In this episode, I delve into the critical issue of becoming a bottleneck in your business as it grows, especially past the 15-employee mark. I discuss the tangible and intangible costs associated with a centralized decision-making process, emphasizing the importance of fostering independence and innovation within teams. I highlight the financial implications of delayed decision-making and explore how a bottleneck mentality can stifle creative input from team members, ultimately affecting morale and growth. Furthermore, I address the personal toll on leaders who feel the weight of control and the need for balance in their lives. By sharing inspiring examples, I encourage leaders to reflect on their roles and empower their teams, paving the way for a healthier organizational culture and sustainable growth.

• The Cost of Being a Bottleneck
• Financial Implications of Control
• Cultural Impact on Your Team
• Personal Consequences of Bottlenecking

In this episode, I explore the critical issue of being the bottleneck in your business, a challenge that often emerges as organizations grow beyond the 15-employee mark. Early in a company’s journey, it’s natural for leaders to be at the center of every decision. But as the team expands, maintaining that same level of control can begin to slow progress, limit innovation, and create hidden costs that restrict growth.

I discuss why this transition is such a pivotal leadership moment, one that requires shifting from hands-on management to empowering independence, critical thinking, and ownership across the team. Recognizing when your involvement is helping versus hindering becomes essential to scaling both effectively and sustainably.

The first cost of being a bottleneck shows up financially. When decisions stall at the top, opportunities are missed, projects slow down, and innovation stagnates. These financial implications often go unnoticed, buried within declining momentum and unrealized revenue. I explain how identifying these bottlenecks can uncover the true cost of control and open pathways to faster, more efficient growth.

Beyond finances, the cultural impact can be just as damaging. A bottleneck mentality often breeds hesitation among team members; they wait for approval rather than take initiative. This dynamic suppresses creativity, discourages ownership, and weakens morale. I share how fostering an open culture where ideas are welcomed and independent thinking is valued can reignite engagement, strengthen collaboration, and accelerate innovation across the organization.

Finally, I address the personal toll that being a bottleneck takes on leaders themselves. The constant need to control outcomes often leads to burnout, strained relationships, and declining well-being. Many leaders unintentionally trade their health and balance for a sense of control that ultimately limits both personal fulfillment and organizational success.

I share real examples of leaders who recognized this pattern and transformed their approach, shifting from control to trust, from micromanagement to mentorship. These stories demonstrate that the path forward isn’t about stepping back entirely, but about building a structure that thrives without constant oversight.

As I close, I encourage listeners to reflect on their own leadership habits and join our upcoming training sessions designed to help overcome bottleneck challenges. Creating a business that runs smoothly without you isn’t just an ideal, it’s a mark of mature, sustainable leadership.

Through real-world insights and inspiring examples, this episode serves as a call to action for leaders ready to evolve their approach. Discover how empowering your team to think independently not only boosts morale and innovation but also creates a healthier, more sustainable organization that thrives beyond your direct involvement.

Explore More: training.coreelevation.com Listen to the Full Episode: Growth Think Tank Podcast

In this episode, I discuss personal values with Bob Glazer, Founder, Chairman Of The Board at Acceleration Partners, and author of "The Compass Within." Bob emphasizes the importance of recognizing our values, especially during challenges, as they reveal our true beliefs. We explore his book's framework for identifying these core values, rooted in personal experiences. Bob introduces his "core validator" system to help articulate values effectively and shares strategies for integrating value-driven decisions in organizations. This conversation highlights how understanding our values enhances leadership, fosters authenticity, and leads to a more fulfilling life.

• Robert's Book: The Compass Within
• Barriers to Defining Values
• The Inner Critic
• Understanding the Inner Compass
• Decision-Making Frameworks
• Common Mistakes with Values

In this episode, I sit down with Bob Glazer, Founder and Chairman of the Board at Acceleration Partners and author of The Compass Within, to explore the vital role personal values play in leadership and life. Bob explains that our values are most visible during moments of discomfort or conflict when our reactions reveal what we truly believe.

He encourages leaders to pay attention to tension or frustration as indicators of when a value may be compromised. Through practical examples, Bob illustrates how clearly defined values serve as a compass for better decision-making, stronger relationships, and greater fulfillment both personally and professionally.

Bob shares the inspiration and intent behind his latest book, The Compass Within. The book offers a structured yet personal framework for identifying and defining one’s core values. Drawing from years of coaching and collaboration with thousands of leaders, Bob explains how our deepest values often stem from formative life experiences, both the moments that shaped us and the ones that challenged us.

Through a blend of storytelling and practical strategy, Bob’s work guides readers to uncover their authentic drivers and align their leadership with what truly matters most. His “core validator” system provides a tangible process to ensure values are distinct, actionable, and easy to apply in real life.

📘 Get the Book: The Compass Within by Bob Glazer

Allen’s description of accountability culture is characterized by the concept of “loving people up or loving them out.” This approach emphasizes understanding the reasons behind performance issues and ensuring effective communication of expectations. If a team member consistently falls short, the organization must either work to improve their performance or make the difficult choice to let them go. Moreover, Allen addresses the challenge many new managers face in holding their teams accountable. To mitigate this, she promotes reframing accountability as a supportive measure rather than an adversarial one. By helping staff recognize their strengths and aligning them with the organization's goals, managers can empower employees to take ownership of their roles and seek solutions on their own. Another key element of Allen's leadership style is the emphasis on individual autonomy and empowerment. She strongly believes in delegating decision-making tasks to her team, fostering an environment where employees feel confident to propose ideas and solutions. This respect for their capabilities not only drives self-motivation but also enhances overall company performance.

As we wrap up, Bob Glazer shares practical strategies for translating personal values into daily action. He explains how both individuals and organizations can use their values as a guiding framework for decision-making, creating alignment, consistency, and resilience even in times of uncertainty. When values drive choices, they strengthen trust, authenticity, and cultural cohesion across every level of leadership.

Bob’s closing message is clear and compelling: when you understand and live by your values, you lead with greater clarity, confidence, and integrity. The Compass Within isn’t just a book; it’s a blueprint for navigating life and leadership with purpose and authenticity.

📘 Get the Book: The Compass Within by Bob Glazer 🌐 Explore More: The Six Core Values 🎧 Listen to the Full Episode: Growth Think Tank Podcast

In this episode of Grow Think Tank, I explore the biggest ceo mistakes frequently make that can hinder their long-term success. Drawing from my experience as a CEO coach, I highlight the importance of leadership cultivation within teams and the detrimental effects of being too central to the business's value. I discuss how founder-led companies often face lower valuations and emphasize the need for delegation and empowerment to foster team ownership. I address how the instinct to control can lead to micromanagement, ultimately alienating high performers. Finally, I stress the significance of recognizing blind spots for effective leadership. Listeners are invited to my free training session to delve deeper into these strategies for overcoming common CEO challenges and enhancing growth.

• Biggest CEO Mistakes
• Being the Most Important Person
• Outworking the Problem
• Holding onto Control

In this episode of Grow Think Tank, I delve into the critical mistakes CEOs often make that can undermine long-term success. One of the first and most common is believing you must be the most important person in the business. If everything revolves around you, your company is likely less valuable than it could be.

Research shows that founder-led businesses often receive a 30% lower valuation compared to those that run independently of their founders. Why? Businesses that rely too heavily on a single leader don't scale well and aren't attractive to investors or buyers.

As a CEO coach, I help leaders step out of the spotlight and develop leadership within their teams. Creating value means building a company that thrives without you at the center, where leadership is distributed and the organization is resilient beyond one individual.

In the early stages of a company, CEOs often get by through sheer effort. You face a problem, and you work harder. But as the business grows, this “outworking the problem” mindset becomes a liability.

It’s a mistake to think hustle alone will solve scaling challenges. Eventually, this leads to burnout, bottlenecks, and a team that doesn’t grow because you’re still doing all the heavy lifting.

Instead, the focus must shift toward delegation and empowerment. Leadership is not about doing more; it's about enabling others to take ownership. This transition is where many founders struggle, but it’s also where true growth begins.

Finally, we address a trap that many founders fall into: holding onto control for too long. In the early days, this level of control can help maintain quality and speed. But as your business scales, that same control can strangle progress.

Micromanaging alienates high performers and slows innovation. I've seen it time and time again: capable leaders leave because they aren't trusted, and the company plateaus. Growth requires trust and trust means letting go.

Transitioning from founder to CEO demands a shift in mindset. You have to evolve from being the person doing everything to the person who builds the team that does everything. That shift is hard but absolutely necessary.

If you're serious about becoming the kind of leader your growing company needs, it starts with identifying these blind spots. Throughout this episode, I share insights, experiences, and strategies to help you make the shift from founder to CEO.

Join me in a free training session where we go deeper into each of these mistakes and how to overcome them so you can lead with intention and scale your business the right way.

In this episode, I sit down with Amberly Allen, Managing Partner at Dealer Merchant Services, to explore the power of building an accountability culture inside an organization. Dealer Merchant Services is No.120 on the 2025 Inc. 5000 list. Amberly shares her inspiring entrepreneurial journey, launching her company during the COVID-19 pandemic and scaling to serve more than 1,050 auto dealerships in credit card processing. She reveals how her philosophy of “loving people up or loving them out,” combined with clear expectations and open communication, creates a culture where accountability drives performance. What stood out to me is how Amberly empowers her team with autonomy and decision-making, fostering a self-motivated environment where accountability becomes second nature. She also opens up about balancing self-care and leadership as a single parent, underscoring that accountability isn’t just a business practice — it’s a way of life. Her story highlights why high expectations and continuous improvement are the cornerstones of a thriving accountability culture, offering powerful lessons for leaders committed to building effective, resilient organizations.

In this episode, I explore the concept of Beyond Accountability, uncovering the critical differences between accountability and ownership in organizations. Drawing from my work with fast-growing companies, I reveal how moving beyond simple accountability to true ownership fosters deeper commitment and resilience, inspiring team members to consistently exceed expectations. I share why creating a culture rooted in pride, responsibility, and alignment with organizational goals is essential for sustainable success. To help leaders implement this shift, I also extend an invitation to a free training session designed to build a culture of ownership. By embracing the principles of Beyond Accountability, leaders can empower their teams and unlock meaningful, long-term growth.

• Beyond Accountability
• Culture of Ownership
• Leading to Excellence
• Elements of Ownership

In this episode, I delve into the critical distinction between accountability and ownership within organizations. As I have navigated the terrain of fast-growing companies, it has become clear that fostering true ownership among team members is far more valuable than simply ensuring they are accountable. Accountability may create a structured environment where tasks are completed, but ownership cultivates a deep-seated commitment that drives individuals to persevere through challenges and remain steadfast in pursuit of both team and individual goals. Drawing from my extensive experience working with successful companies, I emphasize the need to instill a culture where team members feel a sense of pride and responsibility towards their objectives. Ownership transcends mere compliance—it transforms how individuals engage with their work, leading them to not only meet expectations but to exceed them with excellence. I encourage leaders to reflect on whether they want their teams to merely check boxes or to genuinely own the outcomes of their efforts.

As I share insights from my seven years of studying the dynamics of growth within organizations, I highlight the myriad ways to create accountability structures that work optimally, regardless of one’s presence. From documented agreements to regular progress assessments, these structures are foundational. Yet I argue that to elevate a team from merely being accountable to truly taking ownership, leaders must adopt a more profound approach. This involves nurturing a shared vision and fostering an environment where team members are motivated by more than just the basics of their job descriptions. Throughout the episode, I explore the concept of ownership in detail. It requires leaders to engage deeply with their teams, understanding their unique contributions and aligning them with the overarching goals of the organization. When individuals identify with their work, they invest not just time, but care into its quality and impact.

To further assist leaders in making this transition, I offer an invitation to a free training where I unpack the crucial steps necessary to build a culture of ownership. This training is tailored for those operating organizations with a sizeable workforce, allowing participants to grasp the strategies essential for cultivating committed and empowered teams. By engaging in this transformative process, leaders can propel their organizations towards sustainable growth, creating environments where team members are not only accountable but passionately involved in driving success. As we wrap up the discussion, I reiterate the importance of being at the forefront of this cultural shift. Leaders must embody the principles of ownership themselves, guiding their teams to embrace a mindset that is committed to excellence and driven by a sense of identity within the company. The path to meaningful growth begins with this commitment, supported by frameworks that promote engagement and initiative at every level. Join me on this journey, and let’s redefine what it means to grow together.

Are you ready to discover what happens when bold leadership and innovation come together? In this episode of the Grow Think Tank podcast, I sit down with Jeff Lu, Founder & CEO at Akool, an AI-powered video platform that has skyrocketed with an unbelievable 37,000% revenue growth. AKOOL is the No.1 on the 2025 Inc. 5000 list. Jeff pulls back the curtain on how he’s blending cutting-edge AI with video production while building a culture where creativity, risk-taking, and open communication thrive. We talk about why psychological safety is the foundation of breakthrough ideas, how collaborations with academic institutions fuel innovation, and why transparency is key to driving team accountability. Jeff also shares how leaders can transform failures into learning opportunities and why meticulous execution is just as important as visionary thinking. If you’re a leader who wants to inspire innovation and turn it into real business growth, you won’t want to miss this conversation.

In this episode, I explore the mindset of the Controlling Leader — the CEO who struggles to let go. As companies scale, many leaders believe their constant involvement is essential for maintaining efficiency, but this need for control often stifles growth and burns out both the leader and their team.

I highlight the importance of effective delegation and how empowering others builds the autonomy needed for long-term success. I challenge listeners to reflect on their own micromanagement tendencies and introduce an upcoming training on five essential steps to create self-sustaining businesses.

To evolve from a Controlling Leader into a strategic, visionary one, letting go is not just an option — it’s a necessity for building a thriving, resilient culture.

In this episode of the Grow Think Tank podcast, I sit down with Brittany Latson, Managing Partner, Account and Operations at HashtagHealth, to talk about what it really means to be Leading with Integrity. HashtagHealth No.3,091 on the 2024 Inc. 5000 list. Brittany shares how integrity guides her leadership style and shapes a people-first culture—one that prioritizes collaboration, supports working parents, and builds strong, ethical client relationships in the pharmaceutical sector. She explains how her unique blend of ‘tough love’ and genuine guidance empowers her team’s growth while keeping values at the forefront. We also discuss HashtagHealth’s recent acquisition and how compassionate leadership and a strong culture are helping expand their mission to improve healthcare communication. This conversation is a powerful example of how Leading with Integrity drives both business success and meaningful impact.

In this episode, I explore the crucial role of Co-founder Alignment in startup success. With 65% of high-potential companies failing due to co-founder conflict, alignment becomes the foundation for growth and innovation. Drawing from Noam Wasserman’s The Founder’s Dilemma, I share strategies for fostering open dialogue, handling conflict constructively, and strengthening collaboration. Whether you’re navigating challenges now or aiming to prevent them, this episode offers practical insights on building stronger partnerships that drive long-term success.

In this episode, Matt Dixon, co-founder of DCM Insights, explores how Company Values Define Culture and shape leadership within professional services. DCM Insights No.112 on the 2025 Inc. 5000 list. Matt Dixon underscores the role of 'a force of ideas' and 'a spirit of generosity' in building strong, values-driven teams. Matt also addresses the unique challenges faced by non-traditional salespeople in fields like law and consulting, while highlighting the transformative impact of AI in sales. Drawing parallels between effective sales and leadership, he stresses the importance of empathy and value-added relationships. The conversation wraps with powerful insights on how shared values not only define culture but also drive performance, productivity, and long-term success.