Mike Michalowicz's Blog, page 7

6 Simple Steps to Set Your Business’s One-Year Priority

I don’t know about you, but I’m a goals guy.  A systems and accountability guy. I’m driven and motivated and there’s nothing like the first of the year to get me creating a new list of goals. It usually consists of the following: grow revenue, hire new staff, launch a product, revamp the website, dominate TikTok, and maybe even learn to perfect my apple pie in the smoker…But let me ask you this: What happens when you spread yourself thin across a dozen priorities? Nada. At least, nothing significant.Greatness doesn’t come from doing everything, it comes from doing the right thing. That’s why you need to set a single, measurable one-year priority. Not five goals. Not even three. Just one. The one goal that, when achieved, will make the biggest impact on your business.Let’s break this down into actionable steps so you can zero in on your one-year priority and set your business up for success.Step 1: Diagnose your business’s biggest opportunityBefore you can set a meaningful goal, you need to identify what your business truly needs right now. The Pumpkin Plan teaches us that growth doesn’t come from chasing every shiny object but from focusing on the right things.Ask yourself these questions:What’s holding your company back? Identify the biggest obstacle to your growth. Is it a lack of leads? Inefficient systems? Customer churn?Where are you thriving? Look at what’s working well. How can you double down on those strengths?What’s the one thing that, if improved, will unlock the next level? Think about the domino effect: if you knock down this one thing, what other challenges will fall away?For example, if you’re struggling to retain customers, your priority might be to create a world-class onboarding experience. If your profit margins are razor-thin, your focus might be implementing Profit First principles.Step 2: Make it measurableI told you, I’m an accountability guy. Your one-year priority must be clear and measurable. A vague goal like “grow revenue” isn’t going to cut it. You need to attach a number and a deadline to it.Examples of clear, measurable goals:Increase recurring revenue by 25% by December 31.Reduce customer churn to less than 5% by year-end.Launch a new product that generates $100,000 in sales within six months.Measurable goals give you a target to aim for and a way to track your progress. Without that, you’re shooting in the dark.Step 3: Break it down (If you immediately heard Bust a Move when you read this, know you’re not alone.)Once you have your one-year priority, the next step is to break it into smaller, manageable chunks. A year can feel like a long time and I know I get distracted when I don’t have a plan in place.Here’s how to break it down:Quarterly milestones: Divide your goal into four quarterly objectives. For example, if your goal is to increase recurring revenue by 25%, your milestones might look like this:Q1: Increase by 5%.Q2: Increase by 10%.Q3: Increase by 20%.Q4: Hit 25%.Monthly focus areas: Each month, focus on a specific strategy or initiative to move closer to your milestone. For example, in Q1, you might focus on refining your sales process, while in Q2, you might focus on customer retention strategies.Weekly actions: Break it down even further into weekly actions. What can you and your team do this week to move the needle?Step 4: Rally your teamIf you’re a one-person show, this step is about rallying yourself. But if you have a team, they need to be all-in on this priority, too.Here’s how to rally your team:Communicate the why : Share why this priority matters and how it will benefit the business and everyone on the team.Set expectations: Be clear about what success looks like and each person’s role in achieving it.Celebrate milestones: Acknowledge progress along the way. Small wins keep the momentum going.Remember, people are more motivated when they feel like they’re part of something meaningful. Make this goal about more than just numbers and align your mission with their hopes and dreams.Step 5: Stay focusedThis is the hardest part. As the year goes on, new opportunities and challenges will pop up. It’s tempting to chase after them, but you must stay disciplined.Here’s how to stay focused:Use a scoreboard: Create a visual way to track your progress. Whether it’s a dashboard, a whiteboard, or a spreadsheet, make sure you’re regularly updating it and reviewing it with your team.Say NO: If something doesn’t align with your one-year priority, it’s a no. Period.Schedule check-ins: Set a recurring meeting to review progress, adjust your plan, and stay on track.Step 6: Reflect and adjustAs you work toward your one-year priority, you’ll learn what’s working and what’s not. Don’t be afraid to pivot if needed. The key is to keep moving forward.At the end of each quarter, take time to reflect:What progress did we make?What challenges did we face?What adjustments do we need to make?Your quick assignment for the weekLet’s make this actionable right now. Here’s your assignment for the week:Schedule a meeting with yourself (or your team): Block out one hour to reflect on your business.Ask these questions:What’s the biggest opportunity or challenge we’re facing right now?What’s the one thing that, if we achieve it, will make the biggest impact this year?Set your one-year priority: Write it down. Make it measurable. Commit to it.Your business doesn’t need more goals. It needs the right goal. This year, go all-in on your one-year priority and watch how everything else starts to fall into place.You’ve got this.– MikePS – I mentioned  The Pumpkin Plan . To get a copy of the book, you can visit your favorite bookseller or order it here. Want more help? Reach out to Pumpkin Plan Your Biz to learn how to implement the Pumpkin Plan strategies.

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The Question Every Entrepreneur Needs to Ask in 2025 (It may be winter, but it’s always smart to weed out what is and isn’t working)

I want to share a little secret with you that holds the power to completely change how you run your business. It’s not some fancy system, a new app, or even a groundbreaking strategy. It’s way simpler than that. Ready?Ask your customers what they want.Yeah, yeah, I know. It sounds obvious. But here’s the thing: most entrepreneurs don’t do it. We think we already know what our customers want. We’re in our heads, strategizing and refining, convinced we’ve nailed it. And sure, you might be doing a great job. But the gold, the really game-changing stuff, isn’t in your head. It’s in theirs.Why ask?It may be winter, but it’s always a good time to weed out what is and isn’t working in your business. Years ago, I started asking my customers a simple question:
“What’s one thing we could do differently to better serve you?”The first time I asked, I thought I’d get a few polite “Everything’s great, Mike” responses. What I got instead were some hard truths and incredible insights. People told me things I didn’t want to hear, like how one part of my process was confusing or how I wasn’t proactive enough in communicating updates. Ouch.But guess what? Those insights were a gift. Once I made those changes, my business ran smoother, customers were happier, and word started to spread.Here’s why asking works:You get out of your bubble: Run a business?? Then you’re too close to your work. You can’t see what our customers see.You find easy wins: Sometimes a customer comes back with a tiny tweak you can implement in a day that makes all the difference.You build loyalty: Asking for feedback shows your customers you value them. They’ll stick around when they feel heard.The Pumpkin Plan connectionIf you’ve read The Pumpkin Plan (and if you haven’t, what are you waiting for?), you know the magic of focusing on your best customers. Asking them for feedback is like giving your business fertilizer. Their answers will help you prune the stuff that’s holding you back and double down on what works.One of my favorite questions to ask is:
“What’s one thing about our industry that drives you crazy?”Why? Because this is where the aforementioned gold is. If something is driving your customer nuts, I guarantee it’s bothering other people, too. And if you’re the one to fix it? You’re now the hero of your industry.How to ask (without feeling awkward)Asking for feedback can feel awkward. What if they tell you something you don’t want to hear? (Spoiler alert: they will.) But trust me, the discomfort is worth it.Here’s how to do it:Start small: Pick 5 of your best customers, the ones you love working with.Keep it simple: Ask just one question. Either:“What’s one thing we could do differently to better serve you?”Or: “What’s one thing about our industry that drives you crazy?”Listen without defending: This is the hard part. Don’t explain yourself. Just listen. Thank them. Write it down.Find the pattern: If multiple people mention the same issue, congratulations—you just found your next big improvement.Act fast: Pick one idea and implement it. Show your customers you’re serious about making things better.A real-life exampleA reader who runs a home-cleaning business shared that he tried this. They asked their customers what drove them crazy about the industry. One client said, “I hate that I never know who’s coming to my house.”Boom. Easy fix. They started sending out a “Meet Your Cleaner” email with a photo and bio before every appointment. The result? A 30% increase in repeat customers in just a few months.This week’s assignmentLet’s make this actionable. This week, I want you to:Pick 5 of your best customers.Ask them one of the questions I shared.Write down their feedback.Choose one idea to act on and get it done.That’s it. No overcomplicating, no second-guessing. Just listen and take action.Permission to be humanYou’re not going to get everything perfect. No one does. You’re going to miss the mark sometimes, and that’s okay. The important thing is that you’re showing up, listening, and improving.So, what’s one thing you could do differently to better serve your customers? Go out and ask! The answer may just be the easiest fix – and THE step you need to work through your goals.And hey, if this process feels messy or uncomfortable, good. That’s where growth happens.You’ve got this. Let me know what you discover, I can’t wait to hear.-MikePS – I mentioned The Pumpkin Plan . To get a copy of the book, you can visit your favorite bookseller or order it here. Want more help? Reach out to Pumpkin Plan Your Biz to learn how to implement the Pumpkin Plan strategies.

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Get Grounded and Organized This Week: Your Foundation for Success This Year

It’s a new year, it’s easy to get swept up in the buzz of fresh goals, new strategies, and ambitious plans. That statement alone sounds noisy.You’ve probably set your targets high and are ready to hit the ground running. And that’s awesome. But before you do, I’m going to ask you to pump the brakes for a second.Why?Because if your mindset isn’t grounded, and your business isn’t organized, all those brilliant goals and strategies are going to get buried under the daily chaos. You’ll find yourself right back where you started, wondering why nothing’s sticking.I’ve been there. I’ve set big goals and started strong, only to watch everything fall apart because my mental foundation wasn’t solid. And my business? Well, it was as organized as a toddler’s crayon box.Let’s not just plan for success. Let’s prepare for it by focusing on two things that are critical to achieving your goals: a grounded mindset and a well-organized business.Step 1: Ground your mindsetOk, I’m no Buddhist and it took me a while, but I have learned that my mindset is the lens through which you see the world, including your business. Take it from me, if that lens is clouded with self-doubt, stress, or overwhelm, your vision of success will be blurry. And if your mindset is scattered, your actions will be, too.How do you ground your mindset?1. Check your internal narrativeWhat are you telling yourself about your business and your goals? Are you thinking, “I’m never going to get this right,” or “I’m too overwhelmed to handle it all”? If so, it’s time for a rewrite. Change your story to something that empowers you: “I’m learning and improving every day,” or “I can handle this step by step.”This week’s assignment: Write down three negative thoughts you’ve had about your business. Then rewrite each one into a positive, action-oriented statement. Stick these where you’ll see them daily. Then I want you to take baby steps for five minutes a day toward clarity.2. Start a grounding ritualBefore you dive into your work each day, spend five to ten minutes grounding yourself. This could be deep breathing, a short meditation, or even journaling about what you’re grateful for. Grounding rituals help clear your mind and set a focused intention for the day.This week’s assignment: Try a short grounding exercise every morning for one week. See how it shifts your focus and clarity. I’ll do it too. Well, that’s not fair because I have been, and my team can vouch for me because I burn incense and meditate in my office as soon as I get in.3. Set boundaries to protect your mental spaceYou can’t do everything for everyone, all the time. If you’re constantly putting out fires or saying “yes” to every request, you’re draining your mental energy. Decide what’s worth your attention and what’s not.This week’s assignment: Identify one thing you need to say “no” to this week and stick to it. Protect that space like your success depends on it (because it does).Step 2: Organize your businessNow that your mindset is on solid ground, it’s time to get your business in order. Disorganization is one of the biggest productivity killers. If you’re constantly hunting for files, redoing tasks, or forgetting follow-ups, you’re losing valuable time and energy.1. Declutter your workspaceA cluttered desk equals a cluttered mind. Take a few minutes to clean your workspace. Get rid of old papers, organize your supplies, and make it a place where you can think clearly.This week’s assignment: Spend thirty minutes decluttering your workspace. Toss what you don’t need and organize what you do.2. Audit your weekly tasksAre you spending time on things that actually move your business forward? Or are you getting lost in busy work?This week’s assignment: List everything you do in a typical week. Then ask yourself: Does this directly impact revenue, efficiency, or customer satisfaction? If not, consider delegating it, automating it, or eliminating it.3. Create a simple systemSystems don’t have to be complicated to work. Even a basic checklist or schedule can help you stay organized and focused. Whether it’s a project management app or a trusty notebook, find a system that works for you and stick with it.This week’s assignment: Choose one area of your business to systematize (e.g., responding to emails, client onboarding, or scheduling). Create a simple process for it and test it out.Fresh start, solid foundationA new year isn’t about magically becoming a new person. It’s about strengthening your foundation so you can build the business you want. By grounding your mindset and organizing your business, you’re setting yourself up for success that’s not just achievable but sustainable.You’ve got the goals. You’ve got the strategies. Now make sure you have the foundation to support them.Let’s make this year one where you don’t get lost in the shuffle. Instead, let’s make it a year where you rise above it.You’ve got this!-Mike

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The First Step to a Year of Breakthroughs – Conquer one in-the-way task this week

The path to progress isn’t about doing more. It’s about conquering what’s in your way.That’s a hard truth to swallow. As an entrepreneur, you’re wired to do. You tackle challenges, solve problems, and you often wear a hundred different hats because, well, that’s how it’s always been. But what if I told you that some of the tasks you’re doing are holding your business back?The silent productivity destroyersEvery business owner has tasks they cling to out of habit or fear of change. These tasks might have made sense when you started, but now they’re just stealing time, energy, and focus. They don’t drive revenue. They don’t improve efficiency. They don’t delight your customers. And yet, week after week, they remain on your to-do list.Maybe it’s that weekly report you spend hours perfecting that no one reads. Maybe it’s a recurring meeting that could be a simple email. Or maybe it’s the endless pursuit of “perfecting” your social media posts when good enough is actually good enough.These tasks are sneaky. They feel productive, but in reality, they’re distractions in disguise.Why we hold onSo why do we hold on to these tasks? Sometimes it’s because they’re familiar, and familiarity feels safe. Other times, we’re scared that if we stop doing something, something else will break. And let’s be honest: sometimes we just like the feeling of checking boxes, even if those boxes aren’t moving the needle.But here’s the thing: Every minute you spend on an unnecessary task is a minute you’re not spending on growth, innovation, or serving your customers. These tasks don’t just take up time, they take up headspace. They crowd out the mental clarity you need to focus on what truly matters. And that cash flow you’re worried about for instance? It’s not fixing itself.This week’s challenge: conquer one taskHere’s your challenge for this week: Find and conquer one task that doesn’t contribute to revenue, efficiency, or customer satisfaction. Just one.Start by asking yourself:Why do I do this task?What would happen if I stopped doing it?Is this task helping my business, or is it just keeping me busy?You might be surprised at how much you’re doing just because you always have. And when you remove that task, you’ll feel a weight lift. You’ll feel relief. You’ll reclaim time, mental energy, and space to focus on the things that really matter.A little help from Fix This NextIn Fix This Next , I talk about how to identify the right problems to solve in your business. It’s about getting out of the weeds and seeing where your time and energy are best spent. Conquering in-the-way tasks is the first step to creating a business that works for you, not the other way around.Remember, real breakthroughs begin with small winsThis isn’t about overhauling your entire workflow overnight, so no need to be overwhelmed. It’s about making one smart decision this week that clears the way for progress. Conquer one task this week that propels you toward something your business needs now, and you’ll set the tone for clarity, focus, and efficiency for the year ahead.You’ve got this. Let’s make 2025 the year of breakthroughs starting now!(Really. Right now. Why are you still sitting there?-MikePst – hey you – Want to delve deeper? Grab your copy of Fix This Next here.

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Return-to-Office Policies: What Amazon Got Wrong (and why their CEO needs ALL IN!)

One of the biggest lessons I’ve learned in life is that trust is the cornerstone of all relationships.

Trust is easy to break and hard to rebuild, especially in the workplace. As companies like Amazon double down on return-to-office (RTO) policies, leaders are finding themselves in a precarious position. Employees who once thrived on the flexibility of remote work are now grappling with feelings of betrayal as promises of autonomy are revoked. How can leaders navigate these turbulent waters and ensure their teams remain all in?

Broken promises, broken trust

For my company and tons of others, remote work wasn’t just an experiment, it became a lifeline during the pandemic. In a bid to keep productivity high and morale stable, some companies promised employees that flexibility was here to stay. Employees adjusted to this new reality, crafting routines that balanced work, life, and well-being. 

These promises weren’t just policies; they were symbols of trust.

Fast-forward to today and many organizations are pulling the plug on remote work. Amazon, for instance, announced a mandatory return-to-office policy for corporate employees, expecting them to be on-site at least three days a week. CEO Andy Jassy argued that in-person collaboration drives innovation and efficiency. This move, though strategic, sparked protests and resignations from employees who felt blindsided. When companies break their word, the damage to trust is immense, and it doesn’t just disappear with a memo about “new expectations.”

Why trust matters more than ever

In All In, I explore the idea that a truly successful business is built on mutual commitment. It’s not just about employees following your lead; it’s about them believing in it.

When trust is fractured, belief erodes, and employees become less engaged, less innovative, and, ultimately, less productive. They might show up physically, but mentally, they’ve checked out. The opposite of what we’re trying to accomplish!

When leaders dismiss or override employee needs trust deteriorates rapidly. And the kicker? Trust is the very foundation of a high-performing, all-in team. Without it, you’re left with compliance at best, and resentment at worst. (Read: buh-bye efficiency, profit, and sustainability).

The Amazon case study: Balancing strategy and trust

Amazon’s RTO push reflects a broader cultural shift toward pre-pandemic norms. Andy Jassy’s vision for in-office collaboration is clear: he wants a streamlined, agile workforce that benefits from face-to-face interactions. To reinforce this, Amazon is reducing the number of managers to simplify decision-making and drive efficiency.

For Amazon, the strategy is sound. But strategy alone doesn’t build trust. 

Employees who uprooted their lives based on earlier flexibility promises now feel trapped between loyalty to their work and frustration with broken commitments. The protests and resignations that followed are a clear signal: employees want alignment, not just orders.

This isn’t just Amazon’s story. JPMorgan Chase, UPS, and other major corporations are making similar moves. The question for leaders is: Can you implement these changes without torching the trust you’ve built?

Rebuilding trust: Align policies with people

Here’s the truth: trust isn’t about avoiding change; it’s about managing change transparently and empathetically. If you’re revisiting your remote work policies, ask yourself:

Have I communicated the why clearly and consistently? Employees are more likely to accept changes if they understand the reasoning behind them. Be open about the strategic goals driving your decisions.Am I honoring past commitments? If you promised flexibility, consider hybrid options or gradual transitions. Abrupt changes signal that your word doesn’t hold weight.Is there room for compromise? A blanket policy rarely meets everyone’s needs. Empower teams to find solutions that balance company goals and employee well-being.How am I demonstrating mutual commitment? Show your team that you’re all in by listening to their concerns, making adjustments where possible, and being present for them.A lesson from All In

The philosophy behind All In is simple: teams perform best when there’s mutual commitment between leaders and employees. That commitment is a two-way street. When you ask your team to invest in your vision, you must invest in theirs. Whether that means flexible work arrangements, growth opportunities, or simply being honest about hard decisions, your actions need to match your promises.

Returning to the office doesn’t have to mean retreating from trust. The companies that get this right will find ways to blend strategic goals with genuine care for their people. They’ll build workplaces where employees don’t just show up, they show up because they feel valued and respected as individuals.

Remember this: The success of your strategy hinges on the strength of your trust. Build it, protect it, and your team will go the distance with you.

Boom,
Mike

PS. Ready to build a trusted and unstoppable team? Get All In now. 

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My Biggest Leadership Mistake

We hear it all the time: the best investment we can make is in ourselves; our health, our skills, our growth. There’s only one of us, after all. But as a business leader, there’s another investment that’s just as crucial, one I learned the hard way: investing in the people on your team.

When I started my entrepreneurial journey, I was laser-focused on driving results. I believed that leadership meant having the vision, making the tough decisions, and pushing hard to achieve company goals. What I didn’t realize at the time was that I wasn’t investing in the most important thing: my team.

My biggest leadership mistake? Not considering the human aspect of work. I was so fixated on growth, profits, and productivity that I failed to see my employees as people with their own lives, needs, and wants. I didn’t weigh in on what was required of me as a leader beyond the usual corporate jargon and high-level goals.

It’s embarrassing to admit now, but back then, I thought if I worked hard enough and gave my team the right tools, they’d just show up, do their jobs, and everything would fall into place. I was wrong. 

I didn’t lead them. I expected them to follow. And the truth is, people don’t just follow because of a paycheck or a well-defined task list. At least, not for long. They follow because they believe in the mission and feel invested in it because they know their leader has their back. And, more than that, they want to feel seen and heard.

The Human Aspect of Leadership: We’re all humans leading humans

Looking back, I see now that leadership isn’t just about being the visionary or making the calls from the top. It’s about leading humans. Leading people who have families, personal struggles, dreams, and desires outside of their jobs. Once I started seeing my team as the humans they are, everything shifted. The relationship wasn’t just about the work. It became about building trust, empathy, and mutual respect.

Here’s the truth I had to learn: leadership isn’t a top-down dynamic where you just give orders. It’s about alignment. Aligning your company’s goals with the personal goals of the people you lead. When you invest in your team as individuals, they’ll start investing in you. And that’s when you see real change.

I talk about this in All In, but it wasn’t always this way for me. At first, I didn’t understand how much time, effort, and intentionality had to go into building those kinds of relationships. I was too caught up in the notion that business was about getting stuff done. But I realized, that the more I got to know my people, really got to know them, the more they would show up, not just for the company, but for me as, guess what? A human. Not just a boss who signs the checks for punching a time clock.

Investing in your team: It’s a two-way street

My evolution as a leader truly began with the help of Kelsey Ayers, the president of our company. Watching her lead our team was transformative for me. I saw her take extra time out of her busy schedule to meet with each employee individually. When she and I would have meetings, she knew what each person was about. I mean from their kids to their grandparents to their house-buying-travel-dreaming-loving selves. Kelsey knew so much about the people who worked with us. What sorcery was that?

I mean it when I say that Kelsey’s example led me to my own transformation as a leader. Her influence created a deeper understanding that leadership is about investing in people. And that doesn’t just mean giving them a paycheck or a title. It means showing them you’re invested in their growth, success, and well-being. When you do that, they’ll start investing in you and the business, too.

When I started to go all in on my team with Kelsey’s help, I started with focusing on individual development, aligning their goals with mine, and creating an environment where they could thrive. There was more buy-in. There was more energy. There was more trust. My team wasn’t just working for me anymore; they were working with me. And that made all the difference.

When you invest in your team’s success, they’ll invest in yours. They’ll become more engaged, more motivated, and more committed to helping you achieve your vision because they feel part of that vision, too. It’s a symbiotic relationship where everyone wins.

What this looks like: A shift in mindset

My shift in leadership wasn’t an overnight transformation. It was a slow and intentional process of learning that leadership isn’t just about the leader. For someone who’s all about serving, it’s ironic that I hadn’t realized this sooner. Leadership isn’t about being the boss. It’s about how you serve others. As a leader, my role isn’t just to command or control. My job is to engage, nurture, guide, and empower the people around me. And this meant I had to understand what they needed, listen to their challenges, and offer real support, not just in their work but in their lives.

When you go all in on your people, you create a team that is truly aligned with the company’s mission. You stop seeing your team as employees who just execute tasks, and start seeing them as partners who are working alongside you toward shared goals. That’s where the magic happens.

It’s not just for a day

When you invest in your team, it’s a long-term strategy that benefits not just the company, but everyone involved. When your team feels supported and aligned with your goals, they perform better. The company becomes a place where they want to be – not just a place they have to be. This doesn’t just impact internal operations. It affects your customers, too. A team that feels valued and supported will show up with more passion and commitment to serving your customers.

The ripple effect of investing in your people extends far beyond the office. It touches everything your company does. And that’s where real growth happens – growth that isn’t just about numbers, but about building something meaningful.

Your evolution as a leader

I encourage you to think about your leadership journey. Are you truly all in on your team? Please remember the lesson I had to learn the hard way: when you go all in on your people, they will go all in for you. And when they do, there’s nothing your business can’t accomplish.

I am all in on your journey, too. I hope you feel I have served you in a way that’s made you feel seen and supported in your entrepreneurship. 

I’m wishing you massive success and happiness. 

-Mike

PS – If you’re ready to dive deeper into the All In mindset and learn how to align your goals with your team’s for lasting success, pick up a copy of my book. It’s available as an audiobook, so you can listen while you work—because leadership doesn’t have to be done alone.

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What College Doesn’t Teach You About Leadership

Let’s get right to it. Workplaces thrive on relationships, and at the heart of every strong relationship lies reciprocity. Leadership isn’t what you ask of your team; it’s about what you give in return. I’ve learned that reciprocity creates trust, connection, and alignment – key ingredients for building a successful, unstoppable team.In All In , I explore how true leadership is a two-way street. It’s not about commanding compliance; it’s about cultivating collaboration and mutual respect. Reciprocity is the driving force behind this transformation, and here’s how it changed our company.The trust multiplierThink about the last time someone genuinely invested in your success. Did it motivate you? Did it make you want to bring your best to the table? That’s the power of reciprocity, which builds trust. When your team sees you’re willing to give your time, effort, and support, they’re inspired to reciprocate in kind.When trust is present, your team doesn’t just follow your lead, they believe in it.Role alignment: the gift of clarityOne of the most effective ways to practice reciprocity as a leader is by aligning roles with each team member’s strengths, passions, and goals. When you take the time to understand what makes your people tick, you’re investing in their growth and setting the stage for their success.Aligned roles give team members the clarity and confidence they need to perform at their best. This alignment isn’t static. It requires ongoing communication, regular check-ins, and a willingness to adapt. When you ensure every role is crafted to maximize individual and team potential, you empower your team – and that’s so much better than managing them. (Heck, you won’t even have to manage them anymore…)Reciprocity in actionShare the vision: Connect your team to the bigger picture. When people see the purpose behind their work, their commitment deepens.Invest in growth: Whether through training, mentorship, or stretch assignments, show your team you’re committed to their development.Be transparent: Lead by example. Own your mistakes, celebrate their wins, and acknowledge their efforts consistently.The role of reciprocity in trustMisaligned roles lead to frustration and disengagement. But when roles align with individual talents, trust flourishes. Your team sees you’re not just filling slots based on job descriptions, you’re crafting roles tailored to their strengths.Aligned roles reduce conflicts and increase collaboration, yes, but it’s also a recognition of each person’s innate abilities. To match that with a job? It’s magic. But real.  When everyone knows their purpose and how it fits into the larger mission, energy shifts from managing issues to achieving goals.A snapshot of our team that experienced role alignment based on innate potential:Erin, my scheduler: Erin started as my assistant, but was creative and had the capacity to take on more. She comes from a creative background, fashion, in fact. So when it was time to create merch, she was all in. Kelsey, my original assistant: Kelsey has helped me design my company since day one, and it was only natural that she go from assistant to president of our company. Now it seems like a huge leap, but think about it. Who knows more about the inner workings of the company than your right hand person?Amy: We hired her to send out gifts years ago. Today she’s my co-host on my podcast. And she’s still a gift giver, we can’t shake that out of her!Jenna: Hired to answer emails, she’s now our head copywriter. Tada!We’ve had more hires for specific roles, but if they start to look differently, we are nimble enough to make those changes and thrive. Beyond the officeThe principles of reciprocity don’t stop at the workplace door. They ripple outward into client relationships, partnerships, and even personal connections. By giving generously, be it your time, expertise, or resources, you build a culture where trust becomes the norm.Leadership means showing up fully. It’s about practicing reciprocity daily, not just when it’s convenient. Ask yourself: “What value can I add today?” Then act on it.So here’s your challenge: give as much as you take, and then some. Focus on aligning roles to individual strengths, invest in your team’s success, and watch your workplace transform into a powerhouse of collaboration and trust.Wishing you (authentic) team building.
– MikePS. Ready to build an unstoppable team? Get All In now. It’s time to lead with purpose, clarity, and the power of reciprocity.

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Gratitude: The Secret to the Best Leadership (from yours truly)

Let’s talk leadership. Not the glossy, LinkedIn-approved version where everything’s perfect, and you’re doling out TED-worthy speeches. I’m talking about real leadership. The messy, unpredictable kind that involves coffee stains on your shirt, tough decisions, and wondering if you’re doing it right. 

Been there. Still there some days.

As usual, end-of-the-year noise about crushing goals, “leveling up,” and all those buzzwords that make me want to snooze are flying around. But before you dive headfirst into planning your next big move, I want to share something that’s been a game-changer for me: gratitude.

Gratitude is not fluff. It’s not a “nice-to-have” leadership trait. It’s what can make the difference between leading with authenticity and feeling like an imposter in a power suit. So grab your coffee (or tea, if you’re one of those people), and let’s dig in.

Why gratitude is your leadership superpower

Here’s the thing: leadership isn’t about hitting every goal or looking like you have it all together (because, spoiler alert, none of us do). It’s about showing up as your most authentic self, warts and all. Gratitude helps you do that.

When I stop and take stock of what’s going well – yes, even on those dumpster fire days – I notice something: I feel grounded. Less frantic. More focused. Gratitude acts like a mirror. It reflects where I am, who I’ve become, and what actually matters. And honestly? That’s priceless.

Think about it. When you’re grateful, you stop chasing external validation or shiny new milestones. Instead, you lead from a place of intention. You’re not running on the hamster wheel of “more, more, more.” You’re moving forward with clarity and purpose. And let me tell you, that’s a pretty good place to be.

The Gratitude Inventory: a leader’s cheat code

Now, I know what you’re thinking: “Gratitude sounds great, Mike, but how do I actually do it?” Glad you asked. Introducing the Gratitude Inventory (not trademarked, but it sounds fancy, right?).

Here’s how it works:

Sit down (preferably with coffee).Ask yourself three questions:What moments shaped me as a leader this year?Who contributed to my growth – even the ones who challenged me?What am I proud of, even if it didn’t scream “success” to the world?

I did this recently, and let me tell you – it was humbling. Sure, I celebrated some wins, but I also noticed the quiet progress I’d overlooked. The relationships I’d built. The lessons I’d learned the hard way.

And here’s the kicker: it’s not about pretending everything’s rosy. It’s about seeing the full picture – the good, the bad, and the “I-can’t-believe-I-survived-that” moments.

Real talk: gratitude isn’t always easy

Let’s be honest: some days, gratitude feels impossible. Like when the Wi-Fi goes out during a big presentation, or you realize you’ve been talking to yourself on mute for five minutes in a Zoom call (just me?).

But those are the moments when gratitude matters most. Instead of spiraling, I ask myself:

What can I appreciate here?What’s this teaching me?

It’s not about sugarcoating reality. It’s about finding the silver linings. And let me tell you, they’re always there – sometimes hiding, but there.

Gratitude and the ripple effect

One of my favorite things about gratitude? It’s contagious. When you start practicing it, people around you can’t help but catch the vibe.

Take your team, for example. When you show genuine appreciation not just for results but for effort and intention, it creates a ripple effect. People feel seen and valued. They’re more engaged, more motivated, and (dare I say it) happier to be part of your mission.

And it’s not just about the team. Gratitude shifts the energy of every interaction. Whether it’s with clients, partners, or even your in-laws (hey, miracles happen), leading with gratitude builds trust and optimism.

My personal gratitude ritual

Here’s a glimpse into how I keep gratitude alive in my leadership:

Morning gratitude journal: Every day, I write down three things I’m grateful for. Sometimes it’s profound (family, health), and sometimes it’s coffee (a recurring theme).Verbal acknowledgment: I make it a point to thank people with specific, heartfelt words.Reframing challenges: When things go sideways (and they always do), I pause to find something to appreciate like the fact that I’m learning patience, whether I like it or not.Why gratitude matters more than ever

Leadership in 2025 will come with its fair share of challenges like new tech, evolving markets, and the occasional curveball. But if there’s one thing I know, it’s this: gratitude makes you resilient. It reminds you of what’s possible when things feel impossible. It keeps you grounded when the world feels like it’s spinning too fast. And most importantly, it connects you to the people and purpose that make the whole journey worthwhile.

So, as you think about the leader you want to be in 2025, don’t just focus on strategy or goals. Make room for gratitude. And if you need a little inspiration? Grab a copy of All In. I wrote it for leaders like you – messy, human, and striving for something meaningful. You’ve got this.

Here’s to a gratitude-filled 2025. Now, go lead like you mean it.

-Mike

PS – To transform your working environment and create an unstoppable team, get ALL IN now.

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The Art of Mindful Leadership in 2025: The Gratitude Advantage

As we prepare to welcome 2025, there’s an almost automatic push to talk about new goals, fresh plans, and bold visions. But before you dive headfirst into plotting your next move, I invite you to pause. Not for the sake of planning more, but for the sake of appreciating what’s already here.Gratitude is often undervalued in leadership, yet it holds transformative power. It’s not just a “feel-good” practice; it’s a grounding force that enhances clarity, builds resilience, and fosters connection. As we explore this idea, let’s tie it to the principles in All In – where leadership is about more than just achieving; it’s about showing up fully, both for others and for yourself.Gratitude as the foundation of leadershipLeadership isn’t about flawless execution or hitting every metric. It’s about authenticity, being present, and making choices that align with your values. Gratitude acts as a mirror, helping you see where you stand today – not just in terms of achievements, but in how you’ve grown and the lives you’ve touched.Aligning leadership with your highest purpose is something I emphasized in All In. When you start with gratitude, you anchor yourself in this alignment. You’re no longer chasing external validation or arbitrary goals; instead, you’re moving forward with intention and integrity. I see it working in my companies, and it’s a win -win.Reflecting on 2024: gratitude inventoryBefore leaping into 2025, take a moment to conduct a “gratitude inventory.” This isn’t about glossing over challenges or forcing positivity. It’s about recognizing the fullness of your journey.Ask yourself:What moments shaped me as a leader this year?Who contributed to my growth – whether through support, challenge, or inspiration?What am I proud of, even if it didn’t look like success to others?Reflecting on these questions fosters humility and perspective. It helps you see that leadership is less about perfection and more about progress. The ripple effect of gratitude in leadershipOne of the key messages in All In is that great leadership has a multiplier effect. Gratitude is central to this. When you express appreciation genuinely and often you create a culture of recognition. Your team feels valued, motivated, and connected to a shared purpose.But the ripple effect extends beyond your business. As a leader, your energy influences everyone around you. A mindset rooted in gratitude fosters optimism and trust, whether you’re interacting with employees, clients, or partners.From gratitude to vision: mindful goal-setting for 2025Gratitude can act as a springboard into the future. It gives you the clarity to set goals that matter. Goals aligned with the kind of leader you want to be. Start with your why. This echoes a theme from All In: the importance of knowing what drives you at your core. Why do you do what you do? What impact do you hope to have, not just financially but in the lives you touch? Once your why is clear, move to the how. How can you lead more mindfully in 2025? How can you integrate gratitude into your systems, communication, and strategy. Finally, define your what. What tangible actions will help you manifest this vision? Break it into small, manageable steps that build momentum. Celebrate progress, not just outcomes.

Leadership is demanding, no matter how much experience you have. But gratitude equips you with resilience. When challenges arise, and they will, gratitude shifts your focus from what’s missing to what’s possible. Think about the tough moments from 2024. Gratitude doesn’t mean sugarcoating them, but it does mean asking: What did I learn? How did I grow?

Gratitude is your secret weapon. It reminds you of your strength and of all the reasons to keep moving forward.

Gratitude as a daily practiceIn All In, I discuss the importance of routines that center and empower you, and gratitude can do just that. Because gratitude isn’t just an end-of-year exercise; it’s a daily practice. Here are a few ways to incorporate it into your leadership:Start the day with acknowledgment. Each morning, write down three things you’re grateful for. They can be as simple as a good cup of coffee or as profound as a supportive team.Express it out loud. Take time to thank your team members and collaborators – not just for results, but for effort and intention.Reflect during challenges. When faced with difficulty, pause and identify one thing you can appreciate about the situation. It shifts your mindset from reaction to curiosity.Going All In on leadership in 2025If there’s one thing I hope you carry with you into the new year, it’s this: Leadership starts within. Gratitude connects you to your purpose, grounds you in the present, and lights the way forward.As you think about the goals you want to achieve in 2025, don’t forget the person behind them – you. Your growth as a leader isn’t just about strategy or skill; it’s about cultivating a mindset that allows you to show up fully and lead authentically. The pages of All In are a reminder that leadership is a journey, not a destination. Gratitude is your compass, helping you navigate with clarity and care. So, as you plan for the year ahead, make room for gratitude—not just as a moment, but as a movement in your life and leadership.Here’s to a mindful, meaningful, and gratitude-filled 2025. You’ve got this, and I’m cheering for you every step of the way.Wishing you health and wealth.-Mike

PS – To transform your working environment and create an unstoppable team, get ALL IN now.

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Company Missions are Over – Focus on Values for a Better Business

When I started my first company, I had a mission:

Eradicate entrepreneurial poverty.

Sounds good, right?

The work my team and I do is dedicated to supporting business owners and entrepreneurs. 

But is that enough to create the kind of passion that sustains A player employees to produce life-changing, transformative success?

No.

Ouch, right?

Your mission? It’s not enough. Once I realized this, I created All In. All In wasn’t written just to sell and add another book to my shelf. My co-writer, AJ Harper, and I realized how timely it is to create a disruptive yet simple and productive system to make your business more successful by being a better human to the humans you hired. 

Why is it timely? After shut-downs and virtual/hybrid modes of work, people saw the writing on the wall: You spend the bulk of your waking hours at work, and sometimes, it doesn’t feel too great. We need more than money. We need substance and sustenance. We need a workplace revolution.

The cornerstone of my business isn’t the company mission, it’s our immutable laws – or as you may call them, your core values. Once we had those in place, every detail of our company – from our time spent there, our relationships, and our output, just started to feel right

We bring our immutable laws organically into everything we do, but some companies need to figure out what theirs are and implement them. I mean now. Now. Are you doing it now? Here are our immutable laws:

Purpose above allWe guide entrepreneurs to experience financial, emotional, personal, peace, and security.Be data and process-driven to be most effective.Use customer insights rather than personal opinions to make decisions.We are here to serve. It’s our top priority of priorities.Profound simplicityEvery product we produce, every service we deliver, and every communication we have is boiled down to the essence without compromising the impact of improving the entrepreneurs’ experience.Embrace the whole humanWe embrace the fullness of everyone by understanding each other personally. We respect our uniqueness and differences.Strive to understand challenges and perspectives before making assumptions.Our individual dreams are encouraged.Our collective diversity of thought and experiences strengthens the company.Kind CommunicationBe a champion, cheerleader, and proponent for others. Small gestures have a big impact.Encourage each other’s strengths and have grace with our mistakes.Be kind and thoughtful when speaking to colleagues and customers.Talk about others as if they are in the room.Embrace changeWe get excited about the possibilities that change and growth bring.What got us here won’t get us to the next level.No Bro ShowAll entrepreneurs and teammates are supported and respected – no matter how they identify.We don’t play the “authority through power” game. We live by “be of service”.Strive for gender inclusivity and equity by avoiding stereotyping.

Now these are the laws we live by. Who knows, we may add to them or edit them at some point. The thing is, this list is the reminder we use to drive our business in the most authentic and helpful way possible while creating sustainable revenue. And isn’t that what you really want?

Make your list now. And if you feel like sharing it with me, put it in the comments section or respond to this email. 

I cannot wait to see what you achieve this year. 

Wishing you tremendous success, health, and wealth.

– Mike

PS. To transform your working environment and create an unstoppable team, get ALL IN now.

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