Day 1: Post intro using template Day 2: Watch “The Integration Reality” (5–8 min) Day 3: Do the “30-Min Owner Reset” exercise Day 4: Post your “Biggest Friction” (template) Day 5: Comment on 3 posts (build belonging) Day 6: Ask 1 direct question in Ask for Help Day 7: Post one win (even small)

This format will help you get to the point and us to be able to help easier. - What did you buy: - Why did you buy: (scale, cashflow, long term investment, etc) - Is the business/ industry new to you: - Team size: - What’s going well: - What’s messy right now: - What I want help with in the next 30 days: Help Request Template - Context (2 sentences): - What I’ve tried: - What I need: (choose one) advice / language to use / decision help - My next conversation is with: (team/partner/vendor) - Deadline: Win Template - Win: - What changed: - Credit to: (system, conversation, habit) - Next step:

1. Be respectful. We are all learning. 2. No vague posts. Use the post template. 3. No team-bashing. We solve problems like leaders. Describe your challenge, tell us what you have tried so far (be specific), ask for what you want. 4. If you want a template/custom script — that’s paid. We’ll point you to the path.

First...congrats. If you’re here, it means you didn’t just buy a business. You stepped into leadership, often with an existing team, existing culture, and existing expectations that you didn’t create. That moment right after acquisition? That’s what this group is for. Why This Community Exists? Most acquisition education ends the day the deal closes. Valuation? Covered. Financing? Covered. Structure? Covered. But what happens after the transaction—when you inherit people, personalities, history, and unspoken rules? That’s where things get messy. (That is what I have been helping my clients with for over a decade) This group exists to help you navigate the integration phase: - stepping fully into the identity of owner-leader - stabilizing teams during uncertainty - communicating clearly without over-controlling - reshaping culture without disrespecting the past - leading with calm authority instead of force - The core belief behind everything here is simple: Acquisition is the transaction. Integration is the work. So who is this group for? Quite simply, this community is built for: - new owners who acquired an existing business - owners in their first 0–36 months post-acquisition - first-time owners inheriting legacy teams If you’re feeling pressure to “prove yourself,” if you’re navigating resistance or silence from a team, or if you’re realizing leadership can’t be delegated the way operations can, then you’re in the right room. Why me and why now? I’ve spent decades working with owners and leadership teams, helping them navigate culture, communication, and transition during moments when the business is most fragile. I’ve also lived the acquisition reality myself. The excitement.The responsibility, and the quiet realization that no one hands you a manual for leading people after the deal closes. And in my opinion, that's the most important part. Because no matter how great of a business you bought, if you don't have a team behind you that's going to help you be successful, you've bought more headache than you have success.