Commanding Business

The challenge with growth is that the habits that got you here become the limitations that prevent you from getting there. Growth not only requires us to learn new habits. It requires that we unlearn old ones. I’m Tim Hamilton, CEO of Praxent and host of the Commanding Business podcast. Each week, I interview authors, experts and real world leaders about how they grew their teams, their organizations and ultimately themselves. From leadership to management and marketing to innovation, we’ll cover a variety of topics with an aim to uncover actionable takeaways you can implement in your own organization today.
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Commanding Business



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Now displaying: June, 2015
Jun 30, 2015

Knowing who you are are being clear about what you want can be some of life’s biggest challenges. Make an appointment with yourself for a self discovery session. Use basic questions as tools to clean out your subconscious of all the data energy that has been stored for years. Gratitude can help to put life into perspective. Where your awareness goes your energy will go. Give as much value to your energy as you do your money and you will have more of both. Finish what you begin.


Key Takeaways:

[1:00] You have to do all the work yourself

[2:35] The burden of responsibility

[3:38] Monks should never go back

[4:31] Practice what you preach

[5:41] East meets West

[6:55] The start of the path

[8:28] If you listen you might learn something

[9:41] Special guest teachers

[10:45] Get to know yourself for personal growth

[12:36] How well do you know the tool?

[13:35] Make an appointment with yourself, M-F

[16:35]  A process of reflection

[18:45] People need to engage with others

[19:15] Time to clean out your subconscious

[20:40] Facing yourself is one of the most challenging things

[21:32] Every experience has an emotion attached to it

[24:40] Write down your problem and then burn it

[25:41] You can not destroy emotion

[28:02] Gratitude puts life into perspective

[29:09] A sense of lack makes you needy

[29:51] With will you can accomplish anything you want

[31:23] Finish what you begin, try making your bed every morning

[34:32] Where awareness goes energy goes

[35:44] Time management or energy management

[38:20] Most people can’t stay concentrated

[39:07] Treat energy the same as you treat money

[40:37] Strengths and weaknesses

[42:31] Be clear with what you want in life

[44:06] BEHAG - Tim Cullens

[45:14] Life is not short

[46:25] Private workshops and spiritual adventures



Level 5 Leadership

Happierpodcast - Gretchen Rubin



Jun 23, 2015

The culture of continual improvement drives companies towards agile management. Squeezing out productivity for the sake of productivity can lead teams to compartmentalize their roles. Knowledge workers should be empowered to deliver value as well as code. Project management software tools give the illusion of time management when in reality there is no level of accuracy when dealing with people. Allowing teams to organize themselves and then supporting that motion with an adjustable management support structure will provide project validation at many stages along the way. This is the fastest way to monetize initiatives.


Key Takeaways:

[1:09] Agile is a set of values and principles

[2:00] Commonalities with Lean

[3:54] Output versus Outcome

[4:47] The industrial era management style

[5:34] Customer delight as the focus

[7:08] Empowering teams

[9:19] Predictability and productivity of teams

[10:15] A servant leader perspective

[11:41] Trust is at the bottom of the pyramid

[12:40] Consistency of team

[13:37] Multitasking kills - the switching cost

[16:44] The fastest way to monetize initiatives

[18:24] It’s infectious when it works

[19:54] Agile provides predictability

[20:57] Mythical certainty

[23:00] Agile inspects and adapts

[25:38] Will the market accept your idea?

[28:01] The learning mentality

[29:10] Aligning cultures with Agile

[30:39] Discovering the architecture and design

[32:35] Encouraging developers to produce value

[34:12] Self organizing teams

[35:37] Building things in a quality way

[36:38] Empower your teams to self pivot

[39:20] David sees change as incremental

[41:35] Stepping into the agile concept




RadicalManagement - Steve Denning

FiveDysfunctionsofaTeam- Patrick Lencioni




Jun 20, 2015

Description: Entrepreneurs and small business struggle daily with how to determine their profitability. Greg shares his proven insight to help you compensate yourself and your employees. Contribution dollars must cover operating expenses. You can’t get profitable enough in changing OPEX to put a dent in your numbers you should be focusing on labor - human productivity, revenue by person and justifying clients based on their LER.  You should build corporate accountability by paying fair market compensation for fair market performance. And before opening up your books in an effort to achieve transparency, be certain that the owner is able to talk numbers and no inconsistencies exist in your schema. 


Key Takeaways:

[1:25] How Entrepreneurs/Owners should pay themselves 

[3:40] The market picks your pay

[5:07] Distributions explained 

[7:37] The 10% breakeven

[9:17] Clearing the distortions of real revenue 

[10:01] Gross margin + Direct Labor = Magic 

[11:08] What exactly defines direct labor? 

[12:33] Growth is  business model dependent

[16:02] The thinking model

[18:01] Management should be held accountable 

[19:53] Your focus should be on revenue, direct cost and direct labor

[20:18] The simplified message is watch your labor not your toilet paper

[23:03] LER, use gross margin as the calculator

[25:19] Compensation does not change performance

[27:00] Everybody’s an A player, somewhere

[28:00] A severe case of open book

[28:55] The true cost of unproductive labor is the disruption to the rest of the team

[30:15] Two pre-conditions to opening the books for transparency 

[31:58] Use the bonus as a confirmation that the employee achieved their goals

[33:10] You can never replace leadership and management with monetary incentives

[34:40] An example of a market based wage, equitable compensation 

[36:29] The salary cap for non-sport related businesses?

[38:47] Cost of living raise is an invalid argument when it comes to compensation

[39:55] Time is not a factor in compensation, you must demonstrate your performance

[40:44] 5 factors determine your worth

[43:09] Contact Information



Simple Numbers, Straight Talk, Big Profit - Greg Crabtree

Motivation 2.0 - Daniel Pink

The Great Game of Business 

Give and Take - Adam Grant 


Praxent, Commanding Business