There are many things that we feel like we don’t need.  Mosquitos.  I know they serve a purpose, however, I personally don’t need them.  Traffic.  Don’t need it.  Masks…easy there!  Cold coconut?  Never in my life have I asked myself where I can get cold coconut.  I have however asked myself where I can find healthy, empowering leaders.

Healthy, empowering leaders are difficult to find, not because they don’t exist, but because they typically have full teams who don’t want to leave their organizations or their leaders.

Here are a few indicators you serve with a healthy, empowering leader.

  • Healthy leaders have healthy growing organizations and businesses.
  • Healthy leaders listen.
  • Healthy leaders are constantly working on the culture.
  • Empowering leaders produce other great leaders.
  • Healthy leaders not only have core values, but they lead out of them.
  • Healthy leaders produce faithful followers.
  • Empowering leaders are all about people.
  • Empowering leaders give ownership and responsibility away.

A great question to ask yourself to determine if you serve in a healthy, life giving organization is, are you empowered to say yes?  Healthy leaders let go and let others.  Healthy leaders empower their teams. Empowering leaders let others make decisions.

Unlike cold coconuts which I have never needed, I have needed healthy, empowering leaders in my life.  I would not be where I am today without them.  I would not have experienced the success in my career without healthy leaders empowering me.


I heard it said once that you can’t lead out budgets, but you must lead out of vision.  Vision can be expensive. Which means, you must evaluate what you are currently doing and decide if its producing the momentum you want or need in your organization.

Momentum is only sustained through continuous improvement.  Improvement on making that sometimes-expensive vision come true. Significant improvement has a limited shelf life, which means, if something is not working, don’t wait, get rid of it.  By the way, improvement typically will bring push back.

Ask yourself some questions.  What are you doing that is sideways energy?  What is mediocre that needs to be weeded out?  What is not producing the results you need to reach your vision?

If you want improvement in your organization, it requires systematic evaluation.  Systematic evaluation can help sustain momentum, and maybe even create momentum in your organization.  The rule is, you measure what matters.  If you’re not measuring it, how can you know if it is working or not?

So, measure what matters through systematic evaluation.  Improve on what you are doing or get rid of it, either way, momentum could be on its way.


So, you want to grow and you want to have a healthy culture, but you don’t know where to start, you’re not alone.  Most of the people I talk with have these same thoughts, and in some cases, the fear of not knowing what to do, paralyzes them from doing anything at all.

Here are 5 suggestions that may help you to get started.  However, change takes time, a financial commitment, and pursuit of excellence through the pushback you will receive.

Decide if you really want to grow

Many will say they want to grow, but not everyone is ready to cut something that is not growing.  Not everyone is ready to start something new, because, new can be scary.

Clarify, measure, and then get better

Clarify what is the goal or the win.  Measure your effectiveness along the way.  Why?  Because, you measure what matters.  There is no way to celebrate a win or to fix what is broken without asking the question, “how are we doing”? Finally, get better.  Be a student, not a critic.  Learn as much as you can and improve.  Never worry about making it bigger, just make it better.  If you make it better, it will get bigger.  Healthy things grow.

Build a winning team

How do you build a winning team?  Protect the culture at all costs.  Know who you are and where you are going.  People are not your greatest assets, great people are.  Build with people who love you and the vision.  Communicate the vision.  Great leaders ultimately create a way for people to contribute to making something extraordinary happen.  Lead by example.  They won’t do what you’re not doing.

Make it work

To make it work it must remove distractions.  Put your energy into the things that will truly make a difference to reach your clarified goal.  Deliver on what you promise to deliver on.  Focus on excellence.


Growing something is not easy.  It takes time, finances, and a commitment to excellence.  Nobody will care more about your vision that you will.  Improve your personal leadership.  Develop a habit of getting coaching.  Enlist people who will speak truth into your life.

Never compare someone else’s highlight reels with your behind the scene moments.  You don’t know the stages they had to go through to achieve their success.  What you will find is that, through your most difficult moments come some of your most defining successes.


I read this from a guy named Perry Noble and had to share it.  It’s so true and powerful.  So many leaders, business leaders, and owners are unwilling to take the next step to do something big out of fear of failure.

We’ve read over and over again about those who who have failed repeatedly, only to be successful in the end.  There are more stories than we even see or read that end in success, maybe your story is that story.

If you never want people to be critical of you…

  • Never dream big…
  • Never take chances…
  • Never stand your ground…
  • Blend in…
  • Embrace mediocrity…
  • Please everyone…
  • Seek to be understood…

And, at the end of your life-understand regret will be the result of living this way.  

Don’t live your life with regrets.  Dream big!  Take chances!  Ask for help!


Any organization that wants to be vision focused needs more than vision, it needs a passionate point leader to bring about change.  The reason businesses or organizations cling to outdated models is because it lacks leadership.

Leadership training does not make someone a leader, it can make them a better leader, but it doesn’t make them a leader.  It’s not about training, it’s about a gifting, a call to lead.

How do you know if you’re not a leader?

  • If you are hesitant to move outside the job description, not a leader, you’re a manager.
  • If you are not willing to ask questions that cause others to think outside the box, not a leader, you’re a manager.

When a person who does not have a leadership skills is placed in a position of leadership, they will default back to management.  They will take what is given to them, and manage it well.  They may improve some of the systems, but they don’t make changes to the way things are done.

Change requires vision, and sustained vision requires leadership. If you’re not gifted in leadership, then there is no way that you will be able to bring about or sustain the change necessary.

How do you know if you’re a leader?

  • Leaders love obstacles, and they love the uncertainty of how change will happen.
  • Leaders don’t have patience to babysit the problems left behind by previous teams.

If reading those two statements did not get you a little excited, then you are probably not a leader.

So, what do you do if you have the responsibility to lead, but not the gifting?

  • Acknowledging there could be an issue helps you see the road.
  • Admitting that you need help, gets you get on the road.
  • Asking for help, gets you going in the right direction.

Just because someone is great at what they do, doesn’t mean you promote them to a position of point leadership.  They may not be wired to do that.  That may not be how they are designed.  You’ve just set them up for failure.


You may know 85% of everything needed to run a business, but the 15% you don’t know, is worth every dime you will spend on a consultant/coach to get better.

Every owner wants to get better. Every leader wants to get better. Everyone wants to experience success. Most people have goals. Few people put a plan in place to reach their full potential. So, how does an owner or a leader get better at what they do?

01. It will always require an investment of time and money.
Any owner who is not willing to invest into themselves or their business will hit a plateau.

02. Learn from people who have experiences.
Have the people in your circle of influence done it before?
Experience brings credibility.

03. When we stop growing as owners, so will the people and the businesses we lead.
How can your business reach its full potential? How can your leadership reach its full potential?

If you don’t invest in you, nobody else will! So, the question is, what’s keeping you from making the call and having a conversation?

A few things you need to know…
– There will never be enough time to start this.
– There will never be enough money to start this.
– There will never be a slow enough season to start this.
– There will never be enough help to start this.
…At least, not until you start this!

Make the investment in yourself, you’re worth it!

P.S. You were never made to do life alone, so why run your business alone?

www.sq1.solutions | 302.419.4748 | ryan@sq1.solutions

*Excerpts taken from Perry Noble Leadership Podcast.


What you will find if you have been in leadership long enough is that the people you start with are not typically the people you finish with.  The best advice I have ever heard is to get the right people on the bus, and figure out the positions later.  Some situations require that you hire for the position because of trade specific needs, however, my recommendation is to hire for flexibility, because, not everybody does the same thing forever.

Surround yourself with people who are people magnets, people who can attract talent, and create energy in your organization.  How do you know you’ve hired the wrong people?  If they call you and you don’t want to answer the phone to talk to them, they are not your people magnets, and they also may not be the right people to have on your bus.

How do you attract talent?  As a leader, you must be willing to learn from everyone, especially if you are going to survive in today’s market.  As an organization, you must be willing to review everything you do.  What works, what doesn’t, what’s confusing, what needs to change, and what needs to stay the same.  If you are unwilling to change, you will find yourself behind in the marketplace and unable to attract talent.