by Scott Sylvan Bell | Aug 13, 2026 | Business Growth
Direct answer: A 90 day game plan for new hires reverse-engineers success. Ask what would need to be true 90 days out. Map skills, scripts, org chart, decision bands, check-in cadence. Extend to 180 days per position. The playbook prevents 3-week quits. Filmed in...
by Scott Sylvan Bell | Aug 11, 2026 | Business Growth
Direct answer: Build a hiring process in four steps: define role SOPs, write the job description, create a hiring profile, then develop scenario questions. Never hire anyone who “can fog a mirror.” Use two-interviewer teams and expect one unicorn in 100...
by Scott Sylvan Bell | Aug 8, 2026 | Business Growth
Direct answer: Three types of employees emerge when you announce a deal: Group 1 wants the deal (“Let’s freaking go”), Group 2 objects vocally but complies, and Group 3 sabotages behind your back. Typically Group 3 is a family member or cushy-job...
by Scott Sylvan Bell | Aug 7, 2026 | Business Growth
Direct answer: The accountability conversation is required for growth, scale, or exit. Roll it out over 180 days: 90 days talking, 90 days enforcing. Expect management resistance because they will lose friend-employees. One weak manager can ruin the entire growth or...
by Scott Sylvan Bell | Aug 5, 2026 | Business Growth
Direct answer: Your accounting department can hold back scale and exit when it falls behind (3-6 months is common), when a family member accountant blocks help, or when books aren’t ready for a quality of earnings report. Fix it 2-5 years pre-exit. Filmed in...
by Scott Sylvan Bell | Aug 1, 2026 | Business Growth
Direct answer: An NDA business strategy gives you two key advantages: pre-planning capability for sensitive conversations and protection from employees spilling secrets that damage valuation. Have employees sign NDAs at onboarding covering financials, profits,...
