wrote about the myth of “HR will handle it.”
    And here’s the reality for most companies between 50 and 150 employees:
    • You might not have HR at all.
    • You might have someone… but they’re stretched thin.
    • Or you’ve outsourced it—and found out payroll companies don’t drive performance.
    But the deeper problem isn’t HR capacity.
    It’s that no one owns execution.
    And when no one owns it, you—the owner—step back in. Again.
    If you’re tired of being the backstop, the fixer, the one holding the whole thing together… here’s where to start.

    5 Ways to Reclaim Operational Clarity (Without Adding HR)

    1. Identify the “Ownership Void”
      Look at a recurring issue and ask:
      “Who owns the outcome here?”
      Not the task. The result.
      If you’re the fallback… that’s your first red flag.
    2. Separate HR Work from Leadership Work
      Benefits, policies, onboarding = HR
      Team performance, decision velocity, execution gaps = Operational leadership
      If your HR person is trying to do both, they’ll burn out, and so will your business.
    3. Give Every Manager 3 Outcomes They Own
      Skip the 20-point job description. Ask:
      “What 3 to 4 outcomes are you responsible for delivering this month?”
      If they can’t answer, or if you can’t answer, you’re flying blind.
    4. Clarify Who Decides What
      Most delays are decision delays.
      Build a simple decision-rights map so everyone knows who decides, who informs, and who acts.
      No more endless “collaboration” that results in… nothing.
    5. Create a Weekly Execution Rhythm
      Give your team a cadence that aligns daily work with key outcomes.
      You don’t need a new dashboard—just a meeting rhythm that reinforces priorities and removes drift.

    What This Is (and Isn’t)

    This isn’t about bringing everything back to your desk.
    It’s about reclaiming leadership by redesigning clarity.
    People OS was built for this.
    It helps you stop duct-taping solutions and start running the business like the machine it could be—clear, people-driven, and owner-empowered.
    But even if you never touch our framework, I want you to hear this:
    You don’t need a bigger HR team.
    You need a better operating system.

    Want to See Where to Start?

    Pick one team or department and ask:
    “Who owns execution here—and do they have the structure to succeed without me?”
    If the answer’s fuzzy, let’s talk.
    I’ll walk you through the first few steps—no pitch, just possibilities.

    Reach out. Or let’s grab a coffee.
    You deserve a business that runs because of the system, not because of you.

  • “Do I Have a Good Company?” — A Conversation That Got Me Thinking

    “Do I Have a Good Company?” — A Conversation That Got Me Thinking

    We were two business-owners chatting over coffee.

    The conversation wasn’t planned. It just wandered, the way good ones do—through hiring headaches, a big win from last quarter, a client we’d both had trouble with at some point. Then, in a quieter moment, he asked me something I didn’t expect:

    “How do I know if I have a good company?”

    The question in the context did not seem to be about success or profitability. He was just wondering whether he had a company that was good.

    So I asked, “What does a good company look like to you?”
    He thought for a moment. Then shrugged.

    What “Good” Actually Means (and Doesn’t Mean)

    As I considered how I would share my thoughts, the word “good” really sat with me for a while. Good is a lot like the word quality: a bit slippery. It’s not a scorecard metric. It’s not listed on your dashboard. There is no universal answer. Each business, and each business owner, will have their own definition of quality, and of what makes their company “good.”

    And yet, it’s the word many of us might use, if we were to finally slow down enough to wonder if what we’re building is really working the way it should.

    In my mind, a “good” company isn’t one that just performs, it is a business that performs on purpose. It doesn’t rely on hope, heroics, or the owner as a bottleneck. It runs well, because of the people in it, and it returns something meaningful: to clients, to employees, and to the owner.

    That day, I shared five dimensions he could use to scan his business and ask, “are things working the way we hoped they would?”

    These five dimensions offer a simplified but high-level view of how your business is functioning. They are not a test or a list of checkboxes. They are a tool for reflection. When these dimensions are healthy and connected, the business tends to feel right. When one breaks down, they can point to an area of business where the owner needs to pay attention or take corrective action.

    Here’s how I described them:

    1. Marketing and Sales

    Is your business consistently attracting and keeping the right customers?

    • Is there a rhythm to how people find you or does every new customer feel like luck?
    • Are the right kinds of clients reaching out, or are you always chasing the wrong ones? Do you know the difference?
    • Does your team know how to turn interest into trust… and trust into action?
    • When someone asks what you do, is the answer clear and compelling?

    A good company doesn’t sell harder. It connects more clearly, and more consistently.

    2. Operations

    Can your business reliably deliver what it promises and without chaos?

    • Do things get done without your direct involvement in every detail?
    • Are projects and services predictable or are they always a scramble
    • Is your team constantly putting out fires, or do they have the tools and structure to succeed?
    • Are clients pleasantly surprised by how smooth things feel, or surprised that things got done at all?

    A good company operates well, even when the owner steps out of the room.

    3. Finance

    Is the business financially designed to last and to reward the people building it?

    • Do you understand when money is coming in, where it’s going and why?
    • Is the business generating healthy, sustainable margins or are you just hoping for the next big deal?
    • Are you paying yourself what you’re worth?
    • Can you invest in the future with confidence, or are you stuck in short-term survival mode?

    A good company creates the financial breathing room to grow, reward, and endure.

    4. People

    Do the people in your company feel like they belong and are better for being here?

    • Are you attracting people who raise the bar or just filling seats?
    • Do employees understand what success looks like in their role?
    • Are people thriving, growing, and staying or quietly checking out?
    • Is the culture healthy… or just polite?

    A good company doesn’t just retain people; it helps them become more of who they want to be.

    5. Total Experience

    Have you defined what kind of experience you want to deliver and are you delivering it?

    • What do you want customers to feel when they receive goods and services from you?
    • What do you want employees to say about working in your business?
    • Is there consistency in how your brand shows up across touchpoints or is it hit or miss?
    • Are you creating an experience that builds loyalty, or just meeting the bare minimum?

    A good company is remembered for how it made people feel, not just what it delivered.

    You won’t ace every dimension. That’s not the point.

    Most owners I talk to aren’t crushing all five of these. Some are strong in a few, struggling in others. That’s normal

    But if you can look at these dimensions honestly and start making small choices to improve them, you’ll have a company that isn’t just profitable, but meaningful. Something “good.”

    Something you can be proud of. Something that feels like yours.

    If the question “Do I have a good company?” has ever crossed your mind, I’d love to hear what it means to you.

    Leave a comment. Send me a note. Or let’s grab a coffee.

    We’re all trying to build something that lasts. We might as well talk about it.

  • Stop Compromising: Hire the A-Players Your Business Deserves

    Stop Compromising: Hire the A-Players Your Business Deserves

    Let’s Talk About Hiring Challenges

    We’ve all been there. You’re hiring for a critical role, and a candidate comes along who looks great on paper. Their resume checks all the boxes. Maybe they even have experience that makes you sit up and think, Wow, this could be a great fit. But then something happens, or doesn’t happen that makes you pause.

    Let me share a story with you.

    I recently posted a job ad that laid out exactly what we were looking for: someone dependable, detail-oriented, a lifelong learner, and someone who takes ownership of their work. As part of the application process, the candidates are asked to submit a short, 30-second video introducing themselves. Pretty simple, right?

    Well, one candidate didn’t submit the video. Instead, they sent a note explaining they didn’t have access to a video camera on their phone or computer. I get it, life happens, and not everyone has access to the latest tech. So, I gave them another chance. I encouraged them to ask a friend or neighbor for help. I even reminded them why this step mattered: it wasn’t about the video itself—it was about showing they could deliver results without excuses.

    Their response? “I want the job; that’s why I applied.” But instead of sending the video, the rest of the message said, “let’s meet in person, and I’ll tell you about my experience.”

    And there it was—the red flag.

    Why This Matters (and Why It Should Matter to You)

    Here’s the thing: the hiring process isn’t just about checking off requirements. It’s about seeing how candidates show up, even when things aren’t convenient or easy. Think about it; if someone can’t follow a simple instruction during the application process, what does that say about how they’ll handle real challenges on the job?

    In this case, the candidate missed two critical traits we were looking for:

    Delivering results without excuses. Instead of finding a solution—borrowing a friend’s phone, using a library computer—they offered an excuse and a workaround. That’s not someone who’s going to thrive in a role that demands accountability.

    Taking ownership and seeing challenges as opportunities. This was a chance to prove resourcefulness, creativity, and initiative. Instead, they shifted the responsibility back to me.

    It’s not about the video. It’s about what the video represents: a willingness to follow through and find a way, no matter the obstacle.

    But What If You’re Tempted to Make an Exception?

    Let’s be real—it’s tempting to bend the rules sometimes. After all, you’re busy, the position needs to be filled, and this person seems almost perfect. But here’s what I’ve learned: compromising on your process almost always comes back to bite you.

    Think about it:

    Your process exists for a reason. It’s designed to identify the right people—the ones who align with your values and can actually do the job.

    The wrong hire costs more than you think. One bad hire can disrupt your team, slow down progress, and even cost you good employees who get frustrated working with someone who’s not pulling their weight.
    Sure, there are rare occasions when it might make sense to bend the rules—maybe someone has an extraordinary skill set or brings something unique to the table. But even then, you have to ask yourself: Am I solving a short-term problem at the expense of long-term success?

    The Bigger Picture: What Your Process Says About You

    Your hiring process isn’t just about finding the right candidate. It’s also about setting the tone for your company. It tells candidates and your current team…what matters to you.

    By sticking to your process, you’re saying:

    “We value people who take ownership.”
    “We expect results, not excuses.”
    “We don’t cut corners, and we don’t hire people who do.”
    And here’s the best part: when you hold the line, you attract the people who get it. The ones who see your high standards and think, This is exactly the kind of place I want to work.

    So, What’s the Takeaway?

    Let me leave you with this: hiring isn’t just about filling a seat. It’s about building a team of people who will help your business grow and thrive. And that starts with sticking to your process—even when it’s tempting to make exceptions.

    The next time you’re faced with a candidate who almost checks all the boxes, ask yourself: Am I willing to compromise my standards? Because every compromise you make today is a decision you’ll have to live with tomorrow.

    Over to You

    Are you finding it hard to stick to your hiring process? Or maybe you’re not sure if your process is doing its job in filtering the right candidates. Let’s talk. At Business Think, we specialize in helping businesses like yours find and hire A-players who deliver results…without excuses.

    Reach out today, and let’s build the team your business deserves.

    HiringTips #RecruitmentProcess #BusinessGrowth #FindTopTalent #HiringMistakes #APlayers #SmallBusinessTips #LeadershipDevelopment #BusinessSuccess

  • Leadership: Investment in Development

    As a Business Coach, I am attending the October 2023 Business Master Class (BMC) led by the renowned entrepreneur and personal development expert, Darren Hardy. This experience is nothing short of transformative, not only for my professional growth but also for my ability to enhance my skills as a coach. This is my fourth BMC.

    Darren Hardy’s Business Master Class offers a comprehensive and immersive learning experience that delved deep into the world of entrepreneurship, leadership, and personal development. Through a series of enlightening lectures, interactive workshops, and real-world case studies, I am gaining invaluable insights into the strategies and principles that drive business success.

    One of the most significant takeaways from the master class was the emphasis on personal growth and mindset development. Darren Hardy’s teachings reinforced the idea that becoming a successful coach requires continuous self-improvement and a growth-oriented mindset. I learned how to leverage the power of daily habits, goal-setting, and productivity techniques to enhance not only my own life but also the lives of those I coach.

    Moreover, I had the opportunity to network and collaborate with like-minded professionals and entrepreneurs, which expanded my horizons and provided fresh perspectives on coaching techniques and strategies. This networking aspect of the Master Class is instrumental in broadening my knowledge base and connecting with individuals who share my passion for personal development and coaching.

    In conclusion, attending my original Business Master Class with Darren Hardy was a pivotal moment in my career as a coach. It has equipped me with a deeper understanding of business principles, personal growth strategies, and leadership skills, which I can now integrate into my coaching practice. I am excited to apply these newfound insights and take my coaching skills to the next level, helping my clients achieve their goals and unlock their full potential. This experience has reaffirmed my commitment to continuous learning and personal development, and I look forward to sharing the benefits of this transformative experience with my clients and audience.