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A group of business owners is gathered. They’re from different industries and different markets. But they’re all safe with one another because they share a common existence. They’re business owners. Each well acquainted with the strains, struggles, and joys of running their own enterprise.

This isn’t some good ‘ol boys network club. Fact is, almost half of them are women so they’re not boys at all. It doesn’t matter because each of them is respected by every member of the group. Not just for their similarities, but for their differences.

The discussion is almost always focused on the trifecta of business building: getting new customers, serving existing customers better and not going crazy in the process. Today’s discussion is based on a question posed by one member, the owner of a remodeling company. She’s got a hypothetical question to ask the group. Well, it’s hypothetical for her.

After telling the group how she’s feeling bogged down in too many details, unable to give much consideration to a bigger picture – or look a bit more long-term as she’d like – she’s wondering,

“Should I hire a COO, somebody to help lighten the load, able to take the company to a new level of operational efficiencies?”

She tells the group she’s not taking any actions. Yet. She’s just wondering if it’s something she should more seriously consider. She’s never hired a COO before. Her right-hand person is more of a supervisor of the projects, as she describes him. He’s a talented project manager who has proven skillful at overseeing the various projects. She’s feeling the need to create a more formal organization to bridge the gap between some of her duties and the supervisor’s duties. So here she is thinking aloud with the group – a group of her peers – about what her best course of action might be.

For the next 40 minutes, the group leans into the conversation, asking her specific questions. They’re drilling down into areas to help her figure this out. Nobody is telling her what to do. In fact, at this point, nobody is even making suggestions. They’re working hard to understand – and help her better understand – what she may need.

Some of the questions are easy for her to answer. Others are very difficult. Not because they’re confrontational, but because she’s not considered them before. So she has to think carefully about them. In real-time.

Here’s what brings depth to the discussion. She trusts everybody in the room. They all trust her, too. Everybody is there to grow their business, their leadership, and their lives. They are NOT there to hold hands and sing kumbayah. They’re there to serve one another and to make this group the most effective, powerful business-building endeavor possible.

By the time the discussion moves to possible suggestions – the time when her peers can respectfully suggest she consider one course of action – or another…she’s thinking of a number of critical things she hadn’t thought about earlier.

The group has given her three different suggestions. They’ve shared their own experiences inside their companies. More discussion narrows the suggestions down to two. That’s her decision and the group supports her in kicking one of the suggestions to the curb.

What will she do?

She’ll do what she wants to do and the group will support her. They’ll all tell you the same thing. They don’t want anybody telling them what to do. That’s why they’re business owners. Each will declare they’re happily unemployable. 😉

For the final few minutes, there’s discussion to help her figure out the big question. “What next?”

She tells the group what she’d like to do next. In fact, she commits to about two critical steps to take toward her goal of building in more bandwidth so she can concentrate more on the longer-term vision of the company. She even commits to a faster timeframe that surprised some members of the group.

All the while there are three other members of the group who are thinking through the same thing for themselves. And every member is making an application to their own lives and situations.

This happens in internal groups, too.

A city government has seven directors. Each report to the City Manager. Their responsibilities are quite diverse. From a police chief to a director of economic development. What do they have in common? Quite a lot.

They all work for the same city and the same city manager. They all regularly perform work that impacts another department. When the department of public works needs to do some drainage improvement, the police department needs to be involved in traffic control.

The problem? It’s easy for each department to silo up and declare, “That’s not our job.” By putting them in a room together to have a peer-led discussion, they’re able to more clearly see how their work impacts others, and how they can improve collaboration to improve everybody’s performance.

In one meeting a director poses a hypothetical. “Have any of you thought about changing the role of your deputy directors? My deputies have separate responsibilities and duties based on our traditional hierarchical management. I’m wondering if there might be a better way and I’d like your thoughts.”

What follows is a high-energy creativity fueled conversation. Most of the directors have two deputy directors, but some just have one. Those with one work differently than those with two. Their insights prove helpful and the discussion deepens.

The group considers how changing the role might better serve their departments, the city, and the deputies. They want to elevate engagement and employee retention. They even are forced to face how they may feel threatened by having strong deputies. By the end of the hour, all seven directors confess it’s been one of the most profitable meetings they’ve ever had…all because a hypothetical situation was tossed onto the table.

Sometimes when we think the unthinkable we’re able to reach new heights of achievement. If I’m unable or unwilling to bring up a topic, I’m benefitted by your courage to do so. That’s why we surround ourselves with multiple peers. When I lack courage, others may bring it. When they lack it, I can bring it. It’s the power of the room and our collective ability to serve ourselves by serving each other.

Be well. Do good. Grow great!

Randy

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Safety and encouragement. They’re vital to our ability to grow, overcome adversity and battle whatever life is tossing our way. Here’s a worthwhile daily admonishment…

Help somebody feel safe today.

The topic had a genesis over at my hobby podcast, LeaningTowardWisdom.com, which I’ve dubbed #CravingEncouragement. The idea took form out of the professional conversations I have with top-level leaders. I started asking CEOs and business owners to share with me a time when they were encouraged in a meaningful way…encouragement that made a positive difference in their life.

The startling result in every single instance was a story that went back years. Most of the stories went back to childhood or teenage years. Nobody ever begins their story with, “Just the other day…”

The question then becomes, “When was the last time you gave encouragement in a meaningful way? I don’t mean an atta-boy pat on the back. I mean a true, genuine expression of belief in somebody.” After all, that’s what real encouragement is.

Almost always the person will struggle to remember the last time they did that. Especially in a professional setting.

Yet we all know what encouragement feels like. We all understand how valuable it is when we’re the recipient. And I added the verb “craving” because it’s what I’ve found we all do. We yearn for it.

Why this, is it so elusive? Why don’t we do it more often?

One answer I’ve found is in this notion of safety and emotional energy. There’s no separating safety and emotional energy. They go hand in hand.

Many of us are far more acquainted with how it feels to live under the threat of judgment and have to wrestle through the emotional drains that accompany it.

But judgment is easy. Compassion is hard. And compassion is required in order to deliver encouragement.

Additionally, emotional energy being elevated is hard. Draining is easy.

So perhaps it’s that whole “path of least resistance” thing happening. We judge. We criticize. We drain energy. Because those are likely experiences we’ve mostly received. Maybe those behaviors have been so modeled in front of it, we’ve become experts at them. Failing to pause long enough to understand there must be a better way.

Emotional energy surrounds you. Personally. Professionally.

Some of it is positive, some negative.

Some emotional energy is achievement-oriented.

Some emotional energy is healthy, fostering growth. Some is unhealthy, stunting growth.

Who drains your energy? Who gives you energy?

What drains your energy? What gives you energy?

It’s high time to come to terms with the security or safety of your life and the energy in your life…with the intention of making sure you’re surrounded by the right people who can deliver both. It’s been my experience that a person who provides safety for you also elevates your energy. Again, I’ve found the two inseparable.

As a business owner, it’s especially urgent for you to be in touch with the truth. And to avoid that whole “emperor has no clothes” problem.

To do that means you need the right people around you. People who may serve different roles for you, but people who – in their diversity share the common qualities of safety and energy giving.

This isn’t’ some self-centered exercise in autocratic tyranny where the world exists simply to serve YOU though. It begins with your leadership. Your courage and vulnerability to challenge yourself.

How can I become a person with whom others feel safe and energized?

While that question is directed at the man in the mirror, appropriately so, it’s really the thrust of a bigger question.

Who can I help feel safe today? Who can I energize today?

No, the rhetorical (or practical) answer isn’t “everybody.” You’re not going to make everybody you contact or know feel safe. Some people aren’t going to trust you and it may have nothing to do with you. Or anything you’ve said or done. They simply will not trust you.

Maybe it’s because of your position or title. Maybe it’s because of your authority. Maybe it’s because of your lack of position or title. Or your lack of authority. The point? It could be for a million reasons over which you have no control or influence. It’s like making every sale. You won’t. Some will buy. Some won’t. And it won’t matter what you do. It’s just how things go. Don’t dwell on the failure. Move on to find somebody willing to let you serve them as well as you can. It’s a big world filled with people craving encouragement. You have plenty of them in your life to keep busy for a very long time. We all do.

By working to become such a person you will learn how to better attract the right people. They’ll likely be people naturally bent that way, or people working hard to become that way. It won’t be somebody with no idea about it all. Nor will it be somebody who thinks in shallow, limited possibilities. It will be the person with enough self-lessness to listen, understand and grow. Those people are best able to help you do the same.

It’s reciprocal. So today, I’m encouraging you to first give. Find ways to carefully look at the people in your life – personally and professionally. Figure out how you can increase their sense of safety. Make them feel safe enough to lean on you. To trust you more deeply. To believe (not because you’re pulling the wool over their eyes, but because you’re genuine) that you want the best outcome for them and you’re confident enough to let them decide. It’s not about living their life for them (judgment), but it’s about helping them live their best life.

Do that and you’ll be unable to avoid amplifying the energy in their life. Once you prove yourself they’ll want more. The experience is so extraordinary, people learn to crave it more and more. It will provide strength and depth to your leadership because we’re all attracted to people who make us feel safe and give us more energy. The rarity of these resources is your leadership edge and it’s ENORMOUS.

But this is all one big chicken versus egg dilemma. Which comes first? Both. And simultaneously. My conviction is that you can’t just go looking for the right people to surround you without working (at the same time) to become a person others need.

Give yourself to finding and delivering on it. Commit to it. Not as a tactic, but as a way of life. A way of living. A non-negotiable daily behavior that defines you. That’s how you’ll make the biggest impact on the world, your business and your life.

Be well. Do good. Grow great!

Randy

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Let’s start with a press release that came out on Tuesday, July 16, 2019. It could be found at Yahoo! Finance, among other places. Since this is a podcast permit me to share it with you. It’s not terribly long.

Leo Bottary Announces the Launch of Peernovation

July 16, 2019

New company will help business leaders learn from one another more effectively and develop higher performing teams in the workplace

After a decade of research, two books, and the successful completion of more than 100 peer group self-assessment workshops for business leaders in North America and Europe, Leo Bottary has announced the launch of Peernovation, LLC. Leveraging Bottary’s work in group dynamics, Peernovation will address two major challenges for companies today: 1) The lack of ROI for employee learning and development programs; and, 2) the problem of alignment and employee engagement when implementing strategic initiatives. Bottary, who will serve as managing partner, will be joined by peer advantage group facilitator and podcaster, Randy Cantrell.  Cantrell will lead online mastermind groups for start-ups and scale-ups, utilizing an exciting purpose-built scalable peer learning platform called Circles.<

“We learn and work better when we do it together,” Bottary said.  “My work with peer groups over the past 10 years has shown time and time again that when great people bring their ‘A games’ to a properly run group, there’s no challenge too big or opportunity too daunting.  This includes receiving real ROI from the *$360 billion organizations spent on learning and development in 2018 and improving on the paltry **10% success rate associated with the successful implementation of organizational strategic initiatives.  Peers and innovation are hand in glove.

“Peernovation will also assist organizations that assemble and facilitate peer groups for business leaders by helping members maximize their collaborative experiences to achieve more impactful outcomes.  Bottary added, “When business leaders participate in high performing peer groups, they tend to be more adept at understanding the power of peers and creating more collaborative environments at their companies.”

Leo Bottary is a sought-after thought leader on peer advantage, an emerging discipline dedicated to strategically engaging peers to realize your business and life goals. A popular author, keynote speaker and workshop facilitator, he also serves as an adjunct professor for Rutgers University.  Bottary’s first book, which he coauthored with former Vistage CEO Leon Shapiro, is titled The Power of Peers: How the Company You Keep Drives Leadership Growth & Success (2016).  His latest book, What Anyone Can Do: How Surrounding Yourself with the Right People Will Drive Change, Opportunity, and Personal Growth, was released in September, 2018.

Randy Cantrell leverages over two decades of CEO experience into coaching and advising CEOs and entrepreneurs. A longtime podcaster, he is also launching peer advisory groups serving small business owners at ThePeerAdvantage.com.

* https://trainingindustry.com/wiki/leadership/the-leadership-training-market/

** https://www.inc.com/maya-hu-chan/90-percent-of-companies-fail-to-do-this.html

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I’m now a few weeks away from launching the first group of The Peer Advantage by Bula Network.

Lessons in Reinvention

The trifecta of business building is always in play for commercial enterprises:

1. Getting new customers
2. Serving existing customers better
3. Not going crazy in the process

Non-profit enterprises, including city governments, have a slight different trifecta they’re aiming to hit. Depending on the organization the first two can be pretty interchangeable.

1. Provide extraordinary value
2. Get and manage funding
3. Not going crazy in the process

For the past years since leaving the C-Suite, I’ve devoted myself first to consulting, which quickly morphed into coaching. Consulting is mostly “I do it for you” while coaching is “let me help you figure out how to best do it yourself.” I hated consulting. I’ve loved coaching.

Four years or so ago my life changed. I was introduced to something I had never experienced. Fact is, I had limited exposure to it. Vistage is responsible for the insight and I’ll always be thankful to them for the formal introduction. A recruiter reached out to me to see if I’d be interested in becoming a Vistage Chair, facilitating CEO peer groups here in the Dallas/Ft. Worth area. A local Vistage Chair, Ed Burke, had nominated me. Thanks, Ed! If you’re a CEO in the Dallas/Ft. Worth area and interested in joining Vistage, connect with Ed. Tell him I sent you.

I knew Ed left his own CEO role and had become a Vistage Chair, but I didn’t know what that meant. Or even what it was. But when the recruiter contacted me I decided to dive in to learn more.

Eventually, I found myself flying to San Diego to attend a week-long training/vetting session. It was interesting, if not sometimes intimidating. I’d never experienced group stuff much. Team stuff? You bet. I’ve spent my life assembling and leading teams.

A team exists to accomplish a common goal.

A group exists to help each individual person accomplish their own goal.

I was rather fascinated by it all. At this point I was waist deep in executive and leadership coaching. The focus was predominately “soft skills stuff.” As one CEO said to me, “I don’t know why soft skills are so hard.” But for many people, they are. I’m ideally suited for it. Thankfully, it’s a strong suit for me. Don’t ask about my weak suits because this podcast would take way too long if we went down that rabbit hole. 😉

At the end of the week in San Diego Vistage offered me an opportunity and I accepted it. A few months later I attended the second training session, again flying to San Diego (this is all done on your own dime, by the way; Vistage Chairs are self-employed). By the time a number of months had passed a few things were clear to me. One, I wasn’t right for this and two, the timing wasn’t right.

I’m too much of a renegade. I’m a lifelong problem-solver and the fine folks at Vistage may have made a mistake in taking me on. 😀 Truthfully, fit is everything and thankfully I saw it, came to terms with it and respectfully bowed out. Recommending Ed Burke and Vistage proves it was a perfectly happy parting. That was 4 years ago.

I was in love with the whole GROUP thing. The value of others wasn’t new to me, but leveraging it with such intentionality was. I started reading and studying it more. I was convinced I’d be in this space. I had no idea what form it might take. I mostly devoted myself to becoming a student. L.U.G. was in full play. I was LEARNING hoping to increase my UNDERSTANDING so I could grow.

I won’t bore you with all the books I read, but two books caught my attention right away.

The Power of Peers by Leon Shapiro and Leo Bottary

Leon was the sitting CEO of Vistage. Leo was a VP at Vistage. I didn’t know either of them at the time.

The Power Of The Other by Dr. Henry Cloud

I’ve been a longtime fan of Dr. Cloud, but don’t know him personally. I have tried repeatedly to get him on a podcast, but so far no luck! Maybe one day.

About the time I left Vistage turns out Leo Bottary had left to begin a career of public speaking on all the research he had done on the power of professional peer groups. Wanting to learn more myself I had an epiphany. Why not connect with Leo to have him teach me what he had spent years learning? So I did. But I wanted to bring him value because he had no clue who I was.

I didn’t see much publicity for the book, The Power Of Peers. I had intentionally looked for interviews with either of the authors. I stumbled across one interview with Leo. As a longtime podcaster, I knew this topic – the power of the collective – had legs. I wanted to help evangelize the opportunity, especially for top-level business leaders. My thought was, “This guy should start a podcast. I can help him do it.”

Fast forward a few months and that’s exactly what happened. Leo named the podcast, The Year Of The Peer. I produced it and served all the behind-the-scenes roles. We started it in January 2017. Charlene Li was the first guest.

Leo was quickly becoming more than a mentor/teacher. We became friends. Life tossed both of us some personal curveballs and we grew confident in sharing, supporting and encouraging each other. We started the podcast to spread the word and engage in meaningful conversations. There was no business plan. We’re both capitalists, but the purpose wasn’t centered on making money.

At some point, Leo realized he had the makings of a new book, based on all these conversations we were having with people. Time and time again people were acknowledging that their performance and accomplishments had been greatly impacted by the influence, support and encouragement of others.

Leo remembered a quote from a running coach and columnist from the ’70s – Joe Henderson – who remarked that champions mostly do the things anyone can do. The difference? They do them when others don’t. Or won’t. That became the working title – and eventually the published title of the book.

Leo graciously invited me to join him to make the conversations on the podcast more robust. Not sure I have fully delivered on that objective, but I was happy to accept. We were putting in lots of time and effort, but again – no business model, no business plan. We were simply devoted to getting the word out about how we can all benefit from being more intentional in who we surround ourselves with.

A year or so ago we started having casual conversations about how we could structure a business offering so we could broaden and deepen the impact we were having. I had long told Leo that I felt ideally wired to lead a group of CEOs or SMB owners. My heart was more bent toward the small business owner. And I didn’t care about the dollar revenue or headcount. I cared about how close the owner was to the work. I was (and still am) attracted to business owners who are flattered by the label, OPERATOR. Leo encouraged me to do it. I began to get my head wrapped around it.

I didn’t want to do a full-day meeting. And I didn’t want to do an “in-person” group. I’ve lived in the Internet age since it began. I’m an odd duck in that I’m tech-savvy and I’ve been producing online content since 1997. Well, to be fair. My odd because I’m old and have those skills. 😉

I wanted to do a virtual group because I know the time constraints of being a true OPERATOR. My lifelong fanatism is on customers! I wasn’t thinking of what I wanted. I was thinking of what my potential customers would NEED. High value provided as efficiently as possible. Thanks to technology, it’s not just possible. It’s easy.

I set about to tease the idea. The Grow Great Daily Brief was my platform where I shared daily snippets of insight, experience and wisdom. I’ve operated businesses since I was in my early 20’s. I was never trying to tell you what to do. I was doing what I love to do most – just trying to provoke you to think more deeply about things so you can figure it out for yourself. I’m here to help.

The podcast was weekly, but I wanted to produce content more regularly and make the episode shorter. The branding was GROW GREAT. Mostly because it was quick, easy to remember and captured what I was trying to do myself and what I wanted to encourage you to do. Grow great!

All the while I was battling what coaches worldwide battle. The first two legs of the trifecta. In my experience, the people most gifted at coaching aren’t necessarily ideally wired to get customers. I’ve got sales DNA but when you’re selling such a personal – and personalized – service it’s not like peddling a product. And I’m NOT transactional in the least! Never have been.

The second leg of the trifecta is where I shine best. It’s hard when you really have to simultaneously have to serve AND then go acquire new clients. No, it’s not hard. It’s exhausting! 😀 For a guy like me. Which means that third leg of the trifecta is so far away you can possibly see how you’ll ever hit that.

I’ve had one foot in the past (and present) and one in the future. One foot was in the traditional executive/leadership coaching I was doing and one foot was in the effort to build the first group of THE PEER ADVANTAGE by Bula Network. Okay, that’s not entirely true. I had both feet and my brain fully committed to THE PEER ADVANTAGE by Bula Network. But I was still juggling the traditional coaching business.

I told Leo that I wanted to lead these groups and limit my coaching ONLY to members of THE PEER ADVANTAGE by Bula Network. But it wasn’t (and isn’t yet) my reality. It will be though.

Such are the grinds of redefining or reinventing yourself or your business. But it’s the exciting opportunity of being a solopreneur. The negative is, there’s no place to hide. And it’s insanely lonely, which is a large driver for the new effort. To help SMB owners overcome or better manage their own loneliness. Every single SMB owner knows the feeling. So when I sit there as the leader of THE PEER ADVANTAGE by Bula Network, I’m part of the group. I’m right there with every other member. I know the struggles, the opportunities, the constraints, and the loneliness.

The Darkness Before The Dawn

Since the beginning of the year, I feel like I’ve been straddling a fence, but knowing which side of the fence I wanted to be on. Just unable to get there fast enough.

SMB owners know the feeling. We have to operate on a patient that can’t be put to sleep. The patient is up and walking around. Late last week I had my once-every-five-years fun. A colonoscopy. They’re not bad. If you don’t have them done with some regularity, I’d encourage you to change your mind. Do it for yourself. Do it for your family. My maternal grandfather died when I was 16 or so. He was only 66. But it was a different time. Real men didn’t go to the doctor. They just died. It wasn’t a good practice to prove manhood.

At any rate, they put you to sleep when you have a colonoscopy. Imagine trying to do such a procedure on a patient that refused to lay down, much less to be put to sleep — and that’ll give you some idea of what we as business people experience when we try to fix a problem or take advantage of an opportunity in our businesses. That’s exactly my problem.

Things had to get dark before I’d willingly walk toward the light. Boy, did I feel like walking toward the light more often than not. 😉

Leo nudged me. That’s what friends are for. “Set a date,” he said. Immediately, I said, “Okay.” Well, I kinda sorta did. I said “first part of August.” That’s okay!

And I hit PAUSE on the Grow Great Daily Brief. I already knew I wanted to refocus the podcast toward the whole peer advantage space. But I was bashful to go for it. I reached out to two podcasting buddies hoping to have them help me. One replied. The other didn’t. And it was fine because I knew what I wanted (and needed) to do. I emailed my buddies these questions that I asked them to help me wrestle with.

a. If this podcast were like a party that I was hosting, who would I most want to attend?

I mostly want to evangelize and promote the high value of leveraging the power of others. I want to be a voice speaking out against the smartest-guy-in-the-room syndrome. Instead, I want to encourage people to learn, understand and grow by enlisting the help from others. It’s all about the power of the collective. I want to attract anybody who is interested in doing this, and finding ways to do it more effectively.

b. If this podcast were like a party that I was hosting, what would I most want the theme to be?

The answer to this is about the same answer I gave to question number one.

c. Who do I most want to work with – translation, who do I most want to attract?

I only want to work with members of THE PEER ADVANTAGE by Bula Network. Yes, I want to attract people who might be interested in seizing that advantage, but I want to attract anybody who wants to take advantage of a peer group. It doesn’t matter if it’s a Vistage group, YPO, EO or any other group. I just want people to consider giving themselves the opportunity.

d. How can I provide the most value to that group of people?

I can promote the work others are doing in the space. There’s PLENTY of opportunities. And my offer isn’t for everybody. I want to bring the insights and experiences of people with all these other peer advisory companies – and individuals – and shine a bright light on them. I want to share what I’ve learned and am still learning in how we can have groups inside our organizations that can help us soar to new levels of achievement. Group learning can apply to all of us who are willing to embrace it. I want to be THE spotlight operator shining the light on it.

e. What content would provide me the most joy and the audience the most value?

The answer to the previous question applies.

f. Where is the gap in the market for these things? Translation: where is my best opportunity?

Other than my work with Leo at our podcast currently titled, WHAT ANYONE CAN DO – I don’t see anybody doing anything. Not consistently in the podcasting space.

g. What do I most want this podcast to be known for?

Simply put, THE PEER ADVANTAGE by Bula Network is the only side of the fence I want to occupy for the rest of my life. This is work centered on legacy and significance. Business advice is a dime a dozen. Really a dime per many dozens. Everybody is an expert. I’ve never played that game. I’m like you. I’m bent on learning, understanding and growing. We both have a lot still to figure out, but we can sure serve each other by sharing what we’ve already figured out. And we can share the context, too. What worked for me may not work for you. But hearing about it might help you. I know hearing your experiences and insights will help me.

Time To Be ReBorn

I make no apologies for being a Christian. The great thing about being a Christian is a fresh start. The common word is “reborn.” Everybody at some point in their life craves a fresh start. But even fresh starts can be scary.

The Grow Great Daily Brief is no more. To be reborn you have to say good-bye to something so you can say hello to something new. That also explains why I’m starting with episode 300. The 300 series is a new iteration of the podcast. Same feed. Same podcast subscription. No need for you to do anything different. Just keep listening (I hope).

The Peer Advantage not only serves the brand banner for the entirety of my work, but it serves to accurately illustrate what I want to preach.

 

Here’s the plan:

Each week I’ll bring you an episode. Daily is great and I enjoyed it, but I want to devote more time the real work. And I simply have to say, “No” so I can say, “Yes.”

I may randomly bring you more than one episode. But I’m going to work hard to bring you one episode weekly with really good, high-value content. I also plan to bring some interviews – something I’ve never done on my solo podcasts before. People who are involved in the peer advisory space, people who are benefiting from being part of a group, people with group learning know-how and whatever else might bring value to those of us interested in how to make groups more powerful and effective in improving higher human performance.

The focus will remain consistent. It’s about the power of others. The power of the collective. That all of us together are way smarter than any single one of us. You can help me with a pithy tagline. Shoot me a message via the contact page with your ideas. For now, I’m using “Helping You Leverage The Power Of Others.”

The Peer Advantage by Bula Network

I’m looking to launch group one within 30 days. I’m still looking diligently for just 7 SMB owners bold, brave and vulnerable enough to see the value. The details are at ThePeerAdvantage.com. If anything I’ve said resonates with you – or you know somebody with whom it might resonate – then please go apply today. The application doesn’t guarantee anything other than a phone call so we can discover together whether this is an ideal fit for both of us.

Don’t worry. The sign off won’t change and the web address won’t either. You’ll still be able to find everything by going to GrowGreat.com.

Now…

Be well. Do good. Grow great!

Randy