It's a BIG world out there.

Thanks to everyone who participated in the 2020 Thoughtstarter Challenge. This has become a yearly favorite for me because of how much I learn as I go through the Challenge myself. The most challenging week for me was looking ahead and considering what the future holds. So many options and so many opportunities to grow and evolve. As always, I had to remind myself of two things:

  1. Focus on the things that I do really well.
  2. Know the things I don’t do well and rely on really talented people to accelerate into those spaces.

This is also the time of year when I join consulting and people professionals from around the world to attend the R3 Conference on revealing, releasing and realizing human potential. The purpose is to discover, learn and connect so that we can help our clients consider, explore and implement innovative approaches to the most complex part of their business - people.


Attending conference each year is about my expansion. It’s about increasing my awareness and ultimately the awareness of my clients and you as a part of the Thoughtwave Community.

The discovery of patterns, innovations, relevant information, data and perspectives of other leaders is why this is a “won’t miss” event on my calendar. For 17 plus years, I’ve gained an idea that significantly impacted my thought process, my growth and positively impacted progression and results for my clients.

My objective is to help multiply leadership mindsets that focus on fueling excellence and the purposeful development of people in the workplace.

It’s a BIG World Out There

One of the most valuable parts of the conference for me are the connections and relationships with my colleagues from Australia, Brazil, Holland, Ireland, the UK and Turkey.

It’s a big world out there and people like Trevor, Alex, Jared, Hank, Padrig, Sarah and Hassan all connect to a much larger picture and international ideas related to business and the world-wide dynamics of people. These aren’t just my colleagues, they’re my friends and each year I look forward to seeing and learning from them.

Causing people to think beyond boundaries is a cornerstone of my work and relationships with people. No one person or country has all of the best ideas. Collaboration brings together so much more than the isolation of our thoughts, views and insights.

A Demonstrated Ability

In order to claim a broad awareness and understanding, you must first demonstrate your ability to go beyond the boundaries that you’ve established for yourself.

I applaud the longevity of service among leaders in companies, but not at the expense of ideas generated by a broader view. In today’s global marketplace and ever-changing business climate, it’s not enough to repeat the same year of experience 25 times and believe that it represents innovation. It’s also not enough to define the boundaries of your world within a 50-mile radius and believe you possess a global mindset.

What conference reminds me of each year is that building your brain is a focused and deliberate effort. One worth making because investing in yourself provides the highest rate of return.

Next week I’m going to share 5 important ideas from the R3 Conference that you’ll want to consider as you develop people and shape the remainder of your year.

Final Thought

We’re through the first month of the year and 1/3rd of the first quarter is complete. No time to waste in your relentless pursuit of excellence.

Read books, social feeds, online sources, magazines, newspapers, articles, and whatever else you can get your hands on.
Listen to podcasts, interviews and more.
Watch documentaries, the news, and the people around you.


What are you reading and listening to as a part of building your brain in 2020? How do you need to expand your view? What steps are you taking to make this happen? What is your single favorite source for information about the world around you?

Let me know, along with your thoughts, in the comments.

With awareness,

Where Have You Been and Where Are You Going?

When we arrive at this time of the year, there’s a feeling of shock that it’s rolled around again so quickly. Since time is consistent, there’s really no difference in the speed from one date to another. We have our perception, a constantly changing landscape and pace of activity to thank for this perceived acceleration. This is no different than when time seems to stand still and we can’t explain why.

There’s no doubt that this time of year also brings about a heightened reflection or consideration about where we find ourselves. It’s a time of year that seems to bring the personal measuring tape out the toolbox.

The measurement of personal awareness is the reason we always need to be asking ourselves three critical questions.

  1. Where have I been?
  2. Where am I at?
  3. Where am I going?

Where We’ve Been

At the end of 2018, I shared a blog in which I said I want 2019 to be filled with wildly crazy success. I encouraged each of you to send me a topic to write about that’s important to you. I asked you to send me the biggest challenges you faced professionally this year, especially within family business. Through your support in this mission, we were able to continue to grow our community of leaders and readers who impact privately-held and family-owned businesses.

At the end of 2018 what personal and professional goals were you setting to achieve in 2019?

Where We Are

2019 was a year of wildly crazy success. With the support of the Thoughtwave community, I was able to address more relevant topics: offboarding, the over-casualization of the office, and forgotten business etiquette to name a few (more on that next week). Through social media, we brought recognition to over 30 family businesses across the United States. I traveled from coast to coast working with clients and helping their businesses grow into future generations. I advised many of my coaching clients as they stepped into executive roles. And here at PDI, we moved into a larger office that will allow us to facilitate new types of engagements.

Did you achieve the goals you set out to accomplish in 2019? Why or why not?

Where We’re Going

With this success, I’m ready and motivated to bring you more. It will all start with the 2020 Thoughtstarter Challenge on January 6th. This is only the beginning.

In 2020 you can look forward to the release of my new book, the acceptance of applications to an elite LinkedIn group for emerging executives, and the release of new resources to move you and your business to the next level.

After reflecting on 2019, what new goals are you setting for 2020? 

My theme for 2020?
The relentless pursuit of excellence. 

So I hope you’re ready. Ready for me to support and challenge you. Ready for me to help you achieve results.

With enthusiasm for the year ahead.


P.S. If you know someone who would be interested in becoming a part of the Thoughtwave Community, please forward this link to them:
We’ll make sure they receive the next issue.

Resolution vs. Evolution

Here we are again. The time of year when many people will begin thinking about their New Year’s Resolution(s). While I’m not a fan of resolutions, you’ll find me fully supporting your evolution(s).

The Road of Intention 

How many of us, myself included, have made a firm decision to do, or not to do, something only to watch it drift away and produce no measurable results? “The road to hell is paved with good intentions.” Growing up, this was an expression used by my parents to call attention to the gap between intention(s) and action(s).

Forget the statistics that show how many people succeed or fail in following through on the resolutions they make. All you need to do is look at the number of people who start something in January and then look at the number of people who have continued or stopped by March and you’ll have first-hand evidence that the road to failure is paved with good intentions.

Intent Doesn’t Define the Process

Resolution is about the intent. Evolution is about the process. Intent alone doesn’t define the process required for achievement and accomplishment. Consider these very simple resolutions:

  • I’m going to meet all of my sales goals and objectives.
  • I’m going to lose weight.
  • I’m going to build better relationships.
  • I’m going to eat differently.

Now ask yourself the ever-important one-word question. How? 

Defining your how is what allows you to immediately increase the odds of having your intent become your new reality… of having your resolution turn into your evolution.

Valuing Self-Initiative

When it comes to your professional goals and objectives, never under-estimate the value of self-initiative. It’s better that you ask and answer the question of how for yourself. After all, if the person you work for or report to has to do this for you, they may ask two equally important questions:

  1. Why do I have to consistently do that person’s thinking for them?
  2. Why do I need them if they won’t or can’t think for themselves?


You Don’t Want to be That Person

It’s easy to spot people who have given more attention to their resolution(s) than their evolution(s). Here are five phrases that you want to avoid being used in the same sentence with your name:

  1. Long on ideas and short on the know-how to get it done.
  2. All fluff no stuff.
  3. All talk no action.
  4. Style over substance.
  5. Understands the what, doesn’t define the how and why.


Defining and Differentiating You 

Separating yourself from the masses in a positive way requires that you define how you will differentiate yourself.

As we approach 2020, my focus is on helping you maximize you. Encouraging your awareness. Challenging you to evolve, advance and develop your thought process. Considering your perspectives and understanding what you’re confronting. Asking tough questions that need to be asked by someone who’s coming alongside you and helping you...requiring you to answer the question of how.

This is at the core of defining you so others don’t. Making sure that you bring all of the pieces together. It’s time to stop focusing on tactics alone when an individual strategy is what’s required to support the complexities that your growth and evolution present.

Your awareness is the starting point for converting your intent to action. The insights you gain are what lead to a more complete understanding of choices, better decisions and outcomes.

You can start this process by asking yourself a few #Thoughtstarters:

  1. What three things do I value most and why?
  2. What drives me every day? Why?
  3. What is one thing that is truly unique about me?
  4. In what area of my life have I shown the greatest amount of growth?
  5. Where have I limited my evolution? Why?

This is about helping you focus relentlessly on you and the distinct competitive advantage that your intentions offer if you commit to the process of how you’ll achieve them.  So stay tuned, there’s more to come.

With purpose,

P.S. Am I the only person who isn’t crazy about resolutions? Let me know your thoughts in the comments.

Brand versus marketing

Pre-P.S. It’s Alyssa stepping in for Brent this week. 

Why do people buy from your company?

The simple answer is trust. People buy from you because they trust you (or your product) to solve a problem they have. Similarly, people work for you because they trust that you’ll provide an environment that allows them to put their skills to work in a meaningful way and get paid to do so.

Therefore, the primary goal of your organization is to ensure that people know, like, and trust you.

Defining Trust
At the core, trust is a perception. People choose whether or not to trust your organization based on their perception of their interactions with you.

Defining Brand 
Many people hear the words “brand” or “branding” and they instantly snap to thinking about the company’s logo, colors, and allowed fonts. But those things are just the surface. They’re the tip of the brand iceberg and only encompass a small fraction of what makes a brand.

A simple and encompassing definition of brand is this, your brand is what people perceive about your company.

Organizations that are intentional about their brand, meaning they cultivate it strategically rather than letting it be a byproduct of daily business, have a steady pulse on how the organization is perceived--both internally and externally.

When branding is done properly, it transforms the company from a commodity to an experience. 

Remember this if nothing else from today’s post:

Your brand strategy and marketing strategy are individual and distinct pieces of your business strategy. You need both to drive successful growth.

The Brand Iceberg

Brand iceberg metaphor

Your brand encompasses elements above and below the surface. Your visual identity, (your logo, fonts, colors) make up the top of the iceberg--the part that you can see above the water. The other pieces of your brand strategy--your core values, your mission, your ideal customers, your vision--make up the foundation hiding underneath the water.

What about marketing strategy?
Marketing is how people find you, it’s the flag on top of the iceberg that draws people to you.

You need both sets of activities to maximize your reach and revenue.

Here’s Why…
Brand building and marketing initiatives serve very distinct goals.

Brand building:

  • Creates brand equity
  • Influences future sales
  • Has broad messaging and reach
  • Takes a long-term approach
  • Focuses on emotional priming

Whereas sales activation:

  • Exploits brand equity
  • Generates present sales
  • Is tightly targeted
  • Takes a short-term approach
  • Focuses on targeted and persuasive messages

When translated to the impact on your bottom line, here’s what happens…

media in focus image brand versus marketing ROI
From Media in Focus: Marketing Effectiveness in the Digital Era

When you focus on sales activation alone, you end up with routine sales upticks caused by each marketing campaign, launch of a new product, or another trigger event that spikes urgency. There’s no guarantee that you have a rising baseline, and success is tied to the effectiveness of the campaign and the cost to acquire customers.

When you incorporate brand building you steadily increase the baseline for long-term sales growth.

Are you valuing both? 

According to Peter Field and Les Binet in The Long and the Short of It, “On average, effectiveness seems to be optimized when around 60% of the communications budget is devoted to brand building, and around 40% to activation.”

Marketing is a short-term sprint each time you’re launching or doing a major push to generate leads, increase your pipeline, and close deals in the near future.

Your brand-building activities are a cumulative endeavor that pays dividends over time--in how you keep your top-performers around, attract the right type of customers, develop loyalty, and prime people to be ready to buy.

But what if I’m not in the marketing department? 
Internal brand-building efforts are just as important as external brand-building efforts. How your employees perceive the brand greatly influences how they’ll represent the company to clients and to people outside of work. Your culture is a big piece of the brand puzzle, so ensuring there’s internal alignment around core values, strategic initiatives, the company mission, and vision is crucial.

Questions to ask yourself about brand based on your role:

If you’re an executive: 

  • Are you supporting your marketing department’s ability to pursue brand building activities outside of key launch campaigns?
  • Are you routinely communicating your vision and values to your people?
  • Are you making brand development a strategic priority?

If you’re a part of the leadership team:

  • You help build the brand on a daily basis by how you interact with your teams. Do you take the time to help people see how their contributions are impacting the greater mission of the organization?

If you’re a team member:

  • How do you represent the brand to potential clients, customers, or at networking events? How about to your family?
  • Do you feel you have a strong grasp of your company’s point of view? What questions do you need to ask to feel more confident in the mission of the company?

If you’re in marketing: 

  • Are you budgeting for both brand-building activities and sales activation?
  • Are you developing a content strategy that routinely focuses on adding value?
  • Do you prioritize thought leadership and help communicate the company’s values?

In order for organizations to leave a lasting legacy, they have to least a lasting impact. Understanding the difference between your brand-building efforts and your marketing efforts allows you to create lasting impact while also focusing on present sales.

How do you think about brand within your organization? I'd love to start a conversation in the comments.

The Fine Line Between Order and Chaos

How much change is too much change? It’s a question I’m asked on a regular basis.

How much change is too little change? It’s a question I’ve never been asked in nearly 20 years as an advisor to the leaders of privately-held companies.

Understanding how much change your company can absorb exists in the relationship between requirements, capacity and speed.

  • Requirement - The level and pace of change needed for your company to adapt, evolve and exist into the future.
  • Capacity - The understanding of how well you’ve developed and conditioned people in your company to handle and manage specific amounts change.
  • Speed - The pace at which change must occur in order to maximize opportunity in relation to performance and profitability.

While there’s a fine line between order and chaos, change must occur for growth to occur. If you expect your company to thrive into the future, you need to be highly intentional at evolving the load limit of your leaders. Behaviorally, people are unique and each of them responds to change differently. You can, however, increase the required capacity and speed by which your team deals with and processes change effectively.

Awareness Drives Understanding

I drive a Ram 3500 Laramie. There’s no doubt that it’s a big, bold and powerful truck, and yet it has limits. These limits are designed to protect the truck and allow it to maximize its performance. Example - before towing anything with my truck, the manufacturer recommended that I drive 1,000 miles. Why? Because towing puts the truck under load and in order to maximize performance, the truck needed to have some miles on it before that happened.

There’s no mathematical equation or crystal ball to define whether there’s too little change or too much change occurring in your organization. Leadership awareness is what drives this understanding. You must be directly connected to the people and culture of your company to understand specific load limits. Do you recognize these within your company?

Agents of Change

You’ve got to understand with relentless awareness who will do what when it comes to engaging the requirement, speed and capacity of change. Here are five questions to ask yourself regarding leaders and their load capacity.

  1. Who consistently steps in, steps up and demonstrates an ability to handle change?
  2. Who’s long on talk and short on action?
  3. Who needs time to think and process?
  4. Who will follow direction regarding change and spell out the rules related to change?
  5. Who thinks, acts, executes and owns change proactively?

Advancing the Load Limit

If you’re looking to understand real chaos, it can be found through leaders who have never been tested - leaders who have a philosophical understanding of the difficulty and challenge of change but have never had to fight the battle of change day-in and day-out.

Advancing the load limit of a leader begins by providing exposure to situations and scenarios that cause them to discover capacity that they didn’t even know they had. Difficult? Likely! Great! Dive in! This is where the skills of planning, critical thinking, action orientation and measurement are discovered and developed.

Order is maintained through change when someone demonstrates their awareness and experience in leadership. By the way, this doesn’t mean they have to have all the answers.

Chaos is the result when you don’t condition people to expand their critical thinking, confront change proactively and don’t require them to expand their decision-making ability.

An investment in someone who consistently relies on other people to do their thinking for them is a waste.


Your engine warning light serves a purpose even though at first look you may view it as an inconvenience. That light is designed to bring awareness. It exists to help you identify an issue before it becomes something much worse.

There’s an engine warning light in your company. It’s what identifies the people in key positions who don’t recognize the requirement, capacity or speed at which change is occurring and must occur- the people you keep propping up in the hope that they will eventually get it.

WARNING: They won’t. What’s your engine warning light?

Your Success Depends On Getting Out of Your Own Way

Can you identify a time when you were a roadblock to your own success?

Maybe you overthought something when you should have taken action. Maybe you weren’t receptive to a new/different idea because it challenged your norm or what you knew. Maybe you focused so much on others that you didn’t focus on yourself. Did you miss the forest for the trees?  Maybe you lacked an awareness. Whatever the case, it's time to get out of your own way.

I know a promising young entrepreneur. He’s extremely bright and talented. He connects and communicates with confidence, but he has one problem... He’s standing in his own way. He’s so focused on his own path and methods that he overlooks, or fails to consider, who his clients are and what they’re striving to achieve. He doesn’t take the time to self-reflect and gain the awareness of his own roadblocks.

Like so many of us, he doesn’t need more lessons, he simply needs to get out of his own way.

Assessment, Awareness and Advancement

The starting point of my work with people and companies is assessment. Most often, that involves an owner/exec/manager/leader completing an actual assessment. The assessment offers value and objectivity in understanding personal strengths and limitations. Quite simply, these are the two factors of awareness that either accelerate advancement or become potential roadblocks to success. These roadblocks are the things that stop or slow you from getting what you want.

What To Do With a Roadblock?

When we face roadblocks, the best option is to deal with them so they don’t stall progress.

Waze, the mapping app, has two primary objectives. The first is to provide the most efficient route to get you where you’re going and the second is to keep you moving. How does Waze accomplish this? Aside from a whole lot of technology, the app integrates user feedback and reporting on what’s going on in real time.

There’s nothing more frustrating than being stalled and feeling like you’re going nowhere. In that moment, Waze doesn’t give users lessons on how to drive, it helps them navigate the best course of action in dealing with the situation and current conditions. Waze relies on a community of users that help each other navigate the potential roadblocks that will be confronted along a chosen route of travel.

Your Community of Users

Like Waze Users (a.k.a. - Wazers) you can learn from your own community of connections. (a.k.a. - Mentors) Effective mentors don’t give you lessons on how to lead, they offer you awareness and guidance based on their real-life experiences. You get to choose the best course of action in dealing with current conditions and situations. Mentors help you develop an awareness of your strengths and limitations. They help you get out of your own way.

Five Ways Effective Mentors Help You Get Out of Your Own Way:

  1. They ask you the questions that make you think, reflect and increase your self-awareness. Ultimately, the questions they ask are helping define a course of action that helps you achieve what you want.
  2. They focus on you. They don’t focus on their achievements or accomplishments. Your successful outcome is the measure of their success and a failure is shared.
  3. Their influence takes a work with approach. They’re willing to be vulnerable and experiences are shared in a way that forms a relatable connection.
  4. They will challenge you to maximize your capacity and often times see things in you that you don’t see in yourself.
  5. They’re relentlessly objective with you and you being comfortable with every idea isn’t their primary objective. Your evolution and advancement is their “why.”


How do you deal with roadblocks in your awareness, understanding or career? Let me encourage you to get out of your own way.


P.S. Do you have a mentor who had a positive impact on your life? Share about them in the comments.

Complacency Will Kill Your Career

Have you ever thought one thing in your brain and stopped it from exiting your mouth? Do you have situations or circumstances that trigger this mental battle for you? The conflict between knowing what you want to say and valuing what’s appropriate to say. The struggle is real.

The Filter in Your Head 

This is what stops you from saying something even though you were thinking it. Behaviorally, the filter is known as emotional intelligence, reaction index control or empathy. No matter what you call it, it’s the relationship between knowing when and how to deliver a message in a way that’s constructive versus destructive. Developmental ahead of judgemental.


And for all of the filters that we use to help us not offend others, there are times we simply need to say what needs to be said. Dispense with the filtering in favor of increasing someone’s awareness about their cluelessness because that will give them the best opportunity for success.

Self-awareness is a gift that has the potential to benefit someone for a lifetime.

Stop Being the Victim

Complacency is driven by a lack of awareness of deficiencies. Mediocrity is the result of existing with or tolerating low quality, value or ability. There’s a direct relationship between complacency and mediocrity. Which came first the chicken or the egg?

While I’m appreciative of friends with filters and their ability to soften the blow; I’m truly appreciative of friends who will tell me what I need to hear rather than what I want to hear. These are people who are unwilling, and unable, to let me be the victim because they know the truly negative outcomes of this mentality.

While some are content in mediocrity, they wonder in amazement why coworkers who they’re competing against for promotions and pay raises are breaking through barriers and advancing their careers. Think about how many people look at what others have with little to no awareness of the effort that was required and expect to receive the same outcome apart from the work.

That being said, here’s a bit of unfiltered feedback that needs to be heard as a part of the development track for people who are the victim of their own complacency:

Complacency will kill your career. The sooner you recognize that the complacency you’re not confronting is driven by your tolerance of mediocrity and lack of awareness, the sooner you’ll be on the path to truly definable growth both personally and professionally. You’re not the victim. Stop playing the victim. You own you, so start defining you differently.  Better yet, start defining you so others don’t.

Definition and Accomplishment

The good news is there are many solutions to existing with complacency, and it starts with knowing what you want to achieve and pushing past self-imposed boundaries.

  • Knowing what you want in the long-term and creating short-term goals that will turn that vision into your reality is key. This starts with having a specific plan for each day. Create a mental or written checklist of what you’ll accomplish that day, and don’t settle for less. Better yet, don’t settle for only accomplishing those items. Overwhelming? Start with a list of three items that have to be accomplished every day. No compromise. These are the “must achieves”.
  • Surround yourself with people who don’t accept mediocrity from themselves and certainly won’t accept it from you. Who you hang out with defines a portion of who you become. Ask your coworkers, friends, and family to hold you accountable to your goals. Identify and connect with a mentor of excellence. Someone who’s succeeding in a way you admire and engage them in a conversation of awareness. Rather than resenting someone for their accomplishments, be receptive to the methods, habits and qualities that have led to their victories.

“It is remarkable how much mediocrity we live with, surrounding ourselves with daily reminders that the average is acceptable. Our world suffers from terminal mediocrity. Take a moment to assess all the things around you that encourage you to remain average. These things keep you powerless, unable to go beyond the limits that you have arbitrarily set for yourself. Take your first steps towards mastery by removing everything in your environment the represents mediocrity, removing your arbitrary limits. Try surrounding yourself with friends that expect more of you than you do. Didn't some of your best teachers, your coaches, your parents expect more of you?”

An excerpt from Mastery by Stewart Emery

Final Thoughts

If you know someone who gets out of bed to do something poorly, consider the positive impact on their life if you helped them understand the value of getting out of bed to do it well. After all, the cure for cluelessness can be found in awareness.

Don’t ever let complacency kill your career. The only person you’ll have to blame will be you.


Come on… give me your comments. Agree or disagree? Jump into the conversation. What do you think?

Every Person in Your Organization Must Understand This One Principle

Every person in your organization must understand this one principle - what they do in their role contributes to the profitability of your company. Profitability isn’t simply a goal to be achieved, it’s the outcome of the work your people do every day:

How they serve your customers.
How they think about the problems that have to be solved.
How they pay attention to detail.
How they lead and follow.

It’s the direct result of your commitment to them and their commitment to you.

Reality Check

You can make a profit and still not maximize profitability. That’s because profit is an absolute number - revenue minus expenses. While profitability is a relative number - a percentage that expresses the ratio between profit and revenue.

If profit measures how much money a company is earning, profitability measures the impact of your people on your business.

When two companies make the same profit and one is significantly more profitable, go straight to the people as the reason why.

The How

Simon Sinek wrote a great book titled Start With Why. If you haven’t read it, let me encourage you to do so.  Interestingly enough the subtitle of the book is even more intriguing to me: How Great Leaders Inspire Everyone to Take Action. Did you catch that? For all of the emphasis on why, when it comes to maximizing profitability through people, the most important word is HOW.

How does every person in your organization contribute to the profitability of your company in their role? That’s a statement first and a question second by design.

It’s the responsibility of leaders to consistently and relentlessly communicate how what people do, day in and day out, directly contributes to the profitability of their company.

When people are developed with the awareness of their impact, they have a lens through which to consider their actions, choices and decisions.

When this occurs, they have the ability to affect outcomes. Why? Because they can then answer the question of how on their own.

Have the Conversation

Clarity comes from understanding. Defining someone’s contribution to success allows them to be sure that what they do matters. If you can’t, don’t or won’t establish the how, you’re likely left with an assumption.

Do you really want to treat profitability as an assumption? Do you want to assume that people know the impact of their choices, decisions and actions or would you rather know with certainty?

Clarity is the result of communication.

It’s concerning to me how often really strong leaders are simply willing to assume that communication about profitability is occurring. Have the conversation with people. Engage them in awareness and understanding. Pose the scenarios and require them to think it through and work it through.

People drive the performance of a company. From the entry-level to the C-Suite. If you disagree, then I’m going to ask you why that person has a job in your company. We all benefit when we’re challenged to think about how what we do contributes to the profitability of our company.

To begin the conversation just ask someone what they did really well today or how they could have done better today. The question leads to awareness which gives you insight and that insight allows you to make better choices and decisions to achieve better outcomes through people.


Make a point over the next week to ask several of your employees, team members or associates how they contribute to the profitability of your company in their role. Do they have the answer? Do you see their awareness, or lack of awareness, reflected in their choices, decisions and problem-solving ability?

Have you made a conscious effort to consistently communicate how individual roles contribute to profitability? Have you created a culture in which your people can answer that question independently?

Final Thought

As a leader, never forget that every area of your business, including profitability, is about one thing.


Here’s to communication, clarity and results,


P.S. Let me know your thoughts on this week's blog in the comments.

The Growth of a Business Requires Constant Refinement

Thinking Differently About Growth

The growth of a business is fueled by the growth of people. Both are based on constant refinement and evolution. Small changes, or those of a bigger variety, should drive improvement and clarification as things move from simple to more complex.

If you’re growing and advancing, you’re consistently making refinements in your approach. 

The Morph

In the nearly two decades since I started Perpetual Development, my commitment to the growth and development of people, and the companies that they’re a part of has never changed. I know the following to be true: When you help people maximize and achieve their potential, they will do the same exact thing for you.

With this commitment in mind, when changes or refinements are required within my company they get made. I’ve never been afraid of morphing--the transformation that allows us to evolve, grow and achieve our potential.

The Growth Exchange

I learned a long time ago to never fall so in love with a method that it blinded me. Doing so would keep me from the objective of better serving our clients and achieving better outcomes.

If you invest in people, they will invest in you. Their growth is my growth. Your expansion is my expansion. It’s a growth exchange. The challenges of your growth are the challenges of my growth. Personally and professionally this has been proven to me over and over again.

And it all comes down to awareness.

It’s about:

  • recognizing strengths, shortcomings, failures, and successes.
  • reflecting and recognizing changes in direction and strategy
  • thinking bigger and beyond boundaries.


Our growth is a series of exchanges connected to the growth of others.

Our Maturity

The full breadth of our development, individually or organizationally, is truly perpetual. As I have evolved, so has the company. And as Perpetual Development has evolved so has the relationship and work we share with our family of clients.

Interestingly...most of our morphs have come as a result of people whose intention was helping me maximize my potential--growth exchange in action.

Last week I discussed the evolution taking place at Perpetual Development and how time away, intentional planning, and a willingness to go beyond boundaries has led to an evolved mission here at PDI.

It’s also what led to the new look and feel of We’ve made it more clear, concise, and user-friendly so that there’s no question what we’re up to. And as always, I welcome your feedback. Thanks for being a part of this journey with us.

Here’s to continual evolution,


Clinging Tightly to the Past Can Limit Your Future Growth

A big thank you to each of the guest writers who contributed to the Thoughtwave Blog in the month of June. Each of them brought their own unique perspective to their topic and to their writing.

For me, the month of June was about stepping back from my writing to consider the WHY behind my writing. When you clearly understand why you’re doing something, there’s a higher level of connection to what you do and what you produce as an output. My writing break gave me that exact perspective.

What is Evolution?

This isn’t about asking and answering that question on a grand scale, so let’s look at it on a more practical level.

Have you ever experienced a breakthrough or had a breakout moment? A time when you really had to push beyond boundaries to get to something that brought you to another level?

If you have, then you can fully appreciate the clarity, focus and purpose that’s achieved as an outcome and the kind of results that are both possible and attainable.

Evolution is a process of change and continuous growth in a defined direction. It’s about moving from a simple level to a more complex level and valuing the progression as a part of achieving better results. It’s about our development.

Look and Laugh

During my break, I took the time to read some of my early articles and posts. I looked at them and laughed. My actual thought was, “Why in the world would anyone read these?”

The reason I asked the question is because I was looking at my writing through a different lens. My writing has evolved… thankfully. What it was then, isn’t what it is now. I expect more of myself and you should expect more of me as a part of the Thoughtwave Community.

My writing is better because of inputs and coaching from people who were willing to tell me what I needed to hear rather than what I wanted to hear, and they did/do so with an invested intent and purpose. These are people that I value. These are the people that have given me the ability to visually see my own evolution. I know that because I can look back at where this began and smile in considering where the company is now. I know that because of the investment they’ve made in my growth.


There’s no space for mediocrity when you’ve seen and experienced what growth and evolution produce.

Clinging Tightly

We all know people who cling so tightly to the past that they can’t see the need for growth into the future. They fail to evolve because they choose not to evolve. They hold on because they’re unwilling to let go.

For me, this viewpoint is suffocating because it stops evolution and growth in their tracks. It denies the future of opportunity and values something simple because of the work something more complex would require.

It’s not uncommon to see entrepreneurs who started a company cling too tightly to the past and fail to evolve as their industry, business, customers, opportunities and the world advance.

Meaningful Evolutions

Forward-thinking leaders foster growth and evolution as a requirement within their companies and among their people.

They see a direct connection between how their company brand evolves in relationship with their customers, clients, vendors, and industry. Growth-oriented leaders look to provoke connection through image and emotion in the customers’ minds while valuing the core elements of their unique identity.

This deliberate and purposeful progression is based on understanding what people want, need and desire from their company.

We’ve Come Full Circle

Perpetual Development, as the name might imply, is about continually evolving. We’ve seen so many changes over the last 20 years that it’s good to pause, consider and reflect.

In the last two years alone, we’ve started Thoughtwave, expanded and increased our social media presence, said goodbye to some and hello to many. While change is often necessary, evolution is impactful. The difference between change and evolution is that evolution must include development and/or advancement.

If, as I said earlier, clinging tightly to the past suffocates me, the continual advancement of Perpetual Development excites and frees me to consider all of the future evolutions that are possible.

Now Is The Time

It’s time for an evolution at Perpetual Development - One that remains true to the core of our identity but better reflects where we see ourselves heading into the future. One that values knowing both who we want to attract as a part of our community and who we don't.

The clarity of an evolution isn’t discovered in an arrogant view. It’s discovered in a purposeful view. 

To that end, we’re moving forward with purpose and on purpose. We’re headed in a forward direction and with greater clarity.

Final Thought

We’re glad you’re a part of our community, appreciate your readership and value your evolution.

Be Authentic. Be Purposeful. Make it Meaningful.

P.S. View our updated Mission, Vision, and How statements below (click to enlarge) and let me know your thoughts in the comments.


PDI Mission


(click to enlarge)