Integrate all aspects of your life (work, family, spiritual, community, health) into ‘one life’ to deliver your ’life’s work’ (service), ensuring holistic well-being and purpose.
Identify what’s important in each life area and review your calendar daily (morning and night) to ensure activities are integrated and align with your values.
Schedule family commitments (like parent-teacher conferences) directly into your work calendar, ensuring transparency and reliability with your team.
Always put people first by appreciating them as human beings, acknowledging their talent, thanking them, and including them in the process to demonstrate love and respect.
Ensure all relevant stakeholders are represented on the leadership team so their voices, thoughts, and suggestions are included in strategy, planning, and objective accomplishment.
Rally everyone around a meaningful, purposeful, and compelling vision, supported by a comprehensive strategy and a relentless implementation plan for collective achievement.
Ensure there are clear performance goals and a single, unified plan that everyone understands and works towards to avoid confusion and misdirection.
Ground discussions and conclusions in facts and data, even when sharing opinions, especially when addressing issues to collaboratively find effective solutions.
Share the reality of the situation weekly, including opportunities and issues, expecting the unexpected and being prepared to deal with it transparently.
View ‘red’ (problematic) items as valuable ‘gems’ to be shared, and respond with applause and offers of collective support to turn them into yellows and greens.
Maintain zero tolerance for violating expected behaviors such as proposing a plan, being positive, having a find-a-way attitude, respecting, listening, helping, and appreciating each other.
Develop emotional resilience, trusting the working together process to navigate issues in creative and innovative endeavors, and to turn ‘reds’ into ‘greens’.
Make time to have fun, enjoy the journey of creating products and services, and appreciate the company of your colleagues to foster a positive environment.
Begin each day by expressing gratitude and offering help to business partners or colleagues, fostering a supportive and collaborative mindset.
Maintain strict zero tolerance for any violations of the established operating process (e.g., business plan review, stakeholder inclusion) and expected behaviors.
Leaders must lead by example and hold themselves and the team accountable for consistently following all elements of the working together management system.
As a leader, shift from telling people what to do to coaching and facilitating, focusing on aligning the team and leveraging their collective knowledge.
Lead with humility, love, service, courage, discipline, resilience, civility, and authenticity, ensuring your behaviors align with your beliefs and values, and maintaining a positive mindset.
Actively prevent behaviors that undermine psychological safety, such as attacking others or rhetorical questions, as these reduce commitment to transparency and open sharing.
Adhere to a strict, consistent discipline for regular meetings and processes (e.g., weekly 7-9 AM business reviews) to build reliability and trust within the team.
When introducing new principles or cultural shifts, dedicate significant time (e.g., hours a day for weeks) to explain them and answer individual questions to ensure understanding and buy-in.
When someone cannot commit to core principles and behaviors, offer a respectful ‘it’s okay to move on’ option, emphasizing continued respect for them as a person.
For those willing to commit to new behaviors, offer coaching and support to help them develop, acknowledging their existing knowledge and potential.
Give individuals time to reflect, discuss with trusted loved ones, and then make a conscious decision about their commitment to new principles.
Recognize that behavioral change takes time; consistently model desired behaviors and provide a safe environment for others to observe, learn, and gradually adopt them.
Create a culture where individuals can acknowledge a misstep, apologize, and be given the chance to ‘start again’ with the correct behavior, fostering learning and forgiveness.
Structure leadership teams to include representatives from every relevant discipline to ensure comprehensive understanding, avoid information silos, and foster collective ownership.
Design leadership structures so that every person in the organization reports up through one of the leadership team members, ensuring no one is left out and communication flows effectively.
Conduct business plan reviews on a very tight schedule, focusing on changes and offers to help, knowing that the team will reconvene weekly for continuous updates.
Enforce a strict no-device policy during meetings to ensure full presence, respect for the organization and colleagues, and active participation from everyone.
Understand that your character and who you are as a person are more critical to your success than anything else you do.
Prioritize understanding others’ perspectives before attempting to make your own understood, fostering better communication and empathy.
Remember that being nice is more important than being important, guiding your interactions and character in all situations.
Adopt ’to serve is to live’ as a personal strategy, finding fulfillment and opportunities through serving others.
Collaborate with others to maximize positive contributions to the most people, leveraging collective effort for greater good.
Engage in lifelong learning and continuous improvement, and always respect everyone as worthy of love, fostering personal and collective development.
After thorough consideration and making a decision, pause to reflect on how you feel about it before fully committing and acting, to ensure alignment.
When meeting someone, ask yourself: 1) Who are they as a person (I vs. We, Me vs. Service)? 2) Where are we going (vision, strategy)? 3) Do they see me (respect, interest)?
Remember that the purpose of life is to love and then be loved, emphasizing giving love first.
Make decisions now to avoid future regrets, focusing on contributing to something bigger than yourself and continuously striving for improvement.
Annually conduct 360-degree feedback using all stakeholders and colleagues to identify one or two specific behaviors, character traits, or skills for improvement, fostering individual and team growth.
Create an environment where feedback is desired and easily given because expectations are clear, and everyone knows what specific areas their colleagues are working to improve.
Recognize that genuine feedback (both receiving and giving) thrives only in an environment of psychological safety, where individuals feel respected and secure.
Implement a weekly family meeting, ideally on a consistent day (e.g., Sunday morning), with a clear agenda to discuss family matters.
Before the family meeting, have everyone (including parents) participate in a collective tidy-up of the house, returning personal items to their designated places.
After tidying, everyone brings their laundry to a central location and collectively sorts it, making the task quicker and more equitable.
During the family meeting, each family member (even young children) reviews their calendar for the upcoming week and identifies areas where they need help or support from others.
Regularly reflect on agreed-upon family behaviors and principles, inviting suggestions for improvement from all members to foster growth and contribution.
Establish a family principle that members must share in advance any actions that could either embarrass or make the family proud, fostering transparency.
When giving feedback, focus on sharing how you feel about a situation or behavior, rather than yelling or attacking, to maintain respect and facilitate understanding.
Link positive incentives, such as allowances, to attendance and participation in family meetings to ensure consistent engagement.