My Business On Purpose

Want to communicate with clarity and confidence in your next speaking opportunity?

In this episode of The Dickie & Donny Show, BOP Business Coaches Shawn "Dickie" Stinson and Brandon "Donny" Gray share practical ways to prepare for public speaking engagements that support business growth.

Discover how to organize your content, understand event expectations, and choose a title that captures attention. You'll also hear how providing value through education—whether speaking at a conference or leading a team meeting—can build trust and open the door to new opportunities.

Plus, learn how video surveys can offer real insights into your audience's needs—so you can connect before you even begin speaking.

Gain tools that help you speak with purpose, preparation, and impact.

Are you working IN your business or ON your business? Do you have all of the foundational elements that will liberate you from the business chaos? Take the assessment to find out which areas you can grow and improve on. Take our Healthy Owner Business Assessment HERE➡️ http://mybusinessonpurpose.com/healthy

SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Well, it's first thing here in the office. These are the times that, when I'm in town—we travel quite a bit for work—I like to be able to come in when it's not super busy because you can actually get a lot of things done. But how do you know that you're not really tiptoeing around like a mouse, micromanaging everybody else that's coming in, and making them feel this pressure, like you're constantly looking over their shoulder?

We have a tool called the Seesaw of Predictability I wanted to introduce you to.

Hey, it's Scott Beebe with Business On Purpose. Make sure you tune in to every episode of the Business On Purpose podcast. Also, two of our guys, Sean and Brandon, have started the Dickie and Donnie Do Business podcast. You want to make sure it's on your radar—go listen to every episode. My kids are listening to it, a lot of our clients are listening to it, and many folks who are not yet clients are listening too. It's a fascinating podcast.

So let's talk about this issue of micromanagement. Understanding the fine line between what we call effective leadership on one hand, and micromanagement on the other, is essential for you as a business owner or key leader. That's where the concept of the Seesaw of Predictability comes in.

Just imagine a seesaw in your mind. It offers a simple but powerful way to gauge whether you're leading effectively or slipping down that slope of micromanagement. To determine if you're micromanaging, ask yourself a key question—probably good to write this down: Am I asking the right question at the right time? Stop there and really meditate on that. When either of those elements is out of balance, like a seesaw, you're likely micromanaging.

Let's consider some scenarios.

Scenario 1: Asking the wrong question at the right time. Imagine you're in a team meeting and suddenly request sales figures from 11 years ago. While the timing might be appropriate since it's during a meeting, the question is irrelevant to the current discussion and goals. It throws people off because it's unexpected. Remember the RPMs of great leadership: Repetition, Predictability, and Meaning.

Scenario 2: Asking the right question at the wrong time. Let's say you need last week's sales results. Perfectly reasonable request. However, if you text your team at 11:37 PM on a Friday demanding the information, you've crossed into micromanagement.

Scenario 3: Asking the right question at the right time. You request last week's sales results during this week's sales meeting. That's spot on. This demonstrates leadership and accountability—exactly what you should be aiming for.

There's a time to ask the appropriate question, and there's a time not to. If you can maintain that balance—or what we like to call rhythm—you can lead your entire business with healthy leadership practices.

The goal is to equip the team with the knowledge tools they need to handle recurring challenges. By the way, that's a subtle definition of leadership: to equip people. Think of an empty toolbelt—you're giving them tools, equipping them with knowledge and skills to handle recurring problems. Because even if we "solve" a problem, it doesn't disappear forever—it often just retreats, only to reappear somewhere else. That's how chaos works. And chaos won't be fully defeated until much later in life.

Additionally, you should proactively begin sharpening those tools, just like you'd sharpen a knife. Ashley and I like to cook meal kits at home. They ship you all the ingredients and make you feel like a chef. One of the first things I always do is sharpen the knife with that little post—whatever they call that. Similarly, part of leadership is proactively sharpening your tools through training and development.

When you ask the right questions at the right time, it not only helps you avoid micromanagement but also empowers your team to perform at their best. You create an environment of trust, accountability, and continuous improvement. Those are all hallmarks of effective leadership.

Hey, I know a lot of you have questions around this. Go to businessonpurpose.com/ask. If you're a business owner with three or more employees and doing $1M+ in revenue, our coaches reserve slots each week for a 15-minute no-strings-attached call to answer any questions you've got. We call it Ask Us Anything. Go to businessonpurpose.com/ask.

To check the health of your business, visit mybusinessonpurpose.com/healthy today!

SIGN UP for our Newsletter HERE➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Feeling like your team is busy—but not always on the same page?

In this episode of The Dickie & Donny Show, BOP Business Coaches Shawn "Dickie" Stinson and Brandon "Donny" Gray unpack the Anchor Team Calendar—a simple but powerful tool to bring structure, rhythm, and focus to your operations.

You'll discover how to map out key business activities like team meetings, cultural check-ins, client communication, and sales targets—then use this calendar to create weekly accountability and visibility across your team. Donny explains how once the system is set, you can delegate the upkeep to keep it running like clockwork.

If you want a business calendar that actually drives results instead of chaos, don't miss this episode.

Listen now and bring clarity to your calendar—on purpose.

Are you working IN your business or ON your business? Do you have all of the foundational elements that will liberate you from the business chaos? Take the assessment to find out which areas you can grow and improve on. Take our Healthy Owner Business Assessment HERE➡️ http://mybusinessonpurpose.com/healthy

SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

I've worked in and around plenty of people during my day, as I'm sure you have, that had the title of leader. And yet, the fruit of their work was a little suspect based on their title. In reality, we could call it micromanagement. But how do we know the difference?

Hey, it's Scott Beebe with Business On Purpose. Let's talk about that briefly here for about four or five minutes. I think it'll be really helpful in understanding how you can motivate a team, a workforce, and keep those separate between leadership and micromanagement. Let's call it out when it is. Sometimes we just have weak moments and we get into that. But we want to be clear.

Leadership is not an abstract concept; it's a practical skill—something you can hone that's essential for success in any business. As a leader, your primary role is to equip your people with the knowledge and tools they need to handle ongoing challenges and then proactively sharpen those tools through what we call the RPMs of great leadership: Repetition, Predictability, and Meaning.

It's important to understand that many problems in business are actually cyclical. They're perennial. They don't disappear—they resurface over and over again. You might punch chaos in the mouth, but it just goes off into the woods and comes out the other side, deceived and dressed up in another costume. Chaos is a constant threat. It's an enemy. It hates you. And that chaos is a threat in any business and business environment. You might successfully fend it off temporarily, but eventually, it will return. Understanding that truth is key to effective leadership.

Instead of hoping with your fingers crossed that problems are just going to vanish, a wise leader prepares their business to manage those recurring issues. Consider the example of a European soccer match. In fact, at the time of this recording, a champion was just crowned in the Premier League. The presence of stewards and security personnel at those events illustrates how these organizations equip themselves to handle predictable challenges.

You'll see them in little yellow coats all over the stadium. We actually went and visited a top-league match in Greece just last year, and we were amazed at the number of armed guards around. Why? Because they were anticipating predictable problems. Rather than attempting to eliminate rowdy behavior entirely, they developed systems and trained personnel to manage those situations as they arise. They realize people are going to be idiots at soccer games from time to time.

The scenario translates well into our business communities. As a leader, your job is to outfit your team with the right tools and knowledge to tackle recurring problems. Think of it as filling an empty tool belt for each team member. You're not just providing the tools—you're also teaching them how to use the tools and reminding them to keep those tools sharp and ready.

Leadership, then, can be defined this way—ready? You may want to write this down: Leadership is the equipping of individuals with knowledge and tools to manage perennial problems, and the proactive sharpening of those tools.

Notice we don't use the word solve, but manage perennial problems, while also proactively sharpening those tools. It's an ongoing cycle of RPM—preparation and improvement.

Let me read it again: Leadership is the equipping of individuals with knowledge and tools to manage perennial problems and the proactive sharpening of those tools.

For business owners, embracing this perspective can be super beneficial. Recognize that challenges will resurface and focus on building a team capable of managing those issues. Your role is to continually stock your team's tool belts with the right resources and ensure they know how to use them.

It's important to distinguish this from micromanagement. Effective leadership empowers team members to handle problems independently using the tools and knowledge you've provided—assuming you've provided them. Micromanagement, on the other hand, involves excessive control and can hinder growth and efficiency.

Usually, the person who leans toward micromanagement is the one who has never spent the time to get all the systems, processes, and methodology out of their head. Instead of laying it out and saying, "Hey, this is the ethos of the business we're building," they try to ensure—and I've been guilty of this—that everything is done exactly their way, every time, 120%.

In reality, we have a core value called 85/15. The business provides 85%, but we need you to fill in the gap of the 15%. That's more leadership through RPMs: Repetition, Predictability, and Meaning.

When you adopt this leadership style—the RPM leader—you create a resilient organization capable of navigating the recurring challenges of your industry.

Hey, it's real simple. If you want to hop on a 15-minute call with one of our coaches to talk about this—because you're struggling with the difference between leadership and micromanagement—do it. Go to businessonpurpose.com/ask. Each one of our coaches has set aside a few minutes each week for these conversations.

And if you want to know how you can work with us, just ask—we'll tell you. businessonpurpose.com/ask

To check the health of your business, visit mybusinessonpurpose.com/healthy today!

SIGN UP for our Newsletter HERE➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Worried about where your business is headed financially—or if you'll even break even?

In this episode of The Dickie & Donny Show, BOP Business Coaches Shawn "Dickie" Stinson and Brandon "Donny" Gray dive into one of the most powerful tools in your business toolbox: financial forecasting.

They'll show you how to build a clear, straightforward spreadsheet to project your revenue, costs, and profit—so you can plan ahead, avoid surprises, and lead with confidence. Whether you're thinking about growth, hiring, or just need better visibility, this episode gives you the tools to take control of your numbers.

LISTEN now and start making financial decisions—on purpose.

Are you working IN your business or ON your business? Do you have all of the foundational elements that will liberate you from the business chaos? Take the assessment to find out which areas you can grow and improve on. Take our Healthy Owner Business Assessment HERE➡️ http://mybusinessonpurpose.com/healthy

SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

We were in Dallas last week and had a number of people come up to us after our sessions, workshops, or keynotes asking a variety of questions. A lot of those questions were around employees—how to find them, recruit them, hire them, and retain them. One of the biggest subsets of questions we heard was: do we hire for experience or do we hire for potential?

In other words, do we hire somebody who's expensive, has been in the business a long time, and theoretically knows what they're doing? Or do we hire someone who's a little green behind the ears—maybe not as heavy on the investment side, but who will require a lot of internal training? It's a great question, and one I want to tackle today.

This is Scott Beebe with Business on Purpose. I'm super excited to be able to help liberate you from chaos and help you make time for the things that matter most. Hang tight until the end—I'll give you a couple of resources I think will be really helpful for you.

When you hire someone for your business, you have to understand that you're essentially entering into a relationship that's somewhat like a marriage. There's a long-term aspect to it. It's not actually marriage, but you get what I'm saying. That underscores the importance of approaching hiring with clarity—but it doesn't stop there.

The onboarding process is equally crucial for setting the right tone and expectations when bringing on a new person. To ensure a smooth transition for new team members, I recommend implementing a documented, checklist-based onboarding system. This system should be detailed and structured—breaking down the first four weeks (or even eight to twelve weeks) into specific time blocks.

For example, you might have a plan for Week 1, Day 1, Hour 1, followed by Week 1, Day 1, Hour 2, and so on. Now lest you think this is silly—we actually have a new team member starting tomorrow. At the time of this recording, they'll be coming in at 7:30 AM, and we've got their entire day lined out—not just tomorrow, but the next four weeks. We've extended that level of detail so we can give them great clarity from day one.

Regardless of whether you're hiring for experience or for potential, if you have that kind of meticulous plan, it communicates a couple of things up front. First, it shows that your business has established procedures and expectations, and that you expect them to follow them—because you do. Second, it demonstrates that your organization values transparency over chaos and provides a structured environment for success. And finally, it sets the expectation that once onboarded, your new team member should maintain that level of precision and organization in their own work—especially when dealing with others in the business.

When it comes to talent acquisition, you have two main options. Let's go back to that idea. You can pursue top-tier, experienced professionals, but be prepared for the associated cost, responsibilities, and investment. Hiring world-class talent often means you're buying the whole field—in other words, you're investing in the entire skill set and experience, which comes with a premium price tag, and sometimes, premium drama and the need for higher-level management.

Alternatively, you can recruit individuals who may not have extensive experience but show a lot of potential—or have the right character. This can be effective if you've built a business with clear processes and systems. In that scenario, you're relying on your well-structured culture to shape and develop these hires into top-performing team members over time.

Both strategies have their merits. The choice depends on your business's specific needs, your resources, your long-term goals, and your willingness as a leader. But whichever path you choose, remember that clarity in your procedures and expectations is key to successfully integrating new talent and fostering their growth within the organization.

Now, just a little caveat—lest you think that if you're not highly structured but you bring in someone with experience, it'll all work out—remember this: it's still a lack of clarity that you're bringing them into. So don't expect their long-term experience to compensate for internal challenges. You've got to go back and invest in the purpose, people, process, and profit.

If you want to read more about this, I've got a brand new book out called The Chaos Free Contractor. Now, if you happen not to be a contractor or someone who supports contractors—don't worry. Just replace "contractor" with your own business type, and everything will still apply. You'll enjoy it.

Just go to our website, BusinessOnPurpose.com, or head to Amazon.com and grab a copy of The Chaos Free Contractor.

To check the health of your business, visit mybusinessonpurpose.com/healthy today!

SIGN UP for our Newsletter HERE➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Wondering how AI can fix what's broken in the renovation process?

In this episode of The Dickie & Donny Show, BOP Business Coaches Shawn "Dickie" Stinson and Brandon "Donny" Gray talk with Melissa Wood, Founder and CEO of FORMUS, about how AI is being used to solve real-world construction headaches. From streamlining pre-construction planning to cutting out non-productive tasks, Melissa shares how her platform—and its AI agent named SADIE—is bringing clarity, speed, and trust back to renovation projects.

Listen now to see how modern tech is reshaping old-school construction—for good and on purpose.

CONTACT INFO: Melissa Wood, Founder | CEO, FORMUS WEBSITE: formus.ai EMAIL: [email protected] INSTAGRAM: formus.ai

Are you working IN your business or ON your business? Do you have all of the foundational elements that will liberate you from the business chaos? Take the assessment to find out which areas you can grow and improve on. Take our Healthy Owner Business Assessment HERE➡️ http://mybusinessonpurpose.com/healthy

SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

All things in life have their chicken-and-egg debate—Which one came first? This is one of those situations that, in the world of business ownership, you're trying to figure out: Is it better to hire someone with great experience, or do you bring in someone younger and train them up? What do you do with that? We're going to be answering that, and I think it'll be really helpful.

Also, I wanted to make you aware of the new Dickie and Donny Podcast. It's right here on the Business On Purpose channel. If you scroll through some of the previous episodes, you'll find The Dickie and Donny Show. That's Shawn and Brandon and two of our BOP coaches—amazing coaches—who get together and take a super fun, whimsical look at some of the challenges you're dealing with, walking through a lot of the tools within our operating system. Make sure to check that out!

At the end, I'll also show you something that I think will be really helpful. But first: Do you really need world-class talent, or can you develop someone younger?

There's a common misconception that business owners must always seek out world-class talent, which usually means overpaying. But this overlooks an important reality: Exceptional talent often comes with its own set of baggage or challenges. When you hire a top performer, you're not just managing their skills—you're also managing their quirks, demands, and potential difficulties.

This issue reminds me of a very old story about a treasure in a field. A man stumbled upon a hidden treasure while walking through a field. He was thrilled—he saw something no one else did. So he approached the landowner and offered to buy the entire field. The landowner, unaware of the treasure, agreed to sell what he thought was just ordinary land. The man got the treasure, but he also became responsible for the entire field.

We often miss that part of the story. He now had to tend to and care for every aspect of that land—not just the part he initially wanted. The parable perfectly illustrates what happens when businesses pursue world-class talent. You might secure that exceptional individual, but you're also taking on everything that comes with them. It's like buying the whole field just to get the treasure.

So when you're thinking about top-tier candidates, it's best to conduct the hiring process—the one we've built and talked about in our Business Operating System—with caution and thoroughness. In fact, as I'm recording this, we just put an offer out to a new team member last week, and we walked through every step of our hiring process to get there.

That's why we strongly advocate for a documented, checklist-based hiring process for every business owner. It acts as a safeguard, slowing you down and helping you avoid potentially costly mistakes. A structured system allows you to thoroughly evaluate a candidate's skills, achievements, and cultural fit. It helps uncover any potential baggage that may come with their talent—because there will be baggage.

The goal is not just to hire the best talent, but the right person—someone who will contribute positively to your team and mission. That's why we have core values and a stated mission: to use them as filters for decision-making, especially when hiring. Sometimes, the best hire isn't the most decorated or accomplished individual—it's the one who best aligns with your company's needs and culture, if you've built it and written it out.

By implementing a comprehensive hiring process, you give yourself the best chance of finding that hidden treasure—without inadvertently taking on more than you bargained for. It's about striking the right balance between talent acquisition and culture fit, ensuring your new hire is an asset to your team in every way because you've worked through every item on that checklist.

If you've got questions about this, as I've said before, some of our coaches have set aside time just for you. If you're a business owner, the primary owner, with three or more full-time W2 employees and doing $1M+ in revenue, you can hop on a 15–20 minute "Ask Us Anything" call—no strings attached. Just go to businessonpurpose.com/ask. If you sign up and show up, we'll answer any questions you have. If you want to know how to work with us, just ask. We'll tell you. businessonpurpose.com/ask

To check the health of your business, visit mybusinessonpurpose.com/healthy today!

SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Struggling to close leads or wondering why your sales system isn't working?

In this episode of The Dickie & Donny Show, BOP Business Coaches Shawn "Dickie" Stinson and Brandon "Donny" Gray break down what it really takes to build a reliable, repeatable sales process that works. From managing expectations to nurturing trust across regions and industries, you'll walk away with practical strategies to sharpen your system and stop letting leads go to waste.

LISTEN now and learn how to turn every lead into a loyal customer—on purpose.

Are you working IN your business or ON your business? Do you have all of the foundational elements that will liberate you from the business chaos? Take the assessment to find out which areas you can grow and improve on. Take our Healthy Owner Business Assessment HERE➡️ http://mybusinessonpurpose.com/healthy

SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Well, we sure do field a lot of questions from a lot of frustrated owners over our time. In fact, this coming week we'll be in Dallas speaking at a Build Expo, and I highly anticipate these questions will come up around this issue of employee engagement. How do I make employees feel valued? How do I make them feel engaged with what we're trying to do? And so we're going to talk about that.

Hey, before we dive in, you need to check out the Dickey and Donnie Show on the BOP podcast. It's two of our coaches, Sean and Brandon. They're amazing coaches and I am so grateful they've taken time. It is a whimsical look at a lot of the frustrations that business owners deal with, but done in a super fun way—and I think you'll enjoy it. So come to this podcast, look for the episodes entitled Dickey and Donnie, and you'll get it. Once you get on there, you'll get it.

And stay tuned to the end of this podcast. I'll give you a little tool and a resource I think will be helpful for you.

I want to tell you a true story of how you can see engagement within employees and also value—how you can actually show them value. When Coastal Shores Landscaping took a closer look at their labor crews' lives, they uncovered a significant financial issue that many of them were dealing with. See, these 20 to 25 crew members that they had at the time—have actually grown since then—many were cashing their paychecks at the local grocery store every single Friday. What seemed like a convenient option was actually costing these employees quite dearly.

The company discovered that check cashing fees were adding up to a staggering amount—equivalent to about one week's salary, sometimes a little bit more per year, per employee. Of course, the problem doesn't stop there. Any one of those individual problems has recurring benefits or consequences. Having cash in hand on a weekend often led to impulsive spending and left little for savings or essential family needs.

So they recognized the issue, and Coastal Shores made a strategic decision to implement a mandatory direct deposit policy for all employees starting that following October once they figured this out. This actually happened a few years ago, but this move was designed to address several key problems and provide multiple benefits to their employees.

First, it gave employees the dignity of having their own bank accounts. The company brought a banker to their office to help set up those accounts for free for everyone. This simple step of just opening up an account on site opened up a world of financial services and opportunities that many had never experienced before.

Second, it eliminated the temptation of having immediate cash on hand. We all know what happens with cash in our pockets. With money safely deposited in their accounts, employees would need to make a conscious decision to withdraw funds—hypothetically reducing impulsive spending.

Third, the company introduced a Christmas savings program. They set up a designated account where employees could save a small amount each month for holiday gifts. This helped prevent the need for last-minute borrowing or credit card debt during a festive season—so you could go through the season and not have guilt on the backside of it.

Coastal Shores didn't stop there. They expanded their financial wellness program to include 401k accounts, allowing employees to start saving for their future. Among their field team—their labor crews—there is currently a 98% participation rate. This comprehensive approach to financial literacy became an integral part of the training program.

Coastal Shores embodies the principle that life and business necessarily intersect. By investing in their employees' overall well-being, they have created a workforce that's not only more skilled in their jobs but also more financially stable and satisfied in their personal lives. This serves as an excellent example of how companies can positively impact their employees' lives beyond the workplace—creating a win-win situation for the business and its members.

I know sometimes that can overwhelm you to think about—"Well, how do we do 401k plans or how do we set up these other ancillary programs for our employees to be able to thrive?" Hop on a call with one of our coaches. We've got dedicated time as our coach team to set time with you. If you're a business owner with three or more employees doing a million or more in revenue, then go to businessonpurpose.com/ask—that's businessonpurpose.com/ask—and one of our coaches would be delighted to hop on with you for about 15–20 minutes. They'll answer any questions you have, and if you want to know how to work with us, potentially they can show you that as well. Just ask them.

Alright, so go to businessonpurpose.com/ask, and you can get clarity on how to start engaging with your employees.

To check the health of your business, visit mybusinessonpurpose.com/healthy today!

SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter

For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/

LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210

SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1