Most service-based founders didn’t start their business to run spreadsheets, chase team issues, or babysit backend chaos.

But that’s where they end up—wearing the COO hat, buried in operations, and stuck running a business they never meant to build.

That’s where I come in.

I work hands-on with founders to:
- Plug profit leaks
- Create clarity with cash
- Build simple systems that scale
- Reclaim time, margin, and control

My 8-week Profitable Growth Accelerator™ is built for service businesses doing $300K–$2M who are ready to grow on purpose, get paid properly, and stop the chaos—without adding more hours.

📊 We start with your numbers
📈 We fix what’s broken
🧠 You get your business—and your life—back

If that sounds like the kind of help you’ve been hunting for, DM me or visit the link above.

Damien Foglio

Meeting with a prospective client yesterday, one thing became apparent: 
He had great revenue ($1M+), was even making 5%+ profit, but had no cash flow to float payroll. 

Truth is, every small business owner wants steady cash flow, 
but not all of them have it. 

Start with this fact: 
The biggest reason small businesses struggle to keep the lights on is because they don’t have enough profit.

Sounds simple, right? 

But here’s the kicker: 
Even if you’re making a profit, you’re not necessarily staying afloat. 

Why? 

Because most business owners are spending that profit right away:
Debt payments, owner draws, bonuses, or just plain old overspending.

If you want to build predictable cash flow, you need to control what you’re extracting from your business.

Here’s my advice: 
Review your monthly financials like a hawk. 

Understand where every dollar is going.
If you’re not doing that already, you’re flying blind.

Profit isn’t just an end-of-month number. 
It’s the fuel that keeps your cash flow alive.

Stop spending your profit like it’s Monopoly money. 
Reclaim your financial clarity, and your cash flow will follow.

Are you ready to take control? 

Do this, starting today: 
1️⃣ Start by reviewing your numbers weekly.
2️⃣ Review your P&L's by percentage (in accordance to revenue) monthly. 
3️⃣ Make decisive actions to improve the outliers. 

Because no matter how busy you are, 
if your profit isn’t growing, your cash flow isn’t either.

Let’s get real about your numbers. 
Your business depends on it.

undefined undefined

Cash Flow Freedom - Dec 1

Workshop

📌 On Monday, January 19th at 7 pm EST I am hosting a 1-hr workshop: Profitable Gameplan helping business owners get a jump start on achieving their 2026 goals. 

https://calendly.com/coach-damien/workshop

It's only $25 to join. 
Includes bonuses and a replay.


Hands-on help for $300k-$3M Service Owner-Operators to ditch the COO hat, fix their cash flow, and build a route to profitable growth - and finally get paid | All Inside the 8-Wk Profitable Growth Accelerator™

One of my favorite follows here on is Blake Harber. 
Building a business from scratch, while sharing his journey along the way. 

But he recently asked a question that I love answering: 
How do you set up your week on Sunday? 

Here's my answer with a little more detail: 

Every Sunday afternoon, I take 1-2 hours and plan out my week: 

1️⃣ Confirm and schedule all personal items with my wife: Work schedules, pickups, drop offs, dates, following weekend plans, etc. 

2️⃣ Schedule all my client coaching appointments in my calendar and notebook. (I love analog). This is my "working" schedule for the week and must make times. 

3️⃣ I then plan all my workouts (4 x /week, 40 min ea) around those items. Day 1 through 4. With what I am going to work out and when. 

4️⃣ With the remaining time I build in my "business building" hours. 

I choose 3 strong objectives (My big 3) each week to accomplish by Friday afternoon. 

I then do 3 small tasks (My Little 3) each day to accomplish them - and schedule that time around all of the items above. 

5️⃣ And finally, I set out my clothes, grind all my coffee, and food prep for week (even though I work from home). 

Doing this every Sunday gets me motivated to get out of bed and start tackling everything every Morning. 

Do you have a Week prep routine? 
If so, let me know what works for you!

I build GTM teams for early stage founders | GTM Partners for Founders

Last week I sat on a call with a client and his brand-new admin.

He’d just had to move on from the previous one.
Clean break. Fresh start.
And one big problem:

The admin wanted to do a great job.
The client had no idea where to start.

So instead of training task-by-task...
or dumping a massive SOP doc on them...

We focused on just three things.

Not forever.
Just to get momentum.

Here’s what we did:

Defined the start of the day
What does “a good day” look like the moment they log in?
Clear tasks. Clear ownership. No guessing.

Defined the end of the day
Before signing off, what must be done for it to count as a win?
This alone removed 80% of the anxiety.

Prioritized the middle
A simple list of the best use of time in between.
Not everything. Just what matters most.

That’s it.

No micromanaging.
No overtraining.
No “let’s cover every edge case.”

And here’s the result:

The admin was up and running by day 2.

Not perfect.
But confident.
And moving.

This worked because most people try to train for completeness…

When what people actually need is clarity.

Clarity creates confidence.
Confidence creates momentum.
Momentum buys you time to refine later.

If you’re onboarding someone right now:

Start with the bookends.
Then fill in the middle.

What’s the first thing someone should own when they start their day?

—

If this was useful, say 👋 or steal the framework.
I share real behind-the-scenes moments like this often.

Being married to a business coach is not always a smooth ride. 

I sometimes think that living with someone who talks about goals, habits, and growth every day would be inspiring. 

But honestly? Sometimes it can be exhausting. 

Imagine waking up each morning to reminders to "review your goals," "track your progress," or "stretch outside your comfort zone." 

It’s like living with a personal development seminar 24/7. 

Some nights, I just want to binge-watch Netflix without a "what did you learn today" quiz. 

And then there’s the constant push to "be better," "do more," or "get uncomfortable." 

It’s inspiring, sure. But it can also be draining. 

Because growth isn’t always a straight line. 

Sometimes, it’s just about surviving the day without feeling like you’re under a microscope. 

So if you’re married to a coach, here’s the truth: 

Yes, they’re dedicated to helping others grow. 

But they’re also human. 

They get tired. 

They forget that sometimes, a good nap is a better goal than a new habit. 

And that’s okay. 

Because at the end of the day, the real growth comes from understanding each other—not just the goals we chase. 

Now, tell me—what’s the most surprising thing about living with someone obsessed with growth? 

I’ll start—some days, I feel like I’m married to my personal coach. And honestly, I wouldn’t have it any other way. 

But sometimes, I just want a break from the growth talk. 

And that’s the real lesson: balance. 

Even the most passionate coaches need to step back and breathe. 

Because growth isn’t just about pushing forward—sometimes, it’s about enjoying the ride. 

What’s your take?

Hands-on Implementor for $300k-$3M Service Owner-Operators to ditch the COO hat, build a route to profitable growth...so they can finally get paid what their worth | All Inside the 8-Wk Profitable Growth Accelerator™

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I say a lot of things on LinkedIn, but never did I expect something I said to turn in to a "mini-viral" moment.   At least in my small world.  

But apparently my post on Sunday struck and nerve and invited new people into the conversation of leadership.  

In this case, an employee was asked by the owner of the company (his dad) to perform a client request, to which the employee (the son) refused to do. 

The requested service was well within the scope of work and the owner felt it was helping a long term client out.  The employee felt it was a waste of time.

So, who is right in this situation?  

I might argue that as long as the work order and service request is within the scope of work the company provides, the employees are to do what is requested of them.  

That's what this conversation is all about.  

However, part of what I learned from this post is that context matters.  
And I completely agree with that.  

Without context there is a cliff hanger.  A desire to know more. 

But then the question is: 

With more context would it have gotten the response that it did?  
Did the fact that my post lacked context create the curiosity to join the conversation?  

Not really clear, but one more thing I learned: Keeping up with a post like this, providing context and responses to every single comment is a lot.  

Almost overwhelming, but worth it.  

Here is the link to the original post: 
https://lnkd.in/g-x5QhwM

One of my favorite new perspectives on life and learning is from Alex Hormozi. 

In one of his older podcasts, he mentioned that only reads books to solve a specific problem or challenge. 

Or in other words: his next biggest constraint to his goals. 

As a business coach, for me that might be: 
+ Lack of leads
+ Low sales conversion
+ Improvement in my program
+ Long term growth

And as small business owners, it could be similar: 
> Lack of consistent revenue and profit. 
> Low cash flow and no system to manage it. 
> Hiring and retaining the best people. 
> Leadership and building a long term business. 

Or whatever it might be. 

We all have limited time - only so much available per day. 

𝗢𝗻𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗜 𝗮𝘀𝗸 𝗺𝘆𝘀𝗲𝗹𝗳, 𝗶𝗳 𝗜 𝗰𝗼𝘂𝗹𝗱 𝘀𝗼𝗹𝘃𝗲 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝗶𝗻 𝗺𝘆 𝗹𝗶𝗳𝗲, 𝘁𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝗺𝗮𝗸𝗲 𝗺𝘆 𝗹𝗶𝗳𝗲 𝗮 𝗹𝗶𝘁𝘁𝗹𝗲 𝗯𝗲𝘁𝘁𝗲𝗿, 𝘄𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝗶𝘁 𝗯𝗲? 

The answer to that question is how I spend my available time and energy. 

I watch YouTube videos on it during my lunch break. 
I fill any social media feed with people that solve that challenge. 
I read books at night before I go to bed on how to solve it. 
I join workshops to help me accelerate my learning. 

I don't stop until I solve it. 

And, when I do, I find my next biggest roadblock. 

Curious – What are you currently reading? 
And how do you choose which book to read next?

Founder Acquisition.com, Co-Founder Skool.com. Get your free scaling roadmap👇

I don't sit around waiting for life to happen.

From my understanding, there are three kinds of people:

1. Those who wait for something to happen.
2. Those who wonder what happened.
3. Those who make it happen.

I'm the third: Always making it happen.

Set my goals.
Build my plan.
Take steps day by day.

But I've learned two big lessons from this way of living:

First, sometimes you need to hit pause to stay on course.
Second, rest isn't a luxury. It's part of the plan.

Going 16 hours a day, seven days a week, 52 weeks a year? 
That kills momentum long term.

So I schedule rest. 

Not because I'm lazy, but because I get energy from tinkering, thinking, moving.

Balance keeps me moving forward, keeps my momentum alive.

No shortcuts, no burnout. 
Just steady progress. 
That's how you make things happen.

What type of person are you? 
where do you find your energy?

Let me know in the comments!

Most owners obsess over the big numbers: 
Clients, revenue, net profit. 

I used to do the same. 

Then I learned the real power isn't in the top line. 
It's in the denominator. 

For me, it was 'per hour'. 

'Revenue per hour' 
'Gross profit per hour' 
'Cost per hour' 

Why? 

Because I used to bid my work per hour. 

When I added a 100-hour contract, I knew instantly what it would bring in revenue, profit, and costs. 

That denominator "per hour" became the engine. 

Scale it, and everything else moves. 

For plumbers, it's per job. 
For consultants, per project. 
For you, it's whatever makes your model tick. 

What's the one number that drives your business? 

Figuring that out can change everything. 

If you want help finding it, shoot me a DM. Tell me about your business, and I'll help you identify that key number for free. 

Stop chasing totals. Focus on what truly moves your engine.

If you are anything like me, you have planned your future as if it is guaranteed. We save for the obvious, set fixed goals, but often forget one critical thing...the unknown. 

My wife and I do this every year on our family planning trip. 
We ask ourselves: 

What are we not seeing? 
What surprises might come our way? 
What unexpected opportunities or challenges could pop up? 

It's the biggest reason folks miss out on game-changing moves. 

- Buying that house down the street to rent out 
- Investing in a friend's business just about to take off 
- Handling a health scare without freaking out 
- Weathering a job loss and keeping the lights on 
- Taking time for yourself and your family without guilt 

Your future isn't guaranteed. 

But why do so many plan for a future they can't predict, 
yet leave the unknown unaddressed? 

What if we started prepping for the unexpected? 

Over the past 6 weeks, my wife and I experienced this firsthand, taking over a family home to turn into a part-time vacation rental. 

We weren't planning for anything like this. 

But because we focus on preparing for the unknown, we were ready when opportunity knocked. 

Think about it. 

How are you preparing for what you don't see coming? 
Because the right preparation today can unlock a world of possibilities tomorrow. 

Don't wait for the surprise to hit , start planning for the unknown now. 
Your future depends on it. 

What's one thing you're doing today to prep for what's coming next?

Many service-based business owners are scared to bring me into their business. They fear being judged for a messy business — no clear financials, no clear direction, and no clear goals. 

I’ve talked to many owners who are nervous — almost scared — about what I might discover when I dig into their books and systems.

Here’s the truth: 

That mess? It’s exactly where I thrive.
That chaos is a goldmine.

It’s where the real story lives — the hidden leaks, the missed opportunities, the profit leaks buried in the clutter.

And here’s a secret: Just because the data looks bad doesn’t mean the business is bad.

Problems are honest messengers.

They tell us where we need to fix things, where to tighten margins, where the profit leaks are hiding.

The key isn’t solving everything at once — it’s starting with ONE thing, the biggest challenge, and knocking it out.

Like pushing snow downhill, solving one frustration snowball makes everything easier moving forward.

So, if your business feels like a mess, remember — that’s where growth begins.

Tackle the biggest pain first, and watch how momentum builds.

Ready to turn your chaos into clarity? 
Let’s start cleaning up those profit leaks today.

"Will growth always be like this?" 
He doubled his business in 2 years. 

On paper, that's a win. 
But behind the scenes? 
He was drowning in questions, requests, and frustrations. 

Every day felt like chaos. 
Staff issues. Client demands. Fire drills. 

Growth doesn't have to feel like chaos. 

It can be structured. 
Predictable. 
Even freeing. 

𝗧𝗵𝗲 𝘀𝗲𝗰𝗿𝗲𝘁 𝗶𝘀𝗻'𝘁 𝗺𝗼𝗿𝗲 𝘄𝗼𝗿𝗸. 
𝗜𝘁'𝘀 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝘆𝗼𝘂. 

Growth becomes manageable, not maddening. 

Ask yourself, has your growth felt like freedom or friction? 
If it's friction, you're missing the systems that make growth sustainable. 

Stop the chaos before it stops you. 
Build for scale, not chaos. 

It's a choice. What's yours?

Last week I was looking at a client’s numbers and had to pause.

Not because they were flashy.
But because of how quiet the growth was.

In 2023: $160k revenue | $60k pay/profit

In 2024: $652k revenue | $130k profit

This year? On track for $800k with $200k profit.

Same business. Same market. No hype.

So what actually changed?

We didn’t add more chaos. 
We removed it.

Here’s what we did:

1️⃣ Restructured pricing
2️⃣ We stopped winging it.
3️⃣ Built a firm pricing list.
4️⃣ Then increased it intentionally each year. 

No apologizing.
No custom quotes for everything.

Focused on the most profitable services
Not the busiest ones.
The repipes that actually made money.

If it wasn’t profitable, it stopped being a priority.

Changed how talent was paid
Instead of bloated fixed costs,
we paid a fixed % per job.

Cheaper access to great talent.
Costs stayed predictable.
Margins stopped getting crushed.

That one shift did two things at once:

More jobs completed per week

Cost per job finally stayed under control

This worked because most businesses try to grow revenue first...

When the real unlock is structuring profit before scale.

Revenue is loud.
Profit is quiet.
But profit compounds.

If you doubled revenue tomorrow, would your profit double too — or disappear?

—

If you want help tightening the engine before pushing harder, say the word.
I share what’s actually working behind the scenes.

Part of me wants to raise daughters who are great team players and dependable employees: self-aware, responsible, respectful, and willing to go above and beyond.

But another part of me dreams of raising entrepreneurs.

Ones who push boundaries, question things to better understand, and aren't afraid to forge their own path.

Honestly, either path works for me, as long as they are happy.

Every Thursday night, on the way to hip-hop dance class, my 11-year-old Harper and I talk about the business she wants to build.

It's become our weekly ritual, reviewing her "business plan," updating it, and figuring out what's missing.

And since I promised to be her first investor and biggest supporter, it's crucial we build that investor-entrepreneur relationship early.

Right now, we are building "Fit & Fashion" where local ladies can gather, purchase Alo quality items at Rack prices, while joining in fitness classes. 

The real question: are we empowering her to chase her dreams or just teaching her to follow orders?

Either way, I know one thing , what she learns now will shape her future.

And honestly, I wouldn't have it any other way.

What about your kids? Do you want them to follow a well-trodden path or blaze their trail?

Let's talk about it in the comments.

This week was... loud.

Multiple client calls.
Same issue. Different employees.

People asking for more money —
using every tactic in the book to get it.

Market rates.
Past titles.
What their friend makes.
What they feel they deserve.

So here’s how I look at it:

Compensation = the value the position brings to the company.

That’s it.

Your prior experience?
Relevant to getting hired — not getting a raise.

Your prior pay or title?
Relevant to your resume — not your compensation here.

Other companies paying more for “the same role”?
Then that role might make sense... at that company.

Titles, responsibilities, leadership, expectations —
they vary too much for pay-by-comparison to mean much.

So what’s the real goal?

Stop playing their game.
Play your game.

The one built around:
1️⃣ Profit
2️⃣ Growth
3️⃣ Sustainability

If someone materially contributes to those —
work to keep them.

If they don’t —
don’t take the easy road and pay more for the same value you already had.

When I evaluate compensation, I come back to two questions:
1. What would it cost to replace them in their current role?
2. Knowing what I know now, would I hire them today at the pay they’re asking for?

Those two answers solve a lot of future problems.

One more thing most people don’t like hearing: When someone worked for me, compensation was discussed once per year.

That’s it.

Not open-ended.
Not ongoing.
Not emotional.

Because compensation should:

1️⃣ Align with responsibilities
(As clearly defined in the job description.
If responsibilities change → comp gets reviewed.)

2️⃣ Scale with growth
Every role should have a clear formula for what growth with the company looks like.
When compensation is tied to revenue and/or profit percentages,
most “raise conversations” disappear.

Clarity beats negotiation.
Structure beats pressure.

Curious — how do you think about compensation when emotions enter the room?

Saturdays are my favorite days of the week. 
But not because I don't do much, in fact, quite the opposite...

My wife and I are very intentional about planning our weekends in advance. 

And one thing we have been more focused on lately is planning weekends with nothing - completely open. 

To work around the house, clean things up in the garage, and be prepared for our next adventure. 

Today is one of those days. 

These days very much look the same: 

Wake up later than normal, usually around 8:30. 
Make a big pot of coffee. 
And plan out my day - Even on my weekends, I am spending time writing out my To-do List. 
Start at the top of the list. 

This season I am focusing on having everything I need ready for Spring to ensure I get a good jump on my yard, the house, and items, so we can have more time and weekends away, enjoying the summer. 

But, no matter what, my goal is to have everything completed by 4 pm on Saturday, to rest and Sabbath till 1 pm on Sunday. 

Curious – What do your Saturday's away from work look like?

The great Sunday reset. 

Our preparation today is going to make a great Monday. 
And a great Monday makes a great week. 

We make our momentum and follow it. 
We push through our comfort and seek our goals on the other side. 
We plan our time rather than wondering what happened. 

We grow personally. 
We grow professionally. 
We grow our closest relationships. 

By this time next week we will be that much closer to our goals. 
We will be one week further from last weeks troubles. 

Planning our 3 strategic objectives for the week. 
Planning our 3 daily task each day to ensure they are done. 

Who's with me?

The grind of growing a small service business is real. 

When I took over the branch office of my family's business, it felt like a mountain too high to climb. 

Sure, it had revenue of $440k annually, but was losing -$50k per year. 

But now, looking back, I wish I knew then what I know now: 
It is much simpler when you have a repeatable system. 

A system that when implemented into the business, followed, and reviewed, changes everything. 

One that is planned annually, built quarterly, monitored weekly, and executed daily. 

One that turns current revenue profitable. 

One that tells cash where to go - Instead of wondering where it is.

One that manages time on the right things. 

One that sets goals and defined the future destination. 

One that provides the exact daily and weekly plan to follow. 

One that retains all current clients, while adding new ones. 

One that ensures the pricing is profitable and competitive. 

One that puts revenue on repeat. 

This is now what I coach to my clients in a 8-week program: 
The Profitable Growth Accelerator. 

If you might be interested in hearing more about this system, please reach out. 

My desire is not to sell you something you don't want, 
but to implement the right system in your business. 

One that makes today the last day your business looks like it does. 

If you want to take a peek, shoot me a DM.

Are you the type to make New Year's Resolutions, or do you skip them altogether?

Honestly, I believe everyone needs at least one goal, because real growth only happens when there's change.

We don't need more information. We need transformation. 

But here's the catch: Change doesn't just happen.
It starts with a clear, measurable goal, a timeline, and a plan.

Whether your goal is to lose 20 pounds or grow your business by 20%, breaking it into 90-day chunks makes it manageable.

Want to drop 20? Focus on 5 pounds every 90 days.
Looking to scale? Aim for a 5% growth each quarter.

It's not about WHEN you start, 
it's about HAVING a goal and a plan to reach it.

Goals for 10 years, 3 years, and 1 year are important.

But the real magic? 
Breaking them down into actionable steps for the next 90 days.

Know where you are now, define where you want to go, and map out your 90-day milestones.

Set your goals today , whether it's New Year's or a random Tuesday.
Grow in every aspect, and make this year different than the last.

One goal at a time.
One 90-day sprint.

Struggling to define your next 90-day goals?
Reach out, I'd love to help you turn big dreams into achievable plans.

Let's make this year your best yet.

PS: My goal is to help 100+ small service-business owners build better businesses in 2026. Improving pay, satisfaction, and profit - all without adding more hours.

My wife and I have started the process of looking for a new family vehicle. 

We simply cannot fit our family of 4 and our luggage (We all have a tendency to overpack a bit.) in either of our two current cars. 

But while talking to sales people and dealerships one thing stood out. 
This dealership 20 min south, does not negotiate. 

They go by a one-price motto. 

I was a bit used to this when purchasing Audi's in my previous life, but for a Toyota? 

But that's it. 

The price they give you in store is the price they sell it. 
Everyone gets the same price. 

Then I started thinking about all of the positives of this...

Eliminates possible discrimination. 
Levels the ground for different levels of negotiations. 
Allows each person to get the same deal, no matter their purchasing power. 

I hated it as a buyer, as I wanted to negotiate. 
I want to feel like I am winning something more. 

But as a business, I love it. 

Too many times, service-based business owners build their price, but are open to negotiation. 

They lower their price to make a customer happy. 
Or provide a discount to help get the sale. 

But this can work in the opposite direction. 
It cheapens the service. 

1️⃣ Build your perfect profitable price for each service. 
2️⃣ Stick to it. Don't negotiate. 

Some of my clients are hesitant to tell clients their pricing. 
When that is the case, we...
1️⃣ Post it to a website or landing page. 
2️⃣ Point every client to that page. 
3️⃣ Have them book a call at the bottom. 

Easy peasy.

(PS: This was last night's sunset from the dealership. God's creation is beautiful!)

I spent this week in a workshop and revisited an old one.

The focus? Building the perfect program for my clients and packaging it in a way that makes the "yes" obvious.

Sounds simple, right? It's not.

That's the real work behind growing my business:

𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗿𝗲𝗽𝗲𝗮𝘁𝗮𝗯𝗹𝗲 𝘀𝘆𝘀𝘁𝗲𝗺 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗰𝗮𝗻 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗶𝗻 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗮𝗿𝗲𝗻𝗮𝘀 𝗮𝗻𝗱 𝗼𝗳𝗳𝗲𝗿 𝗶𝘁 𝗮𝘀 𝗮 𝗻𝗲𝗲𝗱 𝗺𝗼𝘀𝘁.

Because it's not just about the tactics.

It's about framing.
It's about mindset.

And here's what shifted for me this week:
The real game changer isn't just the offer.

It's how I see my value, my impact, and my market.

If I want my business to grow, I've got to believe in what I do , in the impact my services have on business owners and why they should choose me over others.

Clients aren't just numbers. They're partners.

What's the one mindset shift that's changed how you see your business and leadership?

𝐀𝐛𝐨𝐮𝐭 𝐘𝐨𝐮You are business owner, CEO, or marketing executive and you’re tired of ridiculous fees from marketing agencies who talk a big game, but beneath the excitement and hype, you’re left underwhelmed with results below your expectations.You’ve put your money where your mouth is, and you just want actual results.𝐀𝐛𝐨𝐮𝐭 𝐌𝐞Hi, I’m Robb Fahrion, and I’m going to try to sell you something.I’ve got a happy, energetic fluffball named Sunny🐾 - but it’s definitely not her! I’m also the Founder and CEO of a top-rated, fast-rising digital marketing agency located in Newport Beach, CA, but that’s also not where this is going. Yet.I’m a simple guy, but with a powerful vision, and with this vision, we've grown to a $5M digital marketing startup from a $10k investment.I'm also an entrepreneur. I know how to build big businesses. I currently have vested interests in companies like Sauz, GenZ Automotive, Sekur, SocialSomm, Clean Loop Group, Vaionic, and more to come.Those… are not for sale either, yet...😄What I am offering to sell you, however, is this - my vision. But not without facts and figures. Here are the facts:𝐖𝐡𝐚𝐭 𝐖𝐞’𝐯𝐞 𝐃𝐨𝐧𝐞Web Design: Our website services create elegant and automated profit generation machines. Paid Media: We’ve managed over $50M in paid media/performance based advertising spend across Google and many social media networks like Meta.SEO and Generative Engine Optimization (GEO): We handle SEO/GEO campaigns and average traffic increases greater than 42% on a 12-month rolling basis. This include ChatGPT and Perplexity.Convertion Rate: We focus on driving profit. Not just clicks. Not just impressions. Actionable leads/sales that generate more revenue and profitability for your business. We connect marketing dollars to performance on the P&amp;L. 𝐖𝐡𝐲 𝐑𝐞𝐚𝐜𝐡 𝐎𝐮𝐭?Flying V Group is a top GLOBAL digital marketing agency as named by Clutch (a platform of in-depth client reviews, data-driven content, and vetted market leaders).Our purpose is to establish long-term, win-win business relationships. Our clients work with us for more than a year on average. We are competitors and athletes. Fierce and unrelenting. We want to be the best and with that means we stop at nothing short of dominance for our partners. Would you be open minded to jumping on a discovery call with our experts to undersand your business needs and how we can capitalize quickly?Call: (949) 940-8884Email: Info@FlyingVGroup.comWebsite: FlyingVGroup.comHQ: 4695 MacArthur Court, Suite 1630, Newport Beach, CA 92660

Robb Fahrion

Discipline beats passion in the long run

Passion quits when it gets hard.

Discipline shows up anyway.

I'm watching this play out across dozens of companies right now -- and the pattern is brutal.

Founders launch with fire. Energy's high. Vision's clear. Everyone's bought in.

Six months later? The fire's out.

Not because the idea was bad.

Because passion is a terrible operating system for building anything that lasts.

Here's what actually separates companies that scale from those that stall:

🟡 Passion Creates Momentum

It gets you started.

It attracts early believers.

It carries you through the first wins.

But it's a depreciating asset.

The dopamine hit from launching fades. The excitement of "new" becomes the grind of "again."

The vision that felt inevitable starts feeling... optional.

🟡 Discipline Creates Systems

Discipline doesn't care how you feel.

It's the CEO who runs the same Monday planning session for 47 straight weeks -- even when it feels repetitive.

It's the marketing team that publishes every Tuesday at 9am for two years -- even when engagement's flat.

It's the founder who reviews pipeline metrics every Friday afternoon -- even when the numbers are depressing.

Discipline is boring.

Which is exactly why it works.

🟡 Where Most Leaders Get This Wrong

They confuse discipline with rigidity.

Real discipline is flexible -- it adapts tactics while protecting principles.

It's not "we always do it this way."

It's "we always show up, then we figure out what works."

The passionate leader cancels the strategy review because they're "not feeling it."

The disciplined leader runs the review, discovers what's broken, and fixes it.

One compounds learning.

The other compounds excuses.



🟡 The Uncomfortable Truth

Your competitors aren't beating you with better strategy.

They're beating you with better habits.

While you're waiting to "feel inspired" to build that system, update that process, or fix that workflow...

They're just doing it.

Every week. Without fanfare. Without needing a pep talk.

Because they decided who they are -- and disciplined execution is part of that identity.

So here's the question worth asking:

Are you building a business that runs on how you feel today?

Or one that runs regardless of how you feel?

Because passion might get you funded.

But discipline is what gets you profitable.

Passion might get you noticed.

But discipline is what gets you compounding returns.

And in the long run -- the only run that actually matters -- discipline doesn't just beat passion.

It obliterates it.

What's one system you've built that runs whether you "feel like it" or not?

Chief Executive Officer at Flying V Group | Partner at Fahrion Group Investments | Managing Partner at Migration | Strategic Investor | Monthly Recurring Net Income Growth Expert

Motivation is no longer emotional

It's structural

You can't build a $10M business on feelings.

Your team won't hit quarterly targets because they "feel inspired."

Your content calendar won't execute itself when motivation runs dry at 2 PM on a Wednesday.

Yet most organizations still operate like motivation is some renewable emotional resource that magically refills overnight.

It doesn't.

Here's what actually works:

❇️ Structural Motivation = Decision Architecture

High-performing teams don't rely on wanting to do the work.

They build environments where:

➤ The default action is the right action
➤ Resistance costs more energy than execution
➤ Systems remove the need for willpower entirely

Example: Your sales team doesn't "get motivated" to follow up with leads. Your CRM automatically queues the next touchpoint. The structure removes the decision.

❇️ Constraints Create Momentum

Unlimited options kill execution.

I've watched companies paralyze themselves with "flexibility" and "creativity" when what they needed was a tighter box.

➤ Fixed publishing schedule (not "when we feel like it")
➤ Non-negotiable meeting rhythms (not "let's find time")
➤ Predetermined decision frameworks (not endless debate)

The constraint becomes the motivator. You show up because the structure demands it, not because you feel like it.

❇️ Environment Design Beats Emotional State

Your workspace, calendar structure, and communication protocols either drain or generate energy.

Most leaders ignore this completely.

They wonder why teams are "unmotivated" while:

➤ Meetings bleed into focus time
➤ Slack notifications interrupt deep work every 4 minutes
➤ No separation between strategic thinking and tactical execution

You can't willpower your way out of a poorly designed environment.

❇️ Routines Eliminate Emotional Negotiation

Every morning you wake up and decide whether to work out, you've already lost.

Same applies to business execution.

➤ Content creation happens Tuesday/Thursday mornings (non-negotiable)
➤ Client strategy calls are Friday afternoons only
➤ Revenue review is first Monday of the month

The routine removes the emotional tax of deciding. You just execute.

❇️ What This Means Practically

You need to stop asking "How do we get the team motivated?"

You need to start asking:

➤ What systems remove the need for motivation?
➤ What constraints would force better execution?
➤ How do we design environments that make the right actions automatic?
➤ Where are we still depending on willpower instead of structure?

Because the companies winning right now?

They stopped waiting for people to "feel like it."

They built structures where execution is the path of least resistance.

Feelings fluctuate.

Systems compound.

What structural changes have you made that eliminated the need for motivation in your business?

AI doesn't create culture

It amplifies it

Your company culture right now?

AI is about to make it 10x more obvious.

Here's what nobody's saying about automation in 2025:

It doesn't fix broken systems.

It accelerates them.

I've watched this pattern across dozens of implementations—companies rushing to deploy AI tools expecting transformation.

What they get instead is a high-speed version of their existing dysfunction.

Here's how it actually works… 

Healthy cultures get healthier.

Toxic ones become systematically toxic.

⚜️ THE AMPLIFICATION EFFECT

Think about what happens when you automate:

Customer service in a company that actually values customers?

➔ Faster resolution
➔ More personalized responses
➔ Happier clients at scale

Customer service in a company optimized for cost-cutting?

➔ Automated deflection
➔ Scripted non-answers
➔ Frustrated customers at industrial speed

Same technology.

Completely different outcomes.

Because AI doesn't bring values—it multiplies whatever's already there.

⚜️ THREE PATTERNS I'M SEEING:

Pattern 1: Trust Cultures Scale Trust

Companies where people actually collaborate:

➔ AI handles routine coordination
➔ Teams focus on complex problem-solving
➔ Innovation accelerates because friction drops

The culture of "we figure this out together" gets supercharged.

Pattern 2: Fear Cultures Weaponize Automation

Companies where CYA is the operating system:

➔ AI becomes surveillance infrastructure
➔ Metrics get gamed at machine speed
➔ People optimize for not getting flagged

The culture of "don't get caught" becomes algorithmic.

Pattern 3: Learning Cultures Compound Knowledge

Companies that reward curiosity:

➔ AI surfaces insights faster
➔ Experimentation cycles shrink
➔ Institutional knowledge grows exponentially

The culture of "what can we learn?" gets turbocharged.


⚜️ WHY THIS MATTERS RIGHT NOW

We're in a brief window where companies can still choose.

Deploy AI into a culture built on:

➔ Transparency
➔ Psychological safety
➔ Actual collaboration
➔ Clear decision rights

And you get compound returns.

Deploy it into a culture running on:

➔ Information asymmetry
➔ Blame avoidance
➔ Performative teamwork
➔ Political maneuvering

And you've just automated dysfunction.

At scale.

With metrics.

⚜️ THE HARD PART

Fixing culture is slower than deploying technology.

Which is why most companies won't do it.

They'll automate their way into a more efficient version of the same problems.

Faster customer complaints.

Quicker employee burnout.

Scaled mediocrity with better dashboards.

But the companies that pause to ask "what are we actually optimizing for?"

They're the ones who'll use AI to become fundamentally better.

Not just faster at being the same.

Because automation doesn't care about your values.

It just makes whatever you already do more of what it is.

What are you amplifying?

Most companies use AI to do existing work faster.

Smart ones use AI to question whether the work should exist at all.

Pulled revenue-per-employee data across 83 companies last quarter.

5-person teams: $2.1M per head
50-person teams: $340K per head

Six times difference. Same markets, similar business models.

Started digging into what the small teams were actually doing differently.

Turns out they weren't working harder.

They just stopped playing by rules that don't work anymore.

🧭 The Math Nobody Wants to Admit

Traditional leadership playbook says more people equals more capacity.

Now I'm watching companies with massive teams getting outmaneuvered by well-organized garage operations.

Because addition doesn't compound the same way multiplication does.

Small team with great systems beats large team with decent processes.

Every single time.

🧭 What Actually Changes

Talked to a founder running $8M with six people.

Asked him: "How?"

"We stopped asking 'who should do this' and started asking 'should this even exist.'"

Half their operational work just... disappeared.

Not automated. Not delegated.

Eliminated.

Because when you can't hide inefficiency behind headcount, you stop tolerating it.

🧭 The Physics Are Different Now

Five-person team I'm watching:

➠ AI writes their first drafts (saves 15 hours/week)
➠ Automation handles onboarding
➠ Contractors for specialized work
➠ Core team does strategy, relationships, creative problem-solving

Revenue per person: $1.3M

Their competitor:

➠ 40-person team
➠ $12M revenue
➠ Revenue per person: $300K

Same industry. Different century.

🧭 Why This Matters Right Now

Most companies are using AI to do existing work faster.

The smart ones are using AI to question whether the work should exist at all.

Then redeploying humans to the stuff that actually builds competitive advantage:

➠ Strategic thinking that considers second-order effects
➠ Relationship building that compounds over years
➠ Creative problem-solving machines can't pattern-match
➠ Market positioning that requires taste and judgment

Things that don't scale linearly with headcount.

Things small teams are weirdly better at than large ones.

🧭 The Part That Keeps Me Up

Watched a company add 15 people last year to "scale."

Revenue went up 12%. Profit went down 23%.

Meanwhile, their smaller competitor grew 47% with three new hires.

Different physics.

One team was scaling people.

The other was scaling capability.

The companies figuring this out are quietly dominating.

The ones still hiring their way through problems are burning cash wondering why growth feels harder than it should.

One-person powerhouse teams aren't some future trend.

They're eating everyone else's lunch right now.

What's actually stopping you from building one?

Your approval process just became your biggest liability.

Competitors aren't smarter -- they're just faster at saying yes.

Your approval process just became your biggest liability.

Watched a Series B founder lose a $3M deal last month.

Not because the product wasn't ready. Not because pricing was off. Not because the competitor was better.

Because their VP of Sales needed four internal approvals to adjust contract terms.

Deal closed with a competitor in 72 hours.

Their approval chain took 11 days.

Here's what's breaking right now:

The gap between decision speed and organizational velocity is widening.

AI tools are compressing sales cycles from months to weeks.

Customer expectations are shifting from "fast response" to "real-time resolution."

Market windows are shrinking from quarters to days.

But leadership structures?

Still built for 2019.

The math doesn't lie…

Companies operating with centralized decision-making are losing 40-60% of opportunities to competitors who've distributed authority.

Not because they're making worse decisions.

Because by the time they make ANY decision, the opportunity is gone.

Three things killing execution velocity:

◻️ Approval Bottlenecks

➥ Every decision routed through leadership creates exponential delay
➥ Your "quality control" is actually opportunity cost in disguise
➥ Competitors aren't smarter—they're just faster at saying yes

◻️ Information Hoarding

➥ Teams can't move without data you're sitting on
➥ Weekly sync meetings to "align" are weekly delays to execute
➥ Real-time markets don't wait for your calendar availability

◻️ Trust Deficits Masquerading as Process

➥ You built approval chains because you don't trust judgment
➥ Every layer of review signals "I don't believe you can handle this"
➥ Your best people leave when autonomy disappears

What actually scales:

Decision frameworks, not decision-makers.

Give teams the criteria—let them execute.

Instead of: "Run every pricing decision through me"
Build: "Here's our margin floor, competitive positioning, and deal size thresholds. You own everything inside those parameters."

Instead of: "All content needs VP approval"
Build: "Here's our brand voice guide, legal boundaries, and strategic priorities. Publish within those rails."

Instead of: "Weekly pipeline reviews before any movement"
Build: "Here's our ICP definition, qualification criteria, and red flags. Move deals that fit, flag outliers immediately."

The companies winning in 2026?

They're not eliminating oversight.

They're eliminating delays between insight and action.

Their leadership teams spend zero time approving routine decisions.

They spend 100% of their time refining the frameworks that enable better decisions at speed.

Speed isn't recklessness.

It's trusting the systems you built more than your need to control outcomes.

Your competitors already figured this out.

They're moving while you're still scheduling the meeting to discuss whether to move.


Your thoughts?

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