Imagine if you could listen to a recording from last year of you and your co-founder discussing the state of your business and your plans for the coming year. What would the conversation have sounded like a year ago? What
The Machine that Builds the Machine Summary Insight: Building rockets is hard. Designing the machine that builds the rockets—the organization—is harder. This article reveals the first principles of scaling your business without blowing it up. Key Takeaways: Vision without organizational
Does operational excellence matter to you? If so, then I’d like to introduce you to a powerful new tool called the Organizational Physics Entropy Survey. The Entropy Survey allows you to survey a cross-functional team to discover a company’s most
Part I: I had the privilege of being on the Fort Podcast with Chris Powers. Chris is an excellent interviewer and we covered a lot of ground including scaling-up, organizational design, and where a leader can create the most leverage
Summary Insight: Your company’s biggest execution gaps live between the gears—functions not talking, data not shared, chaos growing. This article shows how an Anti-Chaos Officer fills the gaps. Key Takeaways: Most friction and waste live in the white space between
Delegation Isn’t Always the Answer Summary Insight: Delegation is overrated—until it’s not. This article flips the script on when *not* to delegate and gives you a killer tool to align your leadership team fast. Key Takeaways: Use the Conviction-Consequence matrix
Who Are You Speaking To? Summary Insight: Split messaging kills brands. Speak with one voice, to one customer, through every channel—or risk losing them all. Key Takeaways: All brand communication must align around the core customer’s perspective—internally and externally. Trying
Design the Process to Win Summary Insight: Stop looking for a single “owner” of the customer. World-class execution comes from a well-designed structure where every role owns their slice of the journey. Key Takeaways: Map the entire customer journey—then assign
Lead with Stop Summary Insight: If your team isn’t changing, it’s not a motivation problem—it’s a communication flaw. Use STOP-START-IDEAL to cut through inertia and drive real behavior change. Key Takeaways: Change starts by calling out what must stop—first. Define
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