In the second of this two-part series Andres Zylberberg, Richard Peake and I continue to answer the rest of the 25 questions entrepreneurs must answer to build an enduring great company.

After exploring vision and strategy in part one, this conversation moves into leadership, execution and the economic engine. We discuss why second-level leaders matter, why accountability must be documented and reviewed, and how effective meeting rhythms, priorities and metrics help turn strategy into consistent results.

We also examine the financial disciplines that give leaders real confidence, including Profit Per X, productivity, working capital, customer lifetime value, acquisition cost, forecasting, resource allocation and return on invested capital. The result is a practical framework for building stronger leadership, better execution and compounding business freedom.

Takeaways

• Second-level leaders determine whether growth compounds or quietly stalls.
• “A” players lift standards, accountability and performance across the business.
• Scorecards turn vague expectations into clear ownership and better coaching.
• Execution improves when priorities, metrics and meeting rhythms work together.
• Strong meetings create timely decisions, alignment and genuine business momentum.
• Profit Per X clarifies how the business truly creates value.
• Realistic forecasts build confidence, commitment and better strategic decision-making.
• Disciplined execution creates stronger profits, freedom and long-term business value.

Watch the episode on YouTube: https://www.youtube.com/@TheEvolutionPartners

Newsletter – each week I share interesting insights, articles and ideas you can use. Join other leaders and subscribe to The Evolution Partners newsletter https://evolutionpartners.com.au/subscribe/

Books – Learn more about our books https://evolutionpartners.com.au/books/
Made to Thrive: The practical, prescriptive guide on how to be a great CEO
Onboarded: How to bring new hires to the points where they are more effective faster. A business case for leaders on why you should commit to an effective onboarded process.
Onboarded for Managers: Helping managers bring new hires to the point where they are more effective faster.
Bigger isn’t Better, Better is Better: Avoiding the pressure of endless growth to build a better business (and better life)

Follow me:
on https://au.linkedin.com/in/bradleygiles
on https://twitter.com/Evolution_Perth

Enjoying the show? Leave a review

Support the show: https://www.facebook.com/evolutionpartnersperth

See omnystudio.com/listener for privacy information.

For this special 100th episode, I’m joined by Andres Zylberberg and Richard Peake. We unpack the 25 questions every entrepreneur must answer. It is a framework designed to help business owners assess where growth is happening, where it is stalling, and what may be holding the business back.

In part one of this two-part series, we focus on two of the five disciplines in the Compounding Growth Scorecard: vision and strategy. From purpose, values and long-term goals through to customer problems, competitive advantage and measurable progress, the distinction becomes clear between having good intentions and building a business with real alignment. Good businesses do not grow by accident. They grow when leaders make deliberate choices, communicate them well and stay focused on what matters most.

Takeaways

• Clarity in vision keeps everyone aligned and pulling in same direction.
• Long term goals only matter if they turn into real priorities.
• Purpose and values mean nothing unless they actually guide behaviour.
• Strategy is about choosing what to do and what not.
• Understanding your customer beats talking about what you sell every time.
• Growth comes from doing the work, not just planning it.
• One clear metric can bring a whole team together fast.
• Real growth balances revenue, margins and the right kind of customers.

Watch the episode on YouTube: https://www.youtube.com/@TheEvolutionPartners

Newsletter – each week I share interesting insights, articles and ideas you can use. Join other leaders and subscribe to The Evolution Partners newsletter https://evolutionpartners.com.au/subscribe/

Books – Learn more about our books https://evolutionpartners.com.au/books/
Made to Thrive: The practical, prescriptive guide on how to be a great CEO
Onboarded: How to bring new hires to the points where they are more effective faster. A business case for leaders on why you should commit to an effective onboarded process.
Onboarded for Managers: Helping managers bring new hires to the point where they are more effective faster.
Bigger isn’t Better, Better is Better: Avoiding the pressure of endless growth to build a better business (and better life)

Follow me:
on https://au.linkedin.com/in/bradleygiles
on https://twitter.com/Evolution_Perth

Enjoying the show? Leave a review

Support the show: https://www.facebook.com/evolutionpartnersperth

See omnystudio.com/listener for privacy information.

The true test of leadership is not what a person knows, but how they behave when the pressure is on. That’s according to behavioural risk strategist Preetie Boler, who insists that many workplace problems commonly seen as technical are, in fact, behavioural.

With 30+ years’ experience in legal and commercial roles across construction and facilities management, Preetie explains why trust can be damaged in a single moment and why self-awareness alone is not enough to change that.

She shares the behavioural patterns and practical tools she uses to help leaders respond more intentionally in high-pressure situations. Preetie explores how behaviour shapes culture, influences team performance, and determines whether leaders create safety, collaboration and trust when it matters most.

Takeaways

• Leadership is revealed in behaviour, especially during moments of pressure.
• Under pressure, unconscious habits override even the best intentions.
• Trust can be built or broken in a single conversation.
• Self-awareness alone is not enough to change leadership behaviour.
• Small behavioural shifts can dramatically improve team trust and performance.
• Leaders must pause to choose intentional responses, not default reactions.
• Behavioural patterns shape culture more than strategy, skills or knowledge.
• Great leaders create safety, clarity and trust when stakes are highest.

Follow Preetie Boler
https://www.empoweredbydesign.com.au/

Preetie’s book
Shiftcode Leadership: A guide to building thriving teams and a positive workplace culture https://amzn.to/3PzDSyR

Books recommended
Mans search for Meaning – Viktor Frankl https://amzn.to/4d9BHfr

Watch the episode on YouTube: https://www.youtube.com/@TheEvolutionPartners

Newsletter – each week I share interesting insights, articles and ideas you can use. Join other leaders and subscribe to The Evolution Partners newsletter https://evolutionpartners.com.au/subscribe/

Books – Learn more about our books https://evolutionpartners.com.au/books/
Made to Thrive: The practical, prescriptive guide on how to be a great CEO
Onboarded: How to bring new hires to the points where they are more effective faster. A business case for leaders on why you should commit to an effective onboarded process.
Onboarded for Managers: Helping managers bring new hires to the point where they are more effective faster.
Bigger isn’t Better, Better is Better: Avoiding the pressure of endless growth to build a better business (and better life)

Follow me:
on https://au.linkedin.com/in/bradleygiles
on https://twitter.com/Evolution_Perth

Enjoying the show? Leave a review

Support the show: https://www.facebook.com/evolutionpartnersperth

See omnystudio.com/listener for privacy information.