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Rein it In

A lesson that I return to again and again is that whenever I step in to solve a problem, I’m robbing someone on our team of the opportunity to grow.

When I was a teenager, my dad told me that you train people how to treat you. The same thing happens in a team with how you respond to challenges. If there’s a challenge in the business and you always hop on your horse and lead the charge, you’re going to train your team to look to you whenever a problem appears. You will advance your capabilities while they stagnate.

This isn’t to say that you nurture growth by tossing people into the deep end and yelling, “Swim or drown!” Rather, it’s that if you’re going to develop your team, you need to restrain the impulse to fix everything and reign in what you contribute.

Start with:

“What are your ideas?”

“What do you suggest?”

“What are the obstacles?”


Featured image is a Moroccan with his Arabian horse along the Barbary coast. By Eugène Delacroix. Used under public domain.

Arranging Objects in Space and Time

I took a class on mountaineering knots last night. One of the knots they introduced was the truckers hitch. It’s a knot used to tighten a line, where you put a loop in the line and then wrap it around an object and back through the loop, using it as an anchor to take the slack out of the rope. The rope running back through itself creates a “Z.” Our instructor pointed at this and said, “3 to 1 mechanical advantage. If you practice this at home, don’t accidentally pull your couch across the living room.”

One of the abstract ideas I often employ is leverage. How to create leverage in this situation, in that situation, etc. etc.

Leverage is all about positioning. It’s the arrangement of objects to amplify force. The rope doesn’t inherently have a 3 to 1 mechanical advantage, but if you arrange it in a certain way, the force on one end is exponential.

If you were going to arrange yourself in your business, with the intention of creating leverage for yourself, what would that look like?

What would be the activities you would do? Wouldn’t do? When and were would you do them?


Featured image is the Truckers Hitch knot using the Alpine Butterfly for the loop. Used under CC BY-SA 3.0. Image by Mindbuilder – Own work.

Wishing For Our Success

“They had these really ambitious growth goals with no connection to reality. Two months later they’re laying people off and asking me to work less,” one of my peers told me over a steaming bowl of ramen.

It was almost a year ago that he sold his company and hired on as the acquiring company’s chief marketing officer.

“They think they can meet those goals without marketing?” I asked him.

He shook his head, “I guess. With no leads, they’re going to have to do a hell of a lot of outbound sales.”

As entrepreneurs we take on hard goals. But there still has to be a plan to bring those goals into fruition. Otherwise the goal isn’t a goal, it’s a wish.


Featured image is Zawba’a or Zoba’ah, the jinn-king of Friday. Used under public domain.

Juggling When to Hire

We tend to perceive information as static and think in abstractions. However, our experience is passing through time. What something means and how it works is different depending on that passage. For example, if I asked you how to build a campfire, you might reply, “Build a tipi with tinder, kindling, and wood ascending outward in layers.” That’s generally accurate. But if I asked you how to build a campfire in February, when everything is sopping wet, you would have a different answer filled with consideration.

Similarly, though there is much advice on who to hire and how to hire, I haven’t come across much concerning when to hire. The answer to that question depends on how quickly you’re growing.

Imagine a circus performer juggling three balls. They could do this in their sleep while composing haiku in their dreams. As the business grows, you’re going to throw them another ball. Four is a little more challenging, but they adapt. The business makes a little more progress and you throw them another ball. Five is their very limit. Their hands are a blur and sweat drips down their face. They can do this for a couple of minutes at the most. But you toss them another ball anyways. They drop a ball. You toss them another. They drop that too. After a few minutes they drop a couple of more balls and are back at three and having difficulty with that. Suddenly they stop juggling and start throwing the balls at you and then storm out of the circus tent to have a cigarette.

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Hat Tricks for Team Growth

Small business operators are multi-hat wearing folks. We put on our sales hat to deal with customers, switch to our operations manager hat to make sure sales are fulfilled correctly, and then put on our CEO hat to chart a path for the business. We’re a part-time everything. As a business grows, these different hats are transferred from our heads onto employees and contractors. However, hiring ourselves out of a role is a bit of a hat trick.

Hat trick is a term from sports that relates to the achievement of three goals in a game. Similarly with hiring, there are three factors that you have to evaluate accurately:

  1. The financial cost to the business of a new hire.
  2. The financial benefit to the business (in a time span.)
  3. The opportunity cost to the owner-operator.

This makes for some tricky math (pun!)

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Optimism

“It’s just like business, you have to problem solve it,” Mike told me. It was a dismal Saturday morning, and we roamed the top of a squat house with an earthen roof picking blueberry vines from the soil. I was running a volunteer service event at a YMCA camp for my Rotary group. Mike was responding to my observation that only two Rotarians stepped up, despite more than a month’s worth of promotion.

There are a class of problems that are innate to entrepreneurship. They’re problems that you can’t read a book to get an answer to. They’re problems that few can give you advice on.

This is because they’re contextual and shifting. Unbounded and murky.

Surmounting them requires considerable technical skill. But perhaps as importantly, it requires optimism that you will figure it out.

“Success is the ability to move from one failure to another without loss of enthusiasm.”


Featured image is Honest Abe in his 40’s when he was a “prairie lawyer.” Used under public domain.

Patience and Craft

“It took me three to five years of sustained effort to turn a profit and the board just doesn’t have that sort of patience.”

This was the assessment of an entrepreneur I spoke with last week who sold a company that they’d built over twenty years and hired on with the company that purchased it. We were discussing a new project the purchasing company had assigned to them and the unrealistic expectations of their board.

If there’s one virtue I lack, it’s patience. Like many entrepreneurs I’m aggressive. I’m energized by accomplishing objectives.

Business results rarely conform to this style. You can’t make seedlings grow any faster than they’re designed to do, even if you drown them in water and bake them under a heat lamp.

Which isn’t to say that there is something magical about time. If the entrepreneur I spoke with was to hop in a time machine and returned to advise their younger self, it wouldn’t take three to five years to turn a profit.

But even with perfect knowledge, many initiatives still take time. Relationships take time to establish, brands take time to penetrate the market, trends take time to develop, and opportunities bubble into existence over the course of months and years. We need to be aware of this and be patient.

And yet, there’s also a higher level ability to master as entrepreneurs: to anticipate and work around initiatives that take deep time investments. Unlike seedlings, we’re inside the business and can make direct interventions to how it develops. Just because many things need time in the environment, doesn’t mean that you should accept that waiting is inherent to the game.

Be only as patient as you have to be.


Featured image is Richard of Wallingford pointing to a clock, his gift to St Albans Abbey. Used under public domain.

The People Puzzle

I spent a significant amount of time doing operational work the first two months of this year. I’ve been providing digital strategy for client projects and augmenting our project manager. It’s an issue because my goal has always been to be a business owner and not an owner operator. The challenge of the situation is that, like many owner operators, I fill several gaps in capability in the business. The gaps I bridge are high risk areas where skill and care are required. Because of this, hiring someone isn’t as clear as if I were replacing an existing employee.

In considering this challenge, I asked one of my friends for advice. Specifically, I asked who he would hire next?

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The Four Horsemen of Stagnation

There are four constraints that prevent a business’s growth. A business will expand until it hits one of these limits. They are: customers, fulfillment, profitability, and owner goals.

The most common limit on growth is the availability of customers. Not possible customers, but actual customers. There are a thousand different ways that this can manifest, from a declining market, to poor visibility, to pricing-customer fit, and etc.

Less common is a lack of ability to fulfill. This is an operational obstacle where you have customers that want to buy, but there are internal issues that prevent you from effectively delivering the value. This can also show up in a variety of ways, from inventory challenges, to lack of available employees, inefficient processes, and etc.

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The Two Lines Method

One of the common refrains you’ll here in business, is that you need to work “on the business rather than in the business.” For many small business owner operators this is a challenge because of all the other needs involved in running a business. It’s the tyranny of the urgent, where what is most pressing overshadows what’s most important. One of the methods I’ve developed to combat this is with two lines.

My week starts with planning and thinking. In that process, I reconnect to the larger goals I have for the business. For me, these take the form of 6 week objectives that support annual goals.

In my journal, I draw two horizontal lines.

Under the left line I put the projects that support delivering value to our clients. These are operational needs. They’re functions that at some level of growth I would hire for. They’re “working in the business.”

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