Here’s something I wish someone had told me earlier: not everyone deserves a seat at your table—especially in business.
Throughout my career, I’ve made my fair share of good calls. But I’ve also made a few painful ones—mostly around people. I’ve put too much trust in individuals who didn’t have the same level of commitment, clarity, or capacity. And that’s on me.
You see, I’ve always been someone who sees potential. Sometimes, even when it’s not there. I’d look past red flags because I believed people could rise to the occasion. That’s noble… but it’s also a great way to set yourself up for a slow-motion collapse.
The Realization
In more than one business, I’ve had to face the music: the people I brought on weren’t fully in. Some were half-hearted. Some didn’t believe in the vision. And some flat-out didn’t belong. And when a team isn’t all-in? The whole thing starts to fracture—bit by bit.
That kind of breakdown doesn’t just slow you down. It shakes your confidence. It makes you question your instincts. But here’s the deal: resilience is what happens after the mistake.
I’ve had to reset. Rebuild. Remove people I once believed in. And most importantly? I had to take accountability for putting them there in the first place.
Growth Looks Like This
Resilience isn’t about getting it perfect. It’s about being humble enough to say, “That didn’t work. Let’s fix it.”
It’s about learning how to run a proper postmortem. It’s about recognizing the signs earlier next time. And it’s about surrounding yourself with people who match your fire—not just your words.
The Takeaway
One of the hardest lessons in leadership is this: you can’t build something great with people who aren’t fully in. Trust is earned. Alignment is critical. And when things go sideways, resilience means you don’t just endure—you evolve.
Keep Moving Forward!
The Not-So-Guru