Introduction: A Journey Comes Full Circle 

Over the course of sixteen episodes, Michael Walsh has taken us on an extraordinary journey through what he calls the Freedom Framework. This framework has become a cornerstone for entrepreneurs who want to build businesses that don’t just survive but thrive – organizations that create value, empower people, and endure through change. 

Michael, founder of Walsh Business Growth, has spent decades helping leaders shift from working in their businesses to working on them. His approach blends deep financial discipline, people-first development, and a radical belief in the power of freedom to unlock growth. In this concluding episode of the Freedom Series, Michael lays out the final, critical pieces of the framework: rethinking the core, hiring smart, training and growing people, focusing on teams, developing managers and leaders, and preparing for inevitable change. 

As Michael said during the conversation: 

“You’ve got to rethink the core. If the core of your business is just about profit, you’re missing the point. The real core is the people who drive it, the systems that sustain it, and the freedom you create for them to thrive.” 

This powerful reminder sets the tone for the final leg of the journey. The Freedom Framework is not about quick wins or shortcuts. It’s about building something enduring. 

He continued: 

“Hire smart. Don’t just fill seats. Every hire should add energy to your culture, should advance your values, should raise the bar. And then once they’re on board, you’ve got to train and grow them relentlessly.” 

Michael’s words underscore a truth many entrepreneurs ignore at their peril: growth depends on people, and people need development. 

Later in the transcript, he pushed further: 

“We focus too much on customers sometimes. Don’t get me wrong, customers are important. But you can’t create customer value without strong teams. Teams create capacity. Teams innovate. Teams carry culture.” 

And finally, as a capstone to the Freedom Series, he said: 

“Your job as an entrepreneur isn’t just to grow a business. It’s to grow managers and to develop leaders who can carry the vision forward. That’s how you build a company that outlasts you. That’s how you build freedom.” 

5 Key Takeaways from Episode 284 

1. Rethink the Core 

Michael reminds us that the heart of any business is not just profit, but people, systems, and freedom. 

• Take Action: Audit your business core today. Ask: Is my business centered on profit only, or am I investing equally in people and processes? 

2. Hire Smart, Not Fast 

Every new hire must enhance culture, values, and capability. 

• Take Action: Slow down your hiring process. Create a clear “values screen” for interviews and evaluate candidates beyond skill sets. 

3. Train and Grow People Relentlessly 

Sustainable growth happens when teams are continuously developed. 

• Take Action: Implement a quarterly development plan for each employee. Track growth as seriously as you track sales. 

4. Focus on Teams, Not Just Customers 

Teams drive capacity and innovation, which in turn drive customer value. 

• Take Action: Invest in team-building rituals and systems. Strengthen the bonds and capabilities of your internal culture. 

5. Develop Leaders and Prepare for Change 

Your ultimate role as an entrepreneur is to build leaders who can thrive in uncertainty. 

• Take Action: Identify at least two future leaders in your organization. Create a mentorship and stretch assignment plan to prepare them for leadership. 

 

The Bigger Arc: Freedom as the Legacy 

Across sixteen episodes, the Freedom Series has stitched together a philosophy of entrepreneurship that is both practical and visionary. Michael Walsh has shown us how freedom comes not from chasing profit, but from building businesses that grow people, empower leaders, and endure through change. The conclusion of this series leaves us not with an end, but a call to action: to create companies that stand for something bigger than ourselves. 

As Michael concluded: 

“Prepare for change. It’s not a question of if, but when. Freedom in business comes when you can adapt, when your people can adapt, when your leaders can adapt. That’s when you know you’ve built something real.” 

 

About Michael Walsh 

Michael Walsh is the founder of Walsh Business Growth, where he helps entrepreneurs and leadership teams achieve growth through clarity, focus, and disciplined execution. With decades of experience guiding companies across industries, Michael is a trusted advisor for those who want to scale their businesses and their leadership. 

Your Call to Action 

What’s the one piece of wisdom from Michael Walsh’s Freedom Series that speaks most directly to you? Write it on a napkin, snap a picture, and share it on social media with the hashtag #PaperNapkinWisdom. 

Because the small, simple act of writing down wisdom – and sharing it – can spark the freedom and growth you’ve been seeking. 

 

In Episode 283 of Paper Napkin Wisdom, Michael Walsh returns for part fifteen of the Freedom Series. Michael, founder of Walsh Business Growth, has been guiding us through the “hidden danger zones” leaders face as their organizations scale from $1M to $20M and beyond. Each conversation builds on the Freedom Framework—a practical guide for achieving true freedom in and from your business. 

This episode focuses on something every entrepreneur knows too well: change. As Govindh framed it, “Isn’t all change somewhat unexpected? At least the timing of it?” Michael’s insight takes us deeper into how to prepare for—and thrive in—the midst of the unknown. 

 

Change Is Inevitable, Timing Is Unpredictable 

The transcript makes one thing clear: while entrepreneurs can anticipate some changes, the timing almost always surprises. As Michael put it: 

“You could plan for change… but you also have to monitor.” 

It’s not enough to build systems—you must also stay attentive, scanning both the business and its environment for early signals. Freedom comes not from resisting change but from preparing your people and structures to absorb it. 

 

Managers: The First Line of Adaptation 

Michael and Govindh highlighted that the “tough part” of growth isn’t crafting vision or mission—it’s supporting managers. 

“It’s actually supporting managers in doing their jobs and completing their roles… supporting the people, but also getting results.” 

Managers are the bridge between leadership’s strategic vision and the team’s daily execution. If they’re trained, equipped, and trusted, they become the shock absorbers during unexpected shifts. Without that investment, every change hits the entire organization like a tidal wave. 

 

Freedom Is the Point 

At its heart, the Freedom Framework is about choices. As Govindh reminded us: 

“The point is freedom. Most entrepreneurs want freedom in their business to do the things they want to do… freedom from their business so they can take a vacation… and freedom because of the business, to provide for their family.” 

Unexpected change threatens that freedom when businesses are fragile. Building resilient managers, scalable structures, and growth-minded teams creates flexibility—the foundation of freedom. 

 

5 Key Takeaways 

1. Change is constant, timing is unpredictable 

• Don’t just plan for change—build systems that flex when it arrives. Take Action: Run quarterly “what if” sessions with your leadership team to stress-test assumptions. 

1. Managers are the pivot point 

• Strong middle leadership translates vision into adaptive action. Take Action: Invest in leadership training that focuses on decision-making under uncertainty. 

1. Support beats slogans 

• Culture isn’t enough; managers need real tools and support. Take Action: Audit what resources your managers actually have to succeed in a shifting environment. 

1. Freedom is the ultimate measure 

• Business should create freedom for the entrepreneur and the team. Take Action: Ask yourself quarterly: “Does my business give me more or less freedom today than it did six months ago?” 

1. Monitoring is as critical as planning 

• Anticipating trends and early signals is a discipline. Take Action: Assign team members to track industry, customer, and internal performance indicators—and discuss them weekly. 

 

About Michael Walsh 

Michael Walsh is the founder of Walsh Business Growth, where he helps businesses navigate growth with clarity and confidence. With decades of experience guiding companies through hidden danger zones, his Freedom Framework has become a roadmap for entrepreneurs seeking both scale and sustainability. 

 

If you’ve ever felt like you’re climbing hard but not getting any closer to the peak that actually matters, this conversation is for you. In Episode 282 of Paper Napkin Wisdom, I sit down with Saahil Mehta—global entrepreneur, leadership coach, bestselling author of Break Free, and a passionate mountaineer who translates hard-won lessons from high altitude into everyday leadership clarity. He helps ambitious leaders “stress less, grow faster, and enjoy a zero regret life,” a phrase that captures both his mission and method.  

Saahil’s story isn’t theory. He’s balanced businesses across continents while raising a family and chasing real mountains—Kilimanjaro in Africa, Elbrus in Europe, Chopicalqui in Peru, and Pico de Orizaba in Mexico, among others. Those summits forged a point of view: progress demands focus, endurance, and the courage to travel lighter. And yes, he means lighter in every sense—mental, material, calendar, and relationships.  

What stands out is how practical his framework is. In Break Free, Saahil argues that clutter is “nothing more than shunned confrontations.” That line hits like a cold gust on the ridge—because it’s true. We all carry weight we’ve avoided addressing. His solution: get radically clear on the “summits” that matter, declutter what doesn’t, and then execute with momentum. It’s a simple, repeatable loop that turns big wishes into lived results.  

Saahil’s also recognized among Dr. Marshall Goldsmith’s MG100 Coaches, and frequently works with EO/YPO leaders and global brands—context that explains why his ideas travel well in boardrooms and basecamps alike. He’s not just inspiring; he’s building systems that help leaders and teams shift from overwhelm to traction.  

Two phrases from Saahil are worth writing on a napkin: “Ambitious leaders don’t wait for clarity. They create it.” And the companion idea: a zero-regret life is built one aligned decision at a time. When you combine that with the mountaineer’s mindset—plan the route, reduce the load, respect the weather—you start moving faster and feel lighter doing it. That’s not just productivity; it’s peace of mind earned through intentional tradeoffs.  

Below are the five biggest takeaways from our conversation—each paired with a concrete action so you can put them to work this week. 

 

5 Key Takeaways (with Take-Action Steps) 

1. Define Your “Seven Summits” Stop chasing vague goals. Name the 3–7 outcomes that would make the next 12–24 months a win—across work, health, and relationships. Take Action: Open your calendar for 30 minutes today and list those summits. For each, add one success metric and a date you’ll “plant the flag.” 

1. Declutter Before You Accelerate Speed without shedding weight equals burnout. Audit the four dimensions—mind, body, relationships, material—and remove one piece of clutter from each this week. Take Action: 

• Mind: unsubscribe from one noisy input. 

• Body: pick a non-negotiable sleep window. 

• Relationships: set one boundary you’ve avoided. 

• Material: donate or delete ten things.  

1. Turn Clarity into Cadence Clarity is a decision; momentum is a habit. Tie each summit to a simple weekly ritual—what Saahil would call your “Break Free” tracking loop—so progress becomes automatic. Take Action: For every summit, define one lead measure you’ll log every Friday (e.g., “3 prospect conversations,” “4 training sessions,” “2 date-nights booked”).  

1. Lead Like a Mountaineer On the mountain, conditions change fast. Great leaders pre-brief, check weather (data), and adjust the route without losing the objective. Take Action: Create a 10-minute Friday Re-Route: What changed? What’s true now? What’s the next safest, smartest step to stay on the line to your summit?  

1. Build a Zero-Regret Operating System Regret shrinks when your calendar reflects your values. Protect the big rocks—health, relationships, deep work—before anything else gets scheduled. Take Action: Time-block your next two weeks right now: 1) workouts, 2) family time, 3) focus blocks. Only then add meetings. Guard the blocks like oxygen.  

Why This Matters 

The highest cost in leadership isn’t the wrong choice—it’s a thousand unmade ones. Saahil’s lens makes it easier to choose: clarify, declutter, execute, repeat. Whether you’re scaling revenue or rebuilding confidence, progress becomes the side-effect of traveling lighter and deciding faster. And as he teaches from the mountains, the summit is earned in your preparation and pruning long before the final push. Saahil Mehta 

Try This Today 

Write the one line you need to remember on a napkin: “I travel light so I can climb fast.” Then post your napkin with #PaperNapkinWisdom and tag a friend who needs to hear it. Let’s make clarity contagious. 

Explore Saahil’s work 

 

Website: https://www.saahilmehta.com/ 

Book – Break Free: https://www.saahilmehta.com/books/ 

Speaking & Media: https://www.saahilmehta.com/speaking 

 

If you’ve ever stared down a crowded market and thought, “How on earth do I stand out—ethically, profitably, and sustainably?”, Pete Olander’s story is going to land. Pete is the founder behind multiple wellness and cannabis-adjacent consumer brands, including Happie (a better-for-you cannabis seltzer brand) and Natural Recovery Greens (an early CBD-forward greens product). He cut his teeth in the nutrition industry designing performance supplements, then followed the data—and the customer outcomes—into functional beverages that blend taste, efficacy, and regulatory discipline. That arc is classic entrepreneur: find the pain, ship the fix, iterate faster than the market.  

Pete’s path started with a simple observation from R&D work in the mid-2010s: consumers wanted recovery and calm without compromise. That insight led to Natural Recovery Greens—single-serve formats, travel-friendly, and positioned at the intersection of superfoods, probiotics, BCAAs, and THC-free CBD—years before “functional everything” exploded across CPG. From there, he pushed into ready-to-drink with Happie, translating the same wellness-first thesis into a sparkling experience people actually enjoy (and re-buy). The throughline: make the right thing the easy thing.  

What makes Pete especially relevant for founders and leaders isn’t just that he launched cool products—it’s how he operates in ambiguity. Regulated categories force you to build with constraints: supply chains that can break, rules that change mid-flight, consumer education gaps, and capital that prefers yesterday’s winners. Pete’s playbook under those conditions is remarkably transferable: stay maniacally close to the customer signal, design for real-life use (single-serve, great taste, predictable effect), and build an operating cadence that assumes volatility. In other words: product-market fit is a moving target—so build your business to move.  

There’s also a leadership layer here. Pete has operated across banking, high-performance nutrition, and even motorsports—contexts that demand quick decisions, clear role clarity, and team trust under time pressure. Those muscles show up when you’re navigating evolving rules, fragmented distribution, and new-category education. You don’t need to be in beverages or cannabis to use this; any founder in a “category-creation” or “category-rewrite” moment will recognize the pattern: simplify the value prop, obsess over experience, and scale the parts that customers prove they love.  

Finally, there’s a mindset piece. Pete builds with optimism but budgets for turbulence. That balance—vision + constraints—is what keeps the mission moving when the novelty wears off. If your team is stretched by growth, regulation, or just plain speed, this episode is a clinic in staying resolute without getting rigid. 

 

5 Key Takeaways (with Take Action for leaders & entrepreneurs) 

1. Design for real-life usage, not ideal scenarios Great products fit messy lives: single-serve, consistent effect, easy to carry, easy to explain. That’s why they get used daily.  Take Action: Audit your top SKU/offer. Where does friction creep in (prep, dosing, onboarding, first-value)? Remove one friction point this week. 

1. Make the right thing the easy thing Behavior change sticks when the better choice is also the simpler choice. Pete’s formats and flavor-first approach reduce the willpower tax.  Take Action: Rewrite your product’s “90-second habit.” If a new user has 90 seconds, what’s the zero-confusion path from “curious” to “experienced value”? 

1. Build for volatility Regulated or fast-evolving categories require redundancy, compliance muscle, and rapid iteration. Treat change as an input, not an interruption.  Take Action: Run a “Rule Change Drill.” If a core assumption flips tomorrow (pricing, channel, ingredient, policy), what’s your 30-day continuity plan? 

1. Tell a clear, experience-first story Claims don’t convert—clarity does. Customers want to know what it does, when they’ll feel it, and how to fit it into their day.  Take Action: Replace one feature list with a “Day-in-the-Life” use case on your site or sales deck. Measure engagement and conversion lift. 

1. Hire for decision speed and role clarity Cross-industry stints taught Pete the value of crisp roles and quick calls. In unstable markets, slow decisions are hidden costs.  Take Action: Adopt a “two-way door” policy for reversible decisions. Set a 48-hour SLA and empower owners to ship without committee. 

About the Guest  

Connect with Pete here: https://www.linkedin.com/in/peter-olander-580a657/ 

 

If you’ve been following our ongoing Freedom by Design series with business growth strategist Michael Walsh, you’ve noticed a theme: the farther you grow, the more your results depend on people—not just your personal effort. In Episode 280, Part 14, Michael brings a crisp napkin that says it all: “Develop Leaders.” The sketch shows two paths to results. One runs Leader → Manager → People → Results (big circle). The other jumps straight to Individual → Results (small circle). Same destination, wildly different scale. 

Why? Because, as Michael says, “Leadership is about rallying people to a brighter future.” And when you scale, that “people” layer is where compounding lives. 

Management vs. Leadership (and why both matter) 

Early in the conversation, Michael tips his cap to Marcus Buckingham’s framing: “management’s about taking talent, turning it into performance.” Leadership, by contrast, is about direction, meaning, and conviction. Or in Michael’s words: “Leadership is about rallying people to a brighter future.” Both are essential—but they’re different jobs. Michael is blunt about it: “So is leadership a different job than management. Yes.” 

Managers translate strategy into coordinated action. Leaders create clarity, energy, and belief around a better future—and then support managers to deliver that future consistently. And none of that happens in isolation: “You do that with and through your people,” Michael reminds us. 

Why “Develop Leaders” multiplies results 

The napkin makes a simple, uncomfortable point: when we keep solving problems as individuals, we cap our results at our personal capacity. When we develop leaders who develop managers who grow people, we expand capacity at every level. It’s the difference between a star player and a championship organization. 

In prior chapters, we talked about rethinking the business core. As I said on the show, we have to “rethink the core of the business away from being a well-oiled machine and toward being an intelligent ecosystem”—one that intentionally grows people, capability, and judgment. That’s the engine behind durable results. 

What great leaders actually do 

Michael keeps it grounded. Great leaders: 

• Set and protect a clear future state (why we’re going there and what “good” looks like). 

• Coach their managers—so managers can coach their people. 

• Create operating rhythms where managers have real conversations with team members weekly, not “when things calm down.” 

• Model learning over blame so managers feel safe developing people, not just squeezing them. 

When leaders do this consistently, managers stop firefighting and start building. The “People → Results” loop gets faster and smarter every quarter. 

 

5 Key Takeaways (with Take Action steps) 

1. Separate the jobs: Leadership ≠ Management Leaders point to the horizon; managers turn capability into performance. Don’t blur them. Take Action: List your top three leadership responsibilities and your top three management responsibilities. If your calendar doesn’t reflect that split, fix one meeting block this week. 

1. Coach managers to coach people Your biggest leverage is the quality of manager–team conversations. Take Action: Require weekly 1:1s. Give managers a simple agenda: priorities, obstacles, development. Review one 1:1 agenda with each manager this month. 

1. Build a people-powered operating rhythm Cadence beats intensity. Skip the “big speech” and institutionalize small, frequent touchpoints. Take Action: Establish a quarterly cycle: set outcomes → weekly check-ins → monthly calibration → quarterly retros. Put dates in the company calendar today. 

1. Measure results beyond numbers Winning isn’t only financial; it’s Technical, Financial, Human, and Sustainable (the recurring theme of this series). Take Action: For your next project, define success in all four dimensions. Celebrate a human-capability win at the same volume as a revenue win. 

1. Promote for coaching, not just production We often promote our best individual contributors, then wonder why the team stalls. Take Action: Before your next promotion, run a short “manager readiness” screen: Can they set context? Run 1:1s? Give clean feedback? If not, create a 60-day development plan before the title change. 

 

Favorite Quotes from the Episode 

• Michael Walsh: “Leadership is about rallying people to a brighter future.” 

• Michael Walsh (via Buckingham): “Management’s about taking talent, turning it into performance.” 

• Michael Walsh: “You do that with and through your people.” 

 

Final Thought & Call to Action 

If your results feel capped, stop looking for a new hack—and start developing leaders. Your next level isn’t another personal sprint; it’s the collective capacity of your managers and the people they grow. 

What’s your takeaway? Grab a napkin, write it down, snap a pic, and tag #PaperNapkinWisdom. Let’s build an ecosystem of leaders who create leaders. 

— 

Learn more about Michael: https://www.walshbusinessgrowth.com/ 

 

Napkin: “We are designed for rest.” 

If you’ve ever worn exhaustion like a badge of honor, Episode 279 is a friendly intervention. Steven Langer—international keynote speaker and workplace wellness strategist—joins me to challenge a deeply ingrained belief: that rest is something we “earn” only after the work is done. Steven’s life’s work is helping organizations design healthier cultures from the inside out, and his company Well By Design boldly leads with a simple truth right on the homepage: we are designed for rest—and when we honor that design, we become more present and more productive at work and at home.  

Steven brings a deep, practical background to the conversation—over 17 years as a senior leader across the public and private sectors, plus a Master’s in Education (Leadership) and training in change management, organizational behavior, HR, and strategic planning. He’s led teams, built capacity, and now equips leaders and staff to prioritize well-being without sacrificing results. He also speaks and writes extensively about moving beyond the buzzword of “work-life balance” toward something more realistic and sustainable—what he calls coherence.  

Early in our chat, Steven underlines why the napkin says rest and not sleep: 

“To me, rest is different than sleep… it’s the things you’re intentionally doing that get you back to baseline.” — Steven Langer  

That distinction matters. Sleep is essential, yes. But many of us are sleeping and still living at a chronic fatigue level because we never step off the gas during the day. Steven argues that rest is a practice, not a reward—discrete, intentional moments that bring your nervous system back to baseline so you can do better work. As he puts it: 

“We are designed for it. We need it.” — Steven Langer  

We also talk about hustle culture and the entrepreneur’s myth of invincibility—those throwaway lines like “I’ll rest when I’m done” (or worse, “when I’m dead”). You’ll hear us explore how that mindset quietly taxes creativity, clarity, and decision quality. At one point I say on the show, “We are 70% less productive when working at a fatigue level,” and Steven meets leaders right where many of us live—aware we’re gassed—and shows how to navigate out of it (episode transcript). 

The most useful part of our conversation is how doable Steven makes rest. It’s not a week at the cottage—it’s minutes, even seconds, woven through your day on purpose. Micro-rests. Done-lists. Breath that flips your body out of fight-or-flight. And leaders: you’ll hear how modeling and scheduling rest is one of the highest-leverage culture moves you can make. 

 

5 Key Takeaways (with Take Action for entrepreneurs & leaders) 

1. Rest ≠ Sleep Insight: Sleep restores you overnight; rest restores you during the day. It’s the intentional reset that brings you back to baseline so you can think clearly and lead well. (“Rest is different than sleep… it’s the things you’re intentionally doing that get you back to baseline.” — Steven) Take Action: Build a “3–2–1 Reset” into your calendar: 3 mini-breaks (2–5 min) mid-morning/afternoon/eod, 2 mindful breaths before meetings, 1 screen-free lunch away from the desk for 10–15 minutes. Protect it like any mission-critical appointment. 

1. Baseline Before Breakthrough Insight: Operating under chronic fatigue becomes your new normal, and you won’t notice how compromised your thinking is until you reset. Take Action: Track your daily baseline check at 11:30am and 3:30pm on a 1–5 energy scale. If you’re ≤3, take a micro-rest: step outside, box-breathe (4–4–6–2), or do a two-minute body scan. Reassess. No heroics—just reset. 

1. Intention Beats Intensity Insight: You can’t out-hustle a dysregulated nervous system. Short, intentional rests beat sporadic, heroic vacations. Take Action: Create a Done List ritual at day’s end: write 3 things you finished (dopamine well-earned), 1 person to appreciate tomorrow, and 1 reset you’ll schedule before your first meeting. Close the laptop only after the list is written. 

1. Leaders Set the Wellness Weather Insight: Teams imitate what leaders normalize. If you glorify grind, people hide fatigue; if you model rest, they learn to recharge and perform. Take Action: Establish two norms for the next 30 days: (a) No-meeting Zones from 12:00–1:00 and 3:00–3:15 (micro-rest windows) and (b) open every staff 1:1 with, “Where’s your energy today?” Capture one system tweak weekly to remove a stressor. 

1. Design Your Culture for Rest Insight: Healthy cultures design for restoration—language, schedule, space—so people don’t have to earn it. Take Action: Pilot a “Rest Menu” your team can use in 2–10 minutes: step-out walks, stretch corners, breathing scripts, mindfulness audio, quiet rooms, focus sprints with recovery. Review usage at month-end and keep what sticks. 

 

Favorite Quotes from Steven (episode transcript) 

• “Rest isn’t a luxury we tack on when we’re finished. We are designed for it.” 

• “If you don’t plan your resets, fatigue will plan your results.” 

• “Leaders who model rest get better decisions, better creativity, and better people.” 

 

About Steven Langer 

Steven Langer is an international keynote speaker and organizational wellness expert who helps leaders create the conditions for healthy, high-performing workplace cultures. He’s led teams in both public and private sectors and holds a Master’s in Education (Leadership) with additional training in change management, organizational behavior, HR, and strategic planning. He is the Founder & CEO of Well By Design.  

Explore Steven’s work: 

• Website — Well By Design: https://wellbydesign.ca teachingmindbodyandsoul.com 

• LinkedIn — Steven Langer: https://www.linkedin.com/in/steven-langer-b9b64945 LinkedIn 

• Talk — Stop chasing work-life balance — do this instead (YouTube) YouTube 

 

Your Turn 

Take the napkin idea—“We are designed for rest.”—and make it real this week. Choose one micro-rest practice, one baseline check, and one leader behavior to model. Then tell us what shifted. 

Call to Action: Post a photo of your own napkin with your takeaway, tag a leader who needs to hear this, and use #PaperNapkinWisdom. Let’s turn small ideas into big results—together. 

 

“Growth doesn’t come from what we know, but from how we apply what we learn.” — Rhett Power, Paper Napkin Wisdom 

If you’ve ever felt “over-read and under-done,” this one’s for you. In Episode 278, entrepreneur, executive coach, and Forbes columnist Rhett Power sits down with Paper Napkin Wisdom to remind us that ideas don’t create results—implementation does. Rhett’s napkin is deceptively simple: growth lives in the gap between learning and applying. That gap is where courage, accountability, and consistency turn knowledge into outcomes. 

A quick snapshot of Rhett’s journey illuminates why he cares so much about application. He co-founded Wild Creations, transforming a startup toy company into South Carolina’s Fastest Growing Business and an Inc. 500 honoree, with dozens of national product awards along the way. That run taught him the difference between “knowing” and “building.” Today, he channels those lessons as CEO and Co-Founder of Accountability Inc., where he coaches founders and executive teams to operationalize what they learn—so it shows up in revenue, resilience, and culture.  

Beyond the boardroom, Rhett shares pragmatic leadership insights as a Forbes columnist and is part of Marshall Goldsmith’s 100 Coaches community—positions that keep him close to what works inside high-performance organizations. He’s also the author of The Entrepreneur’s Book of Actions, a how-to field guide for turning intention into behavior change, one day at a time.  

What stands out in this conversation is Rhett’s clarity on accountability as a habit system, not a personality trait. Knowledge without structure drifts; knowledge with cadence compounds. When leaders install rhythms—weekly commitments, honest scorecards, and real consequences—learning turns into muscle memory. And when teams see leaders hold themselves accountable first, they mirror that behavior. That’s how companies shift from “more training” to more traction.  

Rhett also challenges a common misconception: you don’t need perfect conditions to apply what you learn—you need useful constraints. He learned that in the trenches of scaling product lines, negotiating with suppliers, and navigating recognition like the Inc. 500 lists. Constraints force prioritization; prioritization accelerates application. Leaders who embrace those constraints stop chasing hacks and start building systems that outlast them.  

Finally, Rhett brings a bias for experiments over declarations. Rather than launching sweeping initiatives, he advocates small, high-frequency tests—tweaks to your pipeline review, the way you open 1:1s, or how you close meetings with explicit commitments. String enough winning experiments together and you’ll look “disciplined.” But underneath, you’re doing something more powerful: you’re proving what you’ve learned in the only place that matters—your results. 

About the Guest Rhett Power is a six-time founder, CEO and Co-Founder at Accountability Inc., a Forbes columnist, and author of The Entrepreneur’s Book of Actions. He co-founded Wild Creations, an Inc. 500 company and South Carolina’s Fastest Growing Business, and is recognized by Thinkers360 as a top thought leader on entrepreneurship. He’s part of the Marshall Goldsmith 100 Coaches community.  

5 Key Takeaways (with Take-Action Steps) 

1. Application Beats Accumulation It’s not the volume of insights; it’s the velocity of implementation that compounds. Take Action: For the next 14 days, end every meeting with two lines in the notes: Decision and Owner & Date. Review those lines first at the next meeting. No exceptions. 

1. Design Accountability as a System Accountability sticks when it’s visible, time-boxed, and owned. Take Action: Publish a simple weekly scorecard (no more than 7 metrics) to your leadership team every Friday. On Monday, open with “green/yellow/red—what did we learn and what will we do this week?” 

1. Use Constraints to Clarify Constraints don’t block growth; they focus it. Take Action: Choose one constraint (budget, headcount, time) and set a 30-day “innovation sprint” around it. Ask: How might we hit the same outcome with 20% fewer resources? Ship the best idea within the 30 days. 

1. Build Micro-Experiments into Your Culture Micro-bets reduce risk and increase learning speed. Take Action: Institute a “5% Experiment Rule”: every leader runs one small, reversible test per month (pricing, messaging, onboarding step). Share outcomes in a monthly “What We Tried / What We Learned” memo. 

1. Model the Behavior First Teams adopt what leaders demonstrate, not what they announce. Take Action: Pick one high-leverage leadership behavior to model for 21 days (e.g., start 1:1s with “What are you stuck on?” and end with “What’s your one commitment this week?”). Tell your team you’re doing it—and ask them to hold you to it. 

One Line I’ll Remember 

“Growth doesn’t come from what we know, but from how we apply what we learn.” — Rhett Power 

Keep Learning from Rhett 

• Website: https://rhettpower.com/ (shared by the guest) 

• Books: The Entrepreneur’s Book of Actions and more (see “Books” on his site). Rhett Power 

Your Turn — #PaperNapkinWisdom What’s one insight you’ve already learned that you can apply in the next 24 hours? Jot it on a napkin, snap a photo, and share it with #PaperNapkinWisdom. Tag your takeaway, and let’s build a public ledger of applied wisdom—because that’s where the growth is. 

 

On today’s napkin, Michael sketches a deceptively simple truth: a manager who works through people generates far bigger results than a talented individual contributor working alone. The drawing shows two paths: Manager → People → (big) Results versus Individual → (smaller) Results. It’s not a knock on personal excellence; it’s a reminder that leadership scale lives in leverage—the kind you earn by growing your people. 

Early in our conversation, Michael laughed about how many of us misread our own management ability: “According to Gallup, 71% of all managers put themselves in the top 20% of all managers.” That gap between confidence and capability is exactly why this napkin matters—most businesses hit a ceiling right where frontline heroes are promoted and suddenly responsible for everyone else’s outcomes. 

So why is the shift so hard? Because the skills that make you great as an individual contributor aren’t the same skills that make you a great manager. As Michael puts it, “what it takes as an individual contributor are vastly different from the skills that it takes to be a manager.” If you were promoted for being the best “doer,” your default under pressure is to jump back into the work. That gets you short-term relief—and long-term stagnation. 

Michael also challenges an old industrial-age myth: “run your business like a well-oiled machine.” The problem with that metaphor? “People become cogs in a system.” Cogs don’t think, learn, or grow. People do. The pre-industrial apprenticeship model understood this: masters taught, journeymen practiced, and capability scaled as individuals grew. Returning to that spirit—teach, develop, and transfer skill—is the modern manager’s edge. 

We also got into the most abused word in management: accountability. Michael’s take is clarifying: “You’re now accountable for everybody’s result. Not just yours.” But that doesn’t mean “hold people” in the punitive sense. The job is to partner in accountability: “What if I treat you as somebody who’s accountable, and I partner with you in your accountability?” That shift—from policing to partnering—unlocks adult-to-adult ownership without the control games that kill trust. 

Another gem: managers who expect people to succeed their way will always leave performance on the table. “There are 7.9 billion iterations of the world,” Michael quips. Translation: personalize how you support each person. Some learn by watching, others by trying. Some need space; others need cadence. Your job isn’t to clone yourself; it’s to discover how each person wins, then build the environment for that win to happen repeatedly. 

Here’s the kicker: when managers spend their energy growing people and shaping systems, results compound. When they spend their energy doing the work themselves, results plateau. The napkin makes the asymmetry obvious. Your growth ceiling is the number of tasks you can personally touch. Your company’s growth ceiling is the number of capable people you can empower and align. 

Michael’s Napkin in One Line: Managers don’t scale by doing more; they scale by making more people capable of producing results. 

About Michael: Michael Walsh is the founder of the Walsh Business Growth Institute and a multi-time author. His work focuses on helping established, service-based companies grow profitably while giving owners more freedom. His latest thinking is captured in Freedom by Design: The Established Business Owner’s Guide to Grow, Make an Impact, and Find the Joy Again. Walsh Business GrowthLinkedInBarnes & Noble 

 

5 Key Takeaways (with Take-Action steps) 

1) Great managers are multipliers, not super-doers. If your best people get promoted and then keep doing the work, you’ll stall. Scale comes from capability transfer. Take Action: Audit each manager’s calendar. Target ≥60% of time on people-building activities (1:1s, coaching, shadowing, feedback, SOP refinement) rather than personal task work. Set this as an explicit expectation for the role. 

2) Redefine accountability as a partnership. Stop trying to “hold” adults accountable; design agreements and cadence that make ownership the default. Take Action: Introduce a simple “Ownership Contract” for key initiatives: Clear outcome → Current reality → Next best action → Check-in date. Review weekly. The manager’s job is to remove friction, not micromanage. 

3) Personalize how each person wins. There isn’t one right way—coach to strengths, preferences, and learning styles. Take Action: Build a Personal Operating Manual for every direct report (strengths, energizers/drainers, communication preferences, learning mode, early-warning signs). Use it to tailor coaching and task assignment. 

4) Bring back apprenticeship—on purpose. Capability scales when teaching is built into the work, not bolted on. Take Action: For every core process, run a Shadow → Assist → Own → Teach pipeline. Track leading indicators: # of people in each stage per process, and time-to-competence. Celebrate when someone moves to “Teach.” 

5) Measure results through people, not around them. A manager’s scoreboard should show team health and capability growth as leading indicators of performance. Take Action: Add three “people-to-results” metrics to your manager dashboards: (a) % of direct reports with clear 90-day outcomes, (b) frequency of effective 1:1s, (c) # of tasks escalated back to the manager (aim down and to the right). 

 

Quotes to Remember 

• “71% of all managers put themselves in the top 20%.” — Michael Walsh 

• “People become cogs in a system when you run the business like a machine.” — Michael Walsh 

• “You’re now accountable for everybody’s result. Not just yours.” — Michael Walsh 

• “What if I treat you as somebody who’s accountable, and I partner with you in your accountability?” — Michael Walsh 

• “There are 7.9 billion iterations of the world.” — Michael Walsh 

 

Links & Resources 

• Michael’s site: https://walshbusinessgrowth.com/  

• Michael on LinkedIn: https://www.linkedin.com/in/michael-walsh/  

• Freedom by Design (book): recent retail listing and overview Barnes & Noble 

Your Turn 

If you run a growing company, ask yourself: Am I growing managers who grow people… or managers who just do more? What’s one shift you’ll make this week to multiply results through your team? 

👉 Post your takeaway on a paper napkin and tag it with #PaperNapkinWisdom. Let’s see how you’re growing managers who grow people. 

 

Introduction Courtney Ramsey, CSP, CPTD, MBA, has spent more than two decades helping overwhelmed managers transform into confident, people-first leaders. After training tens of thousands of supervisors on the front lines of corporate America, she noticed a pattern: even the smartest leaders “hit snooze” on the very conversations and decisions that would propel their teams forward. That observation became her rallying cry and the title of her signature message, “Quit Hitting Snooze!”—a philosophy she unpacks in this energizing episode.  

From her viral TEDx talk on tough conversations to her hands-on development programs, Courtney champions a simple truth: leadership begins the moment we stop delaying the work that matters most. In our conversation, she explains how the “snooze button” shows up far beyond the alarm clock—whether we’re postponing a difficult performance dialogue, deferring an innovative idea, or waiting for “perfect timing” before launching a bold initiative. 

“We all have those internal alarms telling us, This matters—do it now. Every time we press snooze, we trade momentum for momentary comfort.” — Courtney Ramsey, episode 276 

Below, you’ll find a deep dive into her philosophy, why leaders procrastinate, and practical ways to wake up your organization today. 

 

The Snooze Button Metaphor 

Courtney’s insight started, quite literally, at 5:00 a.m. Staring at her alarm, she realized how often she postponed confronting things that felt uncomfortable—only to watch them grow into bigger problems. The snooze button became a metaphor for the micro-moments when leaders choose avoidance over action. 

“If you delay the conversation when it’s small, you’re guaranteeing you’ll have to deal with it when it’s big.” — Courtney 

 

Discomfort ≠ Danger 

Many managers equate discomfort with risk. Courtney reframes it: discomfort is simply a sign that growth is about to happen. By normalizing discomfort—especially around accountability and feedback—leaders build resilience muscles that ripple through the team culture. 

 

Getting Intentional About Urgency 

Courtney challenges the common mantra “move fast and break things.” Urgency without intentionality leads to burnout; intentional urgency, on the other hand, creates clear priorities and decisive action. 

“Quit hitting snooze doesn’t mean rush blindly. It means decide purposefully—and then move.” — Govindh 

 

Momentum Compounds 

Small decisions—replying to that email, scheduling that one-to-one, giving real-time feedback—compound into massive cultural shifts. Courtney argues that teams don’t fail from one big error; they drift through a series of tiny “snoozes.” 

 

Courageous Curiosity 

Underpinning her philosophy is a bias toward curiosity. Leaders who ask better questions (early and often) surface issues sooner, innovate faster, and cultivate trust. Courtney’s favorite opener: “What’s one thing we could address right now that would make everything else easier?” 

 

5 Key Takeaways (with Action Steps) 

1. Replace the Snooze with a 60-Second Rule Every decision gets just one minute: act, calendar, or delegate—no lingering. Take Action: Set a daily phone alarm titled “60-Second Rule” at 9 a.m. When it rings, pick a lingering task and force the one-minute choice. Do this for two weeks and watch your responsiveness skyrocket. 

2. Normalize Tough Conversations Accountability talks should feel routine, not rare. Take Action: Block a 30-minute “courage conversation” slot on your calendar each week. Use it to address one performance or feedback topic you’ve been avoiding. 

3. Treat Discomfort as Data That tight-chest feeling isn’t danger—it’s a signal for growth. Take Action: When discomfort shows up, write down the trigger and a single next step. Review your notes every Friday to spot patterns and opportunities. 

4. Momentum Beats Perfection Progress compounds faster than perfect plans. Take Action: Launch one “imperfect but valuable” idea—pilot service, beta product, or process tweak—within the next 14 days. Debrief lessons with your team and iterate. 

5. Lead with Questions Curiosity disarms resistance and sparks ownership. Take Action: Open your next meeting by asking, “What are we snoozing on that deserves attention this quarter?” Capture answers on a whiteboard and assign owners before the meeting ends. 

Links & Resources 

• Courtney Ramsey’s site: courtneyramseyspeaks.com 

• LinkedIn: Courtney Ramsey, CSP 

• TEDx Talk: Why We Hit Snooze on the Conversations That Matter 

 

Call to Action 

What leadership alarm have you been snoozing? Grab a napkin, write down one action you’ll take today, snap a photo, and post it with #PaperNapkinWisdom. Tag @CourtneyRamsey and @GovindhJ so we can celebrate your momentum! 

Remember: Positive intent without action is just a dream. Intentional action—starting now—is how we wake up possibilities and turn small ideas into big results. 

 

When Jeff Wetzler scribbled his napkin wisdom — “The answers you most need are hidden in plain sight… They reside in the hearts and minds of the people right around you. You just need to know how to ask in the right ways.” — he distilled 25 years of leadership, education-innovation, and curiosity-driven research into one deceptively simple thought. 

Jeff is co-CEO and co-founder of Transcend, the nonprofit helping schools design breakthrough learning models, and former Chief Learning Officer at Teach For America. With a doctorate in Adult Learning & Leadership from Columbia and a psychology degree from Brown, he’s advised Fortune-100 executives, written two books (most recently ASK: Tap Into the Hidden Wisdom of People Around You), and built “The Ask Approach,” a five-step method to turn everyday conversations into engines of insight and trust.  

“People don’t tell us what we really need to hear because they’re afraid of the impact… That fear keeps leaders in the dark.” — Jeff Wetzler, PNW 275 

In this wide-ranging conversation, Jeff unpacks how leaders can transform curiosity from a polite gesture into a power tool for breakthrough learning. He recounts a youth-sports story where a coach’s frustration melted once he learned why players skipped practice, and he challenges all of us to stop “mind-reading” and start mind-finding: 

“Right under their nose was the answer, but they had no idea. This breakdown is tragic — and totally avoidable.” — Jeff Wetzler 

Throughout the episode, Jeff and I explore why most cultures default to silence, how leaders can signal genuine interest, and what it takes to turn hidden wisdom into bold action. Whether you’re building a startup, running a school, or guiding a global team, Jeff’s message is the same: asking well is the soil in which every other leadership skill can flourish. 

Key Takeaways 

1. Curiosity is a discipline, not a mood. Treat great questioning like a workout routine: it needs structure and repetition.  

Take Action: Before every one-on-one or strategy session, build a Curiosity Checklist by writing three genuinely open prompts—questions you can’t answer with the data already in front of you. When you enter the room armed with those prompts, you signal respect, ignite fresh thinking, and model the investigative mindset your team will emulate. 

2. Silence isn’t safety. If people predict punishment or pointlessness, they keep game-changing ideas to themselves.  

Take Action: Run a quick Psychological Safety Pulse: ask each teammate—anonymously—when they last held back an insight and why. Debrief the patterns together, then adjust norms so everyone sees that candor is rewarded, not risky. 

3. Assumptions blind insight. Leaders often “mind-read” instead of mind-find, making decisions on guesses rather than reality.  

Take Action: Start an Assumption Swap ritual: state one working assumption aloud, then invite at least two alternative explanations before you decide. That simple pause surfaces hidden variables and prevents costly missteps. 

4. Small asks unlock big breakthroughs. Trust compounds through micro-moments of inquiry.  

Take Action: Aim for one authentic, curiosity-driven question every day—your Daily One Ask. Capture the answers in a journal and, over time, you’ll see how tiny nudges of curiosity generate outsized leaps in innovation and connection. 

5. Insights unused erode trust. When people share and nothing happens, they stop sharing.  

Take Action: Close the feedback loop within 48 hours of receiving honest input: tell contributors what you’ll do with their wisdom—or why you won’t. Visible action signals respect, cements credibility, and keeps the insight flywheel spinning. 

Links to Dive Deeper 

• Jeff Wetzler’s site & The Ask Approach: https://www.askapproach.com/ 

• Jeff on LinkedIn: https://www.linkedin.com/in/jeff-wetzler-9ba3824 

Your Turn — #PaperNapkinWisdom 

Ready to surface the answers hiding in your own organization? Grab a napkin, jot down the one question you haven’t dared to ask, snap a photo, and tag #PaperNapkinWisdom. Let’s turn hidden wisdom into decisive action — together. 

(Episode 275 blog by Paper Napkin Wisdom — share your takeaway on a napkin and join the conversation!)