Scaling for Success

Posted on by Chris Sullens

These three fundamental inputs help build and scale successful, purpose-driven organizations.


By Chris Sullens



We all want to build a successful organization — one with a purpose that grows rapidly and profitably, produces highly differentiated and loved products, delights its employees and customers, and creates significant shareholder value. However, less than 10% of early-stage businesses succeed in achieving any of those outcomes. In my experience, the main reason businesses fail is that the leaders focus, sometimes to the point of obsession, on the outcomes rather than the inputs that drive those outcomes.

Successful leaders flip the script by relentlessly focusing on defining, nurturing, cultivating, and strengthening the inputs that they believe will yield the outcomes they desire. So, let’s delve into the three fundamental inputs that I’ve seen drive success in the organizations I’ve led and in others I admire.

The Mission: The North Star for Success

The cornerstone of any purpose-driven enterprise is a well-defined mission. Research cited by John Kotter and James Heskrett in their book, Corporate Culture and Performance, demonstrates that purpose-driven companies outperform their counterparts in stock price by a factor of 12. The mission statement is your North Star because it tells every stakeholder what strategies you will pursue and what you won’t. When I was a new CEO in my current and past organizations, my first order of business was to refine and solidify the mission because doing so informed the type of employees we would hire, investments we would make, and type of organization we sought to become.

Core Values: The Ethical Compass

Once the mission is solidified, clearly defining the core values is the next priority. Core values serve as the moral compass guiding an organization’s decisions and actions and is the input that drives the culture you build. It’s less about putting words on a wall and more about defining what type of people you want to hire, because who you hire drives the culture you create. Core values are not a one-size-fits-all proposition, but the components I’ve had success with revolve around operating with compassion and humility, doing the right thing, challenging the status quo, and winning and losing together. 

The Big Four: The Input Framework Driving Operational Excellence

To ensure a relentless focus across the organization on the inputs, I’ve found success by creating a framework I refer to as the Big Four. Framing the key inputs into a short, digestible list, ensures alignment and accountability across the organization so that every initiative is aligned to an input, making long-term success more likely: 

  1. Hire and develop great people.
  2. Build must-have products quickly.
  3. Turn customers and employees into raving fans.
  4. Continuously invest in process, systems, and infrastructure.

The Importance of Board Alignment and Over-Communication

While my organizations have never been perfect, they have experienced a significant amount of success across most of the outcome dimensions discussed here, which is directly attributable to a laser focus on the inputs. Once you’ve defined your mission, your core values, and your version of the Big Four, it can’t stop there. These inputs must remain a centerpiece of every story, every update, and every meeting to the point of feeling like you’re saying it too much. Remember, your team is hyper-focused on the day-to-day tasks necessary for the organization to achieve its mission, so it can be easy to lose sight of the why behind it all. Consistent reinforcement of the why and the how reminds them why they chose your organization and why they will continue to choose your organization going forward. 

Finally, for those with a board of directors, I recommend including the board as you define and align on the inputs you believe will drive success. Then, organize your board updates around those inputs. Doing so will serve as a consistent reminder for the board and an accountability tool for your team, keeping everyone focused on cultivating and strengthening the inputs as you drive for the outcomes you desire.

Scaling for Success

Posted on by Chris Sullens

These three fundamental inputs help build and scale successful, purpose-driven organizations.


By Chris Sullens



We all want to build a successful organization — one with a purpose that grows rapidly and profitably, produces highly differentiated and loved products, delights its employees and customers, and creates significant shareholder value. However, less than 10% of early-stage businesses succeed in achieving any of those outcomes. In my experience, the main reason businesses fail is that the leaders focus, sometimes to the point of obsession, on the outcomes rather than the inputs that drive those outcomes.

Successful leaders flip the script by relentlessly focusing on defining, nurturing, cultivating, and strengthening the inputs that they believe will yield the outcomes they desire. So, let’s delve into the three fundamental inputs that I’ve seen drive success in the organizations I’ve led and in others I admire.

The Mission: The North Star for Success

The cornerstone of any purpose-driven enterprise is a well-defined mission. Research cited by John Kotter and James Heskrett in their book, Corporate Culture and Performance, demonstrates that purpose-driven companies outperform their counterparts in stock price by a factor of 12. The mission statement is your North Star because it tells every stakeholder what strategies you will pursue and what you won’t. When I was a new CEO in my current and past organizations, my first order of business was to refine and solidify the mission because doing so informed the type of employees we would hire, investments we would make, and type of organization we sought to become.

Core Values: The Ethical Compass

Once the mission is solidified, clearly defining the core values is the next priority. Core values serve as the moral compass guiding an organization’s decisions and actions and is the input that drives the culture you build. It’s less about putting words on a wall and more about defining what type of people you want to hire, because who you hire drives the culture you create. Core values are not a one-size-fits-all proposition, but the components I’ve had success with revolve around operating with compassion and humility, doing the right thing, challenging the status quo, and winning and losing together. 

The Big Four: The Input Framework Driving Operational Excellence

To ensure a relentless focus across the organization on the inputs, I’ve found success by creating a framework I refer to as the Big Four. Framing the key inputs into a short, digestible list, ensures alignment and accountability across the organization so that every initiative is aligned to an input, making long-term success more likely: 

  1. Hire and develop great people.
  2. Build must-have products quickly.
  3. Turn customers and employees into raving fans.
  4. Continuously invest in process, systems, and infrastructure.

The Importance of Board Alignment and Over-Communication

While my organizations have never been perfect, they have experienced a significant amount of success across most of the outcome dimensions discussed here, which is directly attributable to a laser focus on the inputs. Once you’ve defined your mission, your core values, and your version of the Big Four, it can’t stop there. These inputs must remain a centerpiece of every story, every update, and every meeting to the point of feeling like you’re saying it too much. Remember, your team is hyper-focused on the day-to-day tasks necessary for the organization to achieve its mission, so it can be easy to lose sight of the why behind it all. Consistent reinforcement of the why and the how reminds them why they chose your organization and why they will continue to choose your organization going forward. 

Finally, for those with a board of directors, I recommend including the board as you define and align on the inputs you believe will drive success. Then, organize your board updates around those inputs. Doing so will serve as a consistent reminder for the board and an accountability tool for your team, keeping everyone focused on cultivating and strengthening the inputs as you drive for the outcomes you desire.

The Art of Transformational Leadership

Posted on by Brian Arterburn

The Art of Transformational Leadership Leadership isn’t just about managing tasks or making decisions—it’s about inspiring and transforming.


By Brian Arterburn

In a rapidly changing world, effective leaders go beyond the status quo. They create a vision, empower their teams, and drive positive change. Here are key principles of transformational leadership:

1. Visionary Thinking Vision:

Share your vision with your team. Paint a picture of success and rally everyone around it. Transformational leaders dream big. They envision a better future and communicate that vision passionately. Whether it’s a startup disrupting an industry or a nonprofit tackling global challenges, a clear vision inspires action.


2. Empowering Others Empowerment:

Delegate authority and encourage autonomy. Let team members take ownership of their tasks. Leadership isn’t a solo act. It’s about lifting others up. Empower your team by trusting their abilities, encouraging creativity, and providing growth opportunities. When everyone feels valued, innovation thrives.


3. Authenticity Matters Authenticity:

Be genuine. Show vulnerability when appropriate and build trust through transparency. Authentic leaders lead from the heart. They’re genuine, transparent, and vulnerable. Authenticity builds trust, fosters collaboration, and creates a positive work culture.


4. Emotional Intelligence Emotional Intelligence:

Understand emotions—yours and others. Use empathy to connect and resolve conflicts. Understanding emotions—both yours and others’—is crucial. Emotional intelligence helps navigate conflicts, build strong relationships, and make empathetic decisions.


5. Adaptability Adaptability:

Embrace change. Be agile in decision-making and open to new approaches. Change is constant. Leaders who adapt thrive. Be open to new ideas, embrace uncertainty, and learn from failures. Adaptability ensures relevance and resilience.


6. Servant Leadership Servant Leadership:

Serve your team. Listen actively, remove obstacles, and foster growth. Serve before you lead. Put others’ needs first. When leaders serve their teams, loyalty and commitment follow. It’s not about hierarchy; it’s about humility.


7. Continuous Learning Continuous Learning:

Stay curious. Seek knowledge and apply it to improve your leadership Leadership evolves. Stay curious, read widely, attend workshops, and seek mentorship. Learning keeps your leadership fresh and relevant. Transformational leadership isn’t about titles—it’s about impact. Lead with purpose, inspire change, and leave a legacy.


Remember, transformational leadership isn’t theoretical—it’s a daily practice that shapes organizations and impacts lives.

In closing, remember that leadership isn’t confined to boardrooms or titles—it’s a mindset. Whether you lead a team of five or influence a global organization, these transformational principles apply. Be the leader who inspires change, empowers others, and leaves a positive legacy. As you navigate challenges and opportunities, keep the vision alive, embrace authenticity, and adapt with resilience. The world needs leaders who not only do well but also do good.

The Art of Transformational Leadership

Posted on by Brian Arterburn

The Art of Transformational Leadership Leadership isn’t just about managing tasks or making decisions—it’s about inspiring and transforming.


By Brian Arterburn

In a rapidly changing world, effective leaders go beyond the status quo. They create a vision, empower their teams, and drive positive change. Here are key principles of transformational leadership:

1. Visionary Thinking Vision:

Share your vision with your team. Paint a picture of success and rally everyone around it. Transformational leaders dream big. They envision a better future and communicate that vision passionately. Whether it’s a startup disrupting an industry or a nonprofit tackling global challenges, a clear vision inspires action.


2. Empowering Others Empowerment:

Delegate authority and encourage autonomy. Let team members take ownership of their tasks. Leadership isn’t a solo act. It’s about lifting others up. Empower your team by trusting their abilities, encouraging creativity, and providing growth opportunities. When everyone feels valued, innovation thrives.


3. Authenticity Matters Authenticity:

Be genuine. Show vulnerability when appropriate and build trust through transparency. Authentic leaders lead from the heart. They’re genuine, transparent, and vulnerable. Authenticity builds trust, fosters collaboration, and creates a positive work culture.


4. Emotional Intelligence Emotional Intelligence:

Understand emotions—yours and others. Use empathy to connect and resolve conflicts. Understanding emotions—both yours and others’—is crucial. Emotional intelligence helps navigate conflicts, build strong relationships, and make empathetic decisions.


5. Adaptability Adaptability:

Embrace change. Be agile in decision-making and open to new approaches. Change is constant. Leaders who adapt thrive. Be open to new ideas, embrace uncertainty, and learn from failures. Adaptability ensures relevance and resilience.


6. Servant Leadership Servant Leadership:

Serve your team. Listen actively, remove obstacles, and foster growth. Serve before you lead. Put others’ needs first. When leaders serve their teams, loyalty and commitment follow. It’s not about hierarchy; it’s about humility.


7. Continuous Learning Continuous Learning:

Stay curious. Seek knowledge and apply it to improve your leadership Leadership evolves. Stay curious, read widely, attend workshops, and seek mentorship. Learning keeps your leadership fresh and relevant. Transformational leadership isn’t about titles—it’s about impact. Lead with purpose, inspire change, and leave a legacy.


Remember, transformational leadership isn’t theoretical—it’s a daily practice that shapes organizations and impacts lives.

In closing, remember that leadership isn’t confined to boardrooms or titles—it’s a mindset. Whether you lead a team of five or influence a global organization, these transformational principles apply. Be the leader who inspires change, empowers others, and leaves a positive legacy. As you navigate challenges and opportunities, keep the vision alive, embrace authenticity, and adapt with resilience. The world needs leaders who not only do well but also do good.

Character — It’s What Matters Most

Posted on by Julie Van Ness

“Character, in the long run, is the decisive factor in the life of an individual and of nations alike. ” —Theodore Roosevelt


By Julie Van Ness


What’s your definition of a real leader?

That’s the question that we have asked global business leaders on our Real Leaders Podcast and in our magazine for over a decade. The answers have been insightful, and most share this winning combination: (1) the importance of caring for something greater than themselves, (2) the willingness to do the work necessary to achieve a positive outcome for the greater good, and (3) doing it in a financially sustainable and scalable way. 

In our sixth annual Real Leaders of Impact Investing edition, you’ll discover some of the top impact investors in the world and how they choose who, what, and when they invest (p. 56).

You’ll also discover our exclusive interview with impact investing pioneer Jacqueline Novogratz, CEO of Acumen, who talks about the importance of cultivating moral imagination, avoiding the conformity trap, and practicing courage (p. 48): “The world continues in the short-term to reward the shiny, but in the long-term, it pays off on character.”

The key to being a successful impact investor is the ability to invest in a leader who is likely to perform long-term. This ability to qualify a leader is important to all of us as we choose whom we want to work for, hire, and represent us in organizations and government.

The most articulate salesperson may shine in short pitches but cannot withstand the scrutiny of closer due diligence.

We’re reminded of the old saying that if it sounds too good to be true, it probably is. Do I trust this person? What does their past tell me about them? What is their litigation or bankruptcy history? Have they been successful in something comparable before? How resilient are they? What is their reputation? Would I be happy working for them? These are the kinds of questions that help us to determine one’s character and values, and character is ultimately what matters the most. 

Investors often lose money when they become enamored with the product or service but overlook the questionable character and reputation of the leader. Many of us have made this mistake in personal or business relationships, but when the stakes are high, mistakes can be devastating. 

Today, I pose this question to you: What’s your definition of a real leader? Think carefully about your response, as your description can serve as a guiding light when selecting leaders for your own life and for our world.

You can access the latest Real Leaders Magazine on shelves or on Real Leaders Website July 1.

Character — It’s What Matters Most

Posted on by Julie Van Ness

“Character, in the long run, is the decisive factor in the life of an individual and of nations alike. ” —Theodore Roosevelt


By Julie Van Ness


What’s your definition of a real leader?

That’s the question that we have asked global business leaders on our Real Leaders Podcast and in our magazine for over a decade. The answers have been insightful, and most share this winning combination: (1) the importance of caring for something greater than themselves, (2) the willingness to do the work necessary to achieve a positive outcome for the greater good, and (3) doing it in a financially sustainable and scalable way. 

In our sixth annual Real Leaders of Impact Investing edition, you’ll discover some of the top impact investors in the world and how they choose who, what, and when they invest (p. 56).

You’ll also discover our exclusive interview with impact investing pioneer Jacqueline Novogratz, CEO of Acumen, who talks about the importance of cultivating moral imagination, avoiding the conformity trap, and practicing courage (p. 48): “The world continues in the short-term to reward the shiny, but in the long-term, it pays off on character.”

The key to being a successful impact investor is the ability to invest in a leader who is likely to perform long-term. This ability to qualify a leader is important to all of us as we choose whom we want to work for, hire, and represent us in organizations and government.

The most articulate salesperson may shine in short pitches but cannot withstand the scrutiny of closer due diligence.

We’re reminded of the old saying that if it sounds too good to be true, it probably is. Do I trust this person? What does their past tell me about them? What is their litigation or bankruptcy history? Have they been successful in something comparable before? How resilient are they? What is their reputation? Would I be happy working for them? These are the kinds of questions that help us to determine one’s character and values, and character is ultimately what matters the most. 

Investors often lose money when they become enamored with the product or service but overlook the questionable character and reputation of the leader. Many of us have made this mistake in personal or business relationships, but when the stakes are high, mistakes can be devastating. 

Today, I pose this question to you: What’s your definition of a real leader? Think carefully about your response, as your description can serve as a guiding light when selecting leaders for your own life and for our world.

You can access the latest Real Leaders Magazine on shelves or on Real Leaders Website July 1.

The Intersection of Love and Leadership in Business: Insights from Greg Harmeyer

Posted on by Real Leaders

Here’s how leaders can reimagine their business culture for the better.


By Real Leaders


Introduction

Greg Harmeyer, the CEO of Tier 1 Impact, shares profound insights into leadership, hiring practices, and the often-overlooked concept of love in business. In a candid conversation with Kevin Edwards, Harmeyer delves into how these components intersect and drive long-term organizational success.

Surviving the Early Years

Entrepreneurship often involves navigating existential challenges. Harmeyer acknowledges the fear of transparency during tough times but emphasizes the importance of honesty. By sharing the reality of the business’s situation with the team, leaders can build trust and commitment. People are more likely to stay and contribute to the company’s recovery if they feel genuinely included and valued.

Evolving Hiring Practices

In the early years, Tier 1 primarily hired through personal networks. While fostering trust and connectivity, this approach had limitations, particularly in scaling and diversity. Over time, Harmeyer’s hiring strategy evolved to focus on identifying candidates’ strengths and passions rather than merely filling specific job postings. By aligning roles with individual talents and interests, Tier 1 nurtured innovation and growth from within.

Onboarding and Long-Term Commitment

Harmeyer subscribes to the philosophy of “hire slow, fire fast,” but with a nuanced approach. While careful hiring is crucial, he believes in giving employees ample time and support to succeed. Trust from day one, accountability, and continuous effort are key. A long-term outlook fosters a supportive environment where employees can thrive and contribute significantly.

The Role of Love in Leadership

Harmeyer’s book, Impact With Love, underscores the importance of caring for employees beyond transactional relationships. True leadership involves caring for individuals despite what it may mean for you personally. This creates a magnetic, trust-based culture where people are motivated to contribute to the organization’s success. Harmeyer argues that love in leadership isn’t about leniency but about fostering a genuinely supportive and connected environment.

Balancing Empathy and Performance

Balancing empathy with performance metrics can be challenging. Harmeyer believes in embracing the tension between achieving business goals and caring for people. He advocates for transparency about performance expectations while maintaining a supportive culture. Organizations should avoid quick layoffs as they damage trust and long-term performance. Instead, leaders should focus on sustainable strategies that prioritize both human and business needs.

Personal Reflections on Leadership

Harmeyer describes himself as calm and supportive during challenging times, which he sees as his strength. Conversely, he acknowledges that irritability and impatience are his weaknesses. Maintaining empathy helps him stay centered and effective as a leader. He emphasizes that truly understanding and caring for the people in your organization fosters a healthier and more resilient business.

Conclusion

Greg Harmeyer’s insights highlight the profound impact of empathetic and love-centered leadership on organizational success. By prioritizing human connections and trust, leaders can navigate challenges more effectively and build a thriving, committed workforce. His approach underscores that genuine care and performance are not mutually exclusive but rather complementary forces that drive long-term success.

Gifts for Good: Real Leaders’ Summer Shopping Cart

Posted on by Real Leaders

We have plenty of bright ideas for your shopping cart this summer. All of these products are made by 2024 Real Leaders Top Impact Companies, so you can rest assured — preferably poolside — knowing that your purchases are making a splash for good.


By Real Leaders

Get One, Give One: Soap with Hope

Smell sweet and feel even sweeter about the mission you’re supporting with Soapbox’s naturally derived bath and body products. For every item sold, the company donates a bar of soap to someone in need. Plus, products are made with 100% recyclable packaging. Try the Coconut Oil Hydrating Shampoo and Conditioner, pictured, after a day in the sun. 









Beat the Heat: Righteous Gelato 

Righteous Gelato makes flavorful small-batch gelato and sorbet without artificial ingredients. The cherry on top? It’s giving back along the way by donating 1% of its revenue to charity, using sustainable packaging, and diverting 95% of its waste away from landfills. Cool off with a refreshing scoop of Dairy Free Raspberry Lime Sorbetto or Dairy Free Blueberry Limeade Sorbetto, pictured. 











Getaway for Good: Better Leather Bags

Parker Clay sells quality handmade sustainable leather bags, wallets, and other accessories. Premium, full-grade Ethiopian leather is ethically sourced from food animals and is crafted with the environment in mind. The company employees at-risk Ethiopian women, paying living wages and providing benefits. Take the San Ysidro Weekender, pictured, on your next trip. 





Sustainable Sipping: Finer Wine

In the Oak Knoll District of Napa Valley, California, Trefethen Family Vineyards is among the first wineries to use carbon capture technology as well as to fully offset its electricity usage with on-site solar power, earning the 2022 California Green Medal Environmental Award. Pour a glass of S.I.N. Summer in Napa Rosé, pictured, and kick back with a good book. 





Poolside for the Planet: Swimmingly Good Bathing Suits

Period underwear company Pantys offers stylish swimsuits for comfortable, sustainable, leak​-proof protection in the water. Bonus: Pantys’ products minimize environmental impact, so they’re carbon-neutral and made with biodegradable fabrics that decompose in three years. Take the Triangle One-Piece, pictured, for a swim. 

Gifts for Good: Real Leaders’ Summer Shopping Cart

Posted on by Real Leaders

We have plenty of bright ideas for your shopping cart this summer. All of these products are made by 2024 Real Leaders Top Impact Companies, so you can rest assured — preferably poolside — knowing that your purchases are making a splash for good.


By Real Leaders

Get One, Give One: Soap with Hope

Smell sweet and feel even sweeter about the mission you’re supporting with Soapbox’s naturally derived bath and body products. For every item sold, the company donates a bar of soap to someone in need. Plus, products are made with 100% recyclable packaging. Try the Coconut Oil Hydrating Shampoo and Conditioner, pictured, after a day in the sun. 









Beat the Heat: Righteous Gelato 

Righteous Gelato makes flavorful small-batch gelato and sorbet without artificial ingredients. The cherry on top? It’s giving back along the way by donating 1% of its revenue to charity, using sustainable packaging, and diverting 95% of its waste away from landfills. Cool off with a refreshing scoop of Dairy Free Raspberry Lime Sorbetto or Dairy Free Blueberry Limeade Sorbetto, pictured. 











Getaway for Good: Better Leather Bags

Parker Clay sells quality handmade sustainable leather bags, wallets, and other accessories. Premium, full-grade Ethiopian leather is ethically sourced from food animals and is crafted with the environment in mind. The company employees at-risk Ethiopian women, paying living wages and providing benefits. Take the San Ysidro Weekender, pictured, on your next trip. 





Sustainable Sipping: Finer Wine

In the Oak Knoll District of Napa Valley, California, Trefethen Family Vineyards is among the first wineries to use carbon capture technology as well as to fully offset its electricity usage with on-site solar power, earning the 2022 California Green Medal Environmental Award. Pour a glass of S.I.N. Summer in Napa Rosé, pictured, and kick back with a good book. 





Poolside for the Planet: Swimmingly Good Bathing Suits

Period underwear company Pantys offers stylish swimsuits for comfortable, sustainable, leak​-proof protection in the water. Bonus: Pantys’ products minimize environmental impact, so they’re carbon-neutral and made with biodegradable fabrics that decompose in three years. Take the Triangle One-Piece, pictured, for a swim. 

The Intersection of Love and Leadership in Business: Insights from Greg Harmeyer

Posted on by Real Leaders

Here’s how leaders can reimagine their business culture for the better.


By Real Leaders


Introduction

Greg Harmeyer, the CEO of Tier 1 Impact, shares profound insights into leadership, hiring practices, and the often-overlooked concept of love in business. In a candid conversation with Kevin Edwards, Harmeyer delves into how these components intersect and drive long-term organizational success.

Surviving the Early Years

Entrepreneurship often involves navigating existential challenges. Harmeyer acknowledges the fear of transparency during tough times but emphasizes the importance of honesty. By sharing the reality of the business’s situation with the team, leaders can build trust and commitment. People are more likely to stay and contribute to the company’s recovery if they feel genuinely included and valued.

Evolving Hiring Practices

In the early years, Tier 1 primarily hired through personal networks. While fostering trust and connectivity, this approach had limitations, particularly in scaling and diversity. Over time, Harmeyer’s hiring strategy evolved to focus on identifying candidates’ strengths and passions rather than merely filling specific job postings. By aligning roles with individual talents and interests, Tier 1 nurtured innovation and growth from within.

Onboarding and Long-Term Commitment

Harmeyer subscribes to the philosophy of “hire slow, fire fast,” but with a nuanced approach. While careful hiring is crucial, he believes in giving employees ample time and support to succeed. Trust from day one, accountability, and continuous effort are key. A long-term outlook fosters a supportive environment where employees can thrive and contribute significantly.

The Role of Love in Leadership

Harmeyer’s book, Impact With Love, underscores the importance of caring for employees beyond transactional relationships. True leadership involves caring for individuals despite what it may mean for you personally. This creates a magnetic, trust-based culture where people are motivated to contribute to the organization’s success. Harmeyer argues that love in leadership isn’t about leniency but about fostering a genuinely supportive and connected environment.

Balancing Empathy and Performance

Balancing empathy with performance metrics can be challenging. Harmeyer believes in embracing the tension between achieving business goals and caring for people. He advocates for transparency about performance expectations while maintaining a supportive culture. Organizations should avoid quick layoffs as they damage trust and long-term performance. Instead, leaders should focus on sustainable strategies that prioritize both human and business needs.

Personal Reflections on Leadership

Harmeyer describes himself as calm and supportive during challenging times, which he sees as his strength. Conversely, he acknowledges that irritability and impatience are his weaknesses. Maintaining empathy helps him stay centered and effective as a leader. He emphasizes that truly understanding and caring for the people in your organization fosters a healthier and more resilient business.

Conclusion

Greg Harmeyer’s insights highlight the profound impact of empathetic and love-centered leadership on organizational success. By prioritizing human connections and trust, leaders can navigate challenges more effectively and build a thriving, committed workforce. His approach underscores that genuine care and performance are not mutually exclusive but rather complementary forces that drive long-term success.

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