Think two days away from work is a luxury? I just spent two days with my Forum.
A couple of years ago, the idea of being away from work for two full days seemed ludicrous to me. I thought I had to be in the business always—leading with my sheer presence. Only when I joined Entrepreneurs’ Organization did I realize: if I’m always in my business, I never get to see it clearly from the outside.
Stepping away gives me the clarity I need to lead with focus and passion.
This time, I spent two days with my EO Latin Bridge Forum, a group of business owners from across Latin America.
How does a Bridge Forum work? We meet every few months in a different part of the world to ask ourselves the bigger questions—together and of each other.
And every time I do this, every time I step away from the day-to-day (still with a little hesitation), I discover the same truth:
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When I slow down, I speed up.
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When I get clear, I execute faster.
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When I ask myself “what’s next in life?” I start moving toward what actually matters.
Doing this work together with my Forum mates makes the experience even more powerful. These two days don’t cost me momentum—they give me more of it. Because when I return to my team with clarity, that clarity becomes theirs too.
Grateful for the reflections, the honesty, and the space held by:
Stephanie Camarillo, Ashish Khera, Takeshi Nobuhara, Vinoo Varghese, Jennifer Cohen, Daniel Levy, Alejandra Leon.
So let me ask you: what’s next in life for you?
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You Can’t Build Loyalty With a Tight Fist
Raising Salaries Won’t Fix Your Turnover Problem
I’ve seen companies with sky-high churn, and others paying exactly the same where employees stick around for years.
Both assume that’s just how it is. The struggling ones blame it on the salary, saying they can’t pay enough.
Here’s what I believe: turnover is rarely about the paycheck. It’s almost always about purpose.
When we get a new inquiry and see people leaving in waves, that’s not a pay problem. That’s a culture problem hiding in plain sight.
Often these companies pay well, yet people still leave. Meanwhile, the businesses with the lowest churn have something different in common: their people know why they’re there, because they feel part of something that matters.
I don’t believe people leave companies. They leave bosses and organizations that fail to give their work meaning.
If you want people to stay, you don’t need free kombucha or another salary bump. You need to lead with purpose. And sometimes, the smallest gestures mean the most:
• A thank you when it counts
• A birthday remembered
• A dinner where work doesn’t come upBefore you raise another salary, ask yourself: does each and every team member know why they’re here?
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Stop Hiring the Person You Like. Start Hiring for What You Need.
If you don’t know what you really need, you’ll hire the person you like most.
I’ve read hundreds of small business job descriptions, and 95% make the same mistake: they’re more of a wishlist than a job description.
A typical one looks like this:
We want someone who can:
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Manage the calendar
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Write the newsletters
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Run operations
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Handle support
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Think like a strategist
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Execute like a machine
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And work across four time zones
What’s the problem with that?
It mixes six completely different skill sets: administrative, creative, operational, technical, strategic, and customer-facing. That’s not a job. It’s a fantasy.
If someone like that existed, they’d already be running their own business, not applying to work for yours.
Here’s what to do instead:
1️⃣ Write down everything you wish this person would do.
2️⃣ Circle the three most critical things.
3️⃣ Build a role around those, not all seventeen.Once you’ve found that person and developed a good rhythm, go back to your list, see what’s still open, and hire the next person.
Hiring isn’t about finding magic. It’s about making trade-offs and slowly building a team that can cover all the tasks you want to delegate.
Focus beats fantasy. Every time.
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The Real Cost (and Value) of Outsourcing
There’s a common misconception about outsourcing: that agencies charge double what employees get.
Looks like a nice business model, doesn’t it?
Here’s what most business owners don’t see.
Before a single interview happens, a good agency has already spent hours on these five things:
1️⃣ Understanding the company, its values, its workflow, its pain points.
2️⃣ Writing and rewriting the job description so it actually reflects what’s needed, not just what sounds good.
3️⃣ Filtering hundreds of applications, spotting who’s real and who’s copy-pasted their resume with AI.
4️⃣ Vetting for skills and mindset, because the wrong attitude costs more than the wrong tool.
5️⃣ Mapping cultural fit: who will thrive with your leadership style, your pace, your expectations.By the time a small business owner finally meets a candidate, the real work has already been done, even if they never saw it.
The value isn’t in “finding someone.”
The value is in hiring with a level of quality most small companies struggle to reach, simply because they don’t hire often enough to build these systems themselves.Good outsourcing doesn’t cost you more. It saves you from paying for the same mistake twice.
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