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Nov '24 •
Welcome to EPIC Society [Read This First]
Welcome to the group, everyone – we're thrilled to have you here! 🔥 This community was created with one purpose: to empower entrepreneurs and SME business owners who are eager to create impact and drive change. Whether you're just starting or feeling like a one-person team, EPIC Society is your space to break isolation, supercharge your growth, and elevate your leadership. You now have access to: 💡 Free live monthly workshops and training. 💡 Access to an elite network all focused on one thing - business! 💡 The 6M™ growth model framework. 💡 [Soon Unlocked] Trending mini-courses to boost your leadership skills. 💡 [Soon Unlocked] The foundational growth track, the secret sauce our mastermind clients use to crush their first 6 months. Plus, you've unlocked FREE lifetime access! SO WHAT NOW? 1️⃣ Comment in the community and introduce yourself. Tell us: - Your name - Your business - Your key goals for you and your business 2️⃣ Get the Skool app to access your new training center of like-minded business leaders on the go: Get the iOS app here. Get the Android app here. I’m excited to see you grow and achieve amazing things! Let’s keep it positive and energetic - To your success, The Growth Idea Team 😀
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2d •
If You Want Clarity Next Year, Stop Planning Annually
Most people plan the new year as one big stretch. One set of goals. One long timeline. One assumption that clarity will somehow hold for 12 months. It doesn’t. A year is too large to manage with precision. Priorities blur, momentum drops, and by February or March, most plans are already out of sync with reality. Quarters change how you see the business. When you plan in 90-day blocks: - priorities stay visible - progress is easier to track - mistakes show up early, not at year end - decisions get sharper, not reactive You stop guessing and start adjusting. That’s why we don’t recommend annual planning in isolation. Annual direction matters, but execution should always happen in quarters. If you want next year to feel focused instead of overwhelming, don’t plan it as one long year. Plan it quarter by quarter. Here’s the quarterly planner template for your reference. Use it to map the first quarter properly before you think about the rest.
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8d •
The Pattern That Decides Your Entire Year (Before January Even Starts)
Most business owners don’t lose momentum because January is hard. They lose it because they carry last year’s operating behaviour into a new calendar. The most common one? Reactive leadership. The year starts with good intentions, but the days begin with inboxes, Slack messages, client fires and team questions. Before you know it, your calendar is full but your priorities are untouched. Here’s the uncomfortable truth: If you begin January reacting, you silently give away ownership of your year. High-performing leaders do one thing differently before the year begins. They decide what will not get first access to them. Not every message deserves immediate attention. Not every problem deserves your energy. Not every “urgent” task deserves to shape your day. Before January starts, ask yourself: - What must I protect daily to move the business forward? - What work only I can do that keeps getting postponed? - What noise am I willing to tolerate without reacting? January doesn’t need more effort. It needs clearer leadership. One question for you: What is the one priority you will protect first when the year begins? Share it below. Let’s set the year intentionally, not reactively.
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20d •
Navigating those tough work conversations...
This week, we delivered a course for a client on how to handle difficult conversations at work. These discussions can feel challenging, but they’re essential for building trust and driving performance. One of the frameworks we explored is particularly useful for structuring feedback: BEERS. BEERS stands for: - Behaviour – Describe the specific behaviour you observed, not assumptions or personality traits. - Evidence – Provide concrete examples to make your feedback clear and credible. - Effect – Explain the impact of that behaviour on people, processes, or outcomes. - Response – Allow time for the other person to share their perspective. - Solution – Collaborate on what can be done differently and offer support where needed. Why does this matter? Because difficult conversations often go wrong when feedback feels personal or vague. BEERS helps keep the focus on facts and future improvement, reducing defensiveness and creating space for dialogue. It turns feedback into a constructive, trust-building process rather than a source of conflict. Not the type of Friday afternoon BEERS you might expect – but hopefully more useful than a pint! 🍻
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23d •
What’s One Business Lesson You Learned Too Late?
Most of us build our businesses by trial and error. And sometimes the things that finally move us forward are the ones we ignored for too long. Maybe it was learning to delegate. Maybe it was raising your prices. Maybe it was stopping the “busy work” that looked productive but wasn’t. I’m curious — what’s one lesson you wish you learned earlier?
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