20 Oct Business Coaching Formats Explained: 1:1 vs. Group (How to Choose What Actually Works for You)

Let’s talk straight: both 1:1 and group coaching work – but they work differently. If you pick based on hype or price alone, you’ll waste time. If you pick based on the outcome you need right now, you’ll see momentum fast.

Below is the no-fluff breakdown from Coach Eric Knam – plus a few evidence-backed notes so you can decide with confidence.

If you want speed and depth → Go 1:1

What it feels like: The spotlight is on your business. Every conversation, playbook, and KPI is tuned to your bottlenecks. You move at your pace, not the group’s. That focus is why owners often see the fastest step-change in the first 90 days.

Independent guidance consistently shows that one-to-one coaching is uniquely effective for targeted, high-stakes changes because it’s tailored, private, and intensive.

Why it works:

Customization: You’re not getting generic tips – you’re getting a plan engineered for your market, margins, capacity, and team.

Direct accountability: Decisions happen in the room. Next steps have owners, dates, and numbers attached – weekly. (That cadence is where most ROI shows up.)

If you want perspective and leverage → Go Group

What it feels like: You meet with a small cohort of owners + your coach. You still get guidance – but you also get something 1:1 can’t replicate: peer learning and social accountability. The question you didn’t know to ask often comes from someone else’s hot seat.

Why it works:

Peer learning = faster pattern recognition. Seeing how other operators solve the same problems accelerates your own decision-making. Research on peer/ social learning shows it improves capability, collaboration, and follow-through.

Shared accountability = more follow-through. When peers can see your commitments, you’re more likely to execute. (Yes, that’s a documented effect.)

Cost-efficient entry. Group programs typically cost less per month than bespoke 1:1—useful if you’re early stage and want a strong operating rhythm before you scale into private work.

So… which is “better”?

Wrong question. The right one is: what outcome do you need in the next 90 days?

Personalized strategy + fastest path to a specific result? Pick 1:1 to go deep on pricing, margins, capacity, hiring, manager cadence—whatever is choking growth.

Broader skills + perspective + lower cost? Pick a Group to build your operating system with peer energy (and pressure) behind it.

Both at different stages are common: many owners begin with a Group to install fundamentals, then switch to 1:1 to scale quickly, or run 1:1 while staying plugged into a cohort for fresh ideas.

Remember: when coaching is done well, organizations frequently report strong ROI (often cited around a median ~7×), because execution – not theory – compounds quarter after quarter.

A quick chooser you can use today

Pick 1:1 if…

Your constraints are clear (e.g., pricing, throughput, management gaps) and you want measurable movement fast.

Pick Group if…

You want proven systems, real-world templates, and momentum from seeing how peers make (and keep) commitments each week.

Pro move: Start where your constraint is loudest. Re-evaluate in 90 days and switch (or stack) formats to match your next constraint.

What working with us looks like (either format)

Clarity & KPIs: Map lead → convert → deliver → cash; pick 3–5 priorities with owners and dates.

Weekly cadence: 30–45 minutes to review numbers, unblock decisions, and assign follow-through.

Systems that stick: Ship one SOP a week; train managers to run accountable 1:1s.

Whether you choose 1:1 or Group, the system is the boss – so wins repeat without you playing firefighter.

14 Oct Business Coach or Life Coach: Which One Do You Need?

Let’s cut through the noise. People toss around life coach and business coach like they’re interchangeable. They’re not—and choosing the wrong one is how you end up motivated for a week and right back where you started.

Here’s the clean way to think about it—no fluff, just clarity.

When you hire a life coach, you’re working on you as a person: habits, confidence, relationships, purpose, the day-to-day quality of your life. Sessions feel reflective and future-focused.

You’ll leave with mindset shifts and personal goals that make your life feel lighter and more aligned. That’s valuable. It’s designed to boost personal well-being and fulfillment.

A business coach? Different job. You’re working on you and the business together. The target is profit, systems, team execution, and getting the company to run without you being the middle of every decision.

It’s still supportive—but there’s an operating rhythm underneath: frameworks, KPIs, delegation, pricing, pipeline, manager 1:1s, and accountability so things actually ship. In other words, not just motivation—motivation plus operating tools.

If you’re thinking, “Okay, but which one is right for me now?” try this fast test:

• Feeling personally stuck? Confidence wobbly, energy low, relationships frayed, purpose hazy? Start with life coaching to rebuild the engine that drives all your work. (You can layer business coaching later.)
• Business stuck? Thin margins, firefighting, managers escalating everything, pipeline uneven, no weekly scorecard? That’s business coaching territory—clear 90-day priorities, systems, cadence, measurable results.

A quick word on ROI, because it matters. When coaching is done well, it pays. Industry studies (ICF/PwC and others) repeatedly report a median ~7× ROI—the kind of outcome you feel in revenue, margin, and team performance. That doesn’t mean every program delivers; it means the right program with real execution often does.

So how do you avoid wasting money? Make sure what you’re buying matches the result you want:

• Life coaching = personal clarity and habits that lift you as a human—then spill into work.
• Business coaching = operating system + accountability—weekly numbers, quarterly priorities, SOPs, manager cadence—so profit and time freedom compound.

If the overlap confuses you (it often does), remember the anchor:

Life coaches bring you back to personal fulfillment. Business coaches bring you back to business performance. Pick the anchor that matches the outcome you need in the next 90 days.

A 90-Day snapshot of business coaching (what it feels like)

Week 1–2: baseline the bottlenecks (lead → convert → deliver → cash), set 3–5 priorities with owners and dates.
Week 3–8: ship one system/SOP a week; run weekly reviews that end with decisions.
Week 9–12: delegate owner bottlenecks, tighten the scorecard, reset bigger targets.
That’s how ideas become results—consistently.

Both life coaching and business coaching are valuable—but they serve different jobs. Choose for the outcome you need now; stack the other later if it helps you sustain the gains.

07 Oct Do You Need a Business Coach If You Already Have a Mentor? Read This Before You Decide

Here’s the honest take: a mentor and a business coach aren’t the same—and pretending they are is how owners end up inspired on Monday and stuck again by Friday. A mentor is usually someone who’s walked the road ahead. They’ll share what worked for them, warn you about potholes, and occasionally hand you a shortcut. That perspective is gold. But it’s also informal.

You meet when schedules allow, you leave caffeinated, and… most of the time, nothing in the business actually changes. No scorecard got built. No SOP shipped. No manager was trained to run a tighter 1:1. You got wisdom—but not momentum.

A business coach tackles a different job. Yes, you’ll get experience and perspective, but the engine is process + education + accountability.

Instead of “Here’s what I did back in 2017,” you get the frameworks you can use in 2025: how to map your bottlenecks from lead → convert → deliver → cash, how to translate goals into 3–5 quarterly priorities with owners and dates, how to build a 12-number weekly scorecard, and how to run the cadence (meetings, manager 1:1s, follow-through) that turns plans into results. In other words: a mentor tells you what—a coach makes sure you do the how until it sticks.

Think about your last few months. Did you have great conversations… and the same problems? That’s the ceiling of mentorship when it’s not paired with structure. A coach is the teacher and trainer in one: they hand you the map, show you how to navigate it, then walk with you while you take the reps.

That rhythm—weekly or biweekly, with clear actions and dates—is what keeps you moving when the inbox, the job sites, or the customer fires try to pull you back into chaos.

“Do I need both?” Most growing owners do. Use your mentor to widen perspective and pressure-test big moves. Use your coach to convert insight into systems, KPIs, and behavior change your team can execute without you standing in the middle of every decision. Inspiration without implementation is theater.

When you stack them—mentor for wisdom, coach for weekly, measurable progress—you stop guessing and start compounding.

If you already have a mentor, here’s what adding coaching actually looks like in practice. The first two weeks are about clarity: define those 3–5 priorities tied to revenue, margin, and cash, build the scorecard you’ll review every week, and pick the first few SOPs you’ll ship.

Weeks three through eight are where the muscle grows: one system a week, a 30–45 minute review that forces decisions, and manager 1:1s that end with names and dates—not “great job, team.”

Weeks nine through twelve, you lock it in: remove the owner bottlenecks, tighten the numbers, celebrate the wins, and reset a bolder next quarter. That’s how advice from a mentor stops being a good idea and starts being operating reality.

How do you know if you’re fine with a mentor or ready for mentor plus coach? Be straight with yourself. Are you reviewing numbers weekly, every week? Are your priorities written with clear owners and dates? Do you actually ship one system a week?

Are your managers running accountable 1:1s? Can you point to measurable gains—profit, cycle time, cash flow—that came from those great conversations? If not, you don’t need more stories. You need a structured process and accountability.

Here’s the payoff. Mentors can accelerate judgment and help you avoid expensive mistakes. Coaches hardwire the operating rhythm that grows profit, gives you time back, and builds a team that executes without you. Both should deliver ROI—just in different currencies. One grows your perspective; the other grows your systems and results.

If the business you pictured when you started looks like profit you can count on, a calendar with breathing room, and leaders who carry the load—don’t leave that to chance. Keep your mentor. And add the structure that makes momentum inevitable.

If you’re wondering whether coaching is the missing piece, let’s talk. Bring one bottleneck. We’ll map your next 90 days—no fluff, just a plan you can run starting this week.

30 Sep Do You Need an Executive Coach or a Business Coach?

Let’s say the quiet part out loud: sometimes business coaching fails. Not because coaching is broken—but because a few predictable pitfalls kill momentum before results ever show.

If you’re considering coaching (or you’ve tried it and felt burned), this is your field guide to what goes wrong, why it happens, and how to fix it—so you don’t waste a minute or a dollar.

The 5 Pitfalls That Derail Coaching

Lack of Commitment

Coaching isn’t a magic pill. If you won’t show up, implement, and be coachable, nothing moves.

“You can’t hire someone else to do your push-ups.” — Jim Rohn

Fix it: Block the time. Make decisions fast. Do the homework. Treat commitments like client work.

Choosing the Wrong Coach

Not all “coaches” are created equal. Some read a couple of books; others are certified operators with a track record.

Fix it: Ask for proof. What outcomes did they drive? What’s the framework? What does a typical 90-day plan look like?

Mismatched Expectations (Coaching ≠ Consulting)

If you expect someone to ride in, fix everything, and hand you a shiny, turnkey business—that’s consulting. Coaching is guidance + challenge + accountability while you build the muscle.

Fix it: Align roles and outcomes on paper—before starting. Agree on KPIs, cadence, and who does what.

Short-Term Thinking

People quit too soon. Systems, leaders, and profit take time to compound. Digging up seeds after two weeks doesn’t yield a harvest.

Fix it: Commit to a 90-day cycle (minimum) with weekly scorecards and quarterly resets. Measure trendlines, not day-to-day noise.

The Fit Factor

Coaching is a relationship. If there’s no chemistry—no challenge, no trust—progress stalls.

Fix it: Interview your coach. Look for clear thinking, direct feedback, and calm pressure. You should feel both supported and pushed.

Coaching vs. Consulting: Know What You’re Buying

• Coaching: Clarifies strategy, builds leaders, installs accountability, and helps you execute.
• Consulting: Diagnoses and often implements for you (playbooks, projects, done-for-you builds).
• Smart move: Use coaching to own the operating rhythm; pull in consulting for specialized builds (pricing model, CRM architecture, etc.) when needed.

Self-Check: Are You Coach-Ready? (Score Yourself 0–2)

• I’ll protect 60–90 minutes/week for execution, not just meetings.
• I’ll be direct and coachable—even when feedback stings.
• I’ll decide quickly (not perfect, informed).
• I’ll measure progress with numbers, not feelings.
• I’ll stay in for a full 90-day cycle.

8–10: Green light. 5–7: Address gaps. 0–4: Fix the foundation first.

How to Choose the Right Coach (So You Don’t Burn Cash)

• Outcomes: Case studies with before/after metrics.
• Framework: A repeatable operating system, not random tips.
• Cadence: Weekly/biweekly reviews + quarterly planning.
• Commercial Fluency: Pricing, margin, cash, hiring, throughput.
• Fit: Respect + push. You should leave calls clearer and a little uncomfortable—in the best way.

Coaching doesn’t work when there’s no commitment, the coach is the wrong fit, expectations are off, the time window is too short, or chemistry is missing.

Coaching does work when you commit to a 90-day rhythm, align on outcomes, measure the right numbers, and choose a coach who brings a system—not a pep talk.

23 Sep Do You Need a Coach or a Consultant? Here’s How to Decide (Fast)

Let’s clear up the confusion: a coach and consultant both grow businesses—but they do it in very different ways. Pick the wrong one and you’ll waste money. Pick the right one and you’ll get leverage you can feel in your calendar, P&L, and team.

This guide turns Coach Eric Knam’s video into a straight-shooting, zero-fluff decision tool so you know exactly who to hire—and when.

The Core Difference (Say It Straight)

Consultant = a specialist who fixes a defined problem.

They diagnose, prescribe, and often implement. Think: “Our accounting system is a mess—rebuild it.”

Mechanic model: you hand over the car, they fix it, and give it back.

Coach = an operator who builds your capability.

They guide decisions, upgrade leadership, install operating rhythms, and hold you accountable so the business runs without you in the middle.

Personal trainer + teacher: right form, why it works, and get the reps in.

Short version: Consultants give you the fish. Coaches teach you how to fish—and make sure you actually fish.

Quick Decision Matrix (2 Minutes)

Pro tip: Expecting a coach to do implementation is mismatched. Expecting a consultant to build your team’s muscles is misplaced. Know what you’re buying.

What a Great Consultant Looks Like

• Deep subject-matter expertise (finance, ops, GTM, IT, compliance)
• Clear scope, timeline, deliverables, and acceptance criteria
• Willing to own the build (not just recommend)
• Leaves you with documentation and training so it sticks

Use a consultant when: the problem is defined, the outcome is a build, and speed matters.

What a Great Coach Looks Like

• A proven framework for planning, execution, and accountability
• Weekly/biweekly cadence with metrics and decisions (not pep talks)
• Focus on leadership behaviors, not just tasks
• Trains your team to own systems so momentum compounds

Use a coach when: you want enduring capability, better decisions, better managers, better rhythm—so results repeat quarter after quarter.

The Compound-Return Argument (Why Coaching Pays Over Time)

A consultant may fix a problem once.

A coach builds skills and systems so you can solve the next ten problems without hiring again. That’s compounding—time saved, mistakes avoided, leaders who execute, and a business that scales without you as the bottleneck.

Real-World Scenarios (Which Path Wins?)

• Sales pipeline is invisible; CRM chaos.

  Sequence: Consultant implements the CRM correctly → Coach installs weekly pipeline reviews, activity standards, and manager 1:1s.

• Owner works 70 hours; team waits for answers.

  Coach first: Clarify roles, install meeting rhythms, train managers, build SOPs → Optionally bring in a consultant for a specific ops build.

• Pricing is off; margins thin.

  Consultant to redesign pricing model and product mix → Coach to train the team to sell value, hold margin line, and track KPIs.

How to Avoid Wasting Money (Expectations = Everything)

• Consulting promise: “We’ll deliver X by Y date.”
• Coaching promise: “We’ll build your capability to achieve X, and we’ll track it weekly.”

  Write this down before you start: roles, outcomes, metrics, cadence. If it isn’t on paper, it’s a guess.

Your 90-Day Play (If You Choose Coaching)

Weeks 1–2: Baseline & Priorities

• Map bottlenecks (lead → convert → deliver → cash).
• Set 3–5 quarterly priorities with owners, dates, and metrics.

Weeks 3–8: Systems & Accountability

• Ship one SOP/process per week.
• Weekly 30–45-min review: numbers, wins, stucks, decisions.

Weeks 9–12: Lock-In & Scale

• Train, delegate, and remove the owner from the middle.
• Reset the next 90-day plan with bolder targets.

Ready to Choose the Right Path?

No pressure—just clarity. We’ll help you decide if you need a consultant, a coach, or both (and in what order).

Book a 15-minute Clarity Call with The Business Acceleration Team
Bring one challenge. Leave with a plan.

15 Sep When Business Coaching Doesn’t Work (And How to Make It Work for You)

Let’s say the quiet part out loud: sometimes business coaching fails. Not because coaching is broken—but because a few predictable pitfalls kill momentum before results ever show.

If you’re considering coaching (or you’ve tried it and felt burned), this is your field guide to what goes wrong, why it happens, and how to fix it—so you don’t waste a minute or a dollar.

The 5 Pitfalls That Derail Coaching

1. Lack of Commitment

Coaching isn’t a magic pill. If you won’t show up, implement, and be coachable, nothing moves.

“You can’t hire someone else to do your push-ups.” — Jim Rohn

Fix it: Block the time. Make decisions fast. Do the homework. Treat commitments like client work.

2. Choosing the Wrong Coach

Not all “coaches” are created equal. Some read a couple of books; others are certified operators with a track record.

Fix it: Ask for proof. What outcomes did they drive? What’s the framework? What does a typical 90-day plan look like?

3. Mismatched Expectations (Coaching ≠ Consulting)

If you expect someone to ride in, fix everything, and hand you a shiny, turnkey business—that’s consulting. Coaching is guidance + challenge + accountability while you build the muscle.

Fix it: Align roles and outcomes on paper—before starting. Agree on KPIs, cadence, and who does what.

4. Short-Term Thinking

People quit too soon. Systems, leaders, and profit take time to compound. Digging up seeds after two weeks doesn’t yield a harvest.

Fix it: Commit to a 90-day cycle (minimum) with weekly scorecards and quarterly resets. Measure trendlines, not day-to-day noise.

5. The Fit Factor

Coaching is a relationship. If there’s no chemistry—no challenge, no trust—progress stalls.

Fix it: Interview your coach. Look for clear thinking, direct feedback, and calm pressure. You should feel both supported and pushed.

Coaching vs. Consulting: Know What You’re Buying

• Coaching: Clarifies strategy, builds leaders, installs accountability, and helps you execute.
• Consulting: Diagnoses and often implements for you (playbooks, projects, done-for-you builds).
• Smart move: Use coaching to own the operating rhythm; pull in consulting for specialized builds (pricing model, CRM architecture,

How to Choose the Right Coach (So You Don’t Burn Cash)

• Outcomes: Case studies with before/after metrics.
• Framework: A repeatable operating system, not random tips.
• Cadence: Weekly/biweekly reviews + quarterly planning.
• Commercial Fluency: Pricing, margin, cash, hiring, throughput.
• Fit: Respect + push. You should leave calls clearer and a little uncomfortable—in the best way.

Coaching doesn’t work when there’s no commitment, the coach is the wrong fit, expectations are off, the time window is too short, or chemistry is missing.

Coaching does work when you commit to a 90-day rhythm, align on outcomes, measure the right numbers, and choose a coach who brings a system—not a pep talk.

08 Sep Is Business Coaching a Waste of Money? (Or the Smartest Bet You’ll Make This Year)

Let’s be blunt: plenty of owners have paid “coaches” who delivered little more than a weekly pep talk and a healthy invoice. That’s real—and it’s why the question keeps popping up: Is business coaching a waste of money?

Short answer: Bad coaching is. Great coaching isn’t—it pays for itself, then keeps paying.

The difference is in outcomes.

Why the Skepticism Is Earned (and Fixable)

Coaching isn’t tightly regulated. Anyone can hang a shingle and call themselves a coach. That’s why you’ve heard horror stories: big fees, fuzzy plans, zero ROI.

Here’s the truth Eric lays down in the video: “You’re not buying hours; you’re buying results.” If a coach helps you get clarity, install better systems, and add serious profit, the fee isn’t an expense—it’s a multiplier.

Benchmark to know: Independent studies cited in the coaching industry report a median 7X ROI for business coaching. Translation: invest $10K; generate ~$70K through better revenue, tighter systems, and stronger leadership. Not theory—observed outcomes when coaching is done right.

The Real Cost Most Owners Miss: Doing Nothing

Worried about the price of coaching? Fair. Now ask a harder question:

• How much are stagnant sales costing you every month?
• What’s the price of rework, delays, and firefighting because systems are duct-taped together?
• How many opportunities have you watched competitors take while you “think about it”?
• What’s burnout costing you—in health, in time with family, in key staff turnover?

Not hiring the right coach can be the most expensive decision you make.

What Good Coaching Actually Delivers

Great coaching isn’t motivational speeches. It’s measurable business change:

1. Clarity that moves cash
   Prioritization, focus, and a plan that kills the noise and chases the right numbers.
2. Systems that scale
   Documented process → consistent delivery → faster onboarding → higher margins.
3. Leadership that multiplies output
   Managers who coach, hold standards, and build a team that executes without you.
4. Accountability that sticks
   Weekly scorecards, quarterly rocks, and a cadence that turns intentions into results.
5. Profit discipline
   Pricing, mix, utilization, and operational choke-point removal—tracked, not guessed.

If your coaching doesn’t translate to profit, time, or enterprise value, it’s theater. Demand the real thing.

Quick Math: Is Coaching Worth It for Your Business?

Use this napkin test:

• What’s one core metric you can improve in 90 days?
  Examples: +10% qualified leads, +3 pts gross margin, -15% WIP days, -20% overtime.
• What’s that worth in monthly dollars?
• Multiply by 12 months.
• Compare to a coaching fee.

If the math doesn’t pencil out, don’t sign. If it does—even conservatively—you’ve got your answer.

How to Choose the Right Coach (So You Don’t Burn Cash)

Use this six-point filter:

1. Proof of outcomes: Case studies, references, before/after metrics. Not vibes—numbers.
2. Diagnostic first: They start by assessing your bottlenecks, not pitching a one-size-fits-all program.
3. Plan on paper: 90-day priorities, KPIs, and who/when/how—not “we’ll see.”
4. System + cadence: Weekly/biweekly check-ins, dashboards, and a quarterly reset.
5. Commercial fluency: Pricing, margin, cash conversion, hiring, ops. They speak P&L, not platitudes.
6. Chemistry & challenge: You feel respected and pushed. If they only nod, they’re not coaching.

Who Should Not Hire a Coach

• Dabblers. If you won’t implement, don’t waste your money.
• Excuse-makers. If every roadblock is “the market” or “my people,” you’re not coachable yet.
• Hour shoppers. If you buy minutes instead of outcomes, you’ll miss the point—and the payoff.

What Working With a Real Coach Feels Like

• The fog lifts. You know exactly what matters this week.
• Meetings get shorter. Agendas tighten, decisions speed up, results show up.
• Firefighting fades. Systems replace heroics. Fatigue drops; confidence rises.
• Momentum compounds. Small wins stack into big ones: more profit, more freedom, more optionality.

Think less “rah-rah,” more “precision tune-up with horsepower gains.”

Is Business Coaching a Waste of Money?

Not if you choose the right coach and do the work. Done right, coaching is an investment with a multiple, not a line item to resent.

Your Next Step (Low Risk, High Signal)

If you’re curious what this looks like in your business, let’s talk. Worst case, you walk away clearer than you started. Best case, you just found the partner who helps you build the business you actually want.

Book a 15-minute clarity call with Coach Eric Knam and The Business Acceleration Team.
Bring one bottleneck. Leave with a plan.

02 Sep What’s the Real Value in Hiring a Business Coach?

Picture this: You’re at your desk, another week grinding away, growing restless. The ceiling needs raising, but which step takes you higher? You can’t help but wonder—should I hire a business coach? There it is again, the next question nipping at your heels: how much does a business coach cost? And right behind that, the nagging doubt—will it be worth it

The Value Dilemma: Beyond Cost

Everyone wants a simple answer when they ask about the cost of a business coach. There’s almost a comfort in the thought that one clear price tag could unlock a new chapter. But here’s the truth: value in business coaching doesn’t come prepackaged in dollars and cents.

The real question isn’t, “How much does it cost?” but rather, “What could real coaching do for your business and your life—if it actually worked?”

Three Game-Changing Advantages of a Real Business Coach

1. Expert, Personalized Guidance—Not Just Another Business Book

– Cut-and-paste advice floods every corner of the internet. But the right coach sits beside you, listens, pushes, and tailors their approach to fit your journey. You’re not leafing through generic frameworks; you’re walking a proven step-by-step path built precisely for your business context.

– Think of it as the difference between receiving a map and having a guide at your shoulder, pointing out shortcuts and pitfalls only seasoned travelers would see.

2. Real Accountability—Turning Inspiration Into Action

How many times have you envisioned breakthroughs while folding laundry or stuck in traffic, only to watch your plans evaporate by Monday morning?

The right coach holds you to your vision, keeps you from letting urgent little fires distract you from what’s truly important. Accountability is the safeguard against slipping back into old habits, grounding your ambitions in steady, measurable progress.

3. Enduring Results—Profits, Time, and Team Health

– Business coaching isn’t just about being told what to do at a weekly meeting. The right partnership leads to tangible change—higher profits, smarter time use, calmer days, and healthier teams. These are results that last well after the last session ends.

– You want a business that hums—cleaner systems, happier people, and growth you can feel.

Why You’re Really Paying for Outcomes, Not Hours

Consider this: Imagine going in for a root canal. The endodontist knocks it out in thirty-five minutes instead of the full hour. Do you want them to poke around for an extra twenty-five minutes just because you paid for the time? Of course not. You wanted results—the pain gone, tooth fixed. You’re paying for the outcome, not the clock.

It’s exactly the same with business coaching. The value doesn’t come from racking up more hours on someone’s calendar. It comes from building a business that works better, runs smoother, and lines up with the life you want to create.

Types of Business Coaching and Their Investment

Not all coaching is created equal, and the structure you choose impacts both the price and the experience.

Group Programs & Online Memberships

These start at just a couple hundred dollars a month. They offer broad frameworks, often shared in a cohort. If you crave proven systems and want to learn from other entrepreneurs, they deliver—but they lack deep personalization.

One-to-One Coaching

Working directly with a qualified, experienced coach can range from $1,500 up to $10,000 or more per month. The investment reflects the coach’s track record, the frequency of sessions, and the level of support or resources included. Here, every session bends to your realities and aspirations.

Billing Structure

Some coaches bill hourly, a pay-as-you-go style. But if you crave real, lasting change, most high-impact coaches offer a monthly retainer. That retainer buys you ongoing strategy, accountability, and guidance. In almost all cases, transformation requires more than a one-time pep talk—it’s a process, not an episode.

Shifting Your Perspective: Not an Expense, but an Investment

It’s tempting to see coaching as a line item in the budget, but pause for a dose of perspective. Picture this scene: you pay $3,000 a month for a coach, and when the year closes, your profits have soared by $100,000. Was that an expense—or was that a smart, high-return investment?

Take it a step further. Ask yourself: Where could your business and life be in twelve months if you made the changes you keep dreaming about? What’s the value of more profits, clearer focus, or an extra hour with your family every evening?

What to Do Next

1. Start by reframing your search. Don’t hunt for the lowest price; seek the highest value.

2. Decide what version of coaching fits your business’s stage and ambition. Are you looking for frameworks or a personalized overhaul?

3. Ask yourself the right questions. Instead of “How much will this cost me?” try “What would it be worth for my business and my life if this actually delivered?”

4. If you’re serious about change, look for a coach with a track record—and make sure the structure supports real accountability and tailored support.

Looking Forward: Invest in What Matters

The ceiling over your business isn’t concrete. It’s glass—waiting to be raised, or even shattered. If you’re restless, restless enough to seek change, maybe it’s time to stop measuring coaching as an expense and instead calculate its long-term value. If you’re ready to invest in your future, the first step is a conversation.

Book a time with Eric and imagine how your business could transform in the year to come.

27 Aug Make the System the Boss

Picture this: Every time your team hits a snag, they come straight to you – waiting, almost expectantly, for the answer like you’re the company’s resident magic eight ball. Shake, reveal, repeat.

If that sounds familiar, it’s more than just a leadership headache. It’s a sign that the systemization of business is missing, and it’s costing you more than you realize.

When You’re the System, You’re Also the Ceiling

Let’s be honest: it feels good to be needed. Teams lining up outside your door, seeking your stamp of approval or your verdict on the tiniest issue.

In the beginning, it might even stroke the ego – a gentle reminder that you’re at the center of it all. But how’s that working out for you when you want to step away, take a real break, or simply see your business grow beyond your own bandwidth?

This dynamic reveals an uncomfortable truth. When you are the system, everything stops with you. Every solution, every permission slip, every crisis – big or small – lands, thud, in your lap.

Instead of a smoothly humming operation, you’re running a business daycare, fielding minor disputes and decisions that keep your company locked on pause unless you’re constantly pressing play. It’s exhausting, unsustainable, and, worst of all, sets a hard ceiling on what your team – and your business – can achieve.

The Toxic Trap of Owner Dependency

This cycle isn’t an isolated dilemma. I see it all the time: the business owner as the standard-bearer, the final word, the sole traffic controller of every operational crossroads.

Not only do you become the bottleneck, but the entire company’s consistency goes out the window. Decisions start depending on your mood, your energy, or even whether you catch the issue before it explodes.

• Decisions crawl, or stall out, waiting for your thumbs up.
• Small problems, disputes, and choices queue up at your door instead of being handled on the spot.
• Your business feels more like you’re babysitting a room full of uncertain teenagers than leading a team of professionals.
• Consistency suffers – today’s answer might not match tomorrow’s, and confusion reigns when you aren’t in the room.

No wonder you can’t unplug. No wonder you wonder, constantly, if it has to be this way.

How to Flip the Script: Three Essential Moves

1. Set Clear Rules and Standards – Right Into Your System

Stop telling your staff to “just use their best judgment.” It’s a recipe for inconsistency and stress. Instead, embed rules and standards directly into your business’s backbone. For example, decide – in writing – how late payments are handled. Diagram the steps for processing returns.

Script out a standard protocol for customer complaints. The result? When your system decides, instead of you, the drama fades and action takes its place.

• Your team stops second-guessing; they simply follow the process.
• Your clients experience predictable, reliable service every single time.
• Instead of being the sole source of answers, you become the architect of repeatable success.

2. Let the Process Take the Heat

The next time someone asks, “Why can’t I do it my way?” you don’t have to play bad cop. It’s not personal – it’s the system. When your team understands that everyone follows the same playbook, the dynamic shifts from emotion and favoritism to fairness and transparency.

Letting the process take the heat removes unnecessary friction and clears space for actual work. You stop being the villain and start being the steward of a standard your entire team can trust.

3. Lead and Coach From the System

Feedback, when tethered to a system, becomes powerful. Instead of “I just didn’t like the way you did it,” invite your team to walk through the process together. Coaching shifts from the personal to the professional, helping everyone see where they fit in the larger scheme – and how they can improve alongside the system, not in spite of it.

• Feedback becomes specific, actionable, and unbiased.
• Your team learns to level up with consistent coaching.
• The organization’s culture grows stronger than any one individual.

Put the System in Charge – Starting This Week

Here’s a challenge: find just one recurring headache – one question or problem your team always brings to your desk. Could a process or policy answer it, once and for all? Write the rule. Make it official. Create a template, draft the policy, codify the process. Watch how quickly things shift when the systemization of business becomes your new norm.

Scaling Up Without Losing Control

Deep down, most of us enjoy the feeling of being indispensable. But the culture of “ask the owner” grinds productivity to a halt the moment you step out.

When you invest in the systemization of business, you unlock faster decision-making, consistent performance, and scalable leadership. It’s how you move from being a magic eight ball to building an organization that hums along – confident, autonomous, and poised to grow.

So, what’s the next step? If you want help walking through this transition, or if you’re ready to make your business run on autopilot without sacrificing control, take action. Seek support. Sometimes, having someone guide the process can make all the difference.

Your business shouldn’t depend on your constant presence. Equip your team with the clarity and structure they need, and watch as both confidence and performance soar. The ceiling lifts – along with your freedom to focus on what matters most.

04 Aug Your Team’s First Stop Shouldn’t Be You

As a leader, it’s incredibly flattering when your team turns to you as the first port of call for every question, concern, and decision. It feels good, doesn’t it? To be needed, to be the go-to person, the oracle of knowledge in your team’s eyes.

But let’s pause for a moment and consider this: is being your team’s immediate go-to truly beneficial for the growth of your team—or for your own productivity?

The truth is, while it might stroke our egos, being the perpetual fountain of answers can stifle your team’s development and eat up your precious time. It’s time we rethink this dynamic and foster a more self-sufficient and empowered team.

Imagine a different scenario: one where your team feels confident to explore solutions, make decisions, and resolve issues without needing your constant input.

Not only does this free you up to focus on higher-level strategic thinking, but it also cultivates a culture of learning and growth among your team members. They become more agile, more proactive, and ultimately, more valuable.

So, how do we shift from being the default problem-solver to a leader who enables their team to thrive independently? It starts with trust. Trusting your team’s abilities, and letting them know you do, is the cornerstone of this transformation.

Encourage them to seek answers within themselves or their peers before coming to you. This isn’t to say you’re abandoning them—far from it. You’re still there to guide, to coach, and to support, but not to hand-hold through every minor hiccup.

Next, invest time in training and knowledge sharing. Equip your team with the resources and skills they need to handle challenges on their own. Encourage a culture where asking for help is not seen as a weakness but as a step towards collective improvement.

When someone solves a problem, have them share their process and outcome with the rest of the team. This not only reinforces the learning but also builds a shared knowledge base.

Lastly, set clear expectations. Be explicit about when it’s appropriate for your team to handle things on their own and when it’s essential to involve you. This clarity will help them understand the boundaries of their autonomy and will give them the confidence to act within those limits.

By stepping back, you’re not being less of a leader—you’re being a more effective one. You’re teaching your team how to fish, rather than just feeding them for a day. And in the long run, a team that can problem-solve independently is a team that’s more productive, more innovative, and more adaptable to change.

So, take a moment to reflect. Are you ready to empower your team to take the lead? Remember, your team’s first stop shouldn’t always be you. Give them the tools to navigate their own course, and watch them and your organization flourish.