If you’re looking for another feel-good article about easy ways to keep New Year’s Resolutions and a list of the most popular resolutions, this isn’t it. We’re excited about the new year, as you should be because it means limitless options for wealth, success strengthened relationships and reaching the next level. But we are also realistic and know that a significant percentage of goals and commitments made in the excitement of the new year fizzle out by mid-march. Why? Because without a plan, without calculated action steps, without deadlines and accountability, new year’s resolutions are just wishes. So this year, why not decide to be intentional about your growth and success instead of hoping that it happens simply because you said it on January 1st?

One of the ways to ensure that your new year’s resolution sticks and doesn’t fade away once the excitement of the new year is gone is by planning an off season that allows you to plan, analyze, strategize, refocus and recharge. While you may plan to charge full steam ahead into the new year, make sure part of your business plan for 2019 includes an off season. We’ve discussed the many different benefits of the implementing an off season and all the things an off season is not, but one of the biggest moves you can make is implementing the Off Season Training Course into your business plan. If you are going to be intentional about creating a powerful off season, the best way to do it is to completely immerse yourself in the resources, planning pages, workbooks and audio downloads we’ve created to help you maximize your off season results.

Another way to ensure your goals become a reality is by connecting with people who will hold you accountable. Finding a mentor is a powerful way to get a fresh perspective on your ideas and learn new ways to reach the next level. By sharing your dreams and aspirations with someone who is passionate about your success, you are arming yourself with someone who will push you to keep going, even when you don’t feel like it. Especially when you don’t feel like it. Attend networking events, participate in a mastemind class, or simply seek out the guidance of someone who has “been there, done that” to keep yourself accountable.

One final way to make sure you are next level bound in 2019 is to make sure you put habits and rituals in place that will set you up for success. Decide what your absolutes are and stick with them. What are some things you can commit to doing that will benefit you in the long run? What are some temptations that you know will set you back and what can you do to avoid them? This may mean saying no to happy hour with coworkers to stay committed to your habits or distancing yourself from a less-than-supportive friend who often sidetracks you from your commitments and plans. Let a few trusted friends know about the habits and rituals you’re trying to establish so they can help you stick with it.

January 1st is a great time for fresh starts and new beginnings, and we strongly encourage you to use this new chapter as a time to set big goals. By planning a powerful off season, finding a mentor and establishing habits and rituals that will keep you focused, you can make sure your 2019 starts with purpose!


It’s Monday Morning. As I am starting my week I can’t help but think of the benefit of staying focused and maximizing time. I know you know that you are 42% more likely to achieve your goal if you write it down. So why are we not consistently having a to-do list and goal sheet each week.

You see to grow a business or yourself you have to work to be super anal to get it done. Nothing’s magical and nothing just happens. You gotta go make it happen.

Yeap you…you gotta put the consistent work in.

But you know how you have the best intentions and these little things called distractions creep in?

We all have them and we have to all be on guard against them.

This week as you launch I want time management and actually time mastery to be a focal point.

Get stuff done!! It’s that simple. Know what you need to do to get to the Next Level and commit!

Here are a few simple strategies to help you stay focused and on task throughout your work day.

  1. Create a Weekly Focus.
  2. Know what activities must get done in order for you to be most successful.
  3. Write STUFF down.
  4. Get stuff done quick! But right!
  5. Create 30 minute time slots for each exercise/task
  6. Operate to your strength and delegate everything else
  7. Game plan each day
  8. Use technology- use the notes section, the calendar and more. It’s all at your fingertips.

Okay enough of the lesson of the day, get stuff done and I can’t wait to hear you tell me how much more effective and efficient you have begun by writing it down and getting it done.

See you next week,

Walter Bond

P.S. Here’s a video to help motivate you to maximize your time.


As we delve deeper into teamwork and you try to figure out your team, you need to figure out you. As a leader, you are the nucleus of your team, which means you must figure yourself out before you can build a high-performing team. I just got off the phone with a previous client who was looking to bring me back for an encore presentation. He said, “Walter, we heard your keynote. Do you have a new program?” He was about to retire from leading this organization for over 30 years. I told him absolutely! We have a brand new teamwork program that is taking the business world by storm. I explained each position to him: the innovator innovates, the implementer implements, the instigator instigates, the improvers improve, and the executors execute. He told me that was perfect for his group. I noticed a slight shift in his tone as he took on a melancholy mode that I could feel over the phone.

I couldn’t read what was wrong. Maybe he didn’t think our new teamwork framework was as good as I did, but he said he thought it was brilliant. As I pondered why his mood had shifted, he finally confessed. “I have been here for 30 years, and I just realized that I am an innovator, but my job required me to be an implementer. For 30 years, I have played out of position. That explains why I liked my job but never loved it.”

When we talk about employee engagement, job satisfaction, attrition, productivity, and all of the buzzwords that HR loves to throw around, it all boils down to your ability as leader to get your people in the right places so their innate attributes work in the context of their job. If you have someone playing out of position, you will never see that person at their best. I didn’t have to diagnose my retiring client because he came to his own conclusion. All I did was give him the context to understand how we are all wired and how critical our innate attributes are to fulfillment and productivity. I wonder if he will hold off retirement to allow his natural gift of innovation to operate for a few years. I am sure he will much more engaged and productive. The question for you is simple. Are you a natural innovator? Implementer? Instigator? Improver? Executor? You may be able to do a few well, but which one is primary? Once you understand yourself, the next job you have is to fill the other leadership positions with professionals that complement you.

Click the button below to receive a complimentary iTeam Audio Download where I teach you how to:

    • Build trust and respect between team members.
    • Collaborate and best use of each team member’s talents.
    • Ignite mutual understanding and respect.
    • Delegate tasks in a way that magnifies strength.
    • Build micro-teams and how to fix dysfunctional teams.
    • Boost employee engagement and job satisfaction.

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Great CEOs understand that investing in human capital is paramount to growing their companies. The concept is employee engagement diagram hand drawing on chalkboardsimple: Helping your employees perform at an optimal level will help your profits perform, too.

Every organization has its high-performers — if you buy into the “80-20 rule,” they typically make up 20 percent of your workforce — who consistently produce at a high level. You love them. You wish you could clone an army of them. They’re the star quarterbacks on your bowl-bound team.

But not everyone can be an MVP. The majority of your professionals, the other 80 percent, fall into the “average” category. They aren’t good enough to call “high performers,” but not bad enough to get rid of, either. They are just average.

What if you could get the 80 percent to perform more like the 20 percent? Here’s how I’ve helped companies strengthen average employees through personal accountability.

1. Know how your employees will react

As we’ve established, not all employees are created equal. This is especially evident in their reaction to criticism.

High-performers are accountable by nature, constantly thinking of ways they can improve themselves with or without your well-thought-out performance review. They probably think more about performance improvement than you do.

Average performers, on the other hand, spend less time reflecting on their work and might wrestle with your feedback. They aren’t as accountable as your high-performers, so your well-meaning performance review creates hardship, negative emotions, and contempt. Knowing this changes how we approach the 80 percent.

2. Help employees own their work

If you want to inspire the average segment to get moving, try some type of accountability training prior to your performance reviews. This will condition your employees to own what they do and want more out of it as a result.

If you can convince even half of your average employees to focus on improvement, the entire workforce benefits tremendously. You may even get some of your poor performers to become average.

3. Focus on how “we” can improve

Make sure you communicate that you appreciate each employee’s efforts, but always articulate how can “we” do more. Never focus on “you,” because average performers can become defensive if they feel like it’s a personal attack.

Emphasizing the “we” in your conversation will make improvement feel like more of a team effort.

4. Maintain a coaching culture

Create an atmosphere where coaching is a part of the job when you onboard new employees. By introducing them to the company culture early on — specifically to your high-performers — employees can keep each other accountable.

5. Set ambitious goals

Set high benchmarks that will push your average producers without discouraging them. This will create scenarios and expectations for more production. Always dangle the carrot!

6. Celebrate great performance

Always celebrate your top performers publicly as a motivator for them to keep producing. This will motivate some of your average performers to produce more. Rewards could be things like choice seats at your awards banquet or an invitation-only high-performer’s breakfast with a guest speaker.

7. Nourish potential

There are many great ways to motivate your best average performers to continue climbing. For example, try spending one-on-one time with your average performers who have the most potential to elevate their performance.

You could also budget professional coaching for your up-and-comers, or facilitate team brainstorming sessions. Employees work harder when they feel that their ideas are being heard.

Please share in the comments which of these 7 you will apply in your business and why.