I just recorded a podcast with Elizabeth Garvish, founder of Garvish Immigration Law Group, LLC.
Her story reminded me how much leadership is about trusting people we can’t always see and choosing what Elizabeth calls “love.” In practice, that means leading with empathy, trust, and courage, even when leading from afar.
Elizabeth runs a fully distributed team with lawyers and staff across the United States, Spain, Argentina, Colombia, and Honduras.
Her goal is simple yet powerful: to build the happiest law firm in America.
My top three takeaways:
1️⃣ Love as a leadership system
Elizabeth doesn’t lead with rules; she leads with trust. Her team works globally, across time zones and cultures, connected not by oversight but by shared values.
2️⃣ Flexibility as a gift, especially for working mothers
Her firm is built around women, many of them mothers, who can choose how and where they work. She proved that flexibility doesn’t have to reduce performance.
3️⃣ Structure makes freedom possible
Behind the idea of “love” is solid structure: EOS meetings, SOPs in Trainual, and remote systems that make clarity the default. It’s a vivid reminder that this is how culture scales beyond the office.
For me, this conversation reinforced that remote leadership requires a different set of skills, approaches, and practices—and that it absolutely works. When trust, support, and clarity are part of the system, teams don’t just function remotely; they thrive.
Grateful to Elizabeth for sharing her vision of what leading with love looks like in the real world.
Full episode coming soon. 💫
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Hire from Clarity, Not Overwhelm
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Most hiring problems aren’t talent problems.
They’re clarity problems.I see this all the time.
A founder says,
“We need a marketing manager.”What they actually mean is:
“I’m overwhelmed and I don’t want to think about marketing anymore.”That’s not a role.
That’s a feeling.When you hire from overwhelm instead of clarity, three things happen:
You bring someone in without a defined outcome.
You stay the bottleneck because decisions still live in your head.
You blame the hire when nothing changes.
Relief doesn’t come from adding people.
It comes from defining outcomes.Before you hire, ask yourself:
• What does success look like in 90 days?
• What decisions will this person own without me?
• What will no longer live in my brain?If you can’t answer those clearly, you’re not ready to hire.
You’re ready to design.The best hires don’t add activity.
They subtract pressure.And that’s when growth finally feels sustainable.
If you’re hiring right now, are you adding capacity… or just adding complexity?
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The Real Cost of Hiring Cheap
“If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.”
—Red Adair
Every time I see this quote, I’m reminded of how true it is in hiring. The cheapest option almost always turns out to be the most expensive.
Expertise saves you money, time, and headaches, always. The hard lesson is this: what looks like a good deal usually isn’t.
Quality has its price.
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