How to Stop Being the Bottleneck and Start Scaling Smarter Featuring Eden Lovejoy, Creator of the Virtual GM Matrix

by faye.eScale Smart, Grow Fast PodcastPosted on No Comments

How to Stop Being the Bottleneck and Start Scaling Smarter
Featuring Eden Lovejoy, Creator of the Virtual GM Matrix

If you’re a founder or business leader feeling buried in the day-to-day, chances are—you are the bottleneck. And that’s not a weakness. It’s a signal that you’ve outgrown your current structure, and it’s time for your next level of leadership.

In a recent episode of the Scale Smart Grow Fast podcast, Harley Green sat down with Eden Lovejoy, fractional COO and creator of the Virtual GM Matrix, to talk about how leaders can finally step out of the weeds and lead with clarity.

Preferred listening on the go? Catch the full podcast episode on Spotify and Apple Podcasts.

🔑 Key Takeaways from the Episode:

1. Leadership Begins with Mindset
 Most operational pain stems from a mindset block. Eden explains that many business owners are hesitant to delegate because they fear losing their value or control. The first step? Trust your team—and accept that leadership is about thinking, not just doing.

2. Delegation ≠ Abandonment
 Letting go doesn’t mean walking away. Delegation should come with structured feedback loops. Whether that’s weekly check-ins, data dashboards, or regular reporting, your systems should empower—not isolate—your team.

3. The Virtual GM Matrix: A Framework for Freedom
 Eden’s framework has helped countless companies streamline operations and build performance cultures. It’s built on three pillars:

  • Cultural Alignment: Mission, vision, and values that guide decisions.
  • Organizational Clarity: Defined roles, accountability, and authority.
  • Feedback Loops: Real-time insights and growth mechanisms.

4. Scaling Isn’t Just “More”
 Scaling isn’t doing more of what got you here—it’s often doing things differently. Eden urges leaders to audit their systems and ask: “Will this still work at 10x the volume?” If not, it’s time to evolve.

5. Work With Your Business
 Forget the outdated “on vs. in” dichotomy. Eden champions a new approach: work with your business by distributing leadership across your team. That’s where freedom and growth really begin.

🎯 Final Thought:

Scaling smart isn’t about hustle—it’s about systems, mindset, and trusting your team to lead. If you’re ready to reclaim your time and unlock sustainable growth, this episode is a must-listen.

🎁 Don’t forget to grab your free copy of Eden’s book at freebusinessbook.com

Schedule a discovery call to stop being the bottleneck and start building a business that runs without you.

Like what you read? Get weekly insights on scaling, efficiency, and profitability—straight to your inbox. Click here to subscribe.

Transcript

Harley Green:
 Hey everybody, welcome back to the Scale Smart Grow Fast podcast. Scaling a business shouldn’t require you to be the bottleneck. In this episode, Eden Lovejoy, creator of the Virtual GM Matrix and fractional COO to high-growth companies, shares how leaders can transition out of day-to-day operations by empowering their teams, installing scalable systems, and embracing a true visionary mindset. With over 30 years of business leadership and a track record of helping companies generate millions in revenue, Eden’s going to deliver a practical framework for delegation, leadership development, and sustainable growth. Eden, welcome to the podcast. How are you doing today?

Eden Lovejoy:
 Thanks Harley, I’m doing great. Thanks for having me. Glad to be here.

Harley Green:
 Eden, for our audience that isn’t familiar with your background, could you share what brought you along in this journey to what you’re doing today?

Eden Lovejoy:
 My journey really starts from being a child in a very chaotic environment. I was the oldest of four kids, and my family was in a lot of chaos in San Francisco in the 70s. I developed a preference for organization, structure, and consistency. Years later, I realized that’s what drives me.

As a young woman, I started working, took a gap year before school, and realized I wanted to work in small to mid-sized business environments. I liked the diversity, challenge, and entrepreneurial energy. Over the years, I found myself in operational, organizational, and streamlining roles. I’m a general manager by craft and inclination—GM or COO depending on the structure.

I always wanted to impact more companies than just one. I tracked what made the most difference in operational leadership and pulled those insights into the Virtual GM Matrix. My goal is to translate that operational leadership skill set into a strong team, diversify the skill set, lean out overhead, improve operations, and build high-performance cultures.

Harley Green:
 Before we started recording, we talked a bit about mindset. You mentioned how it’s usually a big challenge when people step into new roles. Can you elaborate?

Eden Lovejoy:
 Mindset is everything. I can only coach someone so far until they hit an internal mindset block. Many of my clients have built a team, but even with growth, they don’t get relief. Often it’s because they haven’t delegated authority. Everyone still comes to the owner for answers. They haven’t shifted into trusting their team.

To delegate effectively, you must learn to trust, let people make mistakes, and not fear losing your value as a leader. When owners begin delegating, they often feel awkward—like “what am I supposed to be doing now?” The opportunity is to move into strategic visionary leadership.

Harley Green:
 Right, and sometimes there’s guilt around delegation. How do you help people address that?

Eden Lovejoy:
 We reassure them. That guilt shows up in leaders who care deeply about their people. They don’t want to be on a pedestal. But leadership is a practical skill set. Teams want to be trusted and they want their leaders to be visionary. It’s about shifting the perspective on leadership’s contribution.

Also, it’s easier to do small tasks. I remember one day realizing everything easy had been delegated and all that remained were the thoughtful things. I had to learn how to work differently.

Harley Green:
 What are early signs someone is the bottleneck?

Eden Lovejoy:
 One sign is feeling overwhelmed despite having a team. Another is when people ask questions and your first thought is “you should be able to answer that.” These are signs you haven’t empowered your team’s leadership.

Harley Green:
 Tell us about the Virtual GM Matrix. How does it work?

Eden Lovejoy:
 It has three components. First is the cultural framework—mission, vision, and values that drive decision-making. It’s not just having them, but making them actionable.

Second is organizational structure. We identify overlaps, clarify roles, assign decision-making authority, and create accountability. This shifts pressure from top leadership to the team.

Third is feedback loops and growth patterns. Delegation is not abandonment. We build feedback mechanisms and growth plans so the leader isn’t the only idea generator.

Harley Green:
 How do you make mission, vision, and values stick so the team can make decisions like you would?

Eden Lovejoy:
 Culture is a contact sport. We integrate values into daily conversations, development reviews, and even contests. It may seem awkward at first, but over time it becomes the team’s language. Like knowing what country you’re in by the language—values become the company’s language.

Harley Green:
 Let’s talk about feedback loops. What do they look like in practice?

Eden Lovejoy:
 It depends on the company’s culture. The matrix isn’t a cookie-cutter—it’s tailored. We identify key indicators, then build reporting, meeting cadences, or technology around them. One company may focus on receivables, another on POS trends—it must fit the business.

Harley Green:
 You talk about working with your business, not just in it. What does that mindset shift look like?

Eden Lovejoy:
 The old idea is to work “on” not “in” the business. But now we need to work with the business—building leadership across the team. We move from needing one GM or COO to distributing operational leadership.

Working with the business means giving your team a voice and decision-making power, based on shared values and mission. It’s not managing by consensus—it’s aligning through principles.

Harley Green:
 When leaders are scaling, what process do they often skip or underestimate?

Eden Lovejoy:
 They think scaling means doing more of the same. But real scaling requires different systems. Sometimes the people or processes that got you here won’t get you there. Leaders must leapfrog beyond what worked and build new structures for the next level.

Harley Green:
 What red flags show a system isn’t ready to scale?

Eden Lovejoy:
 If you haven’t reviewed your systems recently, that’s a red flag. Businesses grow by patching things together, but at scale, you need cohesive systems. Take time to evaluate and redesign.

Harley Green:
 Any simple stress tests or questions you use with clients?

Eden Lovejoy:
 I focus more on teaching people how to think. The matrix includes a decision-making framework for growth—helping teams vet ideas thoroughly and ask the right questions, not just chase shiny tools.

Harley Green:
 For leaders feeling stuck, what’s one question they should ask themselves?

Eden Lovejoy:
 Ask: What am I doing that I don’t want to be doing? What isn’t aligned with my heart, strength, passion, or vision? Then ask: Where does that task belong instead?

Harley Green:
 If people want to connect with you or get your book, where should they go?

Eden Lovejoy:
 Visit freebusinessbook.com. You can download a free e-book copy. I want to get this info to as many business owners as possible.

Harley Green:
 Thanks again for the insights and the generous gift. If this episode brought you value, hit like and subscribe so you don’t miss future strategies to help you scale smarter. And share it with someone who needs it!

Why Traditional Sales Is Dead—and What You Should Do Instead

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Why Traditional Sales Is Dead—and What You Should Do Instead


The sales landscape has shifted, and if you’re still using outdated tactics, you’re not just behind—you’re losing. In our latest Scale Smart Grow Fast podcast episode, Harley Green sits down with sales strategist and bestselling author Joe Candido to unpack what today’s B2B buyers really want—and how sales leaders can meet them there.

Preferred listening on the go? Catch the full podcast episode on Spotify and Apple Podcasts.

🎯 Traditional Tactics No Longer Work

Buyers today are informed, empowered, and immune to product pitches. Joe makes it clear: “No one wants to hear about your company—they want value.” If your sales team is leading with features instead of outcomes, you’re doing it wrong.

💡 Enter Leadership Selling

Joe introduces his game-changing framework: Leadership Selling. This approach prioritizes:

  • Selling to decision-makers (not just gatekeepers)
  • Understanding client business goals
  • Delivering value before asking for anything
  • Focusing on business outcomes over product specs

🧠 Mindset Shifts That Drive Growth

Leadership selling isn’t just a strategy—it’s a mindset. Joe urges sales leaders to:

  • Assess team competencies, not just skills
  • Coach based on forward-looking activities (not just closed deals)
  • Stop chasing RFPs unless you helped write them
  • Be involved—review deals, negotiate, coach in the field

🛠 Tools & Time Management

Joe highlights that most salespeople spend less than 20% of their time actually selling. His fix? Leverage tech—like CRMs and AI—for research, scheduling, and admin tasks. But streamline it. “If the system frustrates your reps, they’ll game it,” he warns.

✅ Pro Tip to Boost Revenue Now

Joe’s go-to strategy: Gather your team, review all current opportunities, and prioritize the top-tier deals you can realistically close this month. Focus energy there and watch results accelerate.

Bottom Line: If you want to lead a modern, high-performing sales team, stop selling like it’s the 90s. Start leading with value, insight, and strategic intent.


📘 Learn more about Joe’s work: https://leadership-selling.com

Schedule a discovery call to explore how strategic delegation and leadership support can help your sales team close more deals and scale faster.

Like what you read? Get weekly insights on scaling, efficiency, and profitability—straight to your inbox. Click here to subscribe.

Transcript

Harley Green: Hey everybody, welcome back to the Scale Smart Grow Fast podcast. I’m host Harley Green. And as you may know in business sales, sales is not just a department. It’s the engine of scale in a business. In this episode, Joe Candido, sales strategist and author of Leadership Selling, reveals why traditional sales tactics are failing and what today’s buyers actually expect. Joe shares how sales leaders can transform their teams into trusted business advisors that drive revenue, loyalty and long-term growth by focusing on outcomes, not pitches. Joe, welcome to the podcast. How are you today?

Joe Candido: I’m doing great Harley, nice to see you and thanks for having me here.

Harley Green: It’s our pleasure. Now, Joe, can you maybe elaborate a little bit, give the audience more background about what’s brought you to helping other people scale their sales teams.

Joe Candido: My career has really been a journey in sales. I started in the tech sector. And I quickly figured out that if I didn’t understand my customer’s world, I was never going to succeed at selling anything to them. They didn’t care about the technology. They cared about something that was happening in their business that the technology might be able to help them with. So it caused me to shift how I approached sales. Initially, I was all about the product. I had to learn the product features, I had to do a great demo, but it was completely my agenda, product centric. Product is important. It’s foundational knowledge. You have to have it, but that’s not the end state. That’s the beginning of the journey with the customer. You have to be knowledgeable about their world and then show them how the product or service you represent can be of value to them in their world. So it’s really a shift from a me-centric approach to a client-centric approach.

Harley Green: You’ve said that traditional selling is dead. What do you believe has changed most in how sales needs to be done today?

Joe Candido: The buyers are way more savvy than they used to be. Today we have so much information as buyers. We’ve got the internet and we have access to competitors. We have a global landscape. We can source goods and services from a really large geography. This is true whether you’re selling nationally or locally, whether you’re a small company, mid-size company, or a multinational. The buyers are sophisticated and they know a lot. They’re trying to find someone who can bring value beyond what they can get on their own. So the question we all need to ask is, why should someone buy from me? What am I doing beyond the core service and product, beyond my competitors, that causes the buyer to say, I want to work with you? That’s why traditional selling is dead. Dialing for dollars, working through a list, and pitching people doesn’t work. They don’t care about your company or product until you’ve earned the right. If a buyer really wants to know about your company, they’ll ask. Until then, offer value first.

Harley Green: What are some tips or strategies to help identify what that value might be with your ideal client and really distinguish yourself from the competition?

Joe Candido: First, to be clear, I’m talking about business-to-business selling. We’re assuming salespeople are engaging by phone, face-to-face, or Zoom. This isn’t Amazon. You need to do your homework. Know who you’re calling and why. Know the company, the person, their title, and what challenges they might be facing. Have something of value to share that is not a pitch. It could be a white paper, a trend, something about their industry—something helpful. This demonstrates you know their world. Sometimes you have to do this two or three times before they’ll trust you enough to talk. You might email something, leave a voicemail, or follow up with more insights. Build trust.

Harley Green: One thing you talk about a lot is leadership selling. How is leadership selling different from what most sales teams are currently doing?

Joe Candido: Leadership selling means be a leader and sell to leaders. We usually sell to the middle or lower part of the organization because we think it’s easier. But they often don’t have buying authority. Or they buy based on strict criteria, usually focused on price. Leaders are paid to change the business. Managers run it. When you sell to a leader, they know the goals, they know where they’re trying to take the company. They want to hear about trends, competitors, and what can help them hit their objectives. And they have the authority and budget to act. You can reach them if you’re prepared with insights. I’ve seen it done time and again.

Harley Green: Tell us some tips or strategies to make sure you’re able to speak with those leaders and decision makers.

Joe Candido: The gatekeeper can be your best ally. Their job is to open the gate, not just close it. So don’t go around them—talk to them. They answer the phone. Be transparent: “I need to speak to your boss and here’s why.” Explain the value you bring. Say you work with executives like theirs and want to share some trends. When they say they’ll check with their boss, explain that the boss will have questions they can’t answer—and will want to get a feel for you personally. Offer a quick, 2–3 minute chat. That approach works 70% of the time.

Harley Green: Let’s shift to mindset. What are some mindset shifts that sales leaders and salespeople need to make?

Joe Candido: One shift is focusing on competencies, not just knowledge. Many salespeople know what to do but don’t do it—especially when it comes to prospecting. We need to assess teams and understand the gaps. Managers need to stop just telling people what to do and start coaching how to do it. Also, shift from looking backward (at reports) to looking forward. Ask what they’re doing today to be successful tomorrow. Focus more on activity than just results. Results matter, but activity drives them. Set clear expectations—like five appointments this week—and help them get there. Leaders need to get involved: join sales calls, review proposals, help negotiate. Be present.

Harley Green: That’s something we see often too—leaders delegate too much. What are other common mistakes you see from leadership?

Joe Candido: One big one is not having a clear sales strategy. Everyone’s doing something, but not all rowing in the same direction. Leaders must define how the team will win. What differentiates us? Make it client-centric and focused on business outcomes. Help clients reach their goals—that’s where value is, and it leads to loyalty. You’ll justify your pricing when you can demonstrate ROI. Don’t chase RFPs unless you helped write them. They’re usually just to validate someone else’s price, and even if you win, you’ll have no relationship or margin. Stick to your plan. Target clients who are a good fit.

Harley Green: When is the right time to delegate to executive assistants so the sales team can focus on high-value activities?

Joe Candido: Time management is crucial. Most salespeople spend less than 20% of their time selling. Improve that by training and using systems. Handle emails during off-peak hours. Use AI and CRMs wisely—don’t bog people down with admin. Use AI for rough drafts, scheduling, research, and reminders—but validate its output. Tools can save time, but they shouldn’t become the job. Use them to support sales, not slow it down.

Harley Green: What kind of systems help keep teams consistent and high-performing despite all these tools?

Joe Candido: I use a framework called QQVB: Quantity, Quality, Velocity, and Balance. Your CRM and funnel should be simple and auto-generated from daily sales activities. Don’t ask reps to enter the same data in multiple places. And don’t punish them when forecasts miss—otherwise, they’ll game the system. If deals are stuck, coach, don’t blame. Understand the problem and help fix it. QQVB lets you identify bottlenecks and coach more effectively.

Harley Green: Joe, what’s one actionable step sales teams should take right now?

Joe Candido: Gather your team, look at every opportunity, and rank them. Focus your energy on the top 5, 10, or 20 that are most likely to close this month. Collaborate as a team to prioritize and close. This drives immediate results and builds great habits.

Harley Green: Joe, how can people connect with you?

Joe Candido: Go to leadership-selling.com. You’ll find my book and contact info. No strings—happy to chat.

Harley Green: Thank you so much, Joe. And thanks to everyone tuning in. If you got value from this episode, like, subscribe, and share. We’ll see you next time.

From Burnout to Peak Performance: How Aligned Leaders Scale Smarter

by faye.eScale Smart, Grow Fast PodcastPosted on Comments are Disabled

From Burnout to Peak Performance: How Aligned Leaders Scale Smarter

In today’s fast-paced world, success is no longer just about working harder — it’s about working with intention. On a recent episode of the Scale Smart Grow Fast podcast, Harley Green sat down with Alan Lazaros, founder of Next Level University, to unpack what it really takes to build a business that thrives — without sacrificing your health, relationships, or sanity.

Preferred listening on the go? Catch the full podcast episode on Spotify and Apple Podcasts.

Alan’s story is raw, real, and transformational. After a near-fatal car accident at 26, he shifted from chasing external achievements to aligning his life and business with internal fulfillment. Today, he leads a global coaching business and hosts a top-ranked podcast — but it’s the systems behind his success that every ambitious leader needs to hear.

🔹 The Four Life Buckets

Alan broke down what he calls the “four buckets of life”:

  1. Unfulfilled and unsuccessful
  2. Externally successful but internally empty
  3. Fulfilled but broke
  4. Fulfilled and successful — the rarest and most powerful place to be

Most people get stuck in the middle two. Alan’s mission? Help them reach that fourth, transformational stage.

🔹 The P3 Target System: Simplify Without Slowing Down

For founders and CEOs constantly juggling priorities, Alan’s “P3 Target” system is gold. He teaches his clients to identify their top three glass ball priorities — the areas they must protect at all costs — and design their days around them. It’s time management, energy management, and values alignment all rolled into one.

🔹 Fear of Failure and Fear of Success

While most of us are aware of our fear of failure, Alan reveals an often overlooked truth: many high performers are equally afraid of success. Why? Because success can mean outgrowing your circle, facing new expectations, and dealing with discomfort. Understanding which fear is holding you back is step one to overcoming it.

🔹 Peak Performance, Not Just Productivity

Alan redefines peak performance through the lens of optimal decisions — not just doing more, but doing what matters most, at the right time, for the right reasons. His engineering background shines through as he challenges leaders to design their life and business like a world-class product.

🚀 Want to Lead with More Clarity—and Burn Out Less?

You don’t have to carry it all. At Workergenix, our AI-enhanced executive assistants help you optimize your habits, track your goals, and free up your time so you can focus on what truly matters: aligned growth.

👉 Schedule a discovery call to design a life and business that scales with your values — not your stress.

Like what you read? Get weekly insights on scaling, efficiency, and profitability—straight to your inbox. Click here to subscribe.

Transcript:

Harley Green:
Hey everybody, welcome back to the Scale Smart Grow Fast podcast. Success without alignment leads to burnout. But when you build consistent habits rooted in purpose, everything changes. In this episode, Alan Lazaros, founder and CEO of Next Level University and host of a global top 100 self-improvement podcast, shares how he went from a near fatal accident and personal low point to leading a global team and helping others unlock peak performance. With a heart-driven but no BS approach, Alan’s going to reveal how tracking habits, staying consistent, and aligning with your true values can transform both your business and your life. Alan, welcome to the podcast.

Alan Lazaros:
Thank you so much for having me. I don’t take it lightly. In the 21st century, there’s a lot of noise. What you pay attention to matters tremendously. I appreciate it, and I also will not waste a second of your time.

Harley Green:
Thank you for that, Alan. For our audience out there, can you elaborate a little more on your background? What brought you to what you’re doing today?

Alan Lazaros:
Absolutely. I’m 36. I often joke that I’m about to hit puberty at 37 because I look young, which doesn’t help in business. It started off tough. My birth father passed away when I was very young, in a car accident. I was two, he was 28. I had an older sister and my mom was 31. A stepfather came into my life named Steve Lazaros. My real last name is McCorkle. I took his last name around age seven. From age three to 14, he was in my life. At age 14, he left and took his entire extended family with him. I’ve never seen or spoken to any of them since. That same year, my mom had a falling out with my aunt, and we were ostracized from her side too. So by 14, I had lost three families. My sister moved out that same year.

I developed two trauma responses. One was fawning—appeasing everyone around me. I hung on to friends, from high school through college and into corporate. The second was fight—behind the scenes, I was aiming higher, working harder, and getting smarter. Achievers are often rooted in pain or trauma. I had no dad, no generational wealth, no trust fund. I knew I was in trouble if I didn’t do something. I got straight A’s, earned a bachelor’s in computer engineering, then a master’s in business. I worked in tech and eventually landed at Cognex, where I became a global 1% earner in my early twenties. I paid off $84k in debt in a year, invested the rest, and rode the post-2008 recovery.

Then came the turning point: a car accident at 26. That’s when I shifted from external achievement to internal fulfillment. I liquidated my assets, went broke, and started focusing on self-improvement. Now in my thirties, I’m both externally successful and internally fulfilled. That’s what I help clients with today. I currently coach 20 individuals with various levels of frequency.

What I’ve found is that few people reach the fourth bucket of life. The first is unfulfilled and unsuccessful. The second is externally successful but unfulfilled. The third is fulfilled but broke. The fourth, which few reach, is both externally successful and internally fulfilled.

Harley Green:
You take a holistic approach to helping people and teams. Why is that multidimensional strategy so essential, especially for business owners?

Alan Lazaros:
I’ve always been contemplative and a bit existential. I grew up around people who seemed to be escaping their lives rather than designing them. I worked at a golf course at 14 and was told, “These are the best years of your life.” I remember thinking, “God, I hope not,” because I was bullied in high school. I was surrounded by people who lived for Fridays, and that scared me.

As an engineer, I asked: Why not engineer a future you love? I studied at WPI, a top engineering school. I noticed brilliant people weren’t applying engineering principles to their own lives. So I created a model: health, wealth, and love. Health includes physical, mental, emotional, and spiritual. Wealth is how you earn, how profitable it is, if it’s sustainable, and where you invest. Love includes relationships with your partner, family, team, clients, and mentors. If you’re top 1% in each of those, you’re one in a million.

Harley Green:
What other patterns have you noticed in individuals and teams that limit growth?

Alan Lazaros:
I’ve crossed 10,000 hours of coaching, training, and podcasting. I’ve worked with people across the world and noticed most people are afraid of one of two things—or both: failure and success. Everyone knows fear of failure. But fear of success is more subtle and just as powerful.

Some people are great at success but struggle with relationships. Others are great at relationships but avoid systems and discipline. My business partner Kevin is the people person; I’m the engineer. He once rated my intimidation score a 9.5 out of 10. Direct communication, high standards, and deep knowledge can be intimidating.

Success often means you outgrow your circle. Compliments go down, rocks go up. You’re either afraid of failure or success, and both keep you stuck.

Harley Green:
What advice would you give to someone trying to build consistency?

Alan Lazaros:
Start by checking your self-belief. You need to believe it’s possible, that it’s possible for you, and that it will be worth it. Our podcast has over 2,000 episodes. That takes massive belief.

Kevin struggled with self-belief but had humility. I had belief but had to develop humility. You need both to succeed long term.

Harley Green:
How do you define peak performance, and why is it so important for leaders?

Alan Lazaros:
Peak performance is about finding the optimal point—like an upside-down horseshoe on a graph. Too little or too much effort both reduce performance. Life is about making the optimal decision at the right time.

In business, that means being in a peak state when it matters. Everything in life is built on statistical probabilities. Most leaders fail because they don’t understand themselves, others, or how to make optimal decisions.

Harley Green:
You teach people to stay optimized without overcomplicating things. What are some practical systems they can use?

Alan Lazaros:
I use something called the P3 Target. Everyone on my team has one. It’s a target with three levels: P1, P2, P3. For me: coaching, training, and podcasting. These are my “glass balls.” If I drop anything, it won’t be those.

We also track time in four columns: date, time in minutes, what you accomplished, and which priority it maps to. This helps align effort with values.

Harley Green:
With everything people are managing—business, family, health—how do you stay aligned and avoid overwhelm? And where does executive support come in?

Alan Lazaros:
I have an executive admin named Laura. Her #1 priority is saving me time. Our leadership team all has clear top priorities and defined roles.

We use the DRI (Directly Responsible Individual) system from Apple. Everyone owns outcomes. Leadership is the hardest thing in business. I once had a 24-person team; now it’s 18. That cut wasn’t fun but necessary.

Ultimately, you need a team. But more importantly, you need to be the most aware, skilled, and resourceful person in the room to lead effectively.

Harley Green:
Alan, you’ve shared incredible insights. How can people connect with you?

Alan Lazaros:
Thank you. If you have humility, work ethic, and a love for personal development, you’ll love Next Level University. Google us or search the podcast on any platform. I’m also on Instagram, Facebook, and LinkedIn. If you’re seeking big rewards for minimal effort, don’t reach out. We work with strivers, not arrivers.

Harley Green:
Perfect. For those watching or listening, if you got value from this episode, hit like and subscribe so you don’t miss future strategies to help you scale smarter. And if you know a business owner who could use this, share it with them.

Thanks for tuning in. See you next time.

Scaling with Intention: Insights from the Executive Edge Panel on Hiring for Strategic Growth

by faye.eScale Smart, Grow Fast PodcastPosted on Comments are Disabled

Scaling with Intention: Insights from the Executive Edge Panel on Hiring for Strategic Growth

In today’s fast-moving business landscape, hiring isn’t just about adding bodies—it’s about building impact. That was the central theme of our Executive Edge panel, hosted by Workergenix founder and CEO, Harley Green. This dynamic session brought together an elite lineup of business leaders to explore the often-misunderstood art of hiring with strategy, purpose, and long-term vision.

Preferred listening on the go? Catch the full podcast episode on Spotify and Apple Podcasts.

Meet the Panel

The June edition featured powerhouse panelists with deep experience in operations, team-building, and scalable business strategy:

Each guest shared their unfiltered insights on when to hire, how to delegate without abdicating, and what it truly takes to scale without burnout.

The Myth of “More People = More Progress”

Harley kicked things off by challenging a common myth: that hiring more people automatically leads to more output. Susan Fennema was quick to point out that without systems and structure, more team members can lead to confusion, not productivity. Clay Posey shared a vivid story from his early career, cautioning against the “military math” of assuming 200 workers can accomplish a 200-hour job in one hour. As he emphasized, each new hire introduces complexity and potential inefficiencies if not integrated with intention.

Stories of Game-Changing Hires

Each panelist shared a story of a single hire that transformed their business. For Susan, it was a part-time virtual assistant who evolved into her full-time Director of Operations—and future successor. Jason Rosado recounted how helping a client hire a project manager doubled their revenue and cut work hours in half. Mike Slinker highlighted the essential difference between visionary leaders and tactical implementers, explaining how hiring a strategic executor turned a high-growth church organization around.

Clay emphasized the leap of faith (and data) required to hire a manager before the chaos hits. His early-year hire freed him up for business development and helped match the company’s entire prior-year revenue by mid-year.

Where to Start: Ops, Sales, or Admin?

There was a healthy debate on where founders should begin scaling. Susan recommends getting out of day-to-day operations first, especially for small businesses. Jason focuses on aligning the owner’s strengths and passion with their role and building the org chart around that. The consensus? Every founder’s path is different, but clarity on your unique value is non-negotiable.

Hiring Fails & Lessons Learned

No panel on hiring would be complete without talking about what not to do. Clay shared a painful (but valuable) lesson about hiring without clear systems. Jason stressed the need for two-way interviews, encouraging founders to ask tough, disqualifying questions to reveal fit. Mike urged business owners to recognize the art of interviewing, and Susan warned about mixing business with family without a clear exit.

Knowing When It’s Time to Hire

The panel closed with actionable frameworks for recognizing when it’s time to bring someone in. Jason shared how he uses vision-based planning and energy coaching to help clients tune into their internal compass. Susan and Clay emphasized data and financial forecasting. Mike introduced a “rubber band” analogy—watching for stretch and stress as signals that your team’s capacity is maxed out.

Final Takeaways

If there’s one thing this panel made clear, it’s that hiring is never just about filling a role. It’s about aligning vision, values, and capacity to drive the business forward. When done right, a single hire can transform a company’s culture, revenue, and trajectory.

Let’s build the team that brings your vision to life.
Book a free strategy call here.

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Transcript

Harley Green:
Welcome, everyone. I’m Harley Green, founder and CEO of Workergenix, where we help executives and leadership teams stay focused on high-impact activities by delegating the rest to highly skilled, AI-leveraged Ultimate Executive Assistants. I’m thrilled to moderate today’s Executive Edge live panel with a group of powerhouse leaders who understand that hiring should be about strategic impact, not just headcount.

Our panelists include:

  • Clay Posey, CEO and founder of Clearbox Strategies, with over 30 years of experience in data-driven growth strategy and scalable team building.
  • Susan Fennema, CEO and founder of Beyond the Chaos, is an operations expert helping business owners escape the weeds through strategic support hires.
  • Mike Slinker, CEO of Tennessee Memories and founder of Slinker Consulting, is a visionary who has built value-driven teams across industries.
  • And joining us shortly will be Jason Rosado, founder of Distinctive Coaching for Business Success.

Let’s jump right in.

Why Do Leaders Think More People = More Progress?

Susan Fennema:
Often, leaders feel overwhelmed and assume hiring more people is the solution. But that doesn’t always address the root problem. It adds overhead and interpersonal complexity, and without strategic clarity, more people won’t solve the issue.

Mike Slinker:
Many leaders equate headcount with productivity. But real progress lies at the intersection of vision and execution. It’s about finding the right implementers to match your vision, not just more hands.

Clay Posey:
This reminds me of my first job under a retired Marine Colonel. He joked that if a project needed 200 hours, a general would say, “Great, bring 200 men and do it in an hour.” But adding people doesn’t linearly increase productivity. There’s overhead, training, and diminishing returns.

Jason Rosado:
People think hiring is a way to duplicate themselves. It sounds easy in theory, but it’s complex in practice. If not done right, you create more work, not less.

Turning Points: Stories of a Key Hire

Mike Slinker:
While serving as Executive Pastor at a large church, the lead pastor had vision but lacked tactical execution. My role became about implementing systems so ministry directors could align with that vision. It reinforced how critical it is to support visionary leaders with operational strength.

Susan Fennema:
A few years ago, I hired a part-time VA who is now my full-time Director of Operations and right-hand. Her growth has been remarkable. When you hire someone aligned with your values and culture, they become a true extension of you.

Jason Rosado:
A client of mine, Andrew, had a team but was doing 70-hour weeks because he didn’t trust them. We reorganized his structure and hired a project manager to act as a buffer between him, his team, and clients. Within six months, he doubled his revenue and cut his hours in half. That one hire changed everything.

Clay Posey:
Hiring a Head of Operations this past January was pivotal. Even though she’s still ramping up, we’ve already matched last year’s revenue halfway through this year. That hire freed me to focus on business development, and it’s paid off tremendously.

Where Should You Start When Building Support Teams?

Susan Fennema:
Start by removing the owner from operations. Focus on sales, finance, and strategic oversight. Outsource marketing early if possible, and use fractional or part-time hires. You don’t need a full-time COO at $250k; there are more scalable ways to get help.

Jason Rosado:
Start with the owner’s passion. What do they love? What brings ROI? Then outsource or delegate the rest. I even have my clients create a job posting for themselves to define their dream role. From there, we build around them.

Mike Slinker:
You must assign a value to each role. Understand who brings the most value to each function and align hires accordingly.

Clay Posey:
Remember to delegate, not abdicate. Culture starts with the founder. Define and measure it. Whether you’re hiring locally or globally, instill your values and maintain quality control.

Hiring Fails and How to Avoid Them

Clay Posey:
The E-Myth by Michael Gerber taught me the importance of building systems before hiring. Clear roles and expectations are critical. I’ve made mistakes by hiring without defining responsibilities, and it led to failure for everyone involved.

Jason Rosado:
Most interviews are two people selling to each other. I teach a “two-way interview” process, where both sides explore potential mismatches. Ask tough questions like, “Why might this role not work for you?” It leads to better hires and fewer surprises.

Mike Slinker:
Interviewing is a skill. If you’re not good at it, hire someone who is. Otherwise, you’ll make hiring mistakes that could cost you dearly.

Susan Fennema:
Avoid hiring family unless you’re clear about how it ends. If you can’t fire someone, you probably shouldn’t hire them. Set expectations from day one, even with friends or relatives.

What Do You Do Now Before Making a Key Hire?

Susan Fennema:
I run the numbers rigorously. Once, I hired someone hoping revenue would match. It didn’t, and I had to part ways. Now, I consider what happens if projections fall short.

Clay Posey:
I ask candidates to reflect on their budgets. Not share them with me, but to be honest with themselves. If they’re taking the job but can’t cover their expenses, it won’t end well.

Mike Slinker:
Pay-for-performance agreements keep both sides aligned. They encourage results while managing cost and motivation.

Jason Rosado:
Be cautious about asking too much. Budget questions might border on legal gray areas. Help new hires plan financially, but don’t overstep.

When Is It Time to Hire?

Jason Rosado:
Map out where you want to be in a year, then work backward. Build a hiring timeline based on business goals, capacity, and stress levels. Factor in emotional blocks too, fear often clouds judgment.

Susan Fennema:
Treat hiring as a last resort. Start with automation, outsourcing, and part-time support. People are your most expensive resource, and drama often follows them.

Mike Slinker:
Use the “rubber band” analogy. If a team is stretched to the max, it’s about to snap. Don’t wait for burnout. Build margin early to support healthy growth.

Clay Posey:
I forecast hiring needs based on our pipeline and metrics. If I know I’ll need someone by August, I start hiring in June to allow ramp-up time. Data-driven hiring protects your team and ensures quality delivery.

Closing Thoughts & How to Connect

Mike Slinker:
Reach me directly at 615-738-8883. Happy to connect.

Jason Rosado:
I offer a free organizational structure and revenue growth assessment. Text “assessment” to 773-829-1276 to schedule.

Clay Posey:
Visit clearboxstrategies.com to book a time with me. We help with planning, growth, marketing, and automation.

Susan Fennema:
Check out beyondthechaos.biz/operations-audit for a free operations audit. Let’s talk about getting you out of the day-to-day.

Harley Green:
Thanks to all our amazing panelists. If you enjoyed this, I invite you to our free masterclass, Delegate to Dominate, where I show you how to reclaim 15–30 hours a week with strategic support. Visit workergenix.com/bonus-masterclass for access and a special offer. Thanks for joining us—see you at the next Executive Edge live session!

Scaling Without the Burnout: Andy Reinhold’s No-Hustle Blueprint for Business Owners

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Scaling Without the Burnout: Andy Reinhold’s No-Hustle Blueprint for Business Owners

 In the latest episode of the Scale Smart Grow Fast podcast, we welcomed Andy Reinhold, founder of Studio Spark and former Deloitte executive turned automation strategist. Andy shared a deeply personal journey—from burning out in corporate life to overcoming cancer—and how these experiences inspired his no-hustle approach to entrepreneurship. If you’re a solopreneur or small business owner juggling growth with sanity, this is your roadmap.

Preferred listening on the go? Catch the full podcast episode on Spotify and Apple Podcasts.

1. Redefining Success Post-Burnout

After managing $55M in corporate projects, Andy realized that health and happiness are non-negotiable. Therapy and values-based decision-making helped him pivot toward building a business aligned with freedom, authenticity, and self-care.

2. Designing a Business That Fits Your Life

Using frameworks like Designing Your Life by Stanford professors Burnett and Evans, Andy helps clients create “Odyssey Plans” for their businesses—clear five-year visions that prioritize both financial goals and personal fulfillment.

3. The Studio Spark 12-Step Framework

Andy walks clients through a comprehensive system that includes values alignment, capacity and revenue math, offer refinement, and automation. His approach balances strategy with soul—building businesses people are proud of, not burned out by.

4. Smart Automation: Amplify, Don’t Replace

For teams running lean, Andy recommends starting with content creation and lead generation. By pairing AI with virtual assistants, small teams can operate with the efficiency of enterprise-level businesses, without losing their personal touch.

5. The Mindset Shift That Changes Everything

“Will I be happy with how I lived when it’s all said and done?” This question drives Andy’s choices today. His advice to overwhelmed founders: align decisions with your values, invest in what truly matters, and use technology to amplify—not override—your humanity.

Final Thoughts:
 Andy Reinhold’s no-hustle blueprint is a timely reminder that scaling smart doesn’t mean sacrificing your well-being. For business owners striving to do more with less, his mix of automation, strategy, and self-awareness is a masterclass in sustainable growth.

Connect with Andy:
 Visit Studio Spark to explore Andy’s frameworks, tools, and community.

Ready to Scale Smarter?
 If you’re inspired by Andy’s approach and wondering how you can apply these principles in your business, let’s talk. At Workergenix, we specialize in helping founders and lean teams scale with strategy, systems, and smart delegation.

👉 Schedule your free discovery call today and take the first step toward a business that grows without grinding you down. Book a call now!

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 Why Most Leaders Struggle to Scale—and What to Do Instead

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 Why Most Leaders Struggle to Scale—and What to Do Instead

Despite their relentless effort, many leaders find themselves stuck.

The problem isn’t laziness—it’s focus. In our latest episode of Scale Smart Grow Fast, host Harley Green sits down with leadership strategist Liz Weber to explore why even the most dedicated leaders can stall growth—and how to fix it.

Listen to the full conversation on your favorite platform:
[Spotify] | [Apple Podcasts]

1. Stop Doing What You Were Good At

One of Liz’s most eye-opening insights? Many executives are still doing tasks from previous roles—tasks they were once praised for. But those habits now limit their impact. To scale effectively, leaders must evaluate what to stop, start, and delegate based on their current level—not their comfort zone.

2. Use the ‘Zoom Room Test’ to Diagnose Culture Issues

If the vibe in a meeting shifts when the CEO enters, there’s a deeper problem. Liz calls it the “Zoom Room Test”—a simple way to assess whether your team feels safe giving feedback and sharing ideas. High-performance cultures don’t shift with hierarchy—they thrive on openness.

3. Feedback Is Fuel—Not Fire

Too often, feedback is sporadic or fear-based. Liz emphasizes the need to build systems and habits that normalize two-way feedback. This not only boosts morale—it’s a cornerstone of retention in today’s tight labor market.

4. Strategic Planning Isn’t Bureaucracy—it’s Leverage

When done right, strategy isn’t just a plan—it’s momentum. Liz advises clients to create clear 30- to 90-day priorities that cascade across departments. Without alignment, teams work in silos. With it, they build exponential momentum.

5. Don’t Fear AI—Leverage It

Digital transformation starts with mindset. Liz challenges leaders to reframe AI not as a threat, but as a force multiplier. Many already use it (think: smart assistants), but don’t call it AI. Getting comfortable with automation is now table stakes for growth.

Whether you’re leading a startup or steering a legacy firm through change, one thing is clear: your leadership must evolve as fast as your business.

👉 Ready to shift your focus, align your team, and delegate like a pro?

Schedule a discovery call with Workergenix today and start scaling smarter.

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Marketing Isn’t Broken—It’s Misunderstood

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Marketing Isn’t Broken—It’s Misunderstood

In today’s crowded digital space, marketing fatigue is real. You’re pouring effort into campaigns, chasing leads, and tweaking CTAs—but still not seeing the ROI you hoped for. The problem? Your marketing is likely rooted in logic, not behavioral science.

In our latest Scale Smart, Grow Fast podcast episode, Harley spoke with Gee Ranasinha, CEO of Kexino and behavioral marketing expert. His message was clear: Marketing fails not because it’s broken—but because it forgets how people actually buy.

Listen to the full conversation on your favorite platform:
[Spotify] | [Apple Podcasts]

🧠 System 1 vs. System 2: Why Emotion Wins

Gee explains that effective marketing must appeal to both fast, emotional thinking (system 1) and slower, rational decision-making (system 2). Most campaigns today over-index on logic and under-deliver on emotional resonance.

Think of your strongest memories—they’re tied to emotion. That’s how branding works too.

🎯 The 95-5 Rule: A New Lens on ROI

Only 5% of your audience is actively ready to buy. The other 95%? They’re passively absorbing brand signals. The lesson? Stop focusing all your effort on the “right now” buyer. Build memory structures with brand awareness so you’re top-of-mind when that 95% enters the market.

🔻 Bland Marketing Is the New Epidemic

AI-generated content is making everything look the same. Gee warns that in a sea of sameness, brands that zag while others zig will win. If you don’t stand out, you’re just helping your competitors by reinforcing their message.

📈 The Real Job of Marketing

Marketing isn’t just about features and funnels—it’s about emotional positioning and psychological relevance. When you blend empathy with strategy, your marketing doesn’t just attract. It sticks.

👤 Connect with Gee: https://www.linkedin.com/in/ranasinha/
 🌐 Learn more at: https://kexino.com

🔹 Want to market with impact—and lead with clarity?


Stop chasing tactics and start focusing on what works. Our AI-powered executive assistants at Workergenix help optimize your routines and free up your mind for high-level strategy and growth.

Schedule a discovery call to shift from marketing guesswork to strategies that truly resonate and convert.

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6 Habits Every CEO Needs to Scale Without Burnout

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6 Habits Every CEO Needs to Scale Without Burnout

Scaling a business isn’t about grinding harder—it’s about leading smarter. In this episode of Scale Smart Grow Fast, operations strategist and host of the CEO Amplify podcast, Donna Dube, breaks down six powerful habits that help business owners step into true CEO mode, reclaim their time, and grow sustainably.

Listen to the full conversation on your favorite platform:
[Spotify] | [Apple Podcasts]

1. Protect Your CEO Power Hour

Set aside one non-negotiable hour each week to review metrics, define top priorities, and align your calendar accordingly. This ritual turns reactive chaos into proactive leadership.

2. Know the Difference: Maintenance vs. Growth

Maintenance tasks (bookkeeping, social posts, admin work) keep the wheels turning. Growth tasks (sales, partnerships, visibility) drive revenue. Your calendar should reflect that difference—with you focused on growth.

3. Measure Your Time ROI with the CEO Score

Determine your ideal revenue goal, divide it by the weeks you’ll work, and assign values to your tasks. The goal? Spend more time in $1K and $10K-level activities—not $10 jobs.

4. Start Delegating Before You Feel Ready

Even if you’re bootstrapping, you can start small. Audit your tasks to eliminate what’s unnecessary, automate what you can, and delegate what requires a human touch. Five hours a week can make a massive difference.

5. Trust Through Systems, Not Guesswork

Document key processes, provide clear expectations, and let your team run with it—even if it’s 80% “your way.” Progress beats perfection every time.

6. Build Scalable Systems

Your business needs 3 core systems: Marketing, Sales, and Client Delivery. Create rinse-and-repeat workflows with templates, assets, and checklists to reduce friction and grow with ease.

“If you insist on doing everything yourself, you’re also agreeing to stay where you are.” – Donna Dube

📥 Download Donna’s CEO Power Hour Playbook: https://ceoamplify.ca

🔹 Want to Multiply Your Energy—and Scale Without Burnout?
You don’t have to do it all. Workergenix executive assistants help streamline your tasks, protect your CEO time, and keep your growth systems running—so you can focus on what truly moves the needle.

Schedule a discovery call to reclaim your time, delegate smarter, and scale without burnout.

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From Hustling to Scaling: How Betsy Pepine Built 6+ Businesses Without Burning Out

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From Hustling to Scaling: How Betsy Pepine Built 6+ Businesses Without Burning Out

What if the key to scaling your business wasn’t working harder—but choosing what only you should be doing?

That’s exactly what Betsy Pepine, founder of Pepine Realty, shared on the Scale Smart, Grow Fast podcast. She didn’t just build a successful real estate brokerage—she launched multiple complementary businesses including title, mortgage, property management, a real estate school, and a nonprofit.

Her secret? Letting go of the how, and finding the right who.

Listen to the full conversation on your favorite platform: [Spotify] | [Apple Podcasts]

🎯 Key Takeaways:

1. Start Where You Know, Then Build Out

Betsy expanded into services that aligned with her core business—title, mortgage, property management—not random ventures. Each business solved a specific need for her existing clients and agents.

2. Embrace the ‘Who Not How’ Mindset

Instead of doing everything herself (as many entrepreneurs do), Betsy shifted her focus:

“There are people who love to do what I don’t like to do. That changed everything.”

She stopped trying to master every role and started hiring people who already thrived in those areas.

3. Hire Before You’re Desperate

Waiting until you’re overwhelmed to bring in help is a recipe for burnout. Betsy recommends proactively forecasting hiring needs each quarter—especially for roles like executive assistants or operators.

4. Culture Is Strategy

From personalized recognition to peer-to-peer shoutouts using tools like Motivocity, Betsy has built a workplace culture that retains top talent. Core values like growth mindset and family are deeply woven into daily operations.

5. Let Go to Grow

Stepping out of daily operations wasn’t easy—Betsy admits to emotional challenges and team turnover. But putting an operator in place gave her the space to focus on vision, strategy, and doing what she loves. Her advice?

“Do a time audit. Hand off what doesn’t bring you joy or align with your strengths.”

📚 Recommended Resources:

  • Who Not How – Dan Sullivan & Ben Hardy
  • 10x Is Easier Than 2x – Dan Sullivan & Ben Hardy
  • Traction – Gino Wickman
  • Scaling Up – Verne Harnish
  • Groups like EO and Vistage

🔹 Want to scale smarter?
You don’t have to build your business alone. Our AI-leveraged executive assistants at Workergenix help you delegate the busywork, streamline operations, and stay focused on what truly drives growth—your vision.

Schedule a free discovery call and take the first step toward building a high-performing team and a business that runs without burning you out.

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Want to Scale Smarter? Start With Your Metabolism

by Harley GreenScale Smart, Grow Fast PodcastPosted on Comments are Disabled

Want to Scale Smarter? Start With Your Metabolism

If you’re constantly chasing more productivity, clearer thinking, and stronger leadership—your calendar isn’t the first place to look. It’s your metabolism.

On the Scale Smart, Grow Fast podcast, fitness and performance coach Nate Palmer dropped a game-changing truth: your energy is your greatest scaling tool. And it’s built in the first hour of your day.

Listen to the full conversation on your favorite platform:
[Spotify] | [Apple Podcasts]

Here’s the problem:

Most entrepreneurs push health to the back burner. They think fitness costs too much time. Nate disagrees—and proves the opposite. When your body performs at a high level, so does your business. Period.

The Energy-First Framework

Nate coaches high-performing founders using his Million Dollar Body Method. It’s simple, repeatable, and designed for people who don’t want to track calories or live in the gym. Here’s the foundation:

1. Rethink Breakfast
Skip the sugar spikes and start your day with protein + healthy fats. A low-carb, high-protein breakfast helps stabilize blood sugar and eliminate that mid-afternoon crash. (Think whey protein shake + peanut butter instead of oats or cereal.)

2. Win Your First 10 Minutes
Nate’s 4-minute routine to boost metabolism, mindset, and momentum:

  • Big glass of water
  • 60 seconds of movement (jumping jacks, bike, etc.)
  • One gratitude message
  • 10 deep breaths

It’s not about optimization. It’s about ownership.

3. Shift Your Identity
Tired of starting and stopping? Nate emphasizes identity over motivation. You don’t need to “get motivated.” You need to become the kind of person who does what they say they will. Start small. Build trust with yourself.

4. Drop the All-or-Nothing Thinking
You don’t need a cold plunge, a sauna, and a 90-minute workout. You need momentum. Walking, sleeping better, eating smarter—these aren’t fluff. They’re the fundamentals.

Why It Matters for Founders

When you feel good in your body, everything else sharpens. Sales calls. Team meetings. Strategic thinking. And yes, even how you show up at home.

The reality? Energy isn’t optional—it’s your edge.

Want to Multiply Your Energy—and Free Up Your Time?

You don’t need to do this alone. Our AI-leveraged executive assistants at Workergenix can help manage your meals, habits, routines, and even track your goals while you focus on leading.

Schedule a Discovery Call to delegate better and operate at your highest level.

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