Why do some companies succeed in becoming truly great, while others remain merely good?

This is the core question Jim Collins explores in his book, Good to Great, and the answer may surprise you.

The central argument of the book is this: “Good is the enemy of great.” Many businesses and individuals settle for being good, and that comfort zone can be the biggest obstacle to achieving greatness.

Collins argues that one of the main reasons we don’t have more great companies, schools, or even lives, is that it’s far too easy to settle for being good.

It’s comfortable. But that comfort comes at a cost— the cost of never realizing full potential.

The book delves into why so many people and institutions accept good as the standard and how this mindset prevents them from becoming truly great.

Why Good Isn’t Good Enough

Early in the book, Collins recounts a pivotal conversation he had with Bill Meehan, managing director at McKinsey & Company.

Meehan pointed out that Collins’ previous work, Built to Last, focused on companies that had always been great, but what about companies that weren’t great from the start? Could a company that was merely good transform into something great?

This question spurred Collins and his research team into a five-year deep dive into what separates the companies that make this leap from the rest.

The outcome? A comprehensive study of businesses that made the leap from good to great and sustained that greatness for at least 15 years.

The Research Behind the Theory

To fully understand what makes a company great, Collins’ team didn’t just look at successful companies.

They compared them to a control group of companies that started in similar circumstances but didn’t make the leap. The comparison allowed them to isolate the variables that drove greatness.

The results were remarkable. Companies that successfully transitioned from good to great achieved stock returns nearly seven times higher than
the general market over a 15-year period. This isn’t a small edge—these companies consistently outperformed the market and their peers.

What Sets Great Companies Apart?

One of the standout examples in the book is Walgreens.

For decades, Walgreens had been an average performer, tracking along with the general market. Then in 1975, something changed.

The company began a steady, long-term climb that far outpaced not only its peers but also some of the biggest names in the business world, like Intel and General Electric.

By 2000, Walgreens had delivered stock returns that dwarfed even the most celebrated tech companies.

But how did they do it? Collins reveals that the leap from good to great isn’t about adopting the latest business trend or hiring celebrity CEOs.

It’s about adopting a disciplined approach and making the tough decisions that most companies shy away from. Great companies don’t just drift into success—they get there through deliberate, consistent actions that build momentum over time.

Level 5 Leadership: The X-Factor

One of the key factors Collins highlights is something called “Level 5 Leadership.”

These leaders are humble yet determined, with a fierce commitment to the company’s long-term success. They prioritize the organization’s future over their personal gain, which sets them apart from the flashy, charismatic leaders often glorified in the media.

In fact, humility is a recurring theme in the book. Level 5 leaders aren’t about taking all the credit or showing off. They focus on putting the right people in the right positions and fostering an environment where everyone can thrive.

This is in stark contrast to many leaders who seek personal glory, often at the expense of the company’s well-being.

Building a Culture of Discipline

Great companies aren’t just led by great people—they’re also built on a culture of discipline. Collins explains that these companies create systems that encourage disciplined thought and action.

They set high standards, but they also give employees the freedom to meet those standards in their own way.

This combination of autonomy and accountability helps these companies maintain their momentum and continue to thrive, even as they grow larger and more complex.

For example, consider how Teamly software fosters this type of culture by allowing teams to collaborate seamlessly while tracking performance
metrics.

By integrating goal-setting with real-time feedback, Teamly helps businesses cultivate the kind of disciplined, high-performing teams
that Collins describes in his book.

The Flywheel Effect

Another powerful concept in Good to Great is the Flywheel Effect. Collins explains that great companies don’t rely on one big moment of success or a sudden breakthrough.

Instead, they build momentum slowly and steadily, like a flywheel.

It takes a lot of effort to get the flywheel moving at first, but once it starts spinning, it’s hard to stop.

Great companies keep pushing in the right direction until that
momentum becomes unstoppable.

This idea contrasts sharply with the “quick fix” mentality that many organizations fall into. Too often, companies chase the latest trends or
try to solve their problems with a single big initiative.

But according to Collins, lasting greatness is built on the back of consistent,
incremental progress. It’s about staying focused on what truly matters and being relentless in pursuing excellence.

The Hedgehog Concept: Simplicity Wins

One of the most actionable insights from Good to Great is the Hedgehog Concept.

This idea is all about simplicity. Great companies don’t try to be everything to everyone.

Instead, they focus on what they can be the best in the world at, what drives their economic engine, and what they are deeply passionate about.

By narrowing their focus to the intersection of these three elements, great companies achieve clarity and purpose that guides every decision they make.

The Hedgehog Concept is a powerful reminder that complexity often leads to mediocrity.

Trying to do too many things usually results in doing none of them well.

But by focusing on a single core strength, businesses can achieve the greatness that eludes those who spread themselves too thin.

If you’re interested in learning more about how companies make the leap from good to great, get your copy of Good to Great on Amazon.

In Part 4 of “The Five Dysfunctions of a Team,” we continue the fable of Kathryn and her team at DecisionTech.

After identifying the team’s major dysfunctions and working through them, this part of the story shifts to a more practical phase: gaining traction.

Kathryn’s team has moved past the theoretical and into the nitty-gritty of implementing real changes.

This is where the rubber meets the road, and the lessons here are valuable for any team leader or manager looking to push their team to the next level.

The Transition to Traction

As the section titled “Traction” begins, we see Kathryn once again leading her team in an off-site meeting.

Although the atmosphere is different, the challenges remain the same: how to turn insight into action.

The key here is that Kathryn is not just giving pep talks—she’s engaging her team in reflection, asking them to reassess where they stand and what still needs to be done.

This is an important lesson for any leader: progress isn’t just about moving forward, but also about taking the time to evaluate your current position and recalibrate if necessary.

One of the standout moments in this part of the book is the team’s reflection on their trust levels.

Trust had been a major issue in the earlier sections, and now, after months of work, Jeff acknowledges that they trust each other more than they did a month ago.

This small, yet significant, admission shows that trust isn’t built overnight, but through consistent effort and progress. Leaders should remember that building trust is a gradual process, but when it begins to take hold, it lays the foundation for deeper collaboration.

Gut Checks and Hard Decisions

Later in this section, the team faces a critical decision that acts as a gut check for their commitment. A company they once considered buying, Green Banana, suddenly offers to buy them out. This unexpected offer tests the team’s resolve.

The key lesson here is that every team, at some point, will face a moment that tests their dedication. Whether it’s a tempting offer or a major challenge, these moments force teams to evaluate their priorities and make tough choices.

The team debates the offer seriously, weighing the financial implications against their passion for making DecisionTech a success.

Ultimately, they reject the offer, choosing to stay the course and continue building the company. This is a powerful reminder that while short-term gains can be attractive, long-term vision and commitment to the team’s mission are often more rewarding.

Kathryn guides her team through this process, reinforcing the importance of alignment around shared goals.

Maintaining Momentum

After rejecting the buyout offer, Kathryn’s team doesn’t rest on their laurels. Instead, they double down on their efforts, continuing to address their dysfunctions and strengthen their teamwork.

Kathryn wisely restructures the team to accommodate the company’s growth, showing that leadership is about adapting to new realities and making necessary changes to keep the momentum going.

The restructuring includes moving Jeff, a key leader, to report to Nick, the new COO.

This decision underscores the theme of trust and selflessness that runs throughout the book. Jeff, who could have resisted the change due to his status as a founder and board member, willingly steps down from reporting directly to Kathryn.

This act of humility and commitment to the team’s success is a powerful example of how real leadership isn’t about titles, but about doing what’s best for the team.

This is a lesson that resonates with the philosophy behind tools like Teamly, which encourages leaders to empower their teams through collaboration and trust, rather than relying on rigid hierarchies.

Just as Kathryn encourages her team to constantly reassess and adapt, Teamly helps businesses manage teams in a flexible, responsive way, ensuring that everyone stays aligned and focused on the bigger picture.

The Long March to Success

As the team continues to work through their dysfunctions, DecisionTech starts to see real progress. Over the course of the next year, the company dramatically improves its sales and meets revenue goals in three out of four quarters.

This sustained success highlights the importance of persistence and discipline. Change doesn’t happen overnight, but with consistent effort, even the most dysfunctional teams can turn things around.

One of the key takeaways from this part of the story is that leadership isn’t just about fixing problems in the short term.

It’s about guiding a team through continuous improvement and making adjustments as necessary. Kathryn’s decision to restructure her team is a perfect example of this.

Even as the team achieves success, she recognizes that they need to keep evolving to handle the company’s growth.

The fable of DecisionTech is a powerful reminder that team success is built on a foundation of trust, commitment, and the willingness to adapt.

Part 4 of “The Five Dysfunctions of a Team” drives home the importance of maintaining momentum and making the hard choices that ultimately lead to long-term success.

For leaders and managers looking to build stronger teams, this book is an invaluable resource.

Ready to learn more? Get your copy of “The Five Dysfunctions of a Team” and start transforming your team today!

Patrick Lencioni’s “The Five Dysfunctions of a Team” is a timeless classic that offers profound insights into the challenges teams face and how to overcome them.

Part 3 of the book dives deep into the real-world struggles of a leadership team as they navigate conflicts, accountability, and the difficult task of driving sustainable change.

If you’re looking for practical takeaways on building a healthy, high-performing team, then this is a must-read.

The Setup: A Struggling Team

The story follows Kathryn, a newly appointed CEO, who inherits a dysfunctional team.

In Part 3, Kathryn’s leadership is put to the test as she faces the difficult task of steering her team toward effective teamwork.

The team, still reeling from the departure of their head of marketing, Mikey, begins to realize that Mikey wasn’t the sole source of their problems. The dynamics within the group are far from healthy, and Kathryn knows that deeper issues must be addressed.

The first lesson that becomes clear is the importance of productive conflict. Kathryn encourages the team to fight—but not with each other. She wants them to fight over ideas and solutions, pushing them to tackle the difficult conversations they’ve been avoiding. Conflict, when managed correctly, can lead to better decision-making and stronger team cohesion. The key is to focus on issues rather than personalities.

Lesson 1: Embrace Conflict as a Path to Progress

One of the most significant takeaways from Part 3 is the idea that conflict is not something to be avoided. Instead, it’s a necessary step in the process of building trust and achieving results.

Kathryn demonstrates this by guiding the team through their disputes and disagreements, encouraging open dialogue and pushing them to engage with one another constructively.

Many teams shy away from conflict because it feels uncomfortable. However, avoiding conflict only allows problems to fester beneath the surface.

By addressing issues head-on, teams can clear the air, resolve misunderstandings, and ultimately come to better decisions. Kathryn’s leadership exemplifies this principle, showing that when conflict is embraced, it can become a powerful tool for growth.

At Teamly, we understand the value of communication and collaboration in a team. Our software is designed to help teams stay connected, resolve conflicts efficiently, and ensure that everyone is on the same page.

Lesson 2: Accountability Is Key

Kathryn doesn’t just stop at conflict. She knows that for her team to truly succeed, they need to hold each other accountable.

In one critical scene, she forces Carlos to confront the team about their lack of responsiveness to customer issues. This moment highlights the importance of personal accountability within a team.

When individuals are not held accountable, it can create a ripple effect, negatively impacting the entire organization.

Accountability isn’t just about delivering results—it’s also about being responsible for how team members interact with one another. Kathryn emphasizes that holding each other accountable should be seen as a sign of respect.

Trust doesn’t mean assuming that everyone is doing what they’re supposed to; it means ensuring that they are, and calling out behavior that doesn’t align with the team’s values.

Lesson 3: The Long Road to Sustainable Change

As Kathryn continues to push her team, it becomes evident that creating lasting change is not easy. Even after Mikey’s departure, the team still struggles with the same issues. Kathryn’s persistence, however, pays off as the team begins to show signs of collective purpose. She understands that transformation doesn’t happen overnight, and it requires consistent effort from both the leader and the team.

The road to sustainable change is often long and challenging. Leaders must be willing to endure setbacks and remain committed to the process. Kathryn’s journey illustrates the importance of patience, resilience, and the need to keep pushing forward, even when progress seems slow.

Where to Go from Here

Part 3 of “The Five Dysfunctions of a Team” serves as a powerful reminder that leadership is about more than just making decisions.

It’s about fostering an environment where teams can thrive through open communication, accountability, and a commitment to continuous improvement.

The lessons learned from Kathryn’s journey are invaluable for anyone looking to build a high-performing team.

For those who are eager to dive deeper into these insights, “The Five Dysfunctions of a Team” is available on Amazon.

It’s a must-read for leaders and team members alike who are serious about improving their team dynamics and achieving success.

Get your copy of “The Five Dysfunctions of a Team” here.

In part 2 of “The Five Dysfunctions of a Team” by Patrick Lencioni, the story revolves around Kathryn, a new CEO who is brought in to turn around a struggling tech company.

She faces resistance from her executive team, who each embody different elements of dysfunction that make collaboration difficult.

Kathryn’s journey to unify the team reveals some powerful lessons, especially from Part 2 of the book. Let me walk you through it.

Trust and Conflict: The Foundation for Effective Teams

In Part 2, the team is struggling with foundational issues like trust.

Without trust, team members don’t feel safe being vulnerable with one another, which leads to a fear of conflict. Kathryn quickly realizes that her team members are not engaging in healthy debates, which is essential for decision-making and growth.

Instead, they’re avoiding conflict, leading to a false sense of harmony that is anything but productive.

One scene that stood out to me was when Kathryn asked the team why trust is important, and after some silence, she made it clear: without trust, there’s a fear of conflict.

This fear creates artificial harmony, where team members agree on the surface but aren’t truly committed. Imagine running a marketing campaign where no one is willing to speak up about potential flaws—that’s the kind of problem the team was facing.

As an online business owner, fostering an environment where people feel safe to share their thoughts is crucial. Tools like Teamly can help facilitate open communication by making team collaboration more transparent and structured.

Commitment: Aligning Around a Common Goal

Another key theme in Part 2 is commitment. In the story, the team struggles to align around a common goal.

Kathryn pushes them to decide on an overarching objective for the rest of the year. While many members agree on “market share,” others suggest focusing on product improvement or cost containment.

This discussion highlights the difficulty of getting everyone on the same page. Kathryn’s lesson is clear: if everything is important, nothing is important. As a business owner, I’ve learned that it’s vital to prioritize one goal to ensure your team is working toward the same outcome.

Kathryn’s approach was to facilitate a productive debate, letting her team work through their disagreements until they arrived at a decision.

In your own business, this might look like setting quarterly goals and making sure that every team member is not only aware of them but actively committed to achieving them.

Without commitment, execution falters, and it becomes easy for people to disengage.

Accountability: Holding Each Other to High Standards

One of the most powerful moments in Part 2 is when Kathryn addresses accountability.

She explains that once a team has clarity and buy-in, they must hold each other accountable for the standards they set. But holding peers accountable isn’t easy—many avoid it to escape the discomfort of confrontation.

This can lead to subpar performance and unresolved issues that fester over time.

I found this to be especially relevant in a remote work environment. It’s easy to let things slide when you’re not face-to-face with your colleagues every day. But as Kathryn points out, accountability is critical to success.

One practical way to implement this in an online business is by creating clear expectations for deliverables and having regular check-ins to ensure that everyone is on track.

Setting Clear Goals: A Focus on New Customer Acquisition

Towards the end of Part 2, Kathryn drives her team to agree on a specific number of new customers to acquire by the end of the year.

This exercise forces the team to move from vague objectives like “market share” to a tangible goal that everyone can rally around. In your own business, setting clear, measurable goals is essential.

Whether it’s a target number of new customers, a revenue milestone, or a specific number of product launches, having something concrete to aim for can unify your team and provide a clear sense of direction.

In the story, the team ultimately agrees to aim for 18 new customers by the year’s end.

This level of specificity helps keep everyone focused and accountable. As a digital marketer, you might implement this by setting specific KPIs for your campaigns, ensuring that everyone knows exactly what they’re working toward.

The Tough Road Ahead: Embracing Discomfort for Growth

Kathryn ends the session by warning her team that things will likely get worse before they get better.

This is such a powerful reminder that change is hard, and progress often requires going through uncomfortable moments.

She emphasizes that over the next two weeks, she will be intolerant of behaviors that don’t support the team’s goals, encouraging conflict when necessary and holding people accountable.

This is a tough-love approach but one that I believe is necessary for real growth.

As a business owner or team leader, this lesson is invaluable. There will be times when you need to push your team out of their comfort zone, whether it’s by having difficult conversations or setting higher expectations.

But by doing so, you pave the way for stronger performance and better results in the long run.

If you want to dive deeper into these ideas, I highly recommend picking up a copy of The Five Dysfunctions of a Team by Patrick Lencioni. You can get it here.

In Part 1 of The Five Dysfunctions of a Team, a leadership fable, we meet DecisionTech, a once-promising start-up now crippled by internal dysfunction.

New CEO Kathryn must unite a team plagued by distrust, fear of conflict, and lack of accountability—challenges that many of us face in business, whether running an online venture or managing digital marketing teams.

In this article, we’ll explore these dysfunctions through practical examples, helping you recognize and overcome similar issues in your own team.

1. Absence of Trust: Kathryn’s Struggle with Her Team

At the heart of the story is Kathryn, the newly hired CEO. She inherits a team that lacks trust. This was evident in how Jeff Shanley, the former CEO, ran the company. He was competent in fundraising and networking, but when it came to managing his team, there was little cohesion or openness. Team members like Mikey and Martin kept their guard up, unwilling to be vulnerable or truly collaborate.

If you’re managing a remote team or a digital marketing campaign, this lack of trust can be fatal. Like Kathryn, you need to build a foundation of trust.

One way to do this is by using project management tools like Teamly, where transparency and accountability foster a collaborative environment.

Trust starts with open communication and a willingness to share ideas,
even the ones that might seem risky.

2. Fear of Conflict: The Passive Approach of DecisionTech’s Leadership

Conflict is often seen as something to avoid, but the story of DecisionTech shows us otherwise. The team members, especially Mikey, were more concerned with keeping the peace than with addressing the real issues.

Mikey, the head of marketing, would roll her eyes during meetings but rarely engaged in open debate. Her behavior represents how fear of conflict can lead to stagnant ideas and unaddressed problems.

As a business owner or marketer, it’s important to encourage healthy conflict.

In your team meetings, allow space for honest discussions. Create a culture where feedback is welcomed, and different viewpoints can be expressed.

If you’re running a digital campaign, for example, encourage your team to challenge the status quo and experiment with new strategies. Conflict, when managed properly, leads to growth.

3. Lack of Commitment: How Martin’s Detachment Affected DecisionTech

Martin, the Chief Technologist, represents the danger of a lack of commitment.

While highly intelligent, Martin often sat in meetings disengaged, focusing on his laptop rather than contributing to the conversation.

His detachment reflects how a lack of commitment can stall progress and lead to mediocre results.

To avoid this in your own business, make sure that everyone on your team is fully committed to the shared goals.

Whether you’re launching a new product or running a digital ad campaign, everyone needs to understand their role and be fully invested in the outcome. Commitment isn’t just about showing up; it’s about actively contributing to the team’s success.

4. Avoidance of Accountability: JR’s Flakiness and Its Consequences

Another key character in the story is JR, the head of sales. JR had a reputation for being agreeable but flaky.

He would often commit to tasks but fail to follow through, apologizing profusely afterward. This avoidance of accountability was a major problem for the DecisionTech team, as it led to missed opportunities and lackluster performance.

As a digital marketer or business owner, you need to hold your team accountable.

Regular check-ins, clear expectations, and performance reviews are essential. For example, if your social media manager is responsible for driving engagement, make sure they have measurable goals and that there’s a process in place to review their progress. Accountability ensures that everyone is doing their part to move the business forward.

5. Inattention to Results: The Pitfall of Focusing on Individual Success

The final dysfunction is inattention to results. Characters like Nick, the Chief Operating Officer, were more focused on their individual ambitions than on the success of the team as a whole.

Nick believed he was the only person qualified to be CEO, but his preoccupation with this personal goal distracted him from his actual responsibilities.

If you’re running a business, you need to ensure that everyone is aligned with the company’s goals. It’s easy for individuals to get caught up in their personal achievements, but the real measure of success is the collective results.

As a marketer, this might mean keeping your team focused on key performance indicators (KPIs) like conversion rates, customer acquisition costs, or return on ad spend. When everyone is aligned with the bigger picture, the team can achieve great things.

Practical Steps for Implementing the Lessons

The characters in The Five Dysfunctions of a Team represent challenges that many of us face as leaders. Whether you’re managing a remote team or overseeing digital marketing efforts, the lessons from this book can be applied to improve your team’s performance:

• Build Trust: Create an environment where your team feels comfortable being open and honest. Use tools like Teamly to increase transparency and encourage collaboration.
• Encourage Conflict: Don’t shy away from debates. Encourage your team to voice their opinions and challenge each other. Healthy conflict leads to better decisions.
• Drive Commitment: Make sure that every team member understands their role and is committed to the team’s goals. Clear communication and defined responsibilities are key.
• Foster Accountability: Hold your team members accountable for their tasks. Set measurable goals and regularly review progress to ensure everyone is pulling their weight.
• Focus on Results: Keep your team focused on the end goal. Regularly review your KPIs and make sure everyone understands how their work contributes to the company’s success.

By addressing these dysfunctions, you can build a stronger, more cohesive team that drives results.

I highly recommend reading The Five Dysfunctions of a Team by Patrick Lencioni to dive deeper into these concepts. It’s a must-read for anyone
leading a team, whether in a traditional office setting or in the digital world.

You can get your copy of the book on Amazon.

Buy Back Your Time by Dan Martell, is a game-changer. This book isn’t just another self-help manual; it’s a practical guide to regaining control over your life by mastering your time.

The Power of the Buyback Principle

The core of Martell’s message is simple yet profound: don’t hire to grow your business, hire to buy back your time.

This concept resonated with me deeply. As business owners, we often fall into the trap of believing that working longer hours will solve our problems. But the reality is, time is our most valuable asset, and it’s non-renewable.

By delegating tasks that don’t light you up or make you money, you can focus on what truly matters—whether that’s scaling your business, spending time with family, or simply enjoying life.

Implementing the Buyback Principle in a Digital Business

If you’re running a digital business, like I am, the Buyback Principle is incredibly applicable. For instance, let’s say you spend hours every week managing your social media accounts.

While important, this task might not be the best use of your time if your passion lies in strategy or product development. Instead, consider hiring a social media manager or using a tool like Teamly to automate your social media processes. This way, you’re buying back hours that you can reinvest in more impactful areas.

The 7 Pillars of Life: A Holistic Approach to Success

One of the most insightful sections of the book is Martell’s “7 Pillars of Life.” These pillars—Health, Hobbies, Spirituality, Friends, Love, Finances, and Mission—are the foundation of a balanced, fulfilling life.

Martell emphasizes that it’s not enough to excel in just one area; neglecting any of these pillars can lead to an imbalanced life, no matter how successful your business is.

For example, as a digital marketer, it’s easy to get caught up in the hustle, sacrificing health and relationships along the way.

But Martell argues that by regularly assessing where you stand in each of these pillars, you can make informed decisions about where to invest your time and energy. He even suggests using a weekly “cheat sheet” to score yourself on these pillars and identify areas for improvement.

Balancing the Pillars in a Digital Marketing Career

Let’s say you’re a digital marketer working on a major campaign. The deadlines are tight, and you’re pulling long hours.

It’s tempting to push through and ignore everything else, but what if you took a step back and looked at the bigger picture? Are you neglecting your health by skipping workouts? Have you forgotten to connect with friends or spend quality time with family? Martell’s framework encourages you to pause, reassess, and make small adjustments that can have a big impact.

For instance, if you scored low on the Health pillar, you might decide to schedule 30 minutes of exercise into your daily routine or plan meals ahead of time to avoid the fast-food trap.

These small changes can improve your overall well-being, making you more effective and focused in your work.

Building Your Empire Without Burning Out

Martell’s philosophy isn’t just about managing time; it’s about using it to build an empire without burning out. He encourages readers to adopt a 10X Vision—thinking big and planning for long-term growth.

This vision isn’t just about scaling your business; it’s about scaling your life, ensuring that you have the energy, time, and resources to achieve your biggest goals.

As an online business owner, this mindset shift can be transformative. Instead of working yourself into the ground, you start to think strategically about how to use your time and resources to create sustainable growth.

For example, rather than micromanaging every detail, you could focus on high-level strategy and delegate the execution to a capable team. This not only frees up your time but also empowers your team to take ownership and excel in their roles.

Practical Steps to Implement the 10X Vision

To implement Martell’s 10X Vision in your business, start by identifying the tasks that only you can do—the ones that truly drive your business forward.

Then, look for opportunities to delegate or automate everything else. This might mean investing in software tools, hiring freelancers, or even training existing employees to take on more responsibility.

For example, if you’re constantly bogged down by customer service inquiries, consider hiring a virtual assistant or using an AI-powered chatbot to handle common questions.

This frees up your time to focus on growth strategies, product development, or other high-impact activities.

Martell also advises setting aside time each week to work on your “Investment Quadrant”—activities that don’t necessarily make you money right away but are crucial for long-term success.

This could be anything from learning a new skill, networking, or even spending time with loved ones. The key is to ensure that your time is aligned with your long-term goals, not just your immediate needs.

Overall, Buy Back Your Time is a must-read for anyone serious about taking control of their life and business.

It’s packed with actionable advice, practical examples, and inspiring stories that make it not just informative but also incredibly motivating. If you’re ready to stop feeling overwhelmed and start building the life you want, I highly recommend picking up a copy.

Get your copy of Buy Back Your Time on Amazon

Chapter 14, aptly named “The Preloaded Year,” teaches you how to take control of your time by planning out your year in a way that prioritizes what’s most important to you—your “big rocks.”

If you’re an entrepreneur or digital marketer, the lessons here are absolutely invaluable. Let me walk you through some of the key takeaways and how you can apply them in your own life.

What are the Big Rocks?

Stephen Covey’s famous “big rocks” analogy plays a pivotal role in this chapter. The idea is simple yet profound: Imagine you have a jar.

The big rocks represent the most important things in your life—things like family, health, and key business goals. The jar also contains pebbles (less critical tasks) and sand (small, everyday activities).

If you fill the jar with sand and pebbles first, there won’t be enough room for the big rocks. But if you start by placing the big rocks in the jar, you can fit the pebbles and sand around them.

For an online business owner or digital marketer, these “big rocks” could be your major business goals for the year—like launching a new product, hitting specific revenue targets, or expanding into a new market.

When you start your planning with these big rocks, you ensure that your most important objectives are not crowded out by the daily grind.

How to Create Your Preloaded Year

The concept of the Preloaded Year is about taking those big rocks and scheduling them first in your calendar.

Dan Martell suggests doing this every December for the upcoming year. The key is to identify what your big rocks are and make sure they’re non-negotiable in your schedule.

This means no missing out on family birthdays, anniversaries, or critical business events. You’re essentially preloading your year with the most important elements, so they don’t get lost in the shuffle of everyday tasks.

As a digital marketer, your Preloaded Year might include blocking out time for major campaign launches, industry conferences, or product development cycles.

Using tools like Teamly software can help you manage these big events, keeping everything organized and on track.

Batching Pebbles into Big Rocks

Another key strategy from the chapter is batching smaller tasks—pebbles—into bigger tasks.

This is especially useful if there are activities that need to be done annually but don’t quite qualify as big rocks.

For example, rather than scheduling multiple trips to visit different clients throughout the year, why not batch these visits into one comprehensive trip? Or, instead of spreading out networking events, you could consolidate your efforts into one or two major events each year.

This approach allows you to free up more time and energy for the truly critical tasks in your business. It’s all about maximizing efficiency and ensuring that the small stuff doesn’t overwhelm your schedule.

Adding Maintenance and Stress Testing

Maintenance is crucial—both for your business and your personal well-being. In the chapter, Martell talks about how athletes proactively manage their hydration levels to prevent performance dips.

Similarly, you need to schedule regular maintenance into your Preloaded Year to avoid burnout. This could be in the form of quarterly retreats, regular exercise, or simply ensuring you have downtime after major projects.

But it’s not enough just to plan; you need to stress test your calendar too.

This means evaluating whether your schedule is realistic and balanced. For instance, if you’ve packed your schedule too tightly, you might find yourself overwhelmed and unable to enjoy your successes. Stress testing helps you adjust your plans before you’re knee-deep in the year.

Room for Spontaneity

One of the biggest myths about planning is that it kills spontaneity. But as Martell points out, the opposite is true.

By scheduling your big rocks first, you actually create more space for spontaneity. With your major events already locked in, you can say “yes” to impromptu opportunities without the guilt of neglecting important responsibilities.

For instance, if you’re an online business owner and you suddenly get an invitation to a last-minute industry event, you can attend without worrying about missing a critical meeting or deadline because you’ve already accounted for your big rocks in your schedule.

Dream Big, Plan Bigger

In 2007, Martell created a 10X Vision for his life—big, audacious goals that seemed almost unattainable.

By preloading his year and sticking to his plan, he was able to turn these dreams into reality. The key takeaway here is not to be afraid to dream big. Write down your 10X Vision and then use the Preloaded Year to break it down into actionable steps.

The five key rules Martell shares for buying back your time are simple yet powerful:

1. Preload your calendar with your big rocks first.
2. The more planned your year is, the more room you’ll have for spontaneity.
3. Once you’ve made your plan, stick to it—don’t keep making exceptions.
4. Use the Preloaded Year to work on your 10X Vision, breaking it down into five-, three-, and one-year goals.
5. If an unexpected opportunity arises, ask yourself if it’s a “Hell-yeah!” opportunity. If it is, go for it. If not, stay on course.

To dive deeper into these concepts, I highly recommend grabbing a copy of Buy Back Your Time by Dan Martell. It’s packed with actionable insights that can help you take control of your time and live a more fulfilling life.

Chapter 13 isn’t just about working smarter—it’s about thinking bigger and more strategically about your future.

Martell dives into the idea that dreaming big is only half the battle. The real challenge—and the real magic—lies in taking those dreams and turning them into a clear, actionable vision.

This isn’t just a book for business owners; it’s a playbook for anyone who wants to take control of their time, their business, and ultimately, their life.

The chapter is titled “Dream BIG. Achieve Bigger,” and it starts by emphasizing a fundamental truth: without a clear goal or direction, you’re destined to go nowhere fast. It’s like trying to drive cross-country without a map—you might end up somewhere, but it’s probably not where you wanted to be.

So, the first step to achieving anything substantial is to dream big, and then to get incredibly clear on what that dream looks like in reality.

Phase 1: Dream Without Limits

The first phase Martell discusses is all about letting your imagination run wild. This is where you focus on the “what” rather than the “how.”

What would you do if you knew you couldn’t fail? If you didn’t have to worry about resources, time, or any other limitations? This is your time to think big, bold, and even a little crazy.

As an online business owner or digital marketer, this might mean envisioning your brand as the go-to resource in your niche, with millions of dedicated followers and a robust product line.

Don’t get caught up in the logistics yet—just let yourself dream. For example, what if your website wasn’t just a site, but a full-fledged community hub where users come not only to buy products but to connect with each other, share ideas, and grow together?

Phase 2: Create a Clear Vision

Once you’ve allowed yourself to dream without limits, it’s time to bring some clarity to those dreams.

This is where the magic happens because now you’re translating those big, bold dreams into actionable plans. Martell emphasizes that having a clear, detailed vision is essential—this is your North Star that will guide all your decisions and actions.

Think about your business again. Instead of just saying, “I want my brand to be big,” get specific.

How many customers do you want? What will your daily operations look like? How will your customers feel when they interact with your brand? For example, if your dream is to have a million-dollar e-commerce store, break it down: What will your website traffic need to be? How many products will you need to sell? What kind of customer service experience will you offer?

Practical Application with Teamly

Tools like Teamly can be incredibly useful at this stage. As you start mapping out your 10X Vision, you’ll need to manage tasks, collaborate with your team, and track progress.

Teamly’s all-in-one platform helps you keep everything organized, ensuring that your big dreams don’t just stay dreams—they become realities.

The Four Elements of a 10X Vision

Martell breaks down the 10X Vision into four essential elements: Team, One Business, Empire, and Lifestyle. These components help ensure that your vision is not only big but also balanced and holistic.

Team

Who will help you achieve this vision?

Martell emphasizes the importance of surrounding yourself with the right people. You need a team that is just as committed and passionate as you are. Steve Jobs had his “Top 100,” and you’ll need your own version of that—people who are not only skilled but also aligned with your vision.

One Business

Focus is key. While it might be tempting to diversify and chase multiple ventures, Martell advises that you master one business first.

By pouring all your energy into becoming world-class in one area, you set the foundation for future expansion. This focused approach allows you to build the skills, network, and resources that will be critical when you’re ready to scale up.

Empire

After mastering one business, then—and only then—should you consider building an empire. What’s the next step?

Maybe it’s launching a new product line, entering a new market, or even starting a second business that complements the first. The idea is to grow organically from your strengths, rather than jumping into something entirely new and unrelated.

Lifestyle

Finally, Martell encourages you to think about your lifestyle. What kind of life do you want to live once you achieve your business goals? Will you travel more?

Spend more time with family? Engage in philanthropy? Your vision should include these personal goals because they will keep you motivated through the tough times.

Integrating with Teamly

At this point, it’s important to use tools that can help you manage and scale your vision. Teamly is perfect for this because it not only allows you to manage your current business efficiently but also gives you the infrastructure you need to start planning for your empire.

From project management to team collaboration, Teamly keeps everything streamlined so you can focus on the big picture.

Putting It All Together

Once you’ve considered all four elements—Team, One Business, Empire, and Lifestyle—you can start putting it all together into your 10X Vision.

Martell suggests creating a detailed document or vision board that outlines every aspect of your dream in vivid detail. This isn’t just about setting goals; it’s about creating a tangible picture of your future that you can look at every day for inspiration.

For example, imagine yourself ten years from now. What does your business look like? How many employees do you have? Where do you live? What does your daily routine involve? The more detailed you get, the more real your vision becomes, and the easier it will be to make decisions that align with that future.

5 Buyback Rules

Martell concludes the chapter with five key rules to remember:

1. Inspiration: You need a huge, inspirational picture of what you’re working toward.
2. Dream without Limits: Start by dreaming big, focusing on the “what” without worrying about the “how.”
3. Clarity: Your big dreams need to be articulated with clarity and specificity.
4. Four Elements: A clear vision must include your team, one business, your empire, and your lifestyle.
5. Dream Big: If nothing else, always aim to dream big.

If you’re ready to take your business and life to the next level, I highly recommend grabbing a copy of Buy Back Your Time. It’s a game-changer for anyone serious about creating a 10X Vision and making it a reality. You can get your copy here.

If you’re looking to boost your business productivity and improve team morale, chapter 12 is a must-read. It delves into the powerful impact of feedback and how fostering a feedback-rich culture can save your business. Let’s dive in!

The Power of Feedback

Dan kicks off the chapter with an amusing yet relatable anecdote about a character named Neil, who finds himself in an embarrassing situation due to a lack of feedback.

This sets the stage for a deep dive into why feedback is crucial for any business.

One of the standout points Dan makes is that small problems, such as missed deadlines and misunderstandings, are inevitable. The key is not to avoid them but to address them head-on through open communication and feedback.

Creating a Feedback Culture

Kim Scott’s concept of “Radical Candor,” which is embraced by companies like Alphabet (Google), is highlighted. In these environments, dissension is not just tolerated but encouraged. The idea is that it’s better to address problems internally than let them fester and potentially harm the business externally.

Dan emphasizes the importance of creating a culture where feedback flows freely. This not only helps in resolving small issues before they escalate but also empowers individuals to thrive. He shares an example of Michael, who, after receiving constructive feedback about his confusing communication style, transformed into a communication all-star by making necessary adjustments.

Implementing Feedback: The CLEAR Framework

To make feedback conversations more effective, Dan introduces the CLEAR framework:

• Create: Create a warm environment where people feel safe to share their thoughts.
• Lead: Lead them to offer critical feedback by making them feel comfortable.
• Emphasize: Take the feedback seriously, repeat it back to ensure understanding, and make them feel heard.
• Ask: Ask if there’s more feedback they’d like to share.
• Reject or Accept: Decide whether to accept the feedback and commit to changes or thank them for their input if you choose not to act on it.

These steps help create a structured and supportive environment for feedback, reducing the awkwardness often associated with these conversations.

Practical Examples for Online Business Owners

As an online business owner or digital marketer, here’s how you can implement these feedback strategies:

1. Regular Feedback Sessions

Schedule regular one-on-one feedback sessions with your team. Use the CLEAR framework to guide these conversations. For instance, if you notice that your social media manager’s posts aren’t getting much engagement, create a warm environment to discuss this. Lead them to share their thoughts on what might be going wrong and emphasize that their input is valuable.

2. Use Teamly for Feedback

Teamly software is a fantastic tool for fostering a feedback-rich culture. It allows for easy communication and feedback sharing within teams. You can create channels specifically for feedback where team members can share their thoughts openly. This makes it easier to track feedback and ensure everyone’s voice is heard.

3. Implement Feedback Quickly

When you receive feedback, act on it swiftly. For example, if your team suggests using more video content in your marketing strategy, start experimenting with video posts and analyze the results. Showing that you value and implement feedback will encourage more open communication.

4. Feedback Training

Train your team on how to give and receive feedback effectively. Use real-life scenarios to practice the CLEAR framework. This can be part of your onboarding process or regular team meetings. The more comfortable your team is with feedback, the more productive your work environment will be.

Conclusion

By fostering a culture of feedback, you can transform your business. Start by implementing the CLEAR framework, hold regular feedback sessions, use tools like Teamly to facilitate communication, and act on feedback promptly. Remember, feedback is a two-way street that benefits everyone involved.

To dive deeper into these concepts and many more, I highly recommend grabbing a copy of “Buy Back Your Time” by Dan Martell. It’s packed with actionable insights that can help you take your business to the next level. Get your copy here!

 

After diving into Chapter 11 of “Buy Back Your Time,” I was inspired to share some key insights that can help you elevate your leadership style and truly empower your team. Whether you’re an online business owner, a digital marketer, or a leader in your workplace, these concepts are not just theoretical—they are practical tools you can use to create a more effective and engaged team.

From Transactional to Transformational

The chapter kicks off with a powerful quote from General George Patton: “Don’t tell people how to do things, tell them what to do and let them surprise you with their results.”

This sets the tone for understanding the difference between transactional and transformational leadership. While transactional management focuses on tasks, checks, and next steps, transformational leadership is about setting clear outcomes and then coaching your team to achieve them.

For example, if you’re running a digital marketing agency, instead of micromanaging how your team creates ad campaigns, focus on the desired outcome—say, achieving a specific return on ad spend (ROAS).

Then, give your team the autonomy to come up with innovative strategies to reach that goal. This not only fosters creativity but also builds a sense of ownership among team members.

Coaching, Not Micromanaging

One of the standout concepts in this chapter is the CO-A-CH framework. It’s a simple yet effective way to guide coaching conversations:

• Core issue: Focus on the underlying principle, not just the specific situation.
• Actual Story: Share a personal story that relates to the issue.
• Change: Encourage commitment to change, acknowledging that the choice is ultimately theirs.

Imagine you’re an online business owner using Teamly for project management.

You notice that a team member is hesitant to make decisions. Instead of instructing them on every step, use the CO-A-CH framework to address the core issue of hesitation.

Share an example from your own experience when you struggled with decision-making. Then, discuss how they can overcome this challenge, offering your support without taking over the decision-making process.

Setting Clear Metrics and Outcomes

Another crucial lesson from the chapter is the importance of metrics. In the digital marketing world, clear metrics like click-through rates (CTR), conversion rates, and customer acquisition costs (CAC) are vital. These numbers give your team a clear target and a way to measure success.

With Teamly, you can set these metrics and track progress using the software’s analytics tools.

For instance, if your goal is to increase the efficiency of your marketing campaigns, you can monitor key performance indicators (KPIs) in real-time. This not only helps in keeping everyone aligned but also allows for quick adjustments to strategies, ensuring that your team stays on track.

Investing in Coaching

The chapter emphasizes that coaching is not an option—it’s a necessity. Drawing from the example of legendary coach John Wooden, who led the UCLA Bruins to ten national titles, the book illustrates how effective coaching can unlock potential and drive extraordinary success. As a leader, it’s your job to see the potential in your team and help them realize it.

In practical terms, this might mean setting aside time for regular one-on-one meetings where you can discuss not just work-related issues but also personal growth.

For instance, if you’re a digital marketer, coaching could involve guiding a team member through the nuances of SEO or content marketing, helping them build new skills that contribute to the team’s success.

Embracing Transformational Leadership with Teamly

Incorporating these principles of transformational leadership can fundamentally change how you manage your team.

By focusing on outcomes rather than processes, you empower your team to think creatively and take ownership of their work. This not only leads to better results but also builds a more motivated and engaged team.

If you’re ready to take your leadership skills to the next level, I highly recommend reading “Buy Back Your Time.”

It’s filled with actionable insights that can help you become a more effective leader. Get your copy on Amazon today!