We are the brain-science aligned guides helping growth-driven leaders AWAKEN their UNSTOPPABLE TEAMS before they lose any more MOMENTUM.

The conventional wisdom around work fights an uphill battle against how human brains actually work. 🧠

Growth stalling? Take your team from good to LEGENDARY! ✨

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"We were in a tailspin. More than half of our field staff quit and the mood was grim. 6 months later we're having some of our best sales months ever… with less staff. We're communicating in ways we never did before. [The Yes Works] just have a special way of teaching and communicating that's quite unique. They truly help teams communicate better and foster collaboration. I am so glad I found them."
- Jim Dorrough, CEO, Kanon Electric
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Is This Your Reality? 

➡️ Conflict wastes time and energy
➡️ Everyone’s doing low-priority crap
➡️ Simple projects are taking too frickin’ long!
➡️ Old problems keep coming back in new forms
➡️ I’ve got to tell people what to do
➡️ Change feels like pushing a boulder uphill

The Truth: Your current team could be UNSTOPPABLE! And contrary to conventional wisdom, profound culture change can happen FAST. 

What Makes Us Different?

11 years... 78+ teams... We've cracked the code to help you stop struggling against human nature and build a LEGENDARY team in easy mode.

We call it "Teamification" - a brain-science Culture Operating System that:
✅ Runs natively without glitching on the human-brain
✅ Creates swift, impactful change
✅ Builds self-sustaining transformation
✅ Scales with your growth

You'll:
⚜️ Create an environment where peak performance feels natural
⚜️ Make clear communication your competitive advantage
⚜️ Unlock the passionate, unstoppable team you always wanted

We promise. As in... Results guaranteed!

Real Results from SOG Knives Leadership Team:
🎯 50% increase in mutual appreciation
🎯 30% increase in mutual understanding
🎯 80% improvement in positive communication under pressure
🎯 2x boost to collaboration and accountability

"What you did with us is a part of the fabric of this company." 
- Philip Goward, CEO, TextExpander

Sound too good to be true? We GUARANTEE you'll see results.

Is it too soon to awaken your UNSTOPPABLE team?

Book a call: https://calendly.com/aaronyes/15min
Learn more: https://www.theyesworks.com/

When top performers quit, they lie about why.

They're not leaving for money, opportunity, or new skills. 

Very often, no matter what it is that they tell you, they're leaving because they've given up. The exit interview is a "let you down easy" session.

Early in my career, a leader called an all-hands asking for a change to our presentation tactics as a company.

"It's about connection, not slides," he said.

Then he spent 40 minutes "proving his point" with dense slides and empirical data. Almost 100 of us in that auditorium rolled our eyes in unison as he unknowingly did exactly what he wanted us NOT to do. 

He bored us with storiless data and zero personal connection.

Critically -- That wasn't why I quit.

I told my boss: "I 100% agree with Marty. I'm thrilled he's demanding this shift from us! I want to help make sure this happens."

I continued, "And... I'm already hearing my colleagues planning a revolt. I'd be happy to talk with Marty about where and how and why this is likely to backfire and what could save his initiative."

Next day, my boss told me, "Marty said no thanks."

That was the day I decided to quit. 

In that moment, I heard the message: What makes you most valuable to this organization, I'm not interested in. Just do your job.

It happened that day, yet it was months later that I told him it was, "time for a new opportunity."

Hard to connect the dots when they're months apart.

👀 Here's what leaders miss: Your best people don't complain in exit interviews. They give you a palatable reason because they've already decided you're not listening.

Three ways to catch this before it's too late:

1) Ask in 1-on-1s: "What's one thing you've stopped trying to change around here?"

2) Run stay interviews before they're exit interviews -- better yet, ask stay-interview questions monthly in some of your one-on-ones (more on this in a link in the comments).

3) Notice when your best people stop offering ideas, and investigate immediately. That silence is screaming.

When did you stop trying because you saw your efforts were wasted?

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the-yes-works

giantleapmanagementsolutions

CEO - The Yes Works

AI is no longer just a tool. It's culture.

Why implementation fails:

I'm going to link a video from Nate B. Jones in the comments below because he's identifying fundamental root causes of companies falling behind in the AI/efficiency and effectiveness race. 

A few highlights for your consideration:

🤯 AI 101 and 401 level training and capability are covered. most of your workforce isn't using AI after 3 weeks of trying it out because 201 is lacking. 

🤯 Prompt engineering isn't the primary skill 201 users need to build. It's management, communication, judgment. 

🤯 People in your company are balking at using AI because of the warnings and structures around security that your it team has put into place. It's not that they are thoughtfully using AI with care. They're giving it a wide berth out of concern. 

🤯 AI is creating a succession black hole because the low-level tasks that juniors used to be given that helped them build knowledge, understanding, and judgment are now going to ai. So your succession bench is coming up ignorant. 

I know, I know. You're busy. Watch it anyway.

If this resonates as an adoption culture issue in your business, we're here for you.

Just holler.

Nate B. Jones Co.

How Leaders Can Cultivate a High Performing Culture That Endures and Scales

“Tell me and I forget. Teach me and I remember. Involve me and I learn.”

-- Ben Franklin (maybe)

Reasons prerecorded leadership development videos don't lead to actually developed leaders.

They don't lead to behavior change.

Whatever you're strategizing, your strategy is probably too complicated. 

Mine usually is.

2025, a retail client company switched from paper ledger books to digital... You're judging. 

I get it. 

Consider: what are the changes your organization needs to make and is, for no good reason, resisting, postponing, procrastinating?

What finally enabled the change to digital bookkeeping? 

In this case, it was a new person in accounting. 

Here's today's good news for you...Your present team is capable of accepting and adapting to more change than you know. 

Even more capable than THEY know. 

We make change harder than it has to be.

The secret is in change readiness over change management. 

Those who are change ready roll with it and keep on rolling. Minor speedbump, not major disruption.

How change-ready is your team?

What do you do to keep people in ready postition?

I heard myself say it. The true leader in me regretted it instantly. The Story A new colleague on my team and I were working with a client, and disagr

Aaron Schmookler

Leading in Chihuahua Mode?

If you asked your leadership team, "What's the biggest problem we're facing?" would you get one answer or five?

If it's more than one answer, your company may have a "Cross Purposes" Department adding friction to your operation.

Today's newsletter recounts how one company eliminated that department and saw a 23% performance jump in a key metric within 6 months.

We often see companies struggling for reasons the leaders don't fully grasp. They've got one strategy on paper and five competing strategies in the tr

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