Are You the Bottleneck Holding Your Business Back?
As your business grows, the same strengths that helped you start it may be the very ones stalling your next level of success. On the latest episode of the Scale Smart, Grow Fast Podcast, Harley Green sits down with Sumit Gupta, serial entrepreneur and strategic leadership coach, to uncover why so many entrepreneurs unknowingly become their company’s biggest bottleneck—and how to break free.
Listen to the full conversation with Sumit Gupta on the Scale Smart, Grow Fast Podcast on your favorite platform and unlock the leadership shifts that will drive your next level of growth. 👉 Spotify | Apple Podcasts
The Hidden Leadership Trap
Sumit shares that 95% of our daily behavior is subconscious or habitual. The leadership habits that got you to $1M in revenue won’t be the ones that get you to $5M, $10M, or beyond. Growth demands new leadership behaviors—and if you’re feeling stuck, it’s often because you haven’t upgraded your leadership operating system.
Biggest blind spots entrepreneurs face:
Acting like the expert instead of building a team that can operate independently.
Overworking instead of strategically delegating.
Hesitating to hire strong leaders because of control or trust issues.
The Mindset Shift That Changes Everything
If your growth has plateaued, you are likely part of the problem—but that’s not a bad thing. It means you have control to change it. Sumit’s advice is to stop asking, “How do I fix this?” and start asking, “Who can help me fix this?”
Strategic delegation isn’t about giving up control—it’s about amplifying your impact.
The Importance of Slowing Down
One powerful tactic Sumit shares: Pause and breathe. Taking intentional pauses helps leaders listen better, think more clearly, and create space for courageous conversations—something most businesses desperately need to grow.
When you slow down, you become a better listener, spot hidden opportunities, and create a culture where problems are addressed early—before they become emergencies.
Building an Organization That Scales Without You
As you grow, your real job shifts from building products or services to building the organization itself. That means focusing on:
Hiring for both skill and shared values.
Empowering people to innovate—not just follow orders.
Creating systems that allow the business to thrive without micromanagement.
Bottom line: To scale smart, you must evolve from expert to strategic leader—and that starts with working on yourself as much as you work on your business.
Ready to free yourself from bottlenecks and finally scale with less stress and more impact? Schedule a quick discovery call with us today and see how the right support can transform your growth.
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Can Leadership Behaviors Transform Your Business Success?
As a business owner or entrepreneur, you’re likely no stranger to the hustle. From managing operations to making big decisions, you’re wearing multiple hats every single day. But here’s the question: are you leading your team effectively, or are you just managing tasks? The difference is crucial, and mastering the art of leadership can take your business to new heights.
In a recent episode of the Workergenix Mastermind Podcast, leadership expert Adam Malone shared his insights on the five key behaviors that help leaders create resilient teams, foster trust, and achieve long-term success. Below, we’ll break down these transformative principles to help you rethink the way you approach leadership in your organization.
1. Show Up Authentically
Leadership starts with being real. When you’re transparent and honest, you build trust with your team. This doesn’t mean you have to overshare, but it does mean being upfront about challenges and decisions.
For instance, if a project is going to require extra time and effort, acknowledge it. Tell your team why the hard work is worth it and how it aligns with your business goals. Authenticity encourages buy-in and helps your team feel valued, not dictated to.
2. Share Logical Thought Processes
Leaders often make decisions in isolation, leaving their teams wondering about the “why” behind the “what.” Sharing your reasoning creates clarity and trust.
When you explain how you arrived at a decision, you not only empower your team to think critically but also enable them to make better decisions on their own. Over time, they’ll start to think like you, building a stronger foundation for your business.
3. Ask Better Questions
Curiosity isn’t just for kids—it’s an essential leadership skill. By asking thoughtful, open-ended questions, you can uncover hidden opportunities and foster innovative thinking.
For example, instead of asking, “Did this task get done?” try asking, “How can we improve this process for better results next time?” This encourages your team to think about the bigger picture, paving the way for continuous improvement and collaboration.
4. Create a Culture of Feedback
Feedback shouldn’t just come during annual reviews—it should be an ongoing dialogue. The key is to make feedback positive and expected, not something that creates anxiety.
Start by praising what’s working well, then gently address areas for improvement. For example, if a team member completes a project, don’t just say “Good job.” Highlight what they did well and ask for their input on how the process can improve. Over time, this creates a feedback loop that fosters growth and accountability.
5. Embrace “Yes, And” Thinking
Inspired by improv comedy, the “Yes, And” approach involves building on ideas rather than shutting them down. When a team member proposes a change or an idea, instead of saying “No,” respond with, “Yes, and here’s how we can take it further.”
This mindset keeps conversations constructive and opens the door to collaboration. It’s a powerful way to encourage innovation while maintaining clear expectations.
Bonus Tip: Build Empathy Through Connection
Trust is built on three pillars: logic, authenticity, and empathy. Leaders often focus on the first two but neglect empathy. Take time to understand your team members’ perspectives and motivations. Whether it’s through one-on-one conversations or team meetings, creating space for empathy fosters a more connected and resilient team.
The Ripple Effect of Leadership
The benefits of adopting these leadership behaviors extend beyond your immediate team. By fostering trust, encouraging open communication, and building a culture of growth, you’re creating a business that doesn’t just survive—it thrives. As Adam Malone shared, these small daily behaviors have a compounding effect, building a foundation for long-term success.
Ready to Transform Your Leadership Style?
Great leadership isn’t about making sweeping changes overnight. It’s about implementing consistent behaviors that align with your vision and values. Start by showing up authentically, sharing your thought process, asking better questions, creating a feedback culture, and embracing “Yes, And” thinking.
As Adam put it, these behaviors don’t just improve your team’s performance—they create a business that can grow without you, giving you the freedom to focus on what matters most. So, which behavior will you adopt first?
Listen to the full podcast episode with Adam, available now:
Harley Green: Welcome to the Workergenix Mastermind. Today, we have a special leadership expert, Adam Malone, who will share key strategies and behaviors that leaders can employ to achieve greater success in the new year. Adam is a leadership consultant, corporate keynote speaker, and father of five, known as the “Tenacious Operator.” After a 20-year corporate career and 17 years at one company, where he rose from analyst to VP, Adam left in 2024 to pursue his passion for helping high performers become great leaders of resilient teams.
This is a perfect opportunity for everyone making changes and resolutions to learn how to become better leaders in the coming year. Adam, welcome to the podcast. How are you?
Adam Malone: I’m great, Harley. Thanks for having me.
Harley Green: What led you to transition from being a VP in the corporate world to helping leaders be better leaders?
Adam Malone: About seven or eight years ago, I transitioned into an operations role, managing the supply chain group. I owned the relationship with Apple, which was significant. I worked long hours, traveled frequently, and it began to wear me down.
One Friday, after a long trip to Manila, I returned home only to board another flight to San Francisco on Monday. I was exhausted and not feeling well. Sitting on the plane, I had a realization—I couldn’t keep living this way. I wanted to see my kids more and improve my marriage, which was okay but could have been better. It became clear that I needed to make a change, not just for myself but for my family.
It wasn’t enough for me to excel individually. I needed to build a resilient team. It had to shift from being about what I could personally accomplish to what the team could achieve collectively. That moment changed my perspective and sparked my journey into leadership development.
Harley Green: Many entrepreneurs and business professionals think they can solve problems by working harder, but the truth is, we need a team to achieve our goals. It takes leadership to build that team.
Adam Malone: Exactly. Entrepreneurs often face the challenge of feeling like no one else can do the job better. The instinct to do everything ourselves is strong, but we need to ask: Is being the best person for the task the right metric for whether or not we should do it?
Harley Green: I remember hearing the saying, “Good enough is perfect.” Sometimes perfection isn’t necessary, and striving for it can cost too much time and energy. How do you help leaders understand this balance between perfection and delegation?
Adam Malone: I often use the phrase, “Do we need perfection, or do we need good enough?” Many times, achieving 70-80% of the result is sufficient. I encourage leaders to consider the additional effort required to get to 90% or 100% and ask if the outcome justifies that cost.
For leaders, it’s also about letting go. Yes, you might do the task faster or better, but it’s often better to delegate, even if the result isn’t perfect. The extra time you gain can be invested in higher-value activities or simply resting to recharge for future challenges.
Harley Green: That makes a lot of sense. Beyond time, there’s also the opportunity cost. Spending time on one task means you’re not focusing on other priorities.
Adam Malone: Absolutely. I ask leaders, “Will your involvement in a particular task change the outcome significantly? Could you spend that time on something more impactful?” Sometimes, the best use of that time is resting or recharging so you’re prepared for the next big challenge.
Harley Green: It’s interesting that you mentioned rest. Often, leaders push themselves to the brink without recognizing the importance of recovery.
Adam Malone: Exactly. Rest is an investment in resilience. It’s about pacing yourself and your team for long-term success.
Harley Green: You’ve shared some great insights so far. I know one of the main focuses today is the five key behaviors that leaders can implement daily. Let’s dive into those.
Adam Malone: Absolutely. The first behavior is showing up authentically. Your team needs to trust you, and trust starts with being transparent. Share your thoughts openly, acknowledge challenges, and be honest about what you expect.
For example, when asking your team to tackle a tough task, acknowledge the difficulty upfront. Saying, “I know this is going to be challenging, but here’s why it’s important,” builds trust and shows authenticity.
Harley Green: That’s a great point. I’ve seen firsthand how authenticity can rally a team. What’s the second key behavior?
Adam Malone: The second is sharing your logical thought process. When leaders explain why they made a decision, it builds trust and helps the team learn to think like them. This is especially important if you want your business to thrive without your constant involvement.
Engage your team in the decision-making process by explaining your logic and asking for their input. This not only builds trust but also creates opportunities for improvement.
Harley Green: That ties into empowering your team to think critically and contribute meaningfully.
Adam Malone: Exactly. The third behavior is asking better questions. This means asking open-ended, thoughtful questions that encourage dialogue. For example, instead of saying, “Why didn’t you do this differently?” you could ask, “How do you think this fits into the broader process?”
These questions help team members think beyond their immediate tasks and identify areas for improvement.
Harley Green: I love how asking the right questions can serve as both feedback and training for the team. What’s the fourth behavior?
Adam Malone: The fourth is creating a culture of feedback. Feedback shouldn’t be something people dread—it should be a natural and mostly positive part of your workplace culture.
Give constructive feedback regularly, but focus primarily on positive reinforcement. Celebrate what your team does well, and use feedback to build trust and encourage growth.
Harley Green: We’ve implemented a feedback system in our task management software, where tasks are marked as “Needs Feedback” before being completed. It ensures feedback becomes part of our process, and it’s been incredibly helpful.
Adam Malone: That’s a great idea. Systems like that create a natural expectation of feedback and encourage continuous improvement.
Harley Green: What’s the final key behavior?
Adam Malone: The fifth is practicing “Yes, and…”. This concept, borrowed from improv comedy, involves building on ideas rather than shutting them down. For example, if a team member suggests a change, instead of saying, “No, we’ve always done it this way,” say, “Yes, and if we make this change, we also need to ensure we maintain these non-negotiables.”
This approach fosters creativity and collaboration while maintaining structure and accountability.
Harley Green: I can see how that would create a positive, innovative environment.
Adam Malone: It does. It encourages your team to bring ideas forward, knowing they’ll be considered and built upon rather than dismissed.
Harley Green: This has been an incredible conversation. For those who want to learn more or connect with you, what’s the best way to reach you?
Adam Malone: The best way is to text 33777 with the keyword “operator.” You’ll receive free leadership resources and be added to my newsletter, where I share weekly tips and insights. You can also connect with me on LinkedIn—just look for my black-and-white photo with a microphone.
Harley Green: Adam, thank you so much for sharing your expertise today.
Adam Malone: It’s been my pleasure. Thanks for having me.
Are You Failing Your Team? How to Recognize and Address Leadership Challenges
As a business leader, the success of your team is directly tied to your ability to lead effectively. But what happens when deadlines are missed, tasks pile up, and your team struggles to deliver results? While it’s easy to blame external factors or even the team itself, the root cause might be closer than you think—it could be you.
In this post, we’ll explore actionable insights shared by leadership expert Jennifer Conaway on the Workergenix Mastermind Podcast. Jennifer delves into the signs that indicate leadership issues, common mistakes business owners make, and practical steps to build a stronger, more effective team.
Recognizing the Signs of Leadership Challenges
Jennifer identifies three red flags that indicate leadership may be the issue:
Recurring Hiring Issues – If you consistently find yourself saying, “This person doesn’t understand my voice,” or “They’re not delivering what I expected,” the problem might not be the hire—it could be the hiring process or your communication. Leaders must examine their expectations, hiring practices, and onboarding strategies to ensure clarity and alignment.
Becoming a One-Person Bottleneck – Are tasks consistently delayed because they’re waiting on you? A leader who can’t delegate or prioritize effectively creates unnecessary chaos. This doesn’t just hinder progress but also demoralizes the team.
Blaming the Team for Mistakes – If every misstep is framed as a failure on the team’s part, it’s time for a reality check. Leaders who fail to take responsibility erode trust and undermine morale, leading to disengagement and even turnover.
Actionable Strategies to Improve Leadership
Once you’ve identified the challenges, it’s time to take action. Jennifer outlines these steps to help business owners turn things around:
Evaluate and Delegate Tasks
Not every task on your to-do list needs to be done by you. Assess your responsibilities and determine what can be delegated to capable team members. Trusting your team fosters collaboration and frees you to focus on high-value leadership activities.
Streamline Your Workload
Many leaders face overwhelm from a bloated task list. Jennifer recommends revisiting your list and asking:
Is this task still relevant?
Can it be eliminated or delegated?
Reducing unnecessary tasks clears mental space and allows you to prioritize effectively.
Establish Boundaries to Enhance Focus
Distractions are inevitable, especially when working remotely or managing multiple responsibilities. Jennifer suggests:
Turning off notifications and placing your phone in another room.
Setting clear expectations with your team for uninterrupted work periods.
Using physical or virtual “Do Not Disturb” signs to signal focused work time.
Improve Communication and Set Clear Expectations
Effective communication is the cornerstone of strong leadership. Jennifer recommends using the “Five W’s” for every task:
What: What needs to be done?
When: When is it due?
Why: Why is this task important?
Where: Where will this task or its output be used?
How: How should it be completed?
Including the “why” gives your team context, empowering them to innovate and troubleshoot without constant oversight.
Rebuilding Trust and Accountability
Accountability starts with the leader. Jennifer emphasizes the importance of:
Owning Mistakes: When something goes wrong, instead of pointing fingers, ask, “How can I make my expectations clearer?” This shift fosters trust and a collaborative problem-solving culture.
Encouraging Feedback: Create a safe environment where team members feel comfortable providing honest feedback. Junior employees, in particular, may hesitate to share their thoughts unless explicitly invited to do so.
Preventing Leadership Burnout
Being a leader doesn’t mean doing it all. To prevent burnout, Jennifer highlights the importance of:
Allocating Time for Grounding and Reflection: Take time to prepare mentally before tackling big tasks.
Using Tools to Delegate Effectively: Software like project management platforms can help you track progress without micromanaging.
Leveraging Support: Partner with consultants or coaches to enhance your leadership skills and provide an external perspective.
The Cost of Poor Leadership
Unchecked leadership issues can lead to talented team members leaving. Jennifer warns that high-performing employees will often look for opportunities elsewhere if they feel undervalued or unsupported. Retaining top talent requires creating an environment where team members can thrive and feel respected.
Resources to Become a Better Leader
To help leaders improve, Jennifer offers a free resource called the “Be a Better Boss Starter Pack.” This toolkit includes:
The 10 Commandments for Better Leadership: Daily reminders to guide your leadership approach.
Curated Books and Podcasts: Learn from experts who have successfully navigated similar challenges.
Practical Tips: Actionable advice to implement immediately for long-term impact.
Conclusion
Improving leadership is not just about addressing the struggles of your team; it’s about evolving as a business owner. By recognizing your shortcomings, taking accountability, and implementing Jennifer’s practical strategies, you can transform not only your team’s performance but also your business’s trajectory.
If you’re ready to step into your role as an exceptional leader, start by downloading Jennifer’s Be a Better Boss Starter Pack and begin creating the trust, collaboration, and efficiency your team needs to succeed.
Listen to the full episode of the Workergenix Mastermind Podcast for more actionable insights from Joel Oliver on how to leverage podcasting for business growth
Harley Green Welcome to the Workergenix Mastermind Podcast! Today, we’re joined by Jennifer Conaway from Conscious Business Answers. Jennifer specializes in helping business owners uncover whether their leadership style might be holding their team back. If your projects are constantly delayed or your team seems stuck in chaos, it might not be them—it might be you. Jennifer, thank you for joining us. How are you doing today?
Jennifer Conaway Thank you, Harley. I’m doing great and appreciate the opportunity to be here. How are you?
Harley Green I’m doing well, thank you. Let’s start by diving into your background. What led you to create Conscious Business Answers and focus on helping business leaders improve their team dynamics?
Jennifer Conaway My journey started in a Fortune 100 company where I always felt like a square peg being forced into a round hole. While I struggled to fit into the traditional corporate mold, I was often given out-of-the-box projects. That’s where I discovered the transformative power of data—how presenting it in the right way could shift an entire organization. For someone who initially struggled with math, that was a game-changer.
Eventually, I transitioned into coaching and gained a wealth of experience in online business. I worked with one of the biggest personal development marketers in the country, running her internal mastermind. That role taught me a lot—it was essentially like running a business within a business. However, I noticed a critical gap. While the “business-in-a-box” model worked for many, it didn’t fit everyone, especially heart-led, purpose-driven entrepreneurs with unique needs. I felt the need to step out and create something tailored to those individuals, and that’s how Conscious Business Answers was born.
Harley Green It sounds like you identified a very specific gap and created a solution to address it. So how did you come up with today’s topic—how business owners might unknowingly be failing their teams?
Jennifer Conaway It’s a combination of observations from my previous coaching role and experiences with my current clients. Many business leaders have brilliant ideas and incredible visions, but they’re not taught essential management skills—like conflict resolution, human resources, or even general leadership. Whether it’s managing a single VA or a team of 15 in a multi-six-figure business, the challenges are often the same. I’ve been on both sides of this coin: as part of teams where leadership was lacking and as a leader who had to confront my own shortcomings.
Harley Green That’s so relatable. What are some key red flags or early indicators that a leader might need to reevaluate their approach?
Jennifer Conaway Absolutely. Here are three common signs:
Recurring Hiring Issues: If you find yourself repeatedly hiring people who “don’t get it,” can’t deliver, or don’t align with your expectations, the common denominator might be you. This often stems from unclear communication or hiring processes.
Becoming a Bottleneck: If your team constantly reminds you about unfinished tasks or projects stall because you haven’t completed your part, you’re likely the one holding things up. This isn’t micromanaging—it’s simply not getting your own work done.
Blaming the Team: If your default reaction to problems is to point fingers—“They didn’t meet expectations” or “They didn’t do it the way I wanted”—that’s a major red flag. As leaders, we hold ultimate responsibility for our teams. Blame undermines trust and morale.
Harley Green Those are hard truths but incredibly valuable insights. So, for a business owner who identifies with these challenges, what steps can they take to start turning things around?
Jennifer Conaway Here are a few actionable tips:
Delegate Strategically: Evaluate your task list and decide what you can hand off to your team. Trusting your team not only clears your plate but also empowers them to excel.
Purge Your Task List: Reassess lingering tasks. Are they still relevant or valuable? If not, remove them to reduce overwhelm.
Protect Your Focus Time: Set aside dedicated work hours. Communicate with your team that you’re unavailable unless it’s an emergency. Turn off distractions, like your phone or chat notifications, to stay productive.
Improve Communication: Use the “Five W’s” framework when delegating: What, When, Why, Where, and How. Clearly outlining expectations minimizes confusion and gives your team room to innovate.
Harley Green I love the focus on the “why.” When your team understands the purpose behind their tasks, they’re better equipped to deliver results and even improve processes. What tools or frameworks do you recommend for fostering clearer communication and better team dynamics?
Jennifer Conaway The “Five W’s” is a great start. Additionally, encourage open dialogue within your team. Create a culture where feedback is welcome and solutions are a collaborative effort. Trust is key—your team members need to feel safe enough to share their perspectives without fear of judgment.
Harley Green That trust is essential for any team to thrive. Before we wrap up, could you share a little about your “Be a Better Boss Starter Pack” and how it can help leaders?
Jennifer Conaway Of course! The “Be a Better Boss Starter Pack” is a collection of tools and resources designed to help leaders grow. It includes the “10 Commandments for Being a Better Boss,” a curated list of books and podcasts, and actionable tips to strengthen team relationships. The goal is to provide leaders with practical, personalized strategies that create lasting change.
Harley Green Thank you, Jennifer, for sharing these invaluable insights and actionable strategies. I encourage everyone to check out the “Be a Better Boss Starter Pack”—we’ll include the link in the show notes. Jennifer, it’s been a pleasure having you on the podcast.
Jennifer Conaway Thank you, Harley. It’s been a joy to be here.
