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How do you evaluate if a potential hire will be a fit? We’re likely going to add to our team soon. I’ve always found Lencioni’s framework of “hungry, humble, smart” to be useful, and since I’ve used that tool in every hire since I read his works. What do my fellow attorneys do to evaluate if a candidate will be a fit in the office culture? #Attorney #Hiring

#jointheiconmovement End the Year Strong, Start the New Year Even Stronger As property practitioners, we often chase the thrill of closing those final deals before year-end. But in doing so, we sometimes overlook the most critical element of sustained success: building a rock-solid pipeline for the year ahead. At Icon Property Group, we don’t just focus on your immediate wins; we help you lay the foundation for lasting growth. With our tailored support, we empower you to enter 2025 with confidence and momentum. How do we do it? Strategic Social Media Plans: Amplify your brand and attract the right clients with proven strategies. Attorney Liaison Assistance: Seamless support to streamline legal processes for your deals. Pipeline Development: Tap into our lead generation and relationship management expertise to secure future opportunities. Mentorship: Personalized guidance to unlock your full potential and take your career to new heights. For 2025, don’t just aim to succeed—strive to elevate, innovate, and dominate. Make the right move. Make the Icon move. Join #TheIconMovement.

It’s always the people that help take a business to the next level. That could be the new clients you bring in. Expanding services with existing clients. Adding important new hires. Retaining important current hires. Staying top of mind and sharing content is a competitive advantage for all of this. There’s a reason so many forward-thinking Founders and Chief Revenue Officers are beginning to do this. And yet still so many aren’t so there’s a big opportunity.

We're looking forward to releasing our guide to the "First 90 Days as a Chief Strategy Officer." This is a culmination of interviews, surveys, and conversations we've had with Outthinker Networks members over the years about how they've set up their strategy offices. Our intention is to help new CSOs avoid preventable mistakes, consciously make the right choices, and set the foundation for a thriving and effective strategy office. Before we launch, we'd appreciate your input: What questions are you hoping the guide will answer? Some categories we have so far: ➡ Negotiating the roles your strategy office should handle ➡ Organizing your team ➡ Forging relationships with key stakeholders ➡ Setting expectations with the board ➡ Determining your strategy cadence, and ➡ Showcasing early wins Let us know anything we're missing in the comments below. We'll share the guide next week. Kaihan Krippendorff Claudio Garcia Tushar Amin Adam Zalisk Eric Chesin Kevin Ilcisin Kalina Nikolova

Unlock the power of insights in business development! 🌟 In this post, I explore the third key component of winning business development communications: the INSIGHTS that help your prospects see new possibilities and achieve their goals. From Snickers' 'You're not you when you're hungry' to American Express' 'Membership has its privileges,' insights aren't just clever—they're game-changers. No matter what area of professional services you're in (I'm talkin' to you, creatives, strategists, lawyers, accountants, designers, exec recruiters, management consultants, architects!), they should be a big part of your new business and organic growth efforts. Learn how to uncover and use them to win. #businessdevelopment #growth #winning #organicgrowth #newbusiness Shauna Griffiths Joe Snowden Bob Gower George Swisher Joel Kim changeforce Melanie Fedele

Check out this article that was written about PLOTONIT LLC Business Development Director

Managing a 1099 Team Like a Pro (Even When You Feel Like an Imposter) So, confession time: when I first started hiring 1099 contractors, I had NO idea what I was doing. 😬 I was like, “Wait, I’m in charge now? Of people? What?!” I had all these fears—what if they didn’t respect me as a leader? What if I wasn’t able to manage them effectively? What if I made the wrong hires? But here’s what I’ve learned after leading a team of bomb dot com contractors for the past couple of months: it’s not about being the perfect boss; it’s about being a real one. Here are some of my favorite tips for managing a 1099 team: ✅ Trust your people. You hired them for a reason. Let them do what they do best without micromanaging every step. ✅ Communicate clearly. Set clear expectations, deadlines, and goals upfront so everyone knows where they stand. ✅ Be human. Don’t be afraid to be vulnerable with your team. Share your challenges, ask for their feedback, and create an environment where they feel comfortable doing the same. Managing a team isn’t easy, but when you find the right people and create a culture of trust and communication. How do you manage your team? I’d love to swap stories!

For an average team of 5, that’s more than 60 hours a week wasted (aka a FULL TIME role). This is what I call the Cubicle Crutch. When there are little-to-no foundations in place, we lean on the first person we see with a green dot on Slack — instead of being able to search for the answer ourselves quickly without interruption. The Cubicle Crutch begins with communication, but quickly spills into every other area of the business from operations to client experience without us even recognizing the problem until it’s too late. But… What if we could eliminate the crutch and develop a place for innovation and collaboration instead? What if, we streamlined your processes so clearly, that all you had to focus on was delivery, not how to deliver? What if when a new hire onboards, they had everything they needed to be successful in the role? What if I could guarantee to return all 30% back to your team in the next 30 days, would you believe me? Let’s find out: systms.club/ops-consulting

You ever notice how corporations have completely sanitized human communication? I mean, they've got these things called "workplace communication guidelines.” What kind of B.S is that? We've created these artificial environments where everyone's walking around like emotional eunuchs, terrified to show any genuine reaction. You got people sitting in meetings nodding their heads like those little dashboard thingies, pretending every half-baked idea from middle management is pure genius. "Oh wow, restructuring our entire department through people's animal spirits is SUCH an innovative approach! I'm really excited about this synergistic paradigm shift!" You got people sending emails saying "per my last email" - which is corporate for "can you read?" Or "Let's circle back," - which means, "I hope you get fired before this meeting happens." Or my favorite: "let's take this offline" - which really means "shut your mouth before you get us both fired!" Meanwhile, the only honest communication left to people like you and me is sarcasm. That's it! That's all we've got! It's the last surviving form of truth in the corporate wasteland. But they're trying to kill that too! I recently read an HR “expert” post that "Sarcasm creates a hostile work environment." No, you know what creates a hostile work environment? Pretending everything's wonderful while the things are going down in flames! That’s a hostile work environment! But hey, at least we're all being "professional" about it. Because that's what matters in the end - maintaining the illusion that we're all one big happy family... right up until the next round of layoffs. And they wonder why everyone's drinking at lunch.

Building a healthy company culture has changed my business and my life. It’s more than just a positive place to work; it’s the key to our success. Seeing my team and collaborators happy and motivated has been so rewarding. When we created a culture of support and respect, everything changed. Our team became more engaged and passionate. Our productivity went up. Innovation took off. Clients noticed and stayed with us longer. Our revenue didn’t just grow; it skyrocketed. Watching our business grow, knowing it’s because everyone feels valued, fills me with pride. Investing in people has brought amazing returns. A healthy company culture isn’t just nice to have; it’s the foundation of our success. Watch the video down below to see how I have created this in the sales ninja community. PS… Would you like to meet and get to know each other's stories? Meet me on a “Sales Clarity Networking” Chat I am here to serve…