• Effective Planning Framework:

  • Spend 45-60 minutes at end of day planning for tomorrow
  • Focus on desired outcomes/results, not just tasks
  • Research people to call and prepare conversation points
  • Create targeted call lists with clear purposes for each contact

• Building Sustainable Business Model:

  • Develop strong systems and processes that can operate without founder
  • Maintain diverse client mix (avoid over-reliance on single clients)
  • Build succession planning with trained internal management
  • Focus on current relationships and run rates over historical goodwill

• Team Building Methodology:

  • Establish clear “sandbox rules” - defined boundaries and expectations
  • Create standardized systems/processes everyone follows
  • Build culture focused on continuous improvement
  • Provide clarity on objectives, processes and acceptable performance levels

• High Performer Identification Framework:

  • Look for “gonna bes” vs “wannabes”
  • Seek candidates who have:
    • Demonstrated resilience through past adversity
    • Self-initiative in previous roles
    • History of managing projects/responsibilities
    • Strong work ethic and discipline

• Network Development Approach:

  • Intentionally build network of “bird dogs” (referral sources)
  • Focus on developing long-term relationships vs transactional connections
  • Target specific people/roles to add to network
  • Aim to make job easier year-over-year through expanded network

• Leadership Development Philosophy:

  • Create environment people choose to follow
  • Focus on developing and valuing team members
  • Balance between giving direction and enabling autonomy
  • Measure success by learning/growth vs just results

• Professional Growth Framework:

  • Identify annual learning objectives
  • Seek opportunities for discomfort/stretching
  • Focus on excellence vs just being “good enough”
  • Balance technical skills with relationship building

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