Lake Bled looked effortless. But I bled sweat and tears.
This week in Slovakia, I visited Lake Bled with a friend. People were gliding across the water, smiling, and rowing with one hand like they were born for it. I told my friend, “Let’s rent a boat. I’ll row, I’ve got this.” The fact was, I’d never used a rowboat before—but how hard could it be?
Turns out, very hard. The oars were stiff, the boat barely moved, and I kept zigzagging across the water like a drunk duck. Halfway to the island, my arms were already aching. After what felt like an eternity—but really was only twenty minutes—we landed on the island. I was ready for a break.
But the break didn’t last long, because we had to return the boat. My friend offered to row, and I heard myself say, “No thanks, I’ve got this.” Somewhere, deep in my brain, I believed that accepting help made me weak.
I grew up with a strong mother who carried her own suitcases and fixed things in the house herself rather than asking for help. That mindset shaped me. So I rowed. And rowed. And rowed. A sweaty mess, water running down my back, trying to prove something no one was asking me to prove.
That’s when I realized: this is how I used to lead Gorilla Stationers in the beginning. Doing it all. First in, last out. Trying to earn respect by powering through everything alone. Believing that, as the boss, I had to look strong and prove it was my business.
It took me a decade to understand: entrepreneurship isn’t rowing harder—it’s knowing when to hand over the oars while still owning the journey.
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Culture Matters in Hiring But Clarity Comes First
Hiring feels hard. We chase culture fit. We obsess over “value alignment.” And yes, they matter. But if I’m honest, I’d bet that 95% of failed hires come down to one boring thing: bad, or nonexistent, job descriptions especially in small companies.
I’ve seen it in my own businesses, and I’ve seen it when friends ask me why their new hire isn’t working out. If the role itself isn’t clear, no amount of culture magic will fix it.
Over the years, here’s what I’ve learned makes a job description actually work:
1️⃣ Purpose – why the role exists at all
2️⃣ Reporting – who they answer to
3️⃣ Company intro – why someone should be excited to join
4️⃣ Objectives – the real outcomes you expect
5️⃣ Day-to-day duties – what they’ll actually be doingIt sounds simple, but most job descriptions I see are either vague (“we just need a VA”) or contradictory (“do our marketing and fix IT”). No wonder the hires don’t stick.
So before you go looking for “the perfect cultural fit,” ask yourself: would a smart, motivated person even know how to succeed in this role? That clarity is where good hiring really starts.
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Better Leadership Starts with Fewer Decisions
Better Leadership Starts with Fewer Decisions
Most leaders don’t burn out from working too much.
They burn out from deciding too much.
Every day, founders make hundreds of micro-decisions:
Do I answer this now or later?
Should I jump into this thread?
Is this “good enough” or do I tweak it again?
None of them feel heavy on their own.
But together, they quietly drain clarity, patience, and creativity.
Here’s the shift that changed everything for me:
I stopped asking, “What should I do?”
and started asking, “Who should decide this?”
Great leadership isn’t about having better answers.
It’s about reducing unnecessary decisions so the important ones get your best energy.
When you design your business to protect your thinking time:
• Your judgment improves
• Your reactions slow down
• Your leadership gets calmer and more intentional
If your days feel noisy, scattered, or reactive, it’s usually not a workload problem.
It’s a decision design problem.
Less friction.
Fewer decisions.
Better leadership.
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Strong Teams Learn Out Loud
Strong Teams Learn Out Loud
I’ve noticed something interesting about high performing teams.
They are not obsessed with being right.
They are obsessed with learning fast.
In rooms where people feel the need to defend their ideas, progress slows.
Conversations become about ego instead of outcomes. Energy goes into protecting positions rather than improving decisions.
But when teams are allowed to be wrong out loud, everything changes.
Questions get better.
Ideas evolve.
Decisions improve because they are shaped in real time, not polished in isolation.
This only works when leaders model it first.
Saying
“I don’t know yet.”
“I changed my mind.”
“I missed something.”
Those moments do more for trust than any motivational speech ever could.
Psychological safety is not about being nice.
It is about making learning more important than looking good.
If your team is playing it safe, ask yourself
Where am I rewarding certainty over curiosity
Because the strongest teams are not the ones with the smartest answers.
They are the ones asking the best questions together.
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