Increasing Engagement - That Was Easy
June 17, 2025
Several years ago, with an invitation to do some brief facilitation work with a new product team, we co-created working agreements. The team had identified 50+ agreements to include. I’d had the benefit of seeing this to be formed team interact a bit the day before in a classroom setting, observing a group of highly intelligent individuals, with very distinct and complementary skillsets, engage in the learning process. Diversity was everywhere. Detailed to high-level, concrete to abstract, quiet to vocal, direct to circuitous.
The working agreement facilitation is a pretty straight forward one. Most leaders can walk through the steps and achieve a list of items that become the working agreements for their team. The formula could go something like this:
[ ] Set expectations for the outcome of an identified list of working agreements
[ ] Clarify what working agreements are
[ ] Ask questions of the team that prompt the identification of working agreements, while ensuring all voices are able to contribute to the list
[ ] Pick (e.g. vote on) the top 5-7
[ ] Confirm commitment
[ ] Find a location(s) where the working agreements can be visible to the team
This within a 30 min time commitment. I’d agree that there are many different variations and nuances on achieving a set of agreements, the above list illustrates a solid core.
With that product team that identified 50+ working agreements, we looked to identify our top 7-10 focus areas to start but they insisted that all 50 be kept. ‘All are important’ was a common statement. In the moment, it was clear that this team had many spoken and unspoken needs. It was difficult for them to step beyond working agreements as a set of rules, into the perspective that the working agreements as the focus areas for team growth. Vividly captured on flip chart paper, the working agreements also showed both their strong investment and their desire to form better connections. It was obvious that taking this first, simple step was just the beginning to unlocking this team’s full potential.
As I look back over the last 10 years, I see many times when other insights on team dynamics were identified by taking a small segment of time to create and refine working agreements. While it can seem like a simple once and done activity, the idea of framing the initial working agreements as a forever list can lead many teams into patterns that reinforce existing conflict or create new conflict. If there are non-negotiable rules, those should be stated elsewhere. Keep the working agreements as a tool to enable teams to continually reflect and adjust on how they are working together, acknowledging that the individuals who entered the team at formation will have certainly grown and changed through the experience of teaming.
💡Working Agreements - a quick look
are co-created, not directed
represent the areas the team wants to focus on to increase their teaming skillsets and efficacy
are 5-7 in number, no more
are a list to provide the focus areas for team efficacy, not list of rules to be weaponized, but
are periodically reviewed and updated to reflect the evolving needs of the team
Give it a try!
-M
When Work Follows You Home
May 27, 2025
Every evening, as you sit down for dinner, your phone buzzes with the latest meeting notifications and urgent task alerts, each one pulling you away from your family, reminding you that work never truly ends.
This is one of the hardest parts of owning a business. It’s not just that work can reach you, it’s that you’ve wired your business to need you 24/7.
You think: “It’s just one quick reply.”
But that quick reply pulls your head - and your presence - away from the people who matter most.
According to a report by the American Institute of Stress, 72% of small business owners say work regularly interferes with personal life, and more than half say they feel guilty when they try to unplug.¹
We get it. You care. This business is personal. But you can’t pour from an empty cup. And you can’t keep showing up if you’re never truly off.
The fix isn’t a vacation. It’s building a business that respects boundaries. ²
We’ve helped founders implement a “lights out” policy in their businesses - not just for their team, but for themselves. The result? More presence. More energy. Better decisions. And yes, a business that still grows when you're eating dinner.
You’re allowed to have a life. In fact, your business depends on it.
-L
¹ American Institute of Stress (2021): “Work-Life Balance and the Small Business Owner.”
² Inc. Magazine (2022): “Why You Can’t Stop Thinking About Work—and How to Reset Your Brain.”
Cold Coffee & Context Switching
May 2, 2025
By 11 AM, you're switching gears between mapping out next month’s targets, managing a flood of client emails, and fielding team questions, all while your coffee grows cold.
Welcome to the multitasking Olympics—where nobody wins.
This isn’t just a scheduling problem. It’s a systems problem.
When your business is built around you as the central brain, everything becomes reactive. Strategy gets interrupted by support. Planning gets steamrolled by fire drills. You try to carve out time for growth, but you’re pulled back into the grind before the caffeine kicks in.
The science backs this up. A UC Irvine study showed it takes an average of 23 minutes and 15 seconds to fully refocus after an interruption.¹ Multiply that by the number of times you're pinged or pulled into something, and it’s no wonder you feel like you're working all day but finishing nothing.
So what helps?
Time-blocking for context: Don’t just schedule tasks. Instead, schedule types of work (strategy, communication, admin).
One communication channel for one purpose: Don’t let texts, emails, and WhatsApp all compete for your attention.
Train your team on triage: What needs your attention, and what doesn’t? Make it clear.
This isn’t about working harder. It’s about designing a business that respects your focus. Because when you can think clearly, you make better calls. You grow faster. And yes, you drink your coffee warm.
-L
(P.S. Prefer cold brew? Me too. Bring one to a 30-minute meet and greet with me!)
¹ UC Irvine (2008): “The Cost of Interrupted Work: More Speed and Stress.”
² Harvard Business Review: “Beware of the Bottleneck: The Cost of Task Switching on Productivity.”
Leadership Shouldn’t Feel This Heavy
April 21, 2025
The weight of leadership sits heavily on your shoulders, with every decision needing your attention.
It’s not just about making the big calls—it’s about carrying the emotional load. The finances. The people. The pressure to get it right, every time, because your business isn’t just a job. Your business is your name, your livelihood, and maybe even your legacy.
What no one tells you when you start a business is that every decision starts as a bottleneck at the top. (Spoiler alert: it’s you)
A 2023 study by the American Psychological Association found that leaders report significantly higher rates of decision fatigue, stress-related burnout, and work-life imbalance than their teams.¹ It makes sense. You’re not just managing tasks. You’re managing uncertainty.
But here’s the truth: not everything needs your approval.
Not every decision needs to come through you.
The businesses that grow the most sustainably are the ones where the founder learns to create capacity—in people, in systems, and in decision-making.
This looks like:
Creating frameworks, not just giving answers
Teaching people how to think, not just what to do
Stepping back from being the hub of every wheel
One of our clients recently said, “I didn’t realize how much I was holding until I started putting things down.” That’s the shift. Leadership isn’t about holding everything—it’s about building something strong enough to stand even when you step away.
And if it feels heavy right now, it doesn’t mean you’re weak. It means it’s time to redesign how your business uses your strengths.
-L
¹ APA (2023): “Leadership and Burnout: The Mental Health Cost of Decision-Making.”
² Forbes (2021): “Why Entrepreneurs Burn Out and What to Do About It.”
Burnout doesn’t show up with a warning label
April 18, 2025
The burnout creeps in as you juggle multiple roles, each demanding more than you can sustainably give.
At first, it just feels like a busy week. You tell yourself it’s temporary. Once this project’s done… once you hire that new person… once things “settle down.”
But they don’t.
Running a business means constantly switching hats—CEO, salesperson, therapist, accountant, firefighter... And if you’re not careful, those roles start bleeding into every waking moment. You’re never fully working, but you’re never fully off, either. You're stuck in a kind of always-on fog.
And here’s the kicker: most small business owners don’t recognize it as burnout.
They just think they’re behind.
Not focused enough.
Not tough enough.
But data says otherwise.
A 2022 survey by Capital One found that 42% of small business owners have experienced burnout, and 24% say it’s a constant state.¹ That’s not just a personal problem. That’s a business risk.
When you are the engine of the business and you run out of steam—everything stalls. ²
So how do you protect your energy and your momentum? Here are the practical things our clients are doing right now:
Start by noticing. Burnout doesn’t always feel like exhaustion; it can show up as cynicism, frustration, or just a lack of joy in the thing you used to love.
Build white space into your week. Literally schedule it. No back-to-backs. No “catch-up” lunches.
Delegate for real. (See our last post for the hard truth on this.)
Stop being the failsafe for everything. Let your systems and people carry more weight.
The goal isn’t “balance.” That’s a myth in business ownership. The goal is sustainability.
That means building a business that can still function—even grow—when you take a breath.
We don’t need more resilient entrepreneurs. We need better-supported ones. That starts with design, not just discipline.
So if you’re feeling that creep—that quiet fatigue that never quite lifts—don’t push through.
Pause.
Assess.
And rebuild with intention.
Here if you need some help.
-L
¹ Capital One Business Survey, 2022: “Burnout Among Small Business Owners”
² Deloitte (2021): “Workplace Burnout and the Impact on Performance” – found that burnout reduces productivity by up to 50% and increases turnover.
True Delegation isn’t just handing stuff off
April 4, 2025
Let’s be honest, delegation gets talked about like it’s some magical fix for burnout.
“You just need to delegate more.”
Cool. Delegate to who?
How?
And how many times do I have to clean up after someone before it’s just faster to do it myself?
Here’s the truth: most small business owners don’t actually delegate.
They offload.
There’s a difference.
Offloading sounds like this: “Can you just take care of this for me?”
Delegation sounds like: “Here’s the outcome I need, here’s how success is measured, and here’s what you’re responsible for.”
One is reactive. The other builds capability.
A Gallup study found that companies with leaders who delegate effectively grow faster, generate more revenue, and create more jobs.¹ Why? Because when you actually let go of control—and equip people to think, decide, and own outcomes—you scale.
But delegation done wrong just creates more work.
True delegation takes:
Clarity: What’s the real goal? What’s in bounds and what’s not?
Trust: If someone can’t make a decision without checking with you, they’re not really owning it.
Coaching: Early on, you’ll have to guide more than feels efficient. That’s the investment.
Letting go of perfection: It’s not going to be 100% your way. That’s not failure; that’s growth.
Too many business owners confuse delegation with dumping tasks. Then they wonder why nothing gets done the way they’d do it.
Delegation is a leadership skill. ² It’s how you build a team that doesn’t just follow directions—they solve problems.
And if you want to grow beyond being the bottleneck, it’s non-negotiable.
One of the first things we work on with clients is identifying where they’re still stuck in the weeds. The answer usually isn’t "hire more people"—it’s use the ones you have better.
Start with one thing. Choose a part of the business where you’re stuck in the loop, and delegate it the right way. You’ll be amazed at the ripple effect.
-L
¹ Gallup Workplace Report (2014). “Delegating: A Huge Management Challenge for Entrepreneurs.”
² Forbes (2022). “The Most Successful Leaders Know How To Delegate. Here’s How You Can Too.”
I’m Constantly Shifting Gears (And That’s a Problem)
March 29, 2025
You start your day ready to work on your business. You’ve got a goal, a plan, maybe even some momentum. Then...
A client calls.
An employee’s out sick.
You forgot to submit payroll.
You still need to follow up on that lead, update the website, fix that invoice, check in on the vendor, order supplies, and find a new printer because this one always jams.
Sound familiar?
If you’re constantly shifting gears, you’re not broken - the system is.
According to Harvard Business Review, task switching can reduce productivity by up to 40%.¹ That’s almost half your day lost to just jumping between roles. And it’s not just a mental drain! It is expensive. That lost time costs real money and slows down your decision-making. ²
And when you are the business - when most things flow through you - that inefficiency adds up fast.
We’ve worked with dozens of small business owners who feel like they’re drowning, not because they don’t work hard—but because the work is scattered, chaotic, and never-ending.
Here are some strategies we’re seeing work right now:
Blocking time for real strategy (not just email)
Automating small decisions so your brain doesn’t get eaten alive by admin
Building “lanes” for your team and giving them the authority to stay in them
Learning to say “no” to the stuff that doesn’t move the needle
One of the most effective tools we use with clients is a simple weekly rhythm. What gets done when, by whom, and how it ties back to the big picture. It sounds basic - but it’s transformative.
When you stop being the default solution to every problem, you start being the driver of your business again.
Shifting gears all day doesn’t make you more effective; it makes you tired. Reach out when you’re ready to talk driver’s ed.
-L
¹ Harvard Business Review (2010). “Multitasking: Switching Costs.” https://hbr.org/2010/11/multitasking-choosing-when
² American Psychological Association research confirms that “task switching” significantly slows productivity and increases error rates.
Stable and Consistent Revenue: Not Sexy, But It’s the Game
March 8, 2025
Let’s talk about something that doesn’t make headlines but absolutely determines whether or not you sleep at night: stable, consistent revenue.
Most small business owners don’t start out wanting to chase invoices or wonder if next month will cover payroll. You probably started because you’re great at something and knew you could offer valuable [insert your product/service here]. But somewhere along the way, that value got buried under unpredictability. You land a big client or have a huge sales month... then nothing for three months. You run a promotion, then can’t fulfill demand. You hustle, but it still feels like a gamble.
This is where consistency matters.
A 2023 study by Intuit QuickBooks found that 61% of small business owners say cash flow issues are their biggest stressor, even more than competition or customer retention.¹ That’s not surprising; without consistent revenue, even good businesses collapse under the pressure of unpredictability. ²
So how do you fix it?
Not with more marketing.
Not with the next trend.
Not with a Hail Mary product launch.
You fix it by designing your business around recurring value - services or products that people need more than once, that solve real problems, and that you can deliver reliably.
This means:
Offering packages or retainers instead of one-offs
Productizing services where it makes sense
Pricing based on outcomes, not just effort
Getting real about how long clients stick around (and why)
It also means building a back office that doesn’t leak time and money. That’s operations, automation, and making decisions based on data (and not just your gut).
Stable revenue isn’t boring. It’s power. It gives you the space to hire, to invest, to step away for a week without the whole thing falling apart.
And when it’s predictable, you stop making panicked decisions. You start making strategic ones.
That’s the shift. That’s how you build something that lasts.
-L
¹ Intuit QuickBooks Small Business Insights Report, 2023.
² U.S. Bank Study shows that 82% of small businesses fail due to poor cash flow management or poor understanding of cash flow.
The Communication Silo
January 29, 2025
Looking out my office window, I usually see the neighbor’s cat sitting in the sun, this pesky Cardinal that wants nothing to do with me (other than divebombing the dogs), and of course, the fence. The black border that separates my yard and my neighbor. One side of the property line is mine; the other is not. Obviously, I’d never build a shed or cut down a tree beyond the black boundary. But that pesky little Cardinal – he flies across the boundary as though it doesn’t exist and that is completely acceptable.
That had me thinking – where are we creating borders instead of connection? Connection itself is crucial for fostering collaboration and improving outcomes. When the disconnections form, we find countless troublesome stories.
Too often, we operate in silos, unaware of the blind spots right in front of us.
I’ll start with a personal example. A friend had a Transient Ischemic Attack (TIA) a few years back. Unfortunately, it turned her life upside down in unexpected ways. The memory loss she experienced made managing her health incredibly difficult. She began seeing multiple specialists, each prescribing different medications, but no one was looking at the bigger picture. Before she realized it, she was on three medications that counteracted each other, worsening her symptoms instead of helping. It wasn’t intentional; she simply forgot the details, like what she was already taking or why. This clearly highlights how easy it is for patients, especially those dealing with cognitive challenges after a TIA, to fall into the trap of polypharmacy without proper support and coordination.
Polypharmacy—the use of multiple medications by a single patient—poses significant challenges in healthcare settings, particularly in small medical practices, nursing homes, and other care environments. While medications are vital for managing chronic conditions, the risks associated with polypharmacy, such as adverse drug interactions and diminished quality of life, can’t be ignored. These risks become even more pressing in light of statistics showing that nearly one in seven Americans use five or more prescription drugs regularly, with rates significantly higher among older adults. Such medication burdens can overwhelm patients, often leading to confusion, decreased adherence, and preventable complications. Addressing these issues isn’t just about safety—it’s about elevating the patient experience through eliminating the silos.
What could deconstructing the siloed communication look like? Maybe it lies in regular medication reviews that identify potential drug interactions and empower patients to take an active role in their care. In the case of my friend, I found out her doctors were spending a minimal amount of time with her. There was no connection, no simplification of regimens, no shared decision-making, and limited education. She trusted the providers and adhered to what the individuals said, all while having no positive outcome. Needless to say, those doctors are no longer her doctors.
Just as healthcare providers need to look for those pesky blind spots, it’s glaringly obvious that any of us who have customers, clients, patients, users, need to be focused on the borders around us, ensuring they’re in service of those humans.
-L
Examining Restrictions
September 10, 2024
The way things are isn’t working. Companies are stuck in survival mode. To solve this, many turn to antique business patterns brought on by antiquated consulting firms for help. There is a genuine need to get out of the weeds, unless we want employees to be disengaged, burned out, and misaligned with their company. We’re all seeing the high degree of employment churn, poor quality product, and exhaustion from cookie cutter work processes. Bottom line: Companies of all sizes are struggling to hit their goals.
Goals matter - but how we get there, and how effectively we get there needs to be examined.
What we’ve come to believe is that people thrive in an environment of possibility, potential, and engagement. This environment is created when a company expands their focus on individual growth, psychological safety, and adaptability. Human-centered cultures, when properly fostered, lead to higher engagement, innovation, and long-term resilience.
Human-centered companies keep their people.
This is important because engaged employees care about and know what matters to their company’s success. A culture that focuses on employee well-being and sense of purpose, increases their ability to contribute meaningfully. Human-centered cultures empower employees to contribute meaningfully. These same employees then directly impact your industry and your customers.
We need to meet our goals today, and we must be strategic leaders. Successful companies shift to a human-centered approach; it grows their ability to thrive in emergent and sometimes volatile markets.
So our idea is to partner with companies who see the need to break away from history and address what’s really happening. This modern approach is effective and action based.
Together we’ll lean in on human-centered practices that enable your organization to constantly iterate and improve your culture. We provide real-time insights and continuous development opportunities. We offer an alternative to the one-size-fits-all playbook. Instead you’ll get a personalized, values-driven engagement that truly respects individuals and delivers results.
This matters because people are the organization, and when they are aligned with their purpose, supported by a healthy culture, and given the opportunity to grow, they can achieve extraordinary things. Partners accelerate change.
Explore Engage Lead Influence Adapt
Special thanks to Alex M. H. Smith for this foundational template.
Your Story
March 3, 2024
We’ve all heard variations of “be brief, be bright, be gone.” In some ways, that’s powerfully direct. It shows respect to everyone’s time, but can also feel like an insult. What if we look at it through the lens of “intentionality?”
Being intentional in what we say supports meaningful bonds, enriches relationships, and has lasting impacts on the people around us.
Intentional doesn’t mean short sentences or editing ourselves. It might even make us need to be more in touch with who we are authentically. That’s where we start to look at bottom-lining as a technique.
Here’s the kicker. The definition of bottom-lining:
Bottom-lining is finding the most important parts of something and ignoring the rest. It's picking out the biggest, shiniest gems from a messy pile of rocks. It helps you understand things quickly and make decisions faster. Bottom-lining is commonly used in business contexts to streamline decision-making processes and ensure efficient use of time and resources.
Not so bottom-lined, is it? Here’s our very intentional version:
Bottom-lining increases alignment, understanding, and connection. Less is more.
Through this practice we not only share our stories, but also start hearing the true intentions of others.
Something to try: After you’ve listened to your coworker, spouse, or friend share with you, say, “What I heard is…” Watch what happens.
-UH
Modern Nots
February 13, 2024
Today, more than ever, organizations are realizing navigating tough problems is inevitable. Whether it's our current market shift, our financial situation, or unexpected competitors, we have to overcome these challenges. Strategic moves must be made to build sustainability and resilience.
Are you an organization or team who is…?
Not solving meaningful problems
Not effective or focused
Not communicating
Not collaborating
Not making confident decisions
Not trusting the process
Not owning the outcomes
Not modernizing
Not engaged in the work
No judgement. We’ve all been there. All of these “nots” require untangling. By its very definition untangling is removing knots from something physical or metaphorical. It means clarifying and simplifying something that is convoluted or difficult to understand, making it more manageable or comprehensible. We can all agree human interaction can be complex.
Untangling knots is crucial in both personal and professional realms as it fosters clarity and enables effective decision-making. Addressing complexities head-on not only streamlines processes but also cultivates a path towards innovation and growth.
Untangling means putting in the work to:
Welcome the discomfort
Embody our values
Reframe problems
Engage trusted circles
Stay committed to the work
Embrace emergence
Tackle goals creatively
Our values, and our mission, are to challenge a lot of the current nots in a way that’s directly focused on you and your context.
-UH
What’s the interpretation?
February 10, 2024
Your company is the combined interpretations of its peoples' past, present, and future cultures.
One of the ways we explore these interpretations is through utilizing Journey Lines. Journey lines are visual representations of the peaks and valleys of a person’s experience in a workplace or workforce over time. There is a lot of power in people coming together to discuss their perceptions and interpretations of what happened.
This gives leaders an opportunity to listen, participate, and grow their relationships with their employees.
Our journey began as independent contractors assigned to a team, then we faced a contract cancelation. There were some valleys, but the main peak is now - us, years later as a culture consultancy.
Where’s your next peak? Where’s your next valley? Who’s partnering with you to help identify and thrive in either situation?
When you’re ready, Unrestricted Humans is ready, too. Contact us.
-B
Journey Lines Exercise
Step 1. Grab a piece of paper and pen
Step 2. Draw a horizontal line across the paper, representing a timeline of your experience with company cultures.
Step 3. Mark significant events or milestones; positive as well as challenges/setbacks.
Step 4. Reflect and discuss your journey lines with others in the company.
