Craig Leach, MBA

Welcome to where transforming companies and careers with precision-tailored executive placements and progressive leadership coaching meets personalized solutions that align with your unique culture and strategic goals. If you're here, you're likely seeking to attract and retain top-tier talent in a competitive market, align leadership teams with corporate strategy and culture, navigate leadership transitions without disrupting operations, and ensure new hires are the right fit for long-term success.

With over 30 years of experience in leading teams, I guide executives from uncertainty and misalignment to building high-performing teams that drive results. Is reducing time spent on recruiting or mis-recruiting on your radar? Do you aspire to increase productivity and performance? If these aspirations resonate, you've found your path.

I blend my diverse skills in negotiation, business planning, operations management, sales, market development, and leadersip with my passion for talent development, crafting strategic solutions that truly represent your organization's needs. This strategy allows you to transform your leadership capital and achieve sustainable success.

My 21st Century technology-influenced approach uses personalized executive search and coaching to create long-term impact that delivers reduced commercial downtime, improved employee retention rates, and reduced overall costs to hire. I empower hiring managers to make confident decisions, so 96% of our placements are still in place after 12 months.

What you can expect:
• Minimized client commercial downtime
• Improved new employee retention rates
• Reduced overall costs to hire

Your outcomes:
• 96% of placements still in place after 12 months
• 94% of placements still in place after 24 months

Embrace a journey that transforms your organization through strategic leadership development and succession planning. Ready to start?

I offer different ways to work with me to suit your budget and needs:
• Retained Search: Exclusive tailored executive search and coaching solutions, best suited for senior leadership positions (C-Suite, VPs, Directors)
• Contingency Search: Exclusive search for technical, sales, and marketing roles
• Executive Coaching: Tailored, one-on-one partnerships to empower leaders and high-potential professionals to maximize performance and achieve personal and organizational goals

Who it's for:
• C-suite executives
• Senior managers
• Emerging leaders
• Professionals transitioning to higher leadership roles

Begin your journey: https://calendly.com/6202205911/30min

President

I Placed the Same Executive Three Times (Here's What His Ex-Bosses Never Understood)

Same guy. Three different companies. Three promotions after I placed him.

His ex-bosses? They all called me asking if I could find them "another Mike."

I couldn't help but laugh.

They had Mike. They lost Mike. And they still didn't understand why.

First placement: VP Operations at a logistics company. Mike turned their worst-performing region into their best in 18 months. Then his boss took credit for the turnaround at the board meeting. Mike called me that night.

Second placement: COO at a manufacturing firm. Mike reduced costs by 31% without cutting a single job. Found inefficiencies everyone else missed. Then they promoted someone's golf buddy over him. Mike called me that afternoon.

Third placement: President of a PE-backed distribution company. The CEO told me during reference checks: "I don't care about his resume. Tell me why he left his last two roles."

So I told him.

That CEO did something Mike's previous bosses never did:

He asked Mike what he needed to succeed.
Then actually delivered it.

Not promised it. Delivered it.

Mike wanted:
• Authority to match his responsibility
• Credit to flow where credit was due
• A boss who'd have his back when things got tough

Revolutionary concepts, apparently.

Two years later, Mike's still there. They've doubled revenue. The PE firm made him CEO last month.

His two previous bosses? Both called me this year.

"We need someone like Mike."
"What made Mike special?"
"Can you find us another Mike?"

I tell them the same thing:

You don't need another Mike. You need to become the leader Mike would stay for.

The brutal truth about executive retention:

Great executives don't leave companies. They leave bosses who take credit, make promises they don't keep, and treat talent like it's replaceable.

Mike wasn't exceptional because of his skills. Every executive at his level has skills.

He was exceptional because he'd learned what most executives learn too late:

When someone shows you who they are as a boss, believe them.

The fastest way to lose your best executive? Make them feel like they're just another employee.

The fastest way to keep them? Remember they have my number in their phone.

And they're one broken promise away from using it.

What's the real reason your best executive left?

I Work with Senior Leaders to Build Teams that Shape the Future | Executive Search | C-Suite | Top Voice 2024

The Reference Who Begged Me Not to Place Their Former Employee

"Please. Don't send him to our competitor."

First time in 200+ placements someone asked me to sabotage a candidate's job search.

I was doing reference checks for a VP Sales candidate. Strong track record. Multiple successful exits. The board was ready to make an offer.

Called his previous CEO for a reference.

"Craig, I'll give you a glowing reference. But I need a favor."

"What kind of favor?"

"Don't place him at "ABC". They're our biggest competitor."

I waited for him to laugh. He didn't.

"You're serious."

"Dead serious. If he goes there with what he knows, we're finished."

Most executives treat departing talent like yesterday's news. Delete their access. Ship their belongings. Move on.

This CEO understood something different.

His former VP wasn't just leaving. He was taking a $50M competitive advantage with him.

The playbook he built.
The client relationships he nurtured.
The team culture he created.
The strategic roadmap he designed.

All walking out the door for a 40% salary bump.

"Why didn't you match their offer?" I asked.

"Board said we couldn't justify it. Now they're asking me to hire three people to replace him."

The math never works that way.

You don't replace one A-player with three B-players.
You replace them with your competitor's new weapon.

Six months later, "ABC" had captured 30% of his former company's enterprise accounts.

The CEO who begged me not to place him? He's now looking for a new job himself.

Board fired him for losing market share.

Here's what 200+ placements taught me about talent:

The cost of losing your best people isn't in the replacement search.

It's in watching them build your competitor's empire with your blueprints.

Companies will spend $2M on a non-compete lawsuit but won't spend $200K to keep the person worth suing over.

Your top performer isn't just an employee.
They're your competitive moat.

And moats don't come with a replacement guarantee.

What's the real cost of the last A-player you lost to a competitor?

I Send Every New CEO This Text on Day 1 (It's Saved 12 Placements)

"Your honeymoon period is a myth. Your team is updating their LinkedIn profiles right now."

Harsh? Maybe. But after 200+ placements, I've watched too many CEOs crash because they believed they had time.

The text continues:

"You have 72 hours to signal who you really are. Not 100 days. Not 90. Three days. After that, every opinion is cement."

Last year, I placed a CEO at a PE-backed manufacturing company. Smart guy. Came from Amazon. Had all the answers.

Day 1: Announced his open-door policy from his closed office.
Day 2: Scheduled "listening tours" for week 8.
Day 3: Sent a 47-slide deck about his vision.

By day 4, his head of sales had called me.

"Craig, got any other opportunities?"

That CEO lasted 11 months.

Compare that to Sarah, who I placed three months later at a similar company.

Day 1: Worked the warehouse floor at 5 AM. No announcement. Just showed up.
Day 2: Had lunch in the break room. Asked about people's kids by name.
Day 3: Fixed the coffee machine everyone complained about for two years.

Her head of sales called me too.

"Craig, where'd you find her?"

Sarah's been there 18 months. Revenue up 34%. Same team that was "unmanageable" under the last guy.

The difference wasn't their resumes. Both stellar.
The difference wasn't their strategies. Both solid.

The difference was those first 72 hours.

The CEOs who survive understand something the failures don't:

Your team doesn't care about your credentials.
They care about your character.

And they're deciding right now while you're still figuring out where the bathroom is. Whether you're worth following.

That text I send? It ends with this:

"You're not being hired. You're being tested. And the test started the second they heard your name."

12 CEOs have gotten that text.
12 are still in their roles.

Coincidence? Probably.

Your first three days aren't your warm-up.
They're your entire game.

What did your CEO do on day one that told you everything?

The Executive Who Failed Every Leadership Test (And Why I Placed Him Anyway)

Last Tuesday, I presented a candidate who bombed his interview.

Forgot the CFO's name. Mixed up the revenue numbers. Stumbled through the strategy questions.

The board was ready to pass. Then I asked them to wait 24 hours.

Here's what they didn't see:

He drove 6 hours after his father's funeral. His assistant had quit that morning. His biggest client was threatening to walk.

And he still showed up.

Most executives would have rescheduled. Blamed circumstances. Made excuses.

He didn't mention any of it. Not once.

I only knew because his reference called me. "Did he tell you what week he's having?"

The Executives Who Fail:

• Perfect interviews, perfect answers, perfect image
• Never let you see them sweat
• Treat vulnerability like weakness
• Hide every crack in the armor

The Executives Who Last:

• Show up when life falls apart
• Let their humanity show through
• Know perfection is a performance
• Build trust through transparency

That "failed" interview revealed more leadership than any polished presentation.

Real leaders don't wait for perfect conditions. They lead through chaos.

18 months later, he's transformed their company. Turned around three underperforming divisions. Built the strongest leadership team they've had in a decade.

The board member who wanted to pass? He told me last week: "Thank God you made us wait."

Here's what 200+ placements taught me:

The executives worth $3.2M aren't the ones who never stumble.

They're the ones who stumble and keep walking.

When's the last time you hired someone despite their worst day?

I Keep a 'Never Again' List of 7 Companies. Here's Why Each One Made the Cut

I've developed a simple rule: Some bridges are meant to burn.

My "Never Again" list isn't about grudges. It's about patterns.

1. 𝗧𝗵𝗲 𝗔𝗶𝗿𝗹𝗶𝗻𝗲 𝗧𝗵𝗮𝘁 𝗖𝗵𝗮𝗿𝗴𝗲𝗱 𝗠𝗲 𝗧𝘄𝗶𝗰𝗲
127 flights with them. System glitch double-charged my card $3,400. Their response? "Dispute it with your bank." Took 4 months to resolve. 

𝗟𝗲𝘀𝘀𝗼𝗻: Loyalty without reciprocity is just exploitation.

2. 𝗧𝗵𝗲 𝗦𝗼𝗳𝘁𝘄𝗮𝗿𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗧𝗵𝗮𝘁 𝗛𝗲𝗹𝗱 𝗠𝘆 𝗗𝗮𝘁𝗮 𝗛𝗼𝘀𝘁𝗮𝗴𝗲
Paid $12k annually for their CRM. Tried to export my data when switching providers. "That'll be an additional $5,000 for data extraction." My own data. That I entered. That I paid to store.

𝗟𝗲𝘀𝘀𝗼𝗻: Always know your exit strategy before you enter.

3. 𝗧𝗵𝗲 𝗕𝗮𝗻𝗸 𝗧𝗵𝗮𝘁 𝗠𝗮𝗱𝗲 𝗠𝗲 𝗣𝗿𝗼𝘃𝗲 𝗜 𝗘𝘅𝗶𝘀𝘁𝗲𝗱
20-year customer. They froze my business account for "suspicious activity". 6 hours on hold. 7 departments. Had to physically appear at a branch with my birth certificate.

𝗟𝗲𝘀𝘀𝗼𝗻: Convenience dies the moment you actually need help.

4. 𝗧𝗵𝗲 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴 𝗙𝗶𝗿𝗺 𝗧𝗵𝗮𝘁 𝗣𝗹𝗮𝗴𝗶𝗮𝗿𝗶𝘇𝗲𝗱 𝗠𝘆 𝗣𝗿𝗼𝗽𝗼𝘀𝗮𝗹
Spent two weeks on a detailed search strategy for them. They passed. Three months later, saw my exact framework in their "proprietary methodology" deck. Word for word. Even kept my typo.

𝗟𝗲𝘀𝘀𝗼𝗻: If they'll steal from vendors, they'll steal from clients.

5. 𝗧𝗵𝗲 𝗛𝗼𝘁𝗲𝗹 𝗧𝗵𝗮𝘁 𝗖𝗮𝗻𝗰𝗲𝗹𝗲𝗱 𝗠𝘆 𝗖𝗼𝗻𝗳𝗶𝗿𝗺𝗮𝘁𝗶𝗼𝗻
Board meeting in Dallas booked three months ahead. Confirmed twice. Arrived at midnight to "We gave your room away at 6 PM." Their solution? A motel 40 minutes away. Full price.

𝗟𝗲𝘀𝘀𝗼𝗻: A confirmation that can't be trusted is worse than no confirmation.

6. 𝗧𝗵𝗲 𝗩𝗲𝗻𝗱𝗼𝗿 𝗪𝗵𝗼 𝗜𝗻𝘃𝗼𝗶𝗰𝗲𝗱 𝗔𝗳𝘁𝗲𝗿 𝗚𝗵𝗼𝘀𝘁𝗶𝗻𝗴
Marketing agency. Disappeared for 3 months. No deliverables. No communication. Then sent a $15k invoice for "strategic planning." The strategy was hoping I'd just pay it.

𝗟𝗲𝘀𝘀𝗼𝗻: Silence is acceptance until it's accompanied by an invoice.

7. 𝗧𝗵𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗧𝗵𝗮𝘁 𝗖𝗵𝗮𝗻𝗴𝗲𝗱 𝗧𝗲𝗿𝗺𝘀 𝗠𝗶𝗱-𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁
Two years into a three-year agreement. They "updated" their terms of service. Suddenly our grandfathered pricing disappeared. New cost? Triple. Their email: "Accept the new terms or lose access in 30 days."

𝗟𝗲𝘀𝘀𝗼𝗻: A contract is only as good as your leverage to enforce it.

Companies that disrespect your time will always disrespect your money.

The cost of switching is nothing compared to the cost of staying.

When someone shows you their values through their actions, believe them the first time.

My "Never Again" list isn't about being petty. It's about being profitable.

Every minute not spent fighting broken systems is a minute invested in relationships that matter.

Your standards aren't too high. Their service is too low.

I Now Use This 3-Second Test Before Hitting Send on Any Executive Communication

Last month, I deleted an email that took me 45 minutes to write.

The one I sent instead? Three sentences. No promises. No positioning.

It landed me a $50k search.

Here's what changed:

I stopped selling. Started solving.

Most recruiters lead with their credentials. Their track record. Their "proprietary process." Their AI-powered candidate matching. Their exclusive network.

I used to do the same thing. Pages of capabilities. Impressive client logos. Success metrics.

Then a CEO told me something that flipped my entire approach:

"I don't care how fast you are. I don't care about your network. I care about Tuesday's board meeting where I have to explain why our COO position is still empty after six months."

That's when I created my 3-second test.

Before hitting send, I ask myself: Am I trying to impress them or help them?

The Emails That Get Deleted:
• "We're the fastest growing executive search firm..."
• "Our unique 7-step process ensures..."
• "With years of experience, we..."
• "Let me tell you why we're different..."

The Emails That Get Responses:
• "If there's one problem I could take off your desk, what would it be?"
• "What's keeping you up at night about this role?"
• "What would success look like in 90 days?"
• "How can I be most helpful right now?"

Boring is better.

No promises I can't keep. No claims about being faster or better connected than every other recruiter calling them.

Just one simple question that cuts through the noise.

The irony? When you stop trying to prove you're valuable, you become invaluable.

That $50k search? The CEO's response was seven words: "Can you talk at 3pm today?"

Here's what 200+ placements taught me:

Executives don't want another vendor pitch. They want someone who understands that their problem isn't finding candidates.

It's finding the right one while everything else is on fire.

Your elaborate email is competing with 47 other "urgent" items in their inbox.

Make it easy to say yes by making it about them, not you.

What's the shortest email that's ever changed your business?

The CFO Who Cried During Our Interview (And Why That's Why She Got Hired)

She lost it right there in the boardroom.

Full breakdown. Tissues everywhere.

The other board members were uncomfortable. One started reaching for his phone to "check the time."

I leaned in.

"Tell me more about that."

She'd been describing her biggest failure. A $12M acquisition that tanked. 200 people lost their jobs. Her first time leading due diligence.

"I signed off on projections I knew were aggressive. I wanted to prove I could close deals like the guys. Those families trusted us."

Most CFO candidates give me polished failure stories.

"We learned valuable lessons."
"It was a growth opportunity."
"The market shifted unexpectedly."

She gave me the truth. Raw. Uncomfortable. Real.

The board wanted someone bulletproof. I believed that I saw someone who'd never make that mistake again.

CFOs Who Flame Out:

• Never admit real fault
• Hide behind market conditions
• Treat losses like line items
• Protect their image above all

CFOs Who Build Dynasties:

• Own their catastrophes completely
• Feel the weight of their decisions
• Remember the human cost
• Let their scars show

That breakdown told me everything.

She didn't just understand financial risk. She understood human cost.

Three years later:

She's caught four deals that would have buried the company. Saved 400 jobs by restructuring debt instead of cutting heads. Built the strongest finance team they've had in two decades.

The board member who reached for his phone? Told me last month: "Best hire we ever made. She sees around corners we didn't know existed."

Here's what 200+ placements taught me about tears in interviews:

The ones who never crack under pressure? They're usually the ones who crack when it counts.

The ones who crack in front of you? They've already been broken and rebuilt stronger.

Your next great executive isn't hiding their humanity.

They're leading with it.

When's the last time vulnerability in an interview changed your mind?

The Email That Made Me Fire a $75K Client (Template Inside for Spotting Red Flags)

"Craig, you work for me. Start acting like it."

That's the line that ended a $75K engagement in 17 seconds.

Not because I can't handle direct feedback. I've been in executive search long enough and have heard worse.

But because after 200+ placements, I've learned something most recruiters learn too late:

The way someone treats you when they're paying you tells you exactly how they'll treat the executive you place.

This client hired me to find their new COO. Big budget. Bigger ego.

Week 3: "Why haven't you delivered 10 candidates yet?"
Week 5: "These resumes are garbage. Are you even trying?"
Week 7: That email.

I called him immediately.

"I'm returning your retainer. Find another recruiter."

"You can't do that. We have a contract."

"Read clause 7. I can and I am."

He threatened to sue. To ruin my reputation. 

That was 18 months ago.

The COO they eventually hired? Gone in 6 months.
The one after that? 4 months.
They're on their third search firm now.

Here's my template for spotting client red flags before it costs you:

𝗧𝗵𝗲 𝗙𝗶𝗿𝘀𝘁 𝗖𝗮𝗹𝗹 𝗧𝗲𝘀𝘁:
• Do they ask about your process or just your speed?
• Do they mention their team's growth or just headcount?
• Do they say "we need" or "I want"?

𝗧𝗵𝗲 𝗘𝗺𝗮𝗶𝗹 𝗣𝗮𝘁𝘁𝗲𝗿𝗻𝘀:
• Demands without context = future micromanager
• CC'ing unnecessary people = political nightmare
• "ASAP" in every message = unrealistic forever
• Questioning your expertise week 1 = will undermine the hire too

𝗧𝗵𝗲 𝗣𝗮𝘆𝗺𝗲𝗻𝘁 𝗧𝗲𝗹𝗹:
• Negotiating standard terms aggressively
• "Proving yourself first" before paying
• Changing deal terms mid-engagement
• Using money as a weapon, not a tool

The math is simple:

A $75K client who treats you like dirt will cost you more than $75K in reputation, stress, and failed placements.

A $50K client who respects the process will bring you $500K in referrals.

I keep a list of clients I won't work with.
It's shorter than my client list.
But it's more valuable.

Because every client you fire makes room for one who gets it.

Here's the truth about professional services:

You're not just selling your expertise.
You're choosing who deserves it.

And some money is too expensive.

What red flag made you walk away from easy money?

The Executive Who Saved His Career by Breaking His Own Email Rule

For 15 years, my rule was simple: No long emails. Ever.

Three bullets max. One clear ask. Get to the point or get deleted.

Then I watched a $60k deal die because I followed my own rule.

The client needed context. Background. The why behind the numbers. But I sent my usual three-bullet update.

"We need to pivot the strategy."
"Timeline shifts 6 months."
"ROI still intact."

His response? "This feels rushed. Let's revisit next quarter."

Translation: You just lost $60k because you couldn't explain yourself.

That night, I broke my rule. Wrote a 2-page email. Detailed every assumption. Mapped out three scenarios. Explained why waiting would cost them $15k more.

Took me 3 hours to write. He read it in 10 minutes.

Called me immediately. "Now I get it. Let's move."

Here's what 200+ placements taught me about executive communication:

𝗧𝗵𝗲 𝗥𝘂𝗹𝗲𝘀 𝗧𝗵𝗮𝘁 𝗞𝗶𝗹𝗹 𝗖𝗮𝗿𝗲𝗲𝗿𝘀:
• Always be brief
• Never over-explain
• Stick to bullet points
• Keep it simple

𝗧𝗵𝗲 𝗧𝗿𝘂𝘁𝗵 𝗧𝗵𝗮𝘁 𝗦𝗮𝘃𝗲𝘀 𝗧𝗵𝗲𝗺:
• Match the moment, not the rule
• Some decisions need stories, not bullets
• Context beats brevity when stakes are high
• Your communication style is a tool, not an identity

That "too long" email saved the deal. Saved my reputation. Taught me that rigid rules make fragile leaders.

The best executives know when to break their own rules.

Your greatest strength becomes your greatest weakness the moment you stop questioning it.

What rule have you broken that changed everything?

5 Ways to Land Clients

🤝 I'm Jada, specializing in custom promotional apparel and products for Houston corporations, driving brand visibility and engagement through tailored solutions.
 
With over a decade at Sysco, I earned multiple awards as a District Sales Manager and served as Director of Category Management. I led a team managing $𝟮𝟮𝟰𝗠 𝗶𝗻 𝗿𝗲𝘃𝗲𝗻𝘂𝗲 and oversaw 𝟭,𝟬𝟬𝟬 𝗯𝗿𝗼𝗸𝗲𝗿𝘀 𝘄𝗶𝘁𝗵𝗶𝗻 𝘁𝗵𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗕𝗿𝗼𝗸𝗲𝗿 𝗡𝗲𝘁𝘄𝗼𝗿k, including the six largest national food brokerages.

Now, as a mompreneur, I combine my corporate acumen with a passion for creativity, offering bespoke solutions that meet the unique needs of my corporate clients.

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My commitment to excellence and attention to detail ensures that our clients receive high-quality products and exceptional service, every time.

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Balancing these roles has taught me the importance of organization, perseverance, and dedication—qualities I bring to every client project. 

𝗛𝗢𝗪 𝗜 𝗖𝗔𝗡 𝗛𝗘𝗟𝗣 𝗬𝗢𝗨

I work with companies in the 𝗢𝗶𝗹, 𝗚𝗮𝘀, 𝗘𝗻𝗲𝗿𝗴𝘆, 𝗮𝗻𝗱 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻 sectors to enhance their brands through premium promotional apparel and products. 

We understand the demanding environments and specific branding needs of these industries. 

Whether it's outfitting your team with durable, branded workwear or creating memorable promotional items for industry events, my solutions help reinforce your brand's strength and professionalism.

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My journey from corporate sales to mompreneurship has been driven by a desire to combine professional expertise with personal passion. 

We believe in the power of strong branding to make a lasting impact.

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Together, we can create a brand experience that not only captures attention but also builds lasting connections.

📩 Contact us today to discover how our custom promotional products and apparel solutions can enhance your brand.

Jada Powell

#redmonday

Same people, same speeches, same awkward conversations that never lead anywhere.

This Thursday, change things up.

redM Join The Movement Networking and Information Session isn’t your average Houston meetup.

Thursday, December 4th, 2025 • 5:30 pm 
The Puttery

Why should you attend?

RedM isn’t just about business growth, it’s about making a difference. Meet leaders across Oil & Gas, Energy and Construction, and other sectors who care about building something bigger, for both their companies and our city.

Part of our mission is raising awareness about human trafficking right here in Houston. When you show up to connect and learn, you’re also joining a community that stands behind this cause.

You’ll meet people who understand what it takes to build real partnerships and use their platforms for good. Whether you’re looking for fresh perspectives on branding, local connections, or ways to create positive impact, you’ll find it here.

Come for the genuine opportunities and a chance to do some real good along the way.

If you’re ready for networking with purpose, don’t miss it. Link to register is in the comments.

JSESSIONID

li_at

redM Join The Movement

Enhancing Brand Visibility for Houston's Oil & Gas, Energy, and Construction Sectors with Premium Branded Workwear | Achieving Measurable Results | Ex-Sysco Corporate Now Entrepreneur | OGGN BD & Podcast Host

Why does logic barely moves the needle in a boardroom?

We’ve all done it. Spend hours building a killer deck: charts, bulletproof stats, case studies stacked a mile high. You walk in ready to annihilate objections. You present the numbers, the proof, the so-called “𝘀𝗹𝗮𝗺-𝗱𝘂𝗻𝗸.”

𝗧𝗵𝗲𝗻... 𝗰𝗿𝗶𝗰𝗸𝗲𝘁𝘀.

Here’s the hard truth: facts alone rarely close the deal. Most decisions? They’re not driven by spreadsheets. They’re driven by gut.

People don’t want to be sold another bullet point. 𝘛𝘩𝘦𝘺 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘴𝘦𝘦 𝘵𝘩𝘦𝘮𝘴𝘦𝘭𝘷𝘦𝘴 𝘪𝘯 𝘵𝘩𝘦 𝘴𝘵𝘰𝘳𝘺.

I was in a pitch last year for a major energy client. Big players at the table. I came armed with ROI stats, industry benchmarks, a step-by-step case study from a similar project. But the energy in the room was flat. 𝗡𝗼 𝘀𝗽𝗮𝗿𝗸.

So, I dropped the deck and told a story instead. How another client in their shoes botched a workwear rollout, what it really cost them, and how we bailed them out. No sugarcoating, just the messy truth. Suddenly, the whole mood shifted. 𝘗𝘦𝘰𝘱𝘭𝘦 𝘭𝘦𝘢𝘯𝘦𝘥 𝘪𝘯. 𝘘𝘶𝘦𝘴𝘵𝘪𝘰𝘯𝘴 𝘨𝘰𝘵 𝘳𝘦𝘢𝘭. 𝘛𝘩𝘦 𝘳𝘰𝘰𝘮 𝘨𝘰𝘵 𝘩𝘰𝘯𝘦𝘴𝘵.

That’s when deals start to move. When you stop pitching and start relating.

𝗧𝗵𝗲 𝗯𝗲𝘀𝘁 𝘀𝘁𝗼𝗿𝗶𝗲𝘀? They aren’t shiny. They’re raw. They show where things went sideways, what it actually took to fix the mess, and why most “one-size-fits-all” solutions never really fit.


So next time you’re prepping for a big meeting, ask yourself:

Are you just stacking up logic, hoping to win the pitch with facts? 𝘖𝘳 𝘢𝘳𝘦 𝘺𝘰𝘶 𝘸𝘪𝘭𝘭𝘪𝘯𝘨 𝘵𝘰 𝘨𝘦𝘵 𝘳𝘦𝘢𝘭, 𝘵𝘢𝘬𝘦 𝘰𝘧𝘧 𝘵𝘩𝘦 𝘱𝘰𝘭𝘪𝘴𝘩, 𝘢𝘯𝘥 𝘵𝘦𝘭𝘭 𝘢 𝘴𝘵𝘰𝘳𝘺 𝘵𝘩𝘢𝘵 𝘮𝘢𝘬𝘦𝘴 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘴𝘦𝘦 𝘵𝘩𝘦𝘮𝘴𝘦𝘭𝘷𝘦𝘴 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘴𝘰𝘭𝘶𝘵𝘪𝘰𝘯?

Because in the end, people trust people. They buy from the folks who get their world, not just the ones with the cleanest PowerPoint.

Want to stand out? 𝗦𝗸𝗶𝗽 𝘁𝗵𝗲 𝘀𝗰𝗿𝗶𝗽𝘁. Start with a story that actually fits their shoes.

How often do you see logic win the room? Or is it always the story that sticks?

📸Snapped with some of the best storytellers I know Regina M. Venessa Homewood and Adrian Leal

I build complete LinkedIn brands for high performers | Done-for-you in 14 days | Send ‘14’ if you want your Linkedin built fast |

Empowering Houston SMBs and Startups with Custom Promotional Products that Drive Engagement & Growth | Former Marketing Communications Director Turned Mompreneur | Dedicated to Community Impact |

PCBA Manufacturing SME providing Texas Ingenuity + European Innovation to the USA Market

I was digging through an old box last weekend and found photos from my very first real job out of college, Front and Back of House Manager at Pappadeaux’s Seafood Kitchen 

I started snapping away. My husband looked at me strangely. 

I told him, "Oh, this will make a great LinkedIn post."

He gave me that look half amused, half confused. "A LinkedIn post, huh?"

And honestly, I had to laugh at myself. 

Because now, just about any random moment or throwback turns into "content."

Spilled sauce on myself during a shift? Suddenly, that’s a post about resilience. 

Figuring out how to schedule breaks for a team of 20 on a Friday night? 

That’s resource management and people skills. 

The time I dropped a tray in front of the regional manager?? That’s a lesson in humility (or maybe just gravity).

I can't help it. The "LinkedIn brain" is always switched on.

These moments actually matter. They’re real. Most people aren’t living highlight-reel lives every single day. 

Sometimes, your best leadership lesson comes from a kitchen mishap, not a corporate boardroom.

So now, when I catch myself turning old memories (even the embarrassing ones) into business content, I just roll with it. 

It’s a way to connect, share the stuff that really happened, and maybe give someone a laugh who needed it.

If you’ve ever seen a minor life event and thought, "This could be a great post," you’re not alone.

To everyone else in "LinkedIn mode," keep sharing the small stuff. 
That’s where the best stories start.

Does anyone else do this, or is it just me?

Pappadeaux’s Seafood Kitchen

I have had the pleasure of meeting so many veterans on job sites and in boardrooms across Oil & Gas, Energy, and Construction.

It's not an accident.

These sectors don’t just value hard work, they rely on it. Veterans show up with discipline, adaptability, and leadership baked in.

I've seen firsthand how veterans step into high-pressure roles, manage teams, and keep operations running smoothly. They know how to assess risk, work safely, and jump into any challenge head-on. 

These are the folks who keep projects moving....even when things get tough.

If you lead a team in this industry, or you’re building your company culture, take a look at the veterans around you. They’re probably not asking for special attention, but their impact is real.

We owe a lot to the veterans who keep our businesses strong and our communities moving forward.

Thank you for all you do.

Hot Take! 

If your team only wears your branded apparel at work, you’re missing a huge opportunity. 🎯

I see this play out every weekend at my son’s football games.

There’s this one dad on the sidelines, never in a wrinkled tee or generic fan gear. He’s always in a sharp performance polo. Looks comfortable, fits perfectly, holds up under the Texas sun, and you can see the quality from a distance. The clincher? That unmistakable SLB logo on the sleeve.

He could throw on anything for Saturday morning. He chooses the SLB polo. 𝙏𝙝𝙖𝙩 𝙩𝙚𝙡𝙡𝙨 𝙢𝙚 𝙖𝙡𝙡 𝙄 𝙣𝙚𝙚𝙙 𝙩𝙤 𝙠𝙣𝙤𝙬 𝙖𝙗𝙤𝙪𝙩 𝙝𝙤𝙬 𝙝𝙞𝙨 𝙘𝙤𝙢𝙥𝙖𝙣𝙮 𝙖𝙥𝙥𝙧𝙤𝙖𝙘𝙝𝙚𝙨 𝙗𝙧𝙖𝙣𝙙𝙚𝙙 𝙬𝙤𝙧𝙠𝙬𝙚𝙖𝙧.

Most companies see uniforms as just another checkbox: order shirts, slap on a logo, hand them out. Box ticked. But when your people only wear your apparel when they have to on a job site, at an event, in the office....you’re missing out on real brand exposure.

Here’s the difference:

Apparel people are proud to wear becomes a marketing machine you can’t buy. 𝗜𝘁’𝘀 𝗼𝗿𝗴𝗮𝗻𝗶𝗰. 𝘐𝘵’𝘴 𝘢𝘶𝘵𝘩𝘦𝘯𝘵𝘪𝘤. And it’s more believable than any ad campaign.

Think about it. Your employees aren’t just workers; they’re part of your story. If they put on your gear for a family BBQ, a grocery run, or their kid’s soccer game, that’s a win. 𝙏𝙝𝙖𝙩’𝙨 𝙧𝙚𝙖𝙡 𝙗𝙧𝙖𝙣𝙙 𝙗𝙪𝙮-𝙞𝙣.

But you don’t get there with scratchy polos, stiff jackets, and ill-fitting caps. You get there by investing in quality. If it’s good enough for the weekend, it’s good enough for work.

That’s how you create walking billboards: 𝗵𝗮𝗽𝗽𝘆, 𝘂𝗻𝗽𝗮𝗶𝗱, 𝗮𝗻𝗱 𝗽𝗿𝗼𝘂𝗱.

Here’s a simple test: if you gave your team branded gear this year, 𝘩𝘰𝘸 𝘮𝘶𝘤𝘩 𝘰𝘧 𝘪𝘵 𝘩𝘢𝘷𝘦 𝘺𝘰𝘶 𝘴𝘦𝘦𝘯 𝘰𝘶𝘵 𝘪𝘯 𝘵𝘩𝘦 𝘸𝘪𝘭𝘥, 𝘰𝘶𝘵𝘴𝘪𝘥𝘦 𝘰𝘧 𝘤𝘰𝘮𝘱𝘢𝘯𝘺 𝘩𝘰𝘶𝘳𝘴? If the answer is “almost never,” it’s time to rethink.

Stop seeing apparel as a uniform. See it as a brand builder. Make it something people actually want to wear.

Next time you hand out new gear, ask yourself: would I want to wear this on my day off?

If you wouldn’t, neither will your team.

𝙔𝙤𝙪 𝙬𝙖𝙣𝙩 𝙧𝙚𝙖𝙡 𝙫𝙞𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙮? Start by creating apparel your people love.

That’s when your brand leaves the office and shows up everywhere else.

Boardroom titles don’t mean much when you’re starting over in a new city.

When I moved from Florida to Texas, leaving the field for a role a Sysco’s corporate headquarters, I thought my years of client facing experience would make things easy. 

I showed up in Houston with a resume full of wins, but almost no real connections here. 

The network that opened doors for me back in Florida just didn’t exist in Texas. It was humbling and, honestly, a little uncomfortable.

I realized if I wanted a seat at the table, I’d have to earn it from scratch.

So, I started from square one. 

I went to every industry breakfast I could find, even when I didn’t know anyone. 

I walked trade show floors until my feet hurt, striking up conversations, asking questions, and listening. 

I made real calls instead of hiding behind emails and LinkedIn messages. Some conversations went nowhere, but a few opened up into something more.

Slowly, I began to understand how business gets done in Houston. 

Relationships get built face-to-face. People want to see you show up more than once. 

There’s a real value placed on follow-through and authenticity here.

One meeting led to another, and then another. The “Houston handshake” is a real thing, when people trust you, they’ll go out of their way to make introductions and share opportunities. 

I learned the power of persistence, humility, and staying open to new ways of doing things.

This experience taught me something I carry into my business every single day: You can’t build anything meaningful from behind a desk. 

You’ve got to get out there, meet people where they are, and be willing to start over if that’s what it takes.

The relationships I built in those early months form the foundation of my business today. It wasn’t instant, and it wasn’t always easy, but it was absolutely worth it.

If you’re thinking about making a leap, whether it’s a new industry, a new city, or launching something on your own don’t be afraid to start small. 

Titles come and go, but the way you connect with people is what truly lasts.

Go build those roots. Be visible. Show up, even when you feel like a stranger. 

The best opportunities come to those who aren’t afraid to rebuild, one handshake at a time.

📸The BEST team at Sysco Gulf Coast, circa 2018

#redmonday 

Houston is getting ready for the FIFA World Cup 26™ Houston and the entire city can feel the excitement building.

But as we gear up to welcome fans from around the globe, there's an urgent mission happening just beneath the surface, one that has little to do with soccer, and 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗱𝗼 𝘄𝗶𝘁𝗵 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗻𝗴 𝗼𝘂𝗿 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆.

Large events like the World Cup can unintentionally draw in people looking to exploit the excitement and the crowds, including those involved in human trafficking. The numbers are staggering, and the stories are heartbreaking. Every major sporting event becomes an opportunity not just for celebration, but for harm. That’s why this World Cup; 𝘏𝘰𝘶𝘴𝘵𝘰𝘯 𝘩𝘢𝘴 𝘢 𝘤𝘩𝘢𝘯𝘤𝘦 𝘵𝘰 𝘥𝘰 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵.

redM Join The Movement is on the front lines, launching three targeted projects to keep our city safer. But we can’t do it without local support. 𝙒𝙚’𝙧𝙚 𝙨𝙚𝙖𝙧𝙘𝙝𝙞𝙣𝙜 𝙛𝙤𝙧 𝙃𝙤𝙪𝙨𝙩𝙤𝙣 𝙫𝙤𝙡𝙪𝙣𝙩𝙚𝙚𝙧𝙨, 𝙨𝙥𝙤𝙣𝙨𝙤𝙧𝙨, 𝙖𝙣𝙙 𝙖𝙙𝙫𝙤𝙘𝙖𝙩𝙚𝙨 𝙬𝙝𝙤 𝙘𝙖𝙧𝙚 𝙖𝙗𝙤𝙪𝙩 𝙢𝙖𝙠𝙞𝙣𝙜 𝙖 𝙡𝙖𝙨𝙩𝙞𝙣𝙜 𝙞𝙢𝙥𝙖𝙘𝙩.

Here’s how you can be part of the movement:

𝟭. 𝗔𝗻𝘁𝗶-𝗧𝗿𝗮𝗳𝗳𝗶𝗰𝗸𝗶𝗻𝗴 𝗔𝗿𝘁 & 𝗔𝘃𝗮𝘁𝗮𝗿 𝗘𝘅𝗵𝗶𝗯𝗶𝘁  
We’re creating immersive installations at Houston’s airports. The goal is  to educate visitors and locals when they’re most alert. These exhibits spark tough conversations, create awareness, and help people recognize the signs of trafficking before it’s too late.

𝟮. 𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗥𝗲𝗱 𝗖𝗮𝗿𝗱𝘀  
These pocket-sized resource cards provide trafficking red flags. They’ll be handed out to fans, coaches, event staff, and local businesses across the city. We need volunteers to help distribute them by the thousands. It’s a simple gesture, but every card could be the lifeline someone needs to get to safety.

𝟯. 𝗥𝘂𝗯𝘆 𝗗𝗿𝗼𝗽 𝗦𝗮𝗳𝗲𝘁𝘆 𝗣𝗿𝗼𝗴𝗿𝗮𝗺  
Bars, restaurants, and hotels are often the front line for suspicious activity during big events. RedM is offering training “Ruby Drop drinks" so service staff know how to spot warning signs and what to do if someone signals for help. We’re building a network of safe spaces across Houston, and we need outgoing volunteers to support these trainings.

Most Houstonians haven’t heard about these projects. The subject can be uncomfortable. 𝘉𝘶𝘵 𝘴𝘪𝘭𝘦𝘯𝘤𝘦 𝘫𝘶𝘴𝘵 𝘨𝘪𝘷𝘦𝘴 𝘵𝘳𝘢𝘧𝘧𝘪𝘤𝘬𝘦𝘳𝘴 𝘮𝘰𝘳𝘦 𝘴𝘱𝘢𝘤𝘦 𝘵𝘰 𝘰𝘱𝘦𝘳𝘢𝘵𝘦.

If you want the World Cup to be remembered for more than just the final score, step up and get involved.  

Volunteer for a day or a month  
Introduce us to companies who might sponsor  
Share this post with your network  
Or just DM me for info, there’s a way for everyone to help

Let’s show the world that our city isn’t just passionate about soccer but about protecting every single person in our community.

It takes a team to win on the field, and it takes a city to keep each other safe. Are you in?

No alternative text description for this image

If you’re not obsessed with your client’s success, you’re missing the whole point.

That’s the lesson I keep coming back to, no matter how much the industry evolves.

Over the years, I’ve seen a lot of companies treat branded workwear and custom apparel like just another line item on an order form. 

Something to be checked off. The right branded gear can completely change how a business shows up in the world.

When a crew shows up in smart, comfortable workwear with the company name front and center, everything is different. 

Employees walk a little taller. Customers remember who you are. People start asking questions at the job site or the grocery store “Who do y’all work for?” “Where’d you get that?” It’s instant recognition.

That’s why I take every project personally. 

I want to make sure the client’s team feels that same sense of pride every time they pull on a jacket or cap with their logo. Because when the team feels good, the work shows it and so do the results.

I’ve worked with brands in oil and gas, energy, and construction who wanted more than just a uniform. 

They wanted an edge, a way to stand out in a crowded market, to win bids, and to keep their name top of mind with every handshake, every site visit, every new connection made in the field.

And trust me, it’s not just about how things look. It’s about safety. It’s about comfort. It’s about sending the message that your business pays attention to the details and that you want your people to feel valued.

There’s nothing better than getting a call after a big project, hearing a client say, “Our team loves the gear. We’ve never looked more professional.” 

That’s what keeps me going. Not the sales numbers or the logos, but knowing I helped someone else win.

That’s my focus every day: helping clients succeed by making their brand impossible to ignore.

If you want to see what your brand can really do, let’s talk. 

You might be surprised by how much difference the right gear makes.

#livideo

Are you putting off ordering branded workwear or promo products because you think it will be a hassle?

You’re not alone.

Most people think the process is complicated.
Endless options. Too many steps. Not enough guidance.

Honestly, ordering custom apparel or branded swag for your team shouldn’t feel like a chore.

Here’s how it looks when you work with us:

Step 1: Reach out: call, email, or just shoot me a message here. 
Step 2: We talk about what you actually need (no forms, no guessing). 
Step 3: I bring ideas, real samples, mockups, whatever helps you see the vision. 
Step 4: Once you’re happy, we nail down the details and lock in the order. 
Step 5: My team makes it happen, quick turnaround, clear updates, no surprises.

That’s it.

No hoops to jump through.
No jargon.
No “waiting for someone to get back to you.”

Just easy, hands-on help from a team that really gets what Houston businesses need.

If you’ve got a project in mind, big or small let’s make it happen.

What usually holds you back from ordering custom gear?

Everyone thinks they know what teamwork looks like.

But nothing will test your definition of "team" like watching a group of 9-13 year-olds keep it together on cheer mat.

Every blind toss, every catch, depends on someone else. You can’t half-commit on a lift and hope nobody notices. 𝗬𝗼𝘂’𝗿𝗲 𝗮𝗹𝗹 𝗶𝗻, 𝗼𝗿 𝘁𝗵𝗲 𝘄𝗵𝗼𝗹𝗲 𝗱𝗮𝗺𝗻 𝘁𝗵𝗶𝗻𝗴 𝗳𝗮𝗹𝗹𝘀 𝗮𝗽𝗮𝗿𝘁.

During my daughter’s showcase performance, something went sideways. 

Missed cue. 𝘖𝘯𝘦 𝘨𝘪𝘳𝘭 𝘸𝘰𝘣𝘣𝘭𝘦𝘥. For a split second, the whole routine could have gone off the rails.

But there was no panic, no blaming, no sighs or side-eye. Another teammate reached over, gave her a hand, and with barely a pause, the group got right back up. 

Maybe a few people saw it, but most probably didn't notice.

𝙏𝙝𝙖𝙩'𝙨 𝙩𝙝𝙚 𝙥𝙞𝙚𝙘𝙚 𝙩𝙝𝙖𝙩 𝙨𝙩𝙪𝙘𝙠 𝙬𝙞𝙩𝙝 𝙢𝙚. 

In a work setting, how often do we really operate this way? 

Most teams love to say "we’ve got each other’s backs" but when things fall apart, are we looking for someone to blame? 𝘖𝘳 𝘥𝘰 𝘸𝘦 𝘳𝘦𝘢𝘤𝘩 𝘰𝘶𝘵 𝘢𝘯𝘥 𝘩𝘦𝘭𝘱 𝘴𝘵𝘦𝘢𝘥𝘺 𝘵𝘩𝘦 𝘯𝘦𝘹𝘵 𝘱𝘦𝘳𝘴𝘰𝘯, 𝘴𝘰 𝘵𝘩𝘦 𝘵𝘦𝘢𝘮 𝘬𝘦𝘦𝘱𝘴 𝘮𝘰𝘷𝘪𝘯𝘨 𝘧𝘰𝘳𝘸𝘢𝘳𝘥?

I’ve seen both ends of it. In the energy world, in construction, it’s easy to talk about leadership, execution, results. 

But none of it matters if your team falls apart at the first sign of trouble. The standout teams, the ones I’ll remember are never the ones that get through a quarter mistake-free. 

𝗧𝗵𝗲𝘆’𝗿𝗲 𝘁𝗵𝗲 𝗼𝗻𝗲𝘀 𝘄𝗵𝗼’𝘃𝗲 𝗯𝘂𝗶𝗹𝘁 𝗲𝗻𝗼𝘂𝗴𝗵 𝘁𝗿𝘂𝘀𝘁 𝘁𝗼 𝗿𝗲𝗮𝗰𝘁 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲 𝗽𝗹𝗮𝗻 𝗴𝗼𝗲𝘀 𝘀𝗶𝗱𝗲𝘄𝗮𝘆𝘀.

Here’s what I want to bring to every team:

𝘛𝘩𝘦 𝘢𝘣𝘪𝘭𝘪𝘵𝘺 𝘵𝘰 𝘴𝘵𝘦𝘢𝘥𝘺 𝘵𝘩𝘦 𝘳𝘰𝘶𝘵𝘪𝘯𝘦, 𝘯𝘰𝘵 𝘫𝘶𝘴𝘵 𝘱𝘦𝘳𝘧𝘰𝘳𝘮 𝘪𝘵.
𝘡𝘦𝘳𝘰 𝘣𝘭𝘢𝘮𝘦. 𝘑𝘶𝘴𝘵 𝘢 𝘲𝘶𝘪𝘤𝘬 𝘩𝘢𝘯𝘥 𝘢𝘯𝘥 𝘳𝘪𝘨𝘩𝘵 𝘣𝘢𝘤𝘬 𝘵𝘰 𝘵𝘩𝘦 𝘸𝘰𝘳𝘬.
𝘛𝘳𝘶𝘴𝘵 𝘴𝘰 𝘰𝘣𝘷𝘪𝘰𝘶𝘴 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘧𝘦𝘦𝘭 𝘪𝘵 𝘧𝘳𝘰𝘮 𝘵𝘩𝘦 𝘴𝘵𝘢𝘯𝘥𝘴.

The best teams aren’t the ones with the perfect performance. They’re the ones who make recovery look effortless, because they never let one person stumble alone.

𝗜 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗹𝗲𝗮𝗱 𝗮𝗻𝗱 𝗯𝘂𝗶𝗹𝗱 𝘁𝗲𝗮𝗺𝘀 𝘁𝗵𝗮𝘁 𝗱𝗼 𝗲𝘅𝗮𝗰𝘁𝗹𝘆 𝘁𝗵𝗮𝘁.

What’s the best part of my job? 𝘐𝘵’𝘴 𝘴𝘪𝘮𝘱𝘭𝘦.

𝙄𝙩’𝙨 𝙨𝙚𝙚𝙞𝙣𝙜 𝙤𝙪𝙧 𝙘𝙡𝙞𝙚𝙣𝙩𝙨 𝙬𝙞𝙣.

There’s just something about watching a brand come to life. Every time a Houston company steps onto a job site or walks into an event with new custom workwear, I see the confidence. The energy shifts. 𝗣𝗲𝗼𝗽𝗹𝗲 𝗻𝗼𝘁𝗶𝗰𝗲, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗯𝗿𝗮𝗻𝗱 𝘀𝘁𝗮𝗻𝗱𝘀 𝗼𝘂𝘁.

I get to work with all kinds of teams, from oil and gas crews who need tough gear, to energy companies ready to upgrade their look, to builders who want to show their pride. It’s never just about the apparel. 𝘐𝘵’𝘴 𝘢𝘣𝘰𝘶𝘵 𝘩𝘦𝘭𝘱𝘪𝘯𝘨 𝘱𝘦𝘰𝘱𝘭𝘦 𝘧𝘦𝘦𝘭 𝘭𝘪𝘬𝘦 𝘵𝘩𝘦𝘺 𝘣𝘦𝘭𝘰𝘯𝘨 𝘵𝘰 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘣𝘪𝘨𝘨𝘦𝘳.

When I sit down with a new client, my first question is never “What color do you want?” It’s, “𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗼 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂?” Because getting that right is how you help a brand stick in someone’s mind.

I’ve seen it over and over, great branding can change everything. The right shirt or jacket can spark conversations, open doors, and make teams feel proud to wear their logo.

Every project is different, but my goal never changes: 𝙝𝙚𝙡𝙥 𝙘𝙡𝙞𝙚𝙣𝙩𝙨 𝙨𝙝𝙞𝙣𝙚. Sometimes it’s about finding the perfect design. Sometimes it’s making a tough deadline happen for an important event. Sometimes it’s just about listening and offering honest advice.

The best feeling? Seeing a client’s face when they hold their new gear for the first time. You can tell it matters. For a lot of people, it’s more than just clothing. It’s their company’s name, their hard work, and their reputation, right there for everyone to see.

That’s what keeps me coming back every day. Helping clients succeed, watching their brands grow, and knowing I played a part in that journey. 𝘛𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 𝘩𝘦𝘢𝘳𝘵 𝘰𝘧 𝘸𝘩𝘢𝘵 𝘐 𝘥𝘰, 𝘢𝘯𝘥 𝘩𝘰𝘯𝘦𝘴𝘵𝘭𝘺, 𝘐 𝘸𝘰𝘶𝘭𝘥𝘯’𝘵 𝘵𝘳𝘢𝘥𝘦 𝘪𝘵 𝘧𝘰𝘳 𝘢𝘯𝘺𝘵𝘩𝘪𝘯𝘨.

Nobody wants to hear this, 𝗯𝘂𝘁 𝗱𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲 𝗶𝘀 𝗯𝗼𝗿𝗶𝗻𝗴.

It’s not glamorous.
It’s not trending anywhere.
And nobody’s giving you a trophy for it.

Most leaders I meet are waiting on some “aha” moment.
As if inspiration or permission is required before progress starts.

The reality?
Every respected brand you know started with silent effort.
No likes.
No recognition.
Just showing up, doing the dull work, and 𝙧𝙚𝙛𝙞𝙣𝙞𝙣𝙜 𝙞𝙣 𝙩𝙝𝙚 𝙙𝙖𝙧𝙠.

I see a lot of people in our space obsessed with finding the magic shortcut.
Glossy pitch decks.
Dream marketing playbooks.
Fancy brand colors, vision boards, buzzword salads.

It all looks great on paper.
But it’s mostly noise.

𝘛𝘩𝘦 𝘳𝘦𝘢𝘭 𝘳𝘦𝘴𝘶𝘭𝘵𝘴?
They come from relentless, quiet repetition.
Grinding out the basics when nobody’s paying attention.
Sticking to the plan even when the “plan” feels like nonsense.

My last year wasn’t a highlight reel.
No dramatic pivots.
No viral trick.
𝗝𝘂𝘀𝘁 𝗮 𝗹𝗼𝘁 𝗼𝗳 𝗺𝗲𝘀𝘀𝘆, 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝘄𝗼𝗿𝗸.
Every day, I taught, documented, stretched my comfort zone, especially when nothing seemed to click.
There were lots of WTFs and tears.

Revenue grew.
Our team leveled up.
Opportunities multiplied.

None of that happened overnight.
𝙄𝙩 𝙬𝙖𝙨 𝙣𝙞𝙣𝙚𝙩𝙮 𝙥𝙚𝙧𝙘𝙚𝙣𝙩 𝙧𝙤𝙪𝙩𝙞𝙣𝙚 𝙖𝙣𝙙 𝙨𝙬𝙚𝙖𝙩.
And a stubborn refusal to stay silent just because my work wasn’t lighting up someone else’s feed.

Skill grows slow.
Progress feels invisible.
Whether you’re building a business or moving up one rung at a time, it’s always the same rule.

𝘚𝘩𝘰𝘸 𝘶𝘱, 𝘦𝘷𝘦𝘯 𝘸𝘩𝘦𝘯 𝘯𝘰𝘣𝘰𝘥𝘺 𝘤𝘢𝘳𝘦𝘴.

Want the secret?
There isn’t one.
No company reinvented itself by quitting after two months.

All the people you respect?
They did thousands of quiet reps before you noticed.

So if you’re waiting for applause before you get to work, stop.
The world’s too busy to beg you to show up.

If you’re not willing to do the work in silence, someone else will.

𝗪𝗵𝗼’𝘀 𝗼𝘂𝘁 𝘁𝗵𝗲𝗿𝗲 𝗴𝗿𝗶𝗻𝗱𝗶𝗻𝗴 𝘁𝗼𝗱𝗮𝘆?
Let’s hear your story.

Some mornings start with spilled coffee. ☕

Others start with lost keys, a school project emergency, or Houston traffic that just won't quit.

𝗪𝗲 𝗮𝗹𝗹 𝗵𝗮𝘃𝗲 𝗼𝘂𝗿 𝗼𝘄𝗻 𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗼𝗳 𝗰𝗵𝗮𝗼𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗱𝗮𝘆 𝗲𝘃𝗲𝗻 𝗯𝗲𝗴𝗶𝗻𝘀.

But when my team shows up, there's a noticeable shift. 

All that real life stuff doesn't disappear, but we know how to set it aside and focus on what matters: 𝙙𝙚𝙡𝙞𝙫𝙚𝙧𝙞𝙣𝙜 𝙛𝙤𝙧 𝙤𝙪𝙧 𝙘𝙡𝙞𝙚𝙣𝙩𝙨.

We don't pretend to have perfect work-life balance here. ⚖️

We're parents, spouses, neighbors, and friends first THEN brand builders, problem solvers, and idea people. 

𝘓𝘪𝘧𝘦 𝘯𝘦𝘷𝘦𝘳 𝘴𝘵𝘰𝘱𝘴 𝘤𝘢𝘭𝘭𝘪𝘯𝘨, 𝘦𝘷𝘦𝘯 𝘥𝘶𝘳𝘪𝘯𝘨 𝘵𝘩𝘦 𝘣𝘶𝘴𝘪𝘦𝘴𝘵 𝘴𝘦𝘢𝘴𝘰𝘯𝘴 𝘰𝘧 𝘵𝘩𝘦 𝘺𝘦𝘢𝘳. 

Someone's always dealing with a sick kid, a broken AC, or a last-minute school play.

And still, we find ways to get things done for our clients. 

We deliver premium branded workwear and promotional products on tight timelines. 

We find creative solutions when the supply chain gets tricky. 

We step up for each other and for our partners in Oil & Gas, Energy, Construction and beyond.

𝙁𝙤𝙧 𝙪𝙨, 𝙗𝙖𝙡𝙖𝙣𝙘𝙚 𝙞𝙨 𝙖 𝙩𝙚𝙖𝙢 𝙨𝙥𝙤𝙧𝙩. ⚽🚲⚾🏀

Sometimes it means swapping shifts or covering for each other on the fly. 

Sometimes it means bringing a kid into the office for an hour or handling client calls from the carpool lane.

𝗪𝗲 𝘁𝗿𝘂𝘀𝘁 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿 𝘁𝗼 𝗯𝗲 𝗽𝗿𝗲𝘀𝗲𝗻𝘁 𝗶𝗻 𝗹𝗶𝗳𝗲 𝗮𝗻𝗱 𝗮𝘁 𝘄𝗼𝗿𝗸. 

We keep priorities clear, communicate openly, and always make sure our clients' brands shine, even when our own days feel upside down.

Real life doesn’t pause for business. Business doesn’t pause for real life. 𝘞𝘦 𝘫𝘶𝘴𝘵 𝘥𝘰 𝘰𝘶𝘳 𝘣𝘦𝘴𝘵 𝘵𝘰 𝘮𝘦𝘦𝘵 𝘣𝘰𝘵𝘩 𝘩𝘦𝘢𝘥 𝘰𝘯, 𝘵𝘰𝘨𝘦𝘵𝘩𝘦𝘳.

That’s what makes us who we are. That’s what keeps clients coming back.

How does your team find room for both life and work?

I. Don't. Wanna. 

Happy Monday, friends. Just know I am thinking of you and sending positive vibes for getting back into the swing of things after a long holiday week.

This morning, I was scheduled to lead our workout group at 5:00am. 

Alarm goes off at 4am. ⏰

𝗜 𝗵𝗶𝘁 𝘀𝗻𝗼𝗼𝘇𝗲 𝗶𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲𝗹𝘆. 

Second alarm goes off. ⏰

𝗜 𝘁𝗵𝗶𝗻𝗸 𝗼𝗳 𝗲𝘃𝗲𝗿𝘆 𝗲𝘅𝗰𝘂𝘀𝗲 𝘁𝗼 𝗰𝗮𝗹𝗹 𝗼𝘂𝘁. 

Third alarm. ⏰

𝘿𝙤 𝙤𝙧 𝙙𝙞𝙚. 

I got up, I went and I am SOOOO glad that I did. 

I can find a dozen reasons to procrastinate or say, "I’ll start strong tomorrow." 

But I’ve learned something about that voice in my head, it gets louder the longer I wait.

Momentum doesn’t just show up. 𝙔𝙤𝙪 𝙗𝙪𝙞𝙡𝙙 𝙞𝙩. One small action at a time.

So, what do I do? 

I pick the lowest-hanging fruit. 

The task I can knock out in ten minutes, just to break the inertia. 

Maybe it’s shooting off a quick email or checking on an order status. 

Doesn’t matter what it is, the point is to just move.

Once you take that tiny step, something shifts. The resistance starts to fade. The fog lifts a little. And suddenly, the rest of that to-do list looks a bit more manageable.

I see this all the time in my work with clients, too. Teams put off ordering new workwear or updating their promo materials after a holiday, telling themselves it can wait. 

But the companies that push through and take action early are always ahead. Their teams are ready, their brand is front and center, and they get results because they didn’t let that post-holiday drag slow them down.

It’s not about finding motivation. It’s about doing the thing, especially when you don’t want to.

If you’re waiting to feel ready, you’ll be waiting a long time.

So, push yourself. Take that first step, even if it’s small.

You won’t be sorry.

In fact, you’ll probably thank yourself by the end of the day.

Sales isn’t just about transactions. 𝗜𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝘁𝗿𝘂𝘀𝘁.

When I made the move from corporate sales to branded merchandise for industrial sectors, I figured the basics would stay the same. Build relationships, explain products, close deals. But the change t𝘢𝘶𝘨𝘩𝘵 𝘮𝘦 𝘢 𝘧𝘦𝘸 𝘵𝘩𝘪𝘯𝘨𝘴 𝘧𝘢𝘴𝘵.

In Oil & Gas, Energy and Construction, there’s zero room for error. A custom work shirt or branded vest isn’t just a logo, it’s a signal of safety, pride, and company culture. For many teams, it’s the uniform they wear into 𝙩𝙤𝙪𝙜𝙝 𝙘𝙤𝙣𝙙𝙞𝙩𝙞𝙤𝙣𝙨, day in and day out.

Here’s what corporate sales taught me about earning trust with these clients:

Listen before you pitch. Every company has a unique pain point. Are they struggling with team engagement? Is safety compliance a concern? Too often, salespeople focus on features. I make it a point to ask questions and truly understand what’s at stake.

Follow up with 𝗻𝗼 𝘀𝘁𝗿𝗶𝗻𝗴𝘀 𝗮𝘁𝘁𝗮𝗰𝗵𝗲𝗱. Some vendors disappear after the sale. In industrial sectors, projects are complex and spread out over time. I check in, even when there’s no immediate order, just to see how things are going. That small gesture stands out and builds real relationships.

Own every promise. One late shipment or printing error can throw off a whole project. Saying “we’ll fix it” isn’t enough, you have to do it, a𝘯𝘥 𝘺𝘰𝘶 𝘩𝘢𝘷𝘦 𝘵𝘰 𝘥𝘰 𝘪𝘵 𝘧𝘢𝘴𝘵. My time in corporate sales taught me that reputation is built (and lost) in these moments.

Show the bigger picture. Branded workwear isn’t just about looking sharp, it’s about helping teams take pride, feel safer, and represent their company well. I help clients connect the dots between uniforms, morale, and brand identity. When they see the impact, it’s more than a purchase, it’s a partnership.

At the end of the day, clients in industrial sectors don’t want another vendor, they want someone 𝙬𝙝𝙤 𝙜𝙚𝙩𝙨 𝙩𝙝𝙚𝙞𝙧 𝙬𝙤𝙧𝙡𝙙 𝙖𝙣𝙙 𝙨𝙩𝙖𝙣𝙙𝙨 𝙞𝙣 𝙩𝙝𝙚𝙞𝙧 𝙘𝙤𝙧𝙣𝙚𝙧.

That’s how you build trust that lasts, and why results follow.

How do some companies in oil and gas, energy and construction just seem to have a presence wherever they go? 

It’s not magic, and it’s not luck. ☘️

It’s smart branding, all the way down to their workwear.

𝗛𝗲𝗿𝗲’𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗜 𝘀𝗲𝗲 𝘁𝗼𝗼 𝗼𝗳𝘁𝗲𝗻: leaders treating branded apparel as a checkbox, another item on the procurement list. They pick a color, add a logo, and call it a day. But that’s not how you build visibility. That’s not how you build pride.

Your workwear is really your frontline billboard. It tells your story before anyone even shakes your hand. 𝘞𝘩𝘢𝘵 𝘥𝘰 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘵𝘩𝘢𝘵 𝘴𝘵𝘰𝘳𝘺 𝘵𝘰 𝘣𝘦?

I always start by asking clients: what are your team’s daily challenges? Are conditions tough, unpredictable, or demanding? If your crew is out there in the elements, your gear needs to work just as hard as they do. That means fabric choices, fit, safety features, and durability all matter and branded details pull it together. 🧵

But go even further. A well-designed uniform can do more than look sharp. It can drive engagement, boost morale, and even help with retention. When employees feel like they’re part of something bigger, they act like it. That’s where a thoughtful approach pays off.

Don’t settle for “just a shirt with a logo.” Ask yourself:

𝗗𝗼𝗲𝘀 𝗼𝘂𝗿 𝗮𝗽𝗽𝗮𝗿𝗲𝗹 𝗿𝗲𝗳𝗹𝗲𝗰𝘁 𝗼𝘂𝗿 𝗯𝗿𝗮𝗻𝗱 𝘃𝗮𝗹𝘂𝗲𝘀?
𝗪𝗶𝗹𝗹 𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘄𝗲𝗮𝗿 𝘁𝗵𝗶𝘀?
𝗗𝗼𝗲𝘀 𝗶𝘁 𝘀𝗲𝗻𝗱 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗺𝗲𝘀𝘀𝗮𝗴𝗲 𝘁𝗼 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀, 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆?
𝗔𝗿𝗲 𝘄𝗲 𝘂𝘀𝗶𝗻𝗴 𝗼𝘂𝗿 𝗴𝗲𝗮𝗿 𝘁𝗼 𝘁𝗲𝗹𝗹 𝗮 𝘀𝘁𝗼𝗿𝘆 𝘁𝗵𝗮𝘁 𝘀𝗲𝘁𝘀 𝘂𝘀 𝗮𝗽𝗮𝗿𝘁 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻?

Branded workwear isn’t just about looking good. It’s about owning your reputation, every day, on every job site.

If your team’s gear could talk, what would you want it to say?

Branded workwear isn't just swag; it's a silent sales tool that can win business when you least expect it.

Let me tell you what happens when you hand out custom gear that actually looks sharp and feels good to wear.

The energy changes.

You see your folks standing a little taller, feeling more like a team, and suddenly, every job site, networking event, and coffee run turns into a walking billboard for your business.

I’ve watched it happen first-hand, more times than I can count. 
A crew shows up in clean, well-designed apparel, clients notice. 
A project manager grabs lunch in a branded jacket, someone sparks up a conversation, and the next thing you know, there’s a new lead.

It’s not luck. It’s strategy.

Branded workwear does three things no marketing brochure ever could:
It gives your team pride and ownership. 
It puts your values on display, even in places you’d never think about. 
It’s a subtle icebreaker that leads to real business, not just polite chit-chat.

If you want your culture to show on the outside, start with what your team puts on every morning.

Stop treating apparel as an afterthought. 
Make it a part of your toolkit for building trust and driving results. 
It’s about more than looking good. 
It’s about empowering your team and letting the world see what you stand for.

Are you still handing out random polos and hoping people wear them? 
Or are you using every thread as a chance to connect, engage, and win?

What’s been your best (or worst) experience with branded workwear?

𝗪𝗵𝘆 𝗱𝗼 𝗰𝗿𝗲𝗮𝘁𝗶𝘃𝗲 𝘁𝗲𝗮𝗺𝘀 𝗽𝗲𝗿𝗳𝗼𝗿𝗺 𝗯𝗲𝘁𝘁𝗲𝗿 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝗱𝗿𝗲𝘀𝘀 𝘁𝗵𝗲 𝗽𝗮𝗿𝘁?

Here's what I've seen again and again:

A one-size-fits-all uniform just doesn't work for people who think outside the box. 

𝘉𝘶𝘵 𝘭𝘦𝘵𝘵𝘪𝘯𝘨 𝘦𝘷𝘦𝘳𝘺𝘰𝘯𝘦 𝘴𝘩𝘰𝘸 𝘶𝘱 𝘪𝘯 𝘴𝘸𝘦𝘢𝘵𝘴 𝘪𝘴𝘯'𝘵 𝘵𝘩𝘦 𝘢𝘯𝘴𝘸𝘦𝘳 𝘦𝘪𝘵𝘩𝘦𝘳. 

There's a middle ground: flexible, professional workwear that actually speaks to the team.

When you give creative folks apparel that's comfortable, fits real bodies, and still carries your brand, you unlock something important.

First, comfort is a productivity tool. 

When people aren't distracted by stiff collars or awkward fabrics, they can focus on the work, and the ideas flow better. 

That freedom to move, to breathe, to show up as yourself? 𝗬𝗼𝘂 𝗴𝗲𝘁 𝗺𝗼𝗿𝗲 𝗲𝗻𝗲𝗿𝗴𝘆 𝗮𝗻𝗱 𝗮 𝗹𝗼𝘁 𝗺𝗼𝗿𝗲 𝗰𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆 𝗼𝗻 𝘁𝗵𝗲 𝘁𝗮𝗯𝗹𝗲.

Second, there's a big sense of belonging that comes with branded workwear. 

Even on those hectic days when half your team is remote and the other half is in the office, tossing on that branded hoodie or custom tee is a quick reminder that everyone's rowing in the same direction. 

𝗜𝘁 𝘀𝗽𝗮𝗿𝗸𝘀 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀. 

Sometimes it even inspires people to share team moments and company wins on social, 𝘣𝘶𝘪𝘭𝘥𝘪𝘯𝘨 𝘤𝘶𝘭𝘵𝘶𝘳𝘦 𝘪𝘯𝘴𝘪𝘥𝘦 𝘢𝘯𝘥 𝘰𝘶𝘵.

Third, think about the external message.

Whether it's a pitch meeting, a brainstorm session, or a community event, your team is always representing your brand. 

Comfortable, sharp-looking apparel sends a message before you ever say a word: we're creative, but we're here to get results. 

Clients and partners notice. It elevates your brand reputation without feeling forced.

I've watched teams transform when their workwear changed. People start wearing it even outside of work. They feel more connected—not just to each other, but to what the company stands for.

The details matter, too. 

High-quality fabrics, thoughtful design, and logos that aren't an afterthought, those pieces become favorites, not just uniforms. 

They last longer, they get noticed more, and they show that you care about the team's experience.

So, if your creative crew is still picking between "uncomfortable" and "unprofessional," maybe it's time to rethink the uniform.

Flexible. Branded. Professional. 

It's a simple switch, but it pays off across the board in morale, engagement, and the story your brand tells.

What do you think? 

Have you seen a shift in team performance just by changing what people wear?

"Sales cures all." Mark Cuban said it, and he’s spot on.

Struggling with cash flow? 𝗦𝗮𝗹𝗲𝘀.
No budget for marketing? 𝘚𝘢𝘭𝘦𝘴.
Wish you could hire faster? 𝗬𝗼𝘂 𝗴𝘂𝗲𝘀𝘀𝗲𝗱 𝗶𝘁, 𝘀𝗮𝗹𝗲𝘀.

People overcomplicate this every day. They chase perfect logos and fancy tools, but if you can sell, everything else gets easier. If you can’t, nothing else matters.

Most of what I have, my network, my business, even some of the best relationships in my life comes from learning to sell. I don’t mean the pushy, used-car pitch. I’m talking about 𝘳𝘦𝘢𝘭 𝘭𝘪𝘴𝘵𝘦𝘯𝘪𝘯𝘨, asking the right questions, and actually caring about the other side.

When I started in corporate, I wasn’t the loudest in the room. But I was curious. That curiosity is what let me close deals with refinery leaders and construction teams who’ve seen every trick in the book. 𝗧𝗵𝗲𝘆 𝗰𝗮𝗻 𝘀𝗺𝗲𝗹𝗹 𝗳𝗮𝗸𝗲 𝗮 𝗺𝗶𝗹𝗲 𝗮𝘄𝗮𝘆. That’s why sincerity matters more than slick talk.

If you want to build something real in Oil & Gas, Energy, or Construction, get comfortable with sales. The rest flows from there.

𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗜’𝗱 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗶𝗳 𝗜 𝘄𝗮𝘀 𝘀𝘁𝗮𝗿𝘁𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝘀𝗰𝗿𝗮𝘁𝗰𝗵:

1. Write a sales pitch for something you actually care about. People can tell if you’re faking passion, and they’ll tune out fast.
2. Get comfortable with awkward silences. Most people rush to fill them. Resist. Silence puts pressure where it belongs, on the other person’s decision, not your nerves.
4. Study body language. In big industrial deals, no one says everything out loud. Learn to read the room.
4. Practice really listening. I mean, actually hear people out. Their objections aren’t rejections they’re clues about what matters.
5. Just start. Overthinking kills more deals than rejection ever will. Most folks talk themselves out of a sale before they even begin.

And it’s not just about the big wins. I’ve seen small touches like remembering someone’s favorite cap style or remembering a safety concern. Make the difference between a one-off order and a ten-year client.

𝗦𝗮𝗹𝗲𝘀 𝗶𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝘀𝗼𝗻 𝗜 𝗰𝗮𝗻 𝘄𝗮𝗹𝗸 𝗶𝗻𝘁𝗼 𝗮 𝗛𝗼𝘂𝘀𝘁𝗼𝗻 𝗯𝗼𝗮𝗿𝗱𝗿𝗼𝗼𝗺 𝗼𝗿 𝗮 𝗷𝗼𝗯 𝘀𝗶𝘁𝗲 𝗮𝗻𝗱 𝗵𝗮𝘃𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗮𝗸𝗲 𝗺𝗲 𝘀𝗲𝗿𝗶𝗼𝘂𝘀𝗹𝘆. It’s the skill that turns a cold introduction into a warm relationship and a single transaction into a long-term partnership.

Nobody is born a great closer. Great salespeople are built by doing the hard things over and over until it becomes second nature.

If you want to build your career, your business, or even just your options, start with sales. Everything else gets easier once you master that.

W𝗵𝗮𝘁’𝘀 𝘀𝘁𝗼𝗽𝗽𝗶𝗻𝗴 𝘆𝗼𝘂 𝗳𝗿𝗼𝗺 𝗯𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗮 𝘁𝗼𝗽 𝘀𝗮𝗹𝗲𝘀𝗽𝗲𝗿𝘀𝗼𝗻?

📸My mini me Junior Salesman

Some of my most treasured business moments have nothing to do with contracts or bottom lines.

It’s the early morning coffee chats before a big meeting. 

The times someone makes you laugh after a 12-hour day. 

The quick texts to check in, even when there’s nothing on the calendar.

I’ve lost count of how many times a simple conversation turned into a partnership, or how a small project opened the door to lasting friendships. 

That’s the stuff that sticks with you, way after the numbers fade.

This year, I keep coming back to the people. 

Yeah, we’ve had our share of meetings, deadlines, and the occasional fire drill. 

But it’s the teamwork, the support, the moments where someone steps up for someone else, that’s what I’m most grateful for.

The truth is, business gets hard. Budgets get tight. Stuff happens you couldn’t plan for. But if you’re surrounded by good people, you figure it out together. You find a way to laugh about it later.

So, this Thanksgiving, I just want to say thanks. Thanks for the trust, the late-night emails, the ideas you share (even the crazy ones), and the way you keep showing up.

Here’s to more wins, more coffee, and more conversations that turn colleagues into friends.

If someone’s made this year better for you, tag them or tell them why. Sometimes the best way to say thanks is just to say it out loud.

Wishing everyone a great Thanksgiving with plenty of food and the people who matter most.

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Craig Leach, MBA

Jada Powell

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The Battle

Craig Leach, MBA

Jada Powell

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Craig Leach, MBA's LinkedIn Performance

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