Paper Napkin Wisdom

Paper Napkin Wisdom with Govindh Jayaraman The biggest breakthroughs don’t always come from boardrooms, textbooks, or endless strategy decks. More often, they’re sparked in simple moments—captured on the back of a napkin. That’s the heart of Paper Napkin Wisdom. Each week, host Govindh Jayaraman sits down with entrepreneurs, leaders, athletes, artists, and difference-makers who distill their most powerful insight into one napkin-sized idea. These aren’t abstract theories. They’re lived lessons—the kind that shift how you see the world and give you tools you can use immediately. From billion-dollar founders and bestselling authors to under-the-radar innovators changing their industries, every guest shares a perspective that challenges assumptions and invites you to loosen your grip on “the way things are.” You’ll discover how simple reframes can spark growth, how clarity emerges from constraint, and how wisdom becomes powerful only when it’s put into action. Expect conversations that are raw, practical, and deeply human. You’ll leave each episode not only seeing reality differently, but also knowing exactly what you can try today—in your business, your leadership, or your life. If you’re ready for small shifts that lead to big results, this is your place. Grab a napkin, listen in, and share your takeaway with #PaperNapkinWisdom. Because wisdom isn’t meant to sit on the page—it’s meant to move you forward.

EP 293 – Steven Rothberg: If a Customer Wants to Pay More, Let Them 09/11/2025

EP 293 – Steven Rothberg: If a Customer Wants to Pay More, Let Them When you sit down with someone like Steven Rothberg, Founder and Chief Visionary Officer of , you expect to hear insights about hiring, technology, and the future of work. What you might not expect is a napkin that sums up decades of wisdom in a sentence so straightforward it almost sounds too simple: “If a customer wants to give you more money, find a way of making that happen. $$$” At first glance, it feels like sales advice. But during our conversation, it became clear that Steven’s napkin is less about sales tactics and more about mindset. It’s about curiosity, listening, and the courage to grow your business in partnership with your customers instead of in isolation from them. The Origins of the Napkin Steven explained that this napkin wisdom didn’t come from a single “aha” moment but from years of conversations with clients. Over time, he noticed a pattern: customers would ask for things that weren’t on the official menu. Sometimes they wanted a slightly different feature. Sometimes they asked for more robust reporting or a more targeted audience. And sometimes, they were just willing to spend more if Steven’s team could meet a need better than anyone else. Many leaders instinctively shy away from these requests. They think: “That’s not what we do,” or “We can’t risk diluting our focus.” But Steven saw these questions differently. Each one was a clue. Each one was a chance to say, “What if we could?” This perspective became part of the DNA at College Recruiter, and it’s one of the reasons the platform grew from a small niche job board into one of the most respected platforms connecting students and employers worldwide. Why Leaders Miss These Signals One of the most striking parts of our discussion was Steven’s take on why so many entrepreneurs and leaders overlook these opportunities. Too often, businesses are so locked into their product roadmap that they forget the roadmap is supposed to serve the customer—not the other way around. Steven told me that some of his biggest breakthroughs came not from what his team had planned, but from what clients asked for. He shared examples where a client’s request sounded small at first but eventually evolved into a scalable new revenue stream. Instead of brushing off the request, he leaned into it, curious about how to make it work. It’s not about chasing every shiny object. It’s about noticing when the customer is signaling that they want to go deeper with you. The Win-Win Philosophy The other nuance of Steven’s napkin is that it’s not about upselling for the sake of upselling. He made it clear: customers will only happily pay more if they feel like they’re getting more. The transaction has to be a win-win. At College Recruiter, this meant building systems to measure and deliver additional value whenever they expanded offerings. If a client wanted to pay more to reach a specific audience segment, the team didn’t just take the check—they figured out how to build the tools and reporting that would ensure the client saw results. That’s the kind of approach that transforms a customer from a one-time buyer into a long-term partner. Curiosity as a Growth Strategy One of my favorite parts of this conversation was when Steven talked about curiosity. For him, curiosity wasn’t just a trait—it was a growth strategy. When a customer asked for something new, he didn’t immediately think of reasons why it couldn’t work. Instead, he asked questions. He explored possibilities. This curiosity often led to innovation, and it reinforced a culture at College Recruiter where the team felt empowered to ask: “What if we could?” In the long run, that curiosity helped Steven and his team build a company that stayed relevant even as the hiring landscape shifted dramatically. The Lesson for Entrepreneurs and Leaders Steven’s napkin wisdom is deceptively simple, but it’s also incredibly powerful. Too many leaders think growth comes from pushing harder on the products they already sell. In reality, some of the best growth comes from noticing when customers are asking for more and then having the courage and creativity to make it happen. It’s not about saying yes to everything. It’s about knowing which yeses align with your mission and create real value. That’s how you build revenue, loyalty, and a reputation for being the kind of company that listens. 5 Key Takeaways (with Take Action steps) 1. Customers Signal Opportunities—Listen Closely When a client hints at spending more, it’s rarely random. It’s a signal of untapped value. Steven’s success came from leaning into those signals. Take Action: Log every client request that goes beyond your current offerings. Review them monthly to spot patterns worth pursuing. 2. Expand Without Dilution Saying yes doesn’t mean losing focus. Steven’s team always tied new services back to their mission of connecting students and employers. Take Action: Run all new opportunities through a mission filter. If it doesn’t clearly align, let it go. 3. Small Changes Can Unlock Big Revenue Sometimes the difference isn’t a brand-new product—it’s a tweak in packaging or pricing. Take Action: Review your pricing and packages quarterly. Ask: “Where are we making it hard for customers to buy more from us?” 4. Win-Win Is the Only Way Upselling only works if the customer walks away feeling like they got more. Otherwise, you’re burning trust. Take Action: Add a “value check” to your process. Ask customers: “Does this feel like it gives you the value you need?” 5. Curiosity Beats Complacency Steven’s curiosity fueled innovation and growth. It helped his company evolve alongside the market. Take Action: Make “What if we could?” a team mantra. Use it to spark brainstorming sessions whenever a client makes a request. About Steven Rothberg Steven Rothberg is the Founder and Chief Visionary Officer of , the leading job search site for students and recent graduates. For more than 25 years, Steven has been a voice for equity and access in early-career hiring, helping employers and candidates connect in more meaningful ways. You can connect with him on . Final Thought Steven’s napkin reminds us: growth isn’t always about what we want to sell. It’s often about what the customer is ready to buy. When customers invite us to grow with them, our job is simple—don’t get in the way. Find a way of making it happen. Now it’s your turn. Grab a napkin, jot down your takeaway from Steven’s wisdom, and share it with #PaperNapkinWisdom. Because the next big idea might just start with the simplest customer request. /episode/index/show/wisenapkin/id/38146935

EP 292 - Edge of the Napkin #3: “Who’s the best partner you ever had? (Secret) … It’s you.” 09/09/2025

EP 292 - Edge of the Napkin #3: “Who’s the best partner you ever had? (Secret) … It’s you.” Partnership is one of the most powerful words in leadership and in life. We spend years searching for the right business partner, co-founder, or even life partner. But here’s the twist on this week’s Paper Napkin Wisdom: the greatest, most important partnership you’ll ever have is not with someone else—it’s with yourself. The napkin for Episode 292 asks the provocative question: “Who’s the best partner you ever had?” And then delivers the unexpected truth: (Secret)… it’s you. In this episode, Govindh dives deep into the nature of the partnership between the conscious and unconscious mind. He unpacks why most of us misunderstand this relationship, how to reframe it, and why learning to work in alignment with ourselves may be the single greatest leadership unlock we have at our disposal. The Silent Partner You Already Have So much of our life is spent looking outward for validation, recognition, and collaboration. Yet every leader has a silent partner operating in the background: the unconscious mind. For years, people referred to this as the “subconscious.” That word itself suggests inferiority—like a lesser assistant to the conscious mind, something meant to follow commands and stay in line. But Govindh makes an important distinction: calling it the unconscious mind gives it equal weight. It’s not beneath the conscious—it’s simply working in parallel, handling things you don’t consciously process. Your unconscious mind is always on—regulating your body, processing information, cataloguing experiences, and even surfacing insights when you’re not aware. It’s not a servant; it’s your partner. Why Partnership Matters If we ignore this inner partnership, we treat ourselves as though the conscious mind is the boss and the unconscious is just there to take orders. But what happens when your unconscious has already formed a pattern, a belief, or an emotional filter that isn’t aligned with your goals? That’s when friction shows up—self-sabotage, procrastination, unexplained fear, or the sense that you’re “getting in your own way.” It’s not that you’re broken. It’s that you’re in conflict with your best partner. When you recognize the unconscious as an equal, you move from command-and-control to collaboration. You start asking: How can we work together? How can I listen to the signals my unconscious is sending? That shift creates flow instead of friction. 5 Key Takeaways from Episode 292 1. You Already Have the Best Partner Your unconscious mind is always with you. The key is to stop treating it like a subordinate and start treating it like a trusted collaborator. 👉 Take Action: This week, notice when your unconscious is sending you signals—intuition, gut feelings, or dreams. Instead of dismissing them, write them down and reflect on what your partner might be telling you. 2. Language Shapes Relationship Words matter. Calling it the subconscious makes it sound weaker or secondary. Calling it the unconscious elevates it to its rightful role as a peer. 👉 Take Action: Shift your language. Start saying “unconscious mind” instead of “subconscious.” Notice how this subtle change affects how you respect and relate to that inner partner. 3. Partnership Requires Listening Partnership isn’t about one side barking orders. It’s about dialogue. Too often, leaders try to force outcomes without tuning into their own deeper patterns and resistance. 👉 Take Action: When you feel resistance—like procrastination or avoidance—pause. Ask: What is my unconscious trying to protect me from? Treat it like a partner raising a concern rather than an employee failing to deliver. 4. Alignment Creates Flow When conscious and unconscious intentions align, action becomes natural and results compound. That’s when leaders describe feeling “in the zone” or “flowing.” 👉 Take Action: Use the Focus–Align–Act model. Write down your conscious intention for a project. Then ask: Does this feel aligned in my body, emotions, and energy? If not, adjust until your unconscious is on board. 5. Self-Partnership Is the Foundation of All Other Partnerships If you don’t have trust, clarity, and respect with yourself, every external partnership will be shaky. The quality of your leadership, your relationships, and your impact is directly proportional to the quality of your partnership with you. 👉 Take Action: Each morning, affirm: “I am my best partner. I listen, I align, and I act with myself.” Let that be the foundation for how you show up for others. Final Thought: You Are Your Own Secret Weapon The napkin says it all: “Who’s the best partner you ever had? (Secret)… It’s you.” Leaders often look outside for answers. But the truth is, the most powerful partnership you’ll ever build is internal—between your conscious and unconscious mind. That’s where wisdom, resilience, and transformation begin. The real secret? Once you fully partner with yourself, every other relationship in your life and business will transform. Call to Action Now it’s your turn. Grab a napkin, write down your own takeaway from this episode, and post it with the hashtag #PaperNapkinWisdom. What does partnership with yourself look like today? How will you strengthen that relationship this week? Because when you become your own best partner, you unlock the truest form of leadership: leading from within. /episode/index/show/wisenapkin/id/38130410

EP 291 – Jennifer McKenna - The Prosperity Formula: Familiar → Faith → Fulfillment 09/04/2025

EP 291 – Jennifer McKenna - The Prosperity Formula: Familiar → Faith → Fulfillment Jennifer McKenna, founder of JMac Consulting, is an accomplished business strategist, executive coach, and creator of The JMac Method. With decades of experience guiding leaders and organizations through transformation, Jennifer has built her reputation on blending practical business strategy with a deep commitment to values, authenticity, and growth. She has coached Fortune 500 executives, entrepreneurs, and visionaries to align who they are with what they do. On Paper Napkin Wisdom, Jennifer shares her Prosperity Formula — a deceptively simple but powerful framework to help leaders and entrepreneurs move from what is familiar into a space of true fulfillment. The Prosperity Formula At first glance, Jennifer’s napkin sketch looks straightforward: Familiar → Faith → Fulfillment But the wisdom beneath it is transformative. Jennifer explains that many of us stay trapped in the Familiar. It’s comfortable, predictable, and safe — but it’s also where growth stalls. Leaders often cling to familiar patterns, roles, or narratives because stepping out feels risky. “Familiar feels safe,” Jennifer shared in our conversation, “but it’s also where dreams get stuck.” The leap forward happens in the middle step: Faith. This is not blind optimism, but intentional trust — in yourself, in the process, in the possibility of something greater. Faith is the bridge between what you know and what you long for. From there, the destination is Fulfillment. This isn’t just material success; it’s alignment, purpose, and prosperity that’s measured in joy and meaning as much as in results. Key Takeaways 1. Familiar Is Comfortable, But Limiting Staying in the familiar feels safe but can create stagnation. Leaders who cling to the old way risk missing the future. Take Action: Audit where “familiar” shows up in your life and business. Ask: Am I holding onto this because it works, or because it’s just what I know? 2. Faith Is the Necessary Bridge Faith isn’t passive. It’s the decision to trust and step forward when certainty isn’t available. Take Action: Identify one decision you’ve delayed because of uncertainty. Commit to moving forward with faith, trusting the process. 3. Fulfillment Goes Beyond Achievement True prosperity isn’t just about hitting goals — it’s about finding meaning and joy in the pursuit. Take Action: Redefine success for yourself. Write down three elements of fulfillment that go beyond financial gain. 4. Prosperity Requires Courage Jennifer reminds us that prosperity is not a formula for quick wins; it’s a formula for courageous living. Take Action: Each week, take one step outside your comfort zone. Track the results not just in outcomes, but in personal growth. 5. The JMac Method: Prosperity as a Practice Jennifer’s consulting practice uses this formula to guide leaders into alignment — where business growth and personal fulfillment go hand in hand. Take Action: Share your Prosperity Formula moment. What’s one way you’re moving from Familiar, through Faith, toward Fulfillment this week? About Jennifer McKenna Jennifer McKenna is the founder and principal of , where she helps businesses and leaders align their strategies, culture, and leadership practices for lasting impact. She is the creator of The JMac Method, a framework that integrates purpose-driven leadership with actionable business strategy. Connect with Jennifer: Final Thought Jennifer’s Prosperity Formula challenges us to stop clinging to what is safe, and instead take the leap of faith that leads to true fulfillment. Now it’s your turn: grab a napkin, jot down where you’re stuck in the Familiar, and write the step of Faith you need to take to move toward Fulfillment. Share it with us using #PaperNapkinWisdom. Because prosperity isn’t an accident — it’s a choice. /episode/index/show/wisenapkin/id/38035715

EP 290 – Andrew Safnauer: Find Your Way Over the Wall 09/02/2025

EP 290 – Andrew Safnauer: Find Your Way Over the Wall In Episode 290 of Paper Napkin Wisdom, I had the pleasure of sitting down with Andrew Safnauer, a seasoned leader and executive with a wealth of experience in management, strategy, and innovation. Andrew has held leadership roles across diverse industries and today brings his insights into resilience, adaptability, and persistence. His wisdom is captured on a single napkin: “Find your way over the wall.” At first glance, it’s a simple metaphor. But as Andrew shares, this idea has been a recurring theme throughout his life and career, one that continues to guide him and those around him. The Napkin: Find Your Way Over the Wall Andrew explains that in the arc of his journey, obstacles and challenges have never been reasons to turn back. Instead, they have been invitations to problem-solve creatively. “When you get to a problem, when I get to a problem, it doesn’t turn me around. It’s really about finding my way over, around, or through the wall.” Walls, in Andrew’s story, are not barriers meant to stop us — they are tests of perseverance and ingenuity. Whether it was early-career hurdles, moments of reinvention, or leading teams through uncertainty, the theme of getting over the wall kept showing up. Resilience as a Practice, Not a Trait Andrew emphasizes that resilience is not something you’re simply born with — it’s built. Each obstacle tackled becomes a reference point for the future, a reminder that you’ve navigated tough situations before. He shared how this mindset allows him to reframe setbacks: instead of being moments of failure, they become moments of redirection. “The wall isn’t the end,” he suggests. “It’s just part of the journey.” Creativity in Problem-Solving Another key theme Andrew highlights is creativity. Getting over the wall isn’t always about brute force or stubbornness. Sometimes it’s about: Looking for another path — maybe the wall isn’t as tall a little further down. Asking for help — someone else may already have a ladder. Redefining the problem — maybe the wall doesn’t even need climbing. This blend of creativity and persistence turns challenges into opportunities. Leadership Lesson: Modeling Grit for Others As a leader, Andrew knows people watch how you respond to difficulty. The way you approach obstacles sets the tone for your team. By consistently demonstrating the belief that challenges are navigable, leaders inspire confidence and cultivate cultures of resilience. He notes: “It’s easy to get discouraged when the wall looks too high. But if people see you keep moving forward, they start to believe they can too.” 5 Key Takeaways from Andrew Safnauer Obstacles Are Inevitable Don’t waste time wishing there were no walls. Expect them, prepare for them, and use them as growth points. Take Action: Write down one current “wall” you’re facing. Reframe it as an opportunity to grow. Resilience Is Built, Not Born Each wall you’ve climbed makes the next one more manageable. Take Action: Journal three past moments where you overcame an obstacle — and what you learned. Creativity Opens New Paths Not every wall needs to be scaled directly. Explore new approaches, seek different perspectives. Take Action: Brainstorm three alternative ways to solve the challenge you’re facing. Leadership Means Modeling Grit Your response to challenges directly influences your team. Take Action: Share openly with your team how you’ve overcome challenges, and involve them in finding solutions. Persistence Pays Off Often the difference between success and failure is simply not stopping at the wall. Take Action: Commit to one consistent step forward this week, even if progress feels slow. About Andrew Safnauer is a proven leader with deep experience in operations, management, and organizational growth. His career spans industries where innovation, strategy, and resilience are key. Andrew’s perspective on finding your way over the wall comes from decades of experience leading through challenges and inspiring others to do the same. Final Thought Andrew’s napkin — Find Your Way Over the Wall — is a call to action. Obstacles are not stop signs; they’re opportunities to rise. Entrepreneurs, leaders, and difference-makers can take this to heart: when the wall appears, don’t turn back. Climb, reroute, or redefine — but keep moving forward. Now, I’d love to hear from you: 👉 What’s the wall you’re facing today, and how will you get over it? Write your takeaway on a napkin, snap a photo, and share it with the hashtag #PaperNapkinWisdom. /episode/index/show/wisenapkin/id/38033635

EP 289 - The Edge of the Napkin: Friction vs. Flow 08/31/2025

EP 289 - The Edge of the Napkin: Friction vs. Flow In Episode 289 of Paper Napkin Wisdom, host Govindh Jayaraman takes us deeper into the next evolution of his work: The Edge of the Napkin. This isn’t just about wisdom captured in simple strokes anymore — it’s about stepping into the tension between friction and flow, and understanding the rhythms of creativity and growth. The napkin for this episode sets the stage: a stick figure caught between jagged lines of friction and the upward curve of flow, alongside two key modes — Seminal (Spark) and Gestational (Build). At its heart, the question posed is simple but powerful: Are you in Spark mode or Build mode? The Tension Between Friction and Flow Every leader, entrepreneur, and creator knows what it feels like to get stuck in friction — the drag, the obstacles, the resistance that makes progress feel like walking through mud. Yet, on the other side of that resistance lies flow — the state where energy aligns, momentum builds, and forward motion feels effortless. Flow isn’t luck. It’s the result of awareness and alignment. By recognizing whether you’re fighting against resistance or leaning into momentum, you give yourself the power to shift. Friction tells us where the edges are; flow shows us where to go next. Spark vs. Build: The Two Energies of Creation The napkin highlights two distinct energies: Seminal (Spark) – that flash of inspiration, the bold beginning, the lightning strike of an idea. Spark mode is raw energy, momentum igniting from nothing. Gestational (Build) – the slower, steadier process of nurturing, developing, and bringing something into being. Build mode requires patience, resilience, and iteration. Both are necessary. Too much spark without build leaves you scattered. Too much build without spark leaves you stagnant. Mastery is knowing which mode you’re in — and when to switch. 5 Key Takeaways from Episode 289 1. Friction Isn’t the Enemy — It’s the Signal Friction often feels like failure, but it’s actually feedback. It shows us where growth is required. Take Action: Ask yourself: What resistance am I facing right now? Is it a signal to push through, pivot, or pause? 2. Flow Emerges When Energy and Intention Align Flow isn’t something you chase — it’s what happens when you bring clarity of intention to your actions. Take Action: Each morning, set a micro-intention: What do I want to flow toward today? 3. Spark Mode Creates, Build Mode Sustains Recognizing whether you’re in spark or build mode gives you a framework for your energy. Take Action: Label your current project as either “spark” or “build.” Let that frame your next steps. 4. Energy Has Seasons, Just Like Growth We can’t be in spark mode forever, nor can we only build. Sustainable growth requires cycling between both. Take Action: Audit your calendar: does it allow room for both ideation (spark) and execution (build)? 5. The Edge Is Where Transformation Happens The tension between friction and flow is the edge — the place where discomfort signals growth and flow confirms alignment. Take Action: This week, write down one area where you feel friction and explore how reframing it could move you closer to flow. Introducing The Edge of the Napkin This episode is a launch point. The Edge of the Napkin is about living in that space where ideas meet resistance, where growth meets alignment, and where leadership requires both spark and build. It’s about noticing whether you’re operating in friction or flow — and intentionally shifting your energy to where it belongs. The big question for you today: Are you in Spark mode or Build mode? About Paper Napkin Wisdom I’m Govindh Jayaraman, founder of Paper Napkin Wisdom. Over the years, I’ve had the privilege of sitting down with leaders, entrepreneurs, and changemakers from around the world to capture big ideas in small, simple ways. With The Edge of the Napkin, I’m exploring not just what wisdom is shared — but what it feels like to live at the edges of growth, creativity, and leadership. Learn more, explore past episodes, and discover tools to put wisdom into action at www.papernapkinwisdom.com. Your Turn Grab a napkin. Write down your answer: “Am I in Spark mode or Build mode today?” Post it on social media with the hashtag #PaperNapkinWisdom and share what it means for you. Because wisdom only matters when we turn small ideas into big results. /episode/index/show/wisenapkin/id/38020965

EP 288 – Katy Spada: Build the World You Wish Existed 08/28/2025

EP 288 – Katy Spada: Build the World You Wish Existed When Katy Spada sat down with me on Paper Napkin Wisdom, she brought a napkin that was more than just words — it was a challenge: “Build the world you wish existed for your younger self, and for those who come next.” Katy isn’t just an entrepreneur. She’s a mother of two (ages 7 and 4), a storyteller, and the founder of , a lifestyle and apparel company that’s grounded in values of creativity, heritage, and intentional living. What makes her story remarkable is how deeply personal it is. As she says, she never set out to be an entrepreneur — she calls herself an “accidental entrepreneur.” Yet, what started with a desire to create something meaningful for her family has grown into a mission-driven brand with a powerful message for anyone willing to listen. Reclaiming Childhood Dreams In the episode, Katy reflects on being a daydreamer as a child — someone who created fantastical worlds on paper. As an adult, she’s learned that those childhood imaginings were not flights of fancy but clues to the kind of life she wanted to build. “When I had children, it became clear that I wanted to create for them the childhood I always wanted.” Her napkin is rooted in this personal realization: what if we all took ownership of creating not just businesses, but environments and legacies that reflect the world we wanted when we were younger? Entrepreneurship as Legacy Katy shares how her business is less about products and more about building community and leaving behind a legacy for her children. Her work with Arya + Maan is anchored in storytelling and cultural connection, blending her Indian heritage with modern lifestyle design. This isn’t just commerce — it’s contribution. She reminds us that the real measure of success isn’t revenue charts but impact: what do your children, your community, and your younger self inherit from your work? Courage to Take Ownership “I think becoming a mom gave me no choice but to reflect on the life I was building.” Katy’s journey is a call for courage — courage to own your story, courage to build what doesn’t yet exist, and courage to step into entrepreneurship without the usual blueprint. So many entrepreneurs wait for permission. Katy shows us that transformation begins when we stop waiting and start building. 5 Key Takeaways 1. Build for Your Younger Self If you could design a world for the version of you at age 10, what would it look like? That’s a compass worth following. 👉 Take Action: Write a short note to your younger self today — what would you tell them you’ve built? 2. Entrepreneurship Can Be Accidental — but Never Accidental Growth You don’t have to plan to be an entrepreneur, but growth requires intentionality. 👉 Take Action: Ask yourself: “What am I growing on purpose right now?” 3. Your Children Are Watching The example you set in building your life is the blueprint your children will carry forward. 👉 Take Action: Share a story with your kids (or a mentee) about something you struggled with and how you’re working through it. 4. Culture is Your Brand For Katy, honoring her Indian roots is not just a detail — it’s the foundation of Arya + Maan. Authentic brands begin with personal truth. 👉 Take Action: Audit your brand or leadership style. Does it authentically reflect your story? 5. Legacy is Everyday Legacy isn’t what’s left when you’re gone. It’s what you live out daily in how you treat people, the communities you serve, and the values you embody. 👉 Take Action: Identify one action you can take this week to make your daily work a legacy act, not just a transaction. About Katy Spada Katy Spada is the founder of , a lifestyle brand blending heritage and modern living. With a background in storytelling and a passion for creating meaningful experiences, Katy focuses on building a community-driven company rooted in values, creativity, and family. Connect with her on . /episode/index/show/wisenapkin/id/37966295

EP 287 – Permission, Structure, and Social Media Success with Sam Toles 08/26/2025

EP 287 – Permission, Structure, and Social Media Success with Sam Toles In this episode of Paper Napkin Wisdom, Govindh Jayaraman welcomes Sam Toles, a digital media pioneer and storyteller with decades of experience building audiences, brands, and communities. Sam is the CEO and co-founder of , a platform designed to transform civic engagement by helping communities and governments create stronger, more transparent conversations online. Sam’s career has spanned leadership roles at MGM, Vimeo, Bleacher Report, and Warner Bros., and throughout it all he has stayed focused on how creativity, structure, and permission come together to unlock growth. His napkin insight crystallizes this perfectly: Permission + Structure → Social Media Success The Power of Permission In the conversation, Sam reflects on how success in digital media and social platforms doesn’t come from simply telling people what to do — it’s about giving them permission. Staff members, creative teams, and civic leaders need to feel trusted to experiment, share authentically, and make their voices heard. Without permission, fear creeps in. Staff hold back. Leaders hesitate. Communities stay silent. Sam emphasizes that permission is the spark that allows creativity and innovation to surface. Why Structure Matters But permission alone is not enough. Sam underscores that structure is the second half of the equation. Without clear guidelines, roles, and accountability, permission can turn into chaos. Structure ensures alignment. It gives staff confidence that their creativity is channeled toward a larger goal. For city halls and community organizations — the ones Sam sketched on his napkin — structure provides the scaffolding for consistent, credible, and impactful communication. From Napkin to Real-World Success Sam’s napkin shows two simple icons: staff on one side and city hall on the other. Between them lies the formula: Permission + Structure = Social Media Success This equation has guided Sam’s work leading teams at major media companies and now at CiviSocial. By combining empowerment with framework, organizations unlock the kind of social media presence that builds connection instead of noise, trust instead of confusion, and engagement instead of apathy. Five Key Takeaways from Sam Toles Permission Fuels Creativity – Staff thrive when leaders trust them to take risks and contribute ideas. Take Action: Audit where your team feels they need permission. What barriers can you remove? Structure Enables Consistency – Frameworks and processes ensure creative output aligns with strategy. Take Action: Define your social media “guardrails” so creativity has direction. Balance is Essential – Too much structure stifles; too little creates chaos. The win is in the balance. Take Action: Ask your team: “Do you feel more constrained or more lost?” Then adjust. Social Media Success is Collaborative – It’s not just about city hall (leaders) or staff (teams), but the bridge between them. Take Action: Build cross-functional content teams where leadership and staff co-create. Civic Engagement Needs Both – For communities, permission means inclusion and voice; structure means transparency and accountability. Take Action: Use Sam’s formula to design your next community engagement initiative. About Sam Toles Sam Toles is the co-founder and CEO of , a platform revolutionizing civic engagement by connecting governments, organizations, and communities through modern communication tools. With a career leading digital transformation at MGM, Vimeo, Bleacher Report, and Warner Bros., Sam has consistently helped teams harness creativity within structure to build lasting impact. Connect with Sam on . /episode/index/show/wisenapkin/id/37944715

EP 286 - Introducing the Edge of the Napkin 08/24/2025

EP 286 - Introducing the Edge of the Napkin In this special episode of Paper Napkin Wisdom, I (Govindh Jayaraman) take a step back to reflect on the journey we’ve been on together — over 280 episodes filled with wisdom, stories, and lessons from incredible leaders, entrepreneurs, and difference makers. The napkin for this episode reads: “Introducing the Edge of the Napkin.” It’s a phrase that captures both a transition and an expansion. The napkin has always been a place for distilled wisdom — one sentence, one thought, one principle that could change everything if applied. But now, we’re venturing into what I call the edge of the napkin: the space where those ideas meet action, where wisdom isn’t just written down but lived, tested, and expanded. From Napkin to Edge On this podcast, we’ve heard wisdom from global thinkers and doers — people like James Clear, Tom Bilyeu, and Brian Scudamore — and yet, what’s always struck me is how simple ideas transform into exponential results when leaders commit to them. The edge of the napkin is where theory meets practice. It’s where entrepreneurs pick up the pen, write down their vision, and then choose to live it out. It’s where clarity sharpens, alignment deepens, and action compounds. Why This Shift Matters In the conversation (yes, with myself this time), I unpack how Paper Napkin Wisdom is evolving: Beyond ideas into frameworks. The napkin is no longer just the insight — it’s the starting point for building focus, aligning teams, and taking consistent action. A community of difference makers. We’re not just sharing wisdom anymore; we’re building a vault of tools, firestarters, and conversations to help entrepreneurs and leaders apply what they learn. Courage to experiment. On the edge of the napkin is the courage to try, to make it bad and make it better, and to move forward imperfectly. This isn’t a departure from the heart of Paper Napkin Wisdom. It’s an evolution. 5 Key Takeaways from Episode 286 The napkin is the spark, not the fire. Take Action: Don’t stop at capturing wisdom; ask yourself what the first small action is that brings it to life today. The edge is where wisdom and execution meet. Take Action: Choose one napkin idea you’ve saved and build a micro-plan: What’s the first step? Who needs to know? When will it be done? Clarity creates movement. Take Action: Write your idea in one sentence. If you can’t explain it simply, refine it until you can. Communities multiply wisdom. Take Action: Share your napkin thought with someone who can challenge, refine, or amplify it. Wisdom grows when it’s tested in dialogue. Iteration is leadership. Take Action: Instead of waiting for the perfect solution, commit to making it bad, then making it better. That’s how leaders stay ahead. About Paper Napkin Wisdom Paper Napkin Wisdom has been home to leaders, entrepreneurs, and creators who share one distilled piece of wisdom that shaped their journey. From bestselling authors to CEOs to everyday heroes, the show proves that small ideas — captured on a napkin — can spark massive change. You can explore past episodes, dive into our Firestarter Vault, and join the community at papernapkinwisdom.com. Your Turn The napkin for this episode says: “Introducing the Edge of the Napkin.” What does the edge of the napkin mean for you? Where are you standing at the boundary between idea and action in your own life? Grab a napkin, jot down your thought, and share it with us using the hashtag #PaperNapkinWisdom. Because wisdom doesn’t just live on the napkin — it lives in how you bring it to life. /episode/index/show/wisenapkin/id/37939820

EP 285 – Kendra MacDonald: Building a Career That Grows With You 08/21/2025

EP 285 – Kendra MacDonald: Building a Career That Grows With You Careers aren’t meant to be lived on repeat. In this episode of Paper Napkin Wisdom, we sit down with Kendra MacDonald, CEO of Canada’s Ocean Supercluster, a leader who has spent her career helping organizations innovate, adapt, and push boundaries. Kendra has been recognized for her work in transformation and leadership across industries, and she brings her wisdom to the napkin with a deceptively simple but powerful message. On her napkin, Kendra wrote: “Make sure your career is 25 years, not 1 year 25 times. What will you learn this year?” This phrase, first heard from one of her professors in university, has echoed through her journey and shaped how she approaches growth. The Wisdom of 25 Years When Kendra first heard this idea as a 22-year-old student, she didn’t grasp its depth. At the time, her vision of a career was linear: find a job, build a life, move forward. But as the years unfolded, she realized the trap many fall into—repeating the same year of work experience over and over again. In her words, the difference between “25 years of experience” and “one year repeated 25 times” is profound. The former means growth, change, and learning. The latter is stagnation. Kendra emphasized that growth in a career isn’t about time served, but about intentional learning. Each year should bring a new challenge, a new perspective, or a new skill. Without that, time passes but wisdom doesn’t accumulate. 5 Key Takeaways from Kendra MacDonald 1. Don’t Repeat Years—Grow Them Many professionals fall into the trap of doing the same work, the same way, year after year. Kendra’s reminder is that repeating one year 25 times is not growth. Take Action: Audit your last 12 months. Identify one thing you learned or improved. If you can’t name it, commit to changing that this year. 2. Anchor Each Year in a Learning Goal Kendra reframes career development with a simple, forward-looking question: “What will you learn this year?” This shifts the focus from passive time spent to active growth pursued. Take Action: Write down one specific learning objective for this year—whether it’s a skill, a mindset, or an experience—and track progress monthly. 3. Embrace Discomfort as a Growth Engine Kendra shared that her own leaps forward came when she stepped into new industries or roles that stretched her beyond her comfort zone. Stagnation is safe but it doesn’t lead to growth. Take Action: Choose one area where you’ve become too comfortable. Seek a project, collaboration, or responsibility that forces you to learn something new. 4. Redefine Career Success Beyond Longevity A long career without growth isn’t success—it’s inertia. Success is measured by the depth of learning, adaptability, and impact created along the way. Take Action: Redefine your career scorecard. Instead of only measuring years served, track skills gained, leadership challenges tackled, and innovations you contributed to. 5. Lead With a Culture of Learning For leaders, this napkin wisdom applies not just personally but organizationally. Teams grow stale when they repeat the same patterns year after year. Growth happens when learning is embedded into the culture. Take Action: At your next team meeting, ask Kendra’s question: “What will we learn this year?” Make it a collective challenge and revisit it quarterly. About Kendra MacDonald Kendra MacDonald is the CEO of Canada’s Ocean Supercluster, a national initiative focused on transforming Canada’s ocean economy through collaboration, innovation, and technology. She has extensive leadership experience across sectors, with a background that includes senior roles in Deloitte Canada and a career dedicated to driving transformation and growth. Connect with Kendra on . Call to Action What about you? Don’t let this year be a copy of the last. Ask yourself: 📝 “What will I learn this year?” Write it down on a napkin, take a picture, and share it with the world using #PaperNapkinWisdom. Because your career isn’t about years served—it’s about years lived and learned. /episode/index/show/wisenapkin/id/37888105

EP 284 - Michael Walsh – Conclusion of The Freedom Series Part 16 08/19/2025

EP 284 - Michael Walsh – Conclusion of The Freedom Series Part 16 Introduction: A Journey Comes Full Circle Over the course of sixteen episodes, Michael Walsh has taken us on an extraordinary journey through what he calls the Freedom Framework. This framework has become a cornerstone for entrepreneurs who want to build businesses that don’t just survive but thrive – organizations that create value, empower people, and endure through change. Michael, founder of , has spent decades helping leaders shift from working in their businesses to working on them. His approach blends deep financial discipline, people-first development, and a radical belief in the power of freedom to unlock growth. In this concluding episode of the Freedom Series, Michael lays out the final, critical pieces of the framework: rethinking the core, hiring smart, training and growing people, focusing on teams, developing managers and leaders, and preparing for inevitable change. As Michael said during the conversation: “You’ve got to rethink the core. If the core of your business is just about profit, you’re missing the point. The real core is the people who drive it, the systems that sustain it, and the freedom you create for them to thrive.” This powerful reminder sets the tone for the final leg of the journey. The Freedom Framework is not about quick wins or shortcuts. It’s about building something enduring. He continued: “Hire smart. Don’t just fill seats. Every hire should add energy to your culture, should advance your values, should raise the bar. And then once they’re on board, you’ve got to train and grow them relentlessly.” Michael’s words underscore a truth many entrepreneurs ignore at their peril: growth depends on people, and people need development. Later in the transcript, he pushed further: “We focus too much on customers sometimes. Don’t get me wrong, customers are important. But you can’t create customer value without strong teams. Teams create capacity. Teams innovate. Teams carry culture.” And finally, as a capstone to the Freedom Series, he said: “Your job as an entrepreneur isn’t just to grow a business. It’s to grow managers and to develop leaders who can carry the vision forward. That’s how you build a company that outlasts you. That’s how you build freedom.” 5 Key Takeaways from Episode 284 1. Rethink the Core Michael reminds us that the heart of any business is not just profit, but people, systems, and freedom. Take Action: Audit your business core today. Ask: Is my business centered on profit only, or am I investing equally in people and processes? 2. Hire Smart, Not Fast Every new hire must enhance culture, values, and capability. Take Action: Slow down your hiring process. Create a clear “values screen” for interviews and evaluate candidates beyond skill sets. 3. Train and Grow People Relentlessly Sustainable growth happens when teams are continuously developed. Take Action: Implement a quarterly development plan for each employee. Track growth as seriously as you track sales. 4. Focus on Teams, Not Just Customers Teams drive capacity and innovation, which in turn drive customer value. Take Action: Invest in team-building rituals and systems. Strengthen the bonds and capabilities of your internal culture. 5. Develop Leaders and Prepare for Change Your ultimate role as an entrepreneur is to build leaders who can thrive in uncertainty. Take Action: Identify at least two future leaders in your organization. Create a mentorship and stretch assignment plan to prepare them for leadership. The Bigger Arc: Freedom as the Legacy Across sixteen episodes, the Freedom Series has stitched together a philosophy of entrepreneurship that is both practical and visionary. Michael Walsh has shown us how freedom comes not from chasing profit, but from building businesses that grow people, empower leaders, and endure through change. The conclusion of this series leaves us not with an end, but a call to action: to create companies that stand for something bigger than ourselves. As Michael concluded: “Prepare for change. It’s not a question of if, but when. Freedom in business comes when you can adapt, when your people can adapt, when your leaders can adapt. That’s when you know you’ve built something real.” About Michael Walsh Michael Walsh is the founder of , where he helps entrepreneurs and leadership teams achieve growth through clarity, focus, and disciplined execution. With decades of experience guiding companies across industries, Michael is a trusted advisor for those who want to scale their businesses and their leadership. Your Call to Action What’s the one piece of wisdom from Michael Walsh’s Freedom Series that speaks most directly to you? Write it on a napkin, snap a picture, and share it on social media with the hashtag #PaperNapkinWisdom. Because the small, simple act of writing down wisdom – and sharing it – can spark the freedom and growth you’ve been seeking. /episode/index/show/wisenapkin/id/37859980

EP 283 - Freedom Series Part 15 with Michael Walsh: Preparing for the Unexpected 08/17/2025

EP 283 - Freedom Series Part 15 with Michael Walsh: Preparing for the Unexpected In Episode 283 of Paper Napkin Wisdom, Michael Walsh returns for part fifteen of the Freedom Series. Michael, founder of , has been guiding us through the “hidden danger zones” leaders face as their organizations scale from $1M to $20M and beyond. Each conversation builds on the Freedom Framework—a practical guide for achieving true freedom in and from your business. This episode focuses on something every entrepreneur knows too well: change. As Govindh framed it, “Isn’t all change somewhat unexpected? At least the timing of it?” Michael’s insight takes us deeper into how to prepare for—and thrive in—the midst of the unknown. Change Is Inevitable, Timing Is Unpredictable The transcript makes one thing clear: while entrepreneurs can anticipate some changes, the timing almost always surprises. As Michael put it: “You could plan for change… but you also have to monitor.” It’s not enough to build systems—you must also stay attentive, scanning both the business and its environment for early signals. Freedom comes not from resisting change but from preparing your people and structures to absorb it. Managers: The First Line of Adaptation Michael and Govindh highlighted that the “tough part” of growth isn’t crafting vision or mission—it’s supporting managers. “It’s actually supporting managers in doing their jobs and completing their roles… supporting the people, but also getting results.” Managers are the bridge between leadership’s strategic vision and the team’s daily execution. If they’re trained, equipped, and trusted, they become the shock absorbers during unexpected shifts. Without that investment, every change hits the entire organization like a tidal wave. Freedom Is the Point At its heart, the Freedom Framework is about choices. As Govindh reminded us: “The point is freedom. Most entrepreneurs want freedom in their business to do the things they want to do… freedom from their business so they can take a vacation… and freedom because of the business, to provide for their family.” Unexpected change threatens that freedom when businesses are fragile. Building resilient managers, scalable structures, and growth-minded teams creates flexibility—the foundation of freedom. 5 Key Takeaways Change is constant, timing is unpredictable Don’t just plan for change—build systems that flex when it arrives. Take Action: Run quarterly “what if” sessions with your leadership team to stress-test assumptions. Managers are the pivot point Strong middle leadership translates vision into adaptive action. Take Action: Invest in leadership training that focuses on decision-making under uncertainty. Support beats slogans Culture isn’t enough; managers need real tools and support. Take Action: Audit what resources your managers actually have to succeed in a shifting environment. Freedom is the ultimate measure Business should create freedom for the entrepreneur and the team. Take Action: Ask yourself quarterly: “Does my business give me more or less freedom today than it did six months ago?” Monitoring is as critical as planning Anticipating trends and early signals is a discipline. Take Action: Assign team members to track industry, customer, and internal performance indicators—and discuss them weekly. About Michael Walsh Michael Walsh is the founder of , where he helps businesses navigate growth with clarity and confidence. With decades of experience guiding companies through hidden danger zones, his Freedom Framework has become a roadmap for entrepreneurs seeking both scale and sustainability. /episode/index/show/wisenapkin/id/37852015

EP 282 — Saahil Mehta: Break Free to a Zero-Regret Life 08/14/2025

EP 282 — Saahil Mehta: Break Free to a Zero-Regret Life If you’ve ever felt like you’re climbing hard but not getting any closer to the peak that actually matters, this conversation is for you. In Episode 282 of Paper Napkin Wisdom, I sit down with Saahil Mehta—global entrepreneur, leadership coach, bestselling author of Break Free, and a passionate mountaineer who translates hard-won lessons from high altitude into everyday leadership clarity. He helps ambitious leaders “stress less, grow faster, and enjoy a zero regret life,” a phrase that captures both his mission and method. Saahil’s story isn’t theory. He’s balanced businesses across continents while raising a family and chasing real mountains—Kilimanjaro in Africa, Elbrus in Europe, Chopicalqui in Peru, and Pico de Orizaba in Mexico, among others. Those summits forged a point of view: progress demands focus, endurance, and the courage to travel lighter. And yes, he means lighter in every sense—mental, material, calendar, and relationships. What stands out is how practical his framework is. In Break Free, Saahil argues that clutter is “nothing more than shunned confrontations.” That line hits like a cold gust on the ridge—because it’s true. We all carry weight we’ve avoided addressing. His solution: get radically clear on the “summits” that matter, declutter what doesn’t, and then execute with momentum. It’s a simple, repeatable loop that turns big wishes into lived results. Saahil’s also recognized among Dr. Marshall Goldsmith’s MG100 Coaches, and frequently works with EO/YPO leaders and global brands—context that explains why his ideas travel well in boardrooms and basecamps alike. He’s not just inspiring; he’s building systems that help leaders and teams shift from overwhelm to traction. Two phrases from Saahil are worth writing on a napkin: “Ambitious leaders don’t wait for clarity. They create it.” And the companion idea: a zero-regret life is built one aligned decision at a time. When you combine that with the mountaineer’s mindset—plan the route, reduce the load, respect the weather—you start moving faster and feel lighter doing it. That’s not just productivity; it’s peace of mind earned through intentional tradeoffs. Below are the five biggest takeaways from our conversation—each paired with a concrete action so you can put them to work this week. 5 Key Takeaways (with Take-Action Steps) Define Your “Seven Summits” Stop chasing vague goals. Name the 3–7 outcomes that would make the next 12–24 months a win—across work, health, and relationships. Take Action: Open your calendar for 30 minutes today and list those summits. For each, add one success metric and a date you’ll “plant the flag.” Declutter Before You Accelerate Speed without shedding weight equals burnout. Audit the four dimensions—mind, body, relationships, material—and remove one piece of clutter from each this week. Take Action: Mind: unsubscribe from one noisy input. Body: pick a non-negotiable sleep window. Relationships: set one boundary you’ve avoided. Material: donate or delete ten things. Turn Clarity into Cadence Clarity is a decision; momentum is a habit. Tie each summit to a simple weekly ritual—what Saahil would call your “Break Free” tracking loop—so progress becomes automatic. Take Action: For every summit, define one lead measure you’ll log every Friday (e.g., “3 prospect conversations,” “4 training sessions,” “2 date-nights booked”). Lead Like a Mountaineer On the mountain, conditions change fast. Great leaders pre-brief, check weather (data), and adjust the route without losing the objective. Take Action: Create a 10-minute Friday Re-Route: What changed? What’s true now? What’s the next safest, smartest step to stay on the line to your summit? Build a Zero-Regret Operating System Regret shrinks when your calendar reflects your values. Protect the big rocks—health, relationships, deep work—before anything else gets scheduled. Take Action: Time-block your next two weeks right now: 1) workouts, 2) family time, 3) focus blocks. Only then add meetings. Guard the blocks like oxygen. Why This Matters The highest cost in leadership isn’t the wrong choice—it’s a thousand unmade ones. Saahil’s lens makes it easier to choose: clarify, declutter, execute, repeat. Whether you’re scaling revenue or rebuilding confidence, progress becomes the side-effect of traveling lighter and deciding faster. And as he teaches from the mountains, the summit is earned in your preparation and pruning long before the final push. Try This Today Write the one line you need to remember on a napkin: “I travel light so I can climb fast.” Then post your napkin with #PaperNapkinWisdom and tag a friend who needs to hear it. Let’s make clarity contagious. Explore Saahil’s work Website: https://www.saahilmehta.com/ Book – Break Free: https://www.saahilmehta.com/books/ Speaking & Media: https://www.saahilmehta.com/speaking /episode/index/show/wisenapkin/id/37801050

EP 281 — Pete Olander: Building Wellness Brands at the Edge of What’s Next 08/12/2025

EP 281 — Pete Olander: Building Wellness Brands at the Edge of What’s Next If you’ve ever stared down a crowded market and thought, “How on earth do I stand out—ethically, profitably, and sustainably?”, Pete Olander’s story is going to land. Pete is the founder behind multiple wellness and cannabis-adjacent consumer brands, including Happie (a better-for-you cannabis seltzer brand) and Natural Recovery Greens (an early CBD-forward greens product). He cut his teeth in the nutrition industry designing performance supplements, then followed the data—and the customer outcomes—into functional beverages that blend taste, efficacy, and regulatory discipline. That arc is classic entrepreneur: find the pain, ship the fix, iterate faster than the market. Pete’s path started with a simple observation from R&D work in the mid-2010s: consumers wanted recovery and calm without compromise. That insight led to Natural Recovery Greens—single-serve formats, travel-friendly, and positioned at the intersection of superfoods, probiotics, BCAAs, and THC-free CBD—years before “functional everything” exploded across CPG. From there, he pushed into ready-to-drink with Happie, translating the same wellness-first thesis into a sparkling experience people actually enjoy (and re-buy). The throughline: make the right thing the easy thing. What makes Pete especially relevant for founders and leaders isn’t just that he launched cool products—it’s how he operates in ambiguity. Regulated categories force you to build with constraints: supply chains that can break, rules that change mid-flight, consumer education gaps, and capital that prefers yesterday’s winners. Pete’s playbook under those conditions is remarkably transferable: stay maniacally close to the customer signal, design for real-life use (single-serve, great taste, predictable effect), and build an operating cadence that assumes volatility. In other words: product-market fit is a moving target—so build your business to move. There’s also a leadership layer here. Pete has operated across banking, high-performance nutrition, and even motorsports—contexts that demand quick decisions, clear role clarity, and team trust under time pressure. Those muscles show up when you’re navigating evolving rules, fragmented distribution, and new-category education. You don’t need to be in beverages or cannabis to use this; any founder in a “category-creation” or “category-rewrite” moment will recognize the pattern: simplify the value prop, obsess over experience, and scale the parts that customers prove they love. Finally, there’s a mindset piece. Pete builds with optimism but budgets for turbulence. That balance—vision + constraints—is what keeps the mission moving when the novelty wears off. If your team is stretched by growth, regulation, or just plain speed, this episode is a clinic in staying resolute without getting rigid. 5 Key Takeaways (with Take Action for leaders & entrepreneurs) Design for real-life usage, not ideal scenarios Great products fit messy lives: single-serve, consistent effect, easy to carry, easy to explain. That’s why they get used daily. Take Action: Audit your top SKU/offer. Where does friction creep in (prep, dosing, onboarding, first-value)? Remove one friction point this week. Make the right thing the easy thing Behavior change sticks when the better choice is also the simpler choice. Pete’s formats and flavor-first approach reduce the willpower tax. Take Action: Rewrite your product’s “90-second habit.” If a new user has 90 seconds, what’s the zero-confusion path from “curious” to “experienced value”? Build for volatility Regulated or fast-evolving categories require redundancy, compliance muscle, and rapid iteration. Treat change as an input, not an interruption. Take Action: Run a “Rule Change Drill.” If a core assumption flips tomorrow (pricing, channel, ingredient, policy), what’s your 30-day continuity plan? Tell a clear, experience-first story Claims don’t convert—clarity does. Customers want to know what it does, when they’ll feel it, and how to fit it into their day. Take Action: Replace one feature list with a “Day-in-the-Life” use case on your site or sales deck. Measure engagement and conversion lift. Hire for decision speed and role clarity Cross-industry stints taught Pete the value of crisp roles and quick calls. In unstable markets, slow decisions are hidden costs. Take Action: Adopt a “two-way door” policy for reversible decisions. Set a 48-hour SLA and empower owners to ship without committee. About the Guest Connect with Pete here: https://www.linkedin.com/in/peter-olander-580a657/ /episode/index/show/wisenapkin/id/37758035

EP 280 (Freedom by Design Pt. 14): Develop Leaders — Not Just Individuals 08/10/2025

EP 280 (Freedom by Design Pt. 14): Develop Leaders — Not Just Individuals If you’ve been following our ongoing Freedom by Design series with business growth strategist Michael Walsh, you’ve noticed a theme: the farther you grow, the more your results depend on people—not just your personal effort. In Episode 280, Part 14, Michael brings a crisp napkin that says it all: “Develop Leaders.” The sketch shows two paths to results. One runs Leader → Manager → People → Results (big circle). The other jumps straight to Individual → Results (small circle). Same destination, wildly different scale. Why? Because, as Michael says, “Leadership is about rallying people to a brighter future.” And when you scale, that “people” layer is where compounding lives. Management vs. Leadership (and why both matter) Early in the conversation, Michael tips his cap to Marcus Buckingham’s framing: “management’s about taking talent, turning it into performance.” Leadership, by contrast, is about direction, meaning, and conviction. Or in Michael’s words: “Leadership is about rallying people to a brighter future.” Both are essential—but they’re different jobs. Michael is blunt about it: “So is leadership a different job than management. Yes.” Managers translate strategy into coordinated action. Leaders create clarity, energy, and belief around a better future—and then support managers to deliver that future consistently. And none of that happens in isolation: “You do that with and through your people,” Michael reminds us. Why “Develop Leaders” multiplies results The napkin makes a simple, uncomfortable point: when we keep solving problems as individuals, we cap our results at our personal capacity. When we develop leaders who develop managers who grow people, we expand capacity at every level. It’s the difference between a star player and a championship organization. In prior chapters, we talked about rethinking the business core. As I said on the show, we have to “rethink the core of the business away from being a well-oiled machine and toward being an intelligent ecosystem”—one that intentionally grows people, capability, and judgment. That’s the engine behind durable results. What great leaders actually do Michael keeps it grounded. Great leaders: Set and protect a clear future state (why we’re going there and what “good” looks like). Coach their managers—so managers can coach their people. Create operating rhythms where managers have real conversations with team members weekly, not “when things calm down.” Model learning over blame so managers feel safe developing people, not just squeezing them. When leaders do this consistently, managers stop firefighting and start building. The “People → Results” loop gets faster and smarter every quarter. 5 Key Takeaways (with Take Action steps) Separate the jobs: Leadership ≠ Management Leaders point to the horizon; managers turn capability into performance. Don’t blur them. Take Action: List your top three leadership responsibilities and your top three management responsibilities. If your calendar doesn’t reflect that split, fix one meeting block this week. Coach managers to coach people Your biggest leverage is the quality of manager–team conversations. Take Action: Require weekly 1:1s. Give managers a simple agenda: priorities, obstacles, development. Review one 1:1 agenda with each manager this month. Build a people-powered operating rhythm Cadence beats intensity. Skip the “big speech” and institutionalize small, frequent touchpoints. Take Action: Establish a quarterly cycle: set outcomes → weekly check-ins → monthly calibration → quarterly retros. Put dates in the company calendar today. Measure results beyond numbers Winning isn’t only financial; it’s Technical, Financial, Human, and Sustainable (the recurring theme of this series). Take Action: For your next project, define success in all four dimensions. Celebrate a human-capability win at the same volume as a revenue win. Promote for coaching, not just production We often promote our best individual contributors, then wonder why the team stalls. Take Action: Before your next promotion, run a short “manager readiness” screen: Can they set context? Run 1:1s? Give clean feedback? If not, create a 60-day development plan before the title change. Favorite Quotes from the Episode Michael Walsh: “Leadership is about rallying people to a brighter future.” Michael Walsh (via Buckingham): “Management’s about taking talent, turning it into performance.” Michael Walsh: “You do that with and through your people.” Final Thought & Call to Action If your results feel capped, stop looking for a new hack—and start developing leaders. Your next level isn’t another personal sprint; it’s the collective capacity of your managers and the people they grow. What’s your takeaway? Grab a napkin, write it down, snap a pic, and tag #PaperNapkinWisdom. Let’s build an ecosystem of leaders who create leaders. — Learn more about Michael: /episode/index/show/wisenapkin/id/37749205

EP 279 - “We are designed for rest.” Guest: Steven Langer, Founder & CEO, Well By Design 08/07/2025

EP 279 - “We are designed for rest.” Guest: Steven Langer, Founder & CEO, Well By Design Napkin: “We are designed for rest.” If you’ve ever worn exhaustion like a badge of honor, Episode 279 is a friendly intervention. Steven Langer—international keynote speaker and workplace wellness strategist—joins me to challenge a deeply ingrained belief: that rest is something we “earn” only after the work is done. Steven’s life’s work is helping organizations design healthier cultures from the inside out, and his company Well By Design boldly leads with a simple truth right on the homepage: we are designed for rest—and when we honor that design, we become more present and more productive at work and at home. Steven brings a deep, practical background to the conversation—over 17 years as a senior leader across the public and private sectors, plus a Master’s in Education (Leadership) and training in change management, organizational behavior, HR, and strategic planning. He’s led teams, built capacity, and now equips leaders and staff to prioritize well-being without sacrificing results. He also speaks and writes extensively about moving beyond the buzzword of “work-life balance” toward something more realistic and sustainable—what he calls coherence. Early in our chat, Steven underlines why the napkin says rest and not sleep: “To me, rest is different than sleep… it’s the things you’re intentionally doing that get you back to baseline.” — Steven Langer That distinction matters. Sleep is essential, yes. But many of us are sleeping and still living at a chronic fatigue level because we never step off the gas during the day. Steven argues that rest is a practice, not a reward—discrete, intentional moments that bring your nervous system back to baseline so you can do better work. As he puts it: “We are designed for it. We need it.” — Steven Langer We also talk about hustle culture and the entrepreneur’s myth of invincibility—those throwaway lines like “I’ll rest when I’m done” (or worse, “when I’m dead”). You’ll hear us explore how that mindset quietly taxes creativity, clarity, and decision quality. At one point I say on the show, “We are 70% less productive when working at a fatigue level,” and Steven meets leaders right where many of us live—aware we’re gassed—and shows how to navigate out of it (episode transcript). The most useful part of our conversation is how doable Steven makes rest. It’s not a week at the cottage—it’s minutes, even seconds, woven through your day on purpose. Micro-rests. Done-lists. Breath that flips your body out of fight-or-flight. And leaders: you’ll hear how modeling and scheduling rest is one of the highest-leverage culture moves you can make. 5 Key Takeaways (with Take Action for entrepreneurs & leaders) Rest ≠ Sleep Insight: Sleep restores you overnight; rest restores you during the day. It’s the intentional reset that brings you back to baseline so you can think clearly and lead well. (“Rest is different than sleep… it’s the things you’re intentionally doing that get you back to baseline.” — Steven) Take Action: Build a “3–2–1 Reset” into your calendar: 3 mini-breaks (2–5 min) mid-morning/afternoon/eod, 2 mindful breaths before meetings, 1 screen-free lunch away from the desk for 10–15 minutes. Protect it like any mission-critical appointment. Baseline Before Breakthrough Insight: Operating under chronic fatigue becomes your new normal, and you won’t notice how compromised your thinking is until you reset. Take Action: Track your daily baseline check at 11:30am and 3:30pm on a 1–5 energy scale. If you’re ≤3, take a micro-rest: step outside, box-breathe (4–4–6–2), or do a two-minute body scan. Reassess. No heroics—just reset. Intention Beats Intensity Insight: You can’t out-hustle a dysregulated nervous system. Short, intentional rests beat sporadic, heroic vacations. Take Action: Create a Done List ritual at day’s end: write 3 things you finished (dopamine well-earned), 1 person to appreciate tomorrow, and 1 reset you’ll schedule before your first meeting. Close the laptop only after the list is written. Leaders Set the Wellness Weather Insight: Teams imitate what leaders normalize. If you glorify grind, people hide fatigue; if you model rest, they learn to recharge and perform. Take Action: Establish two norms for the next 30 days: (a) No-meeting Zones from 12:00–1:00 and 3:00–3:15 (micro-rest windows) and (b) open every staff 1:1 with, “Where’s your energy today?” Capture one system tweak weekly to remove a stressor. Design Your Culture for Rest Insight: Healthy cultures design for restoration—language, schedule, space—so people don’t have to earn it. Take Action: Pilot a “Rest Menu” your team can use in 2–10 minutes: step-out walks, stretch corners, breathing scripts, mindfulness audio, quiet rooms, focus sprints with recovery. Review usage at month-end and keep what sticks. Favorite Quotes from Steven (episode transcript) “Rest isn’t a luxury we tack on when we’re finished. We are designed for it.” “If you don’t plan your resets, fatigue will plan your results.” “Leaders who model rest get better decisions, better creativity, and better people.” About Steven Langer Steven Langer is an international keynote speaker and organizational wellness expert who helps leaders create the conditions for healthy, high-performing workplace cultures. He’s led teams in both public and private sectors and holds a Master’s in Education (Leadership) with additional training in change management, organizational behavior, HR, and strategic planning. He is the Founder & CEO of Well By Design. Explore Steven’s work: Website — Well By Design: https://wellbydesign.ca LinkedIn — Steven Langer: Talk — Stop chasing work-life balance — do this instead (YouTube) Your Turn Take the napkin idea—“We are designed for rest.”—and make it real this week. Choose one micro-rest practice, one baseline check, and one leader behavior to model. Then tell us what shifted. Call to Action: Post a photo of your own napkin with your takeaway, tag a leader who needs to hear this, and use #PaperNapkinWisdom. Let’s turn small ideas into big results—together. /episode/index/show/wisenapkin/id/37677140

EP 278 - Rhett Power: Growth Isn’t What You Know. It’s What You Do With It. 08/05/2025

EP 278 - Rhett Power: Growth Isn’t What You Know. It’s What You Do With It. “Growth doesn’t come from what we know, but from how we apply what we learn.” — Rhett Power, Paper Napkin Wisdom If you’ve ever felt “over-read and under-done,” this one’s for you. In Episode 278, entrepreneur, executive coach, and Forbes columnist Rhett Power sits down with Paper Napkin Wisdom to remind us that ideas don’t create results—implementation does. Rhett’s napkin is deceptively simple: growth lives in the gap between learning and applying. That gap is where courage, accountability, and consistency turn knowledge into outcomes. A quick snapshot of Rhett’s journey illuminates why he cares so much about application. He co-founded Wild Creations, transforming a startup toy company into South Carolina’s Fastest Growing Business and an Inc. 500 honoree, with dozens of national product awards along the way. That run taught him the difference between “knowing” and “building.” Today, he channels those lessons as CEO and Co-Founder of Accountability Inc., where he coaches founders and executive teams to operationalize what they learn—so it shows up in revenue, resilience, and culture. Beyond the boardroom, Rhett shares pragmatic leadership insights as a Forbes columnist and is part of Marshall Goldsmith’s 100 Coaches community—positions that keep him close to what works inside high-performance organizations. He’s also the author of The Entrepreneur’s Book of Actions, a how-to field guide for turning intention into behavior change, one day at a time. What stands out in this conversation is Rhett’s clarity on accountability as a habit system, not a personality trait. Knowledge without structure drifts; knowledge with cadence compounds. When leaders install rhythms—weekly commitments, honest scorecards, and real consequences—learning turns into muscle memory. And when teams see leaders hold themselves accountable first, they mirror that behavior. That’s how companies shift from “more training” to more traction. Rhett also challenges a common misconception: you don’t need perfect conditions to apply what you learn—you need useful constraints. He learned that in the trenches of scaling product lines, negotiating with suppliers, and navigating recognition like the Inc. 500 lists. Constraints force prioritization; prioritization accelerates application. Leaders who embrace those constraints stop chasing hacks and start building systems that outlast them. Finally, Rhett brings a bias for experiments over declarations. Rather than launching sweeping initiatives, he advocates small, high-frequency tests—tweaks to your pipeline review, the way you open 1:1s, or how you close meetings with explicit commitments. String enough winning experiments together and you’ll look “disciplined.” But underneath, you’re doing something more powerful: you’re proving what you’ve learned in the only place that matters—your results. About the Guest Rhett Power is a six-time founder, CEO and Co-Founder at Accountability Inc., a Forbes columnist, and author of The Entrepreneur’s Book of Actions. He co-founded Wild Creations, an Inc. 500 company and South Carolina’s Fastest Growing Business, and is recognized by Thinkers360 as a top thought leader on entrepreneurship. He’s part of the Marshall Goldsmith 100 Coaches community. 5 Key Takeaways (with Take-Action Steps) Application Beats Accumulation It’s not the volume of insights; it’s the velocity of implementation that compounds. Take Action: For the next 14 days, end every meeting with two lines in the notes: Decision and Owner & Date. Review those lines first at the next meeting. No exceptions. Design Accountability as a System Accountability sticks when it’s visible, time-boxed, and owned. Take Action: Publish a simple weekly scorecard (no more than 7 metrics) to your leadership team every Friday. On Monday, open with “green/yellow/red—what did we learn and what will we do this week?” Use Constraints to Clarify Constraints don’t block growth; they focus it. Take Action: Choose one constraint (budget, headcount, time) and set a 30-day “innovation sprint” around it. Ask: How might we hit the same outcome with 20% fewer resources? Ship the best idea within the 30 days. Build Micro-Experiments into Your Culture Micro-bets reduce risk and increase learning speed. Take Action: Institute a “5% Experiment Rule”: every leader runs one small, reversible test per month (pricing, messaging, onboarding step). Share outcomes in a monthly “What We Tried / What We Learned” memo. Model the Behavior First Teams adopt what leaders demonstrate, not what they announce. Take Action: Pick one high-leverage leadership behavior to model for 21 days (e.g., start 1:1s with “What are you stuck on?” and end with “What’s your one commitment this week?”). Tell your team you’re doing it—and ask them to hold you to it. One Line I’ll Remember “Growth doesn’t come from what we know, but from how we apply what we learn.” — Rhett Power Keep Learning from Rhett Website: (shared by the guest) Books: The Entrepreneur’s Book of Actions and more (see “Books” on his site). Your Turn — #PaperNapkinWisdom What’s one insight you’ve already learned that you can apply in the next 24 hours? Jot it on a napkin, snap a photo, and share it with #PaperNapkinWisdom. Tag your takeaway, and let’s build a public ledger of applied wisdom—because that’s where the growth is. /episode/index/show/wisenapkin/id/37652825

EP 277 - Grow Managers #2: When Managers Grow People, Results Multiply Freedom by Design (Pt. 13) - Guest: Michael Walsh 08/03/2025

EP 277 - Grow Managers #2: When Managers Grow People, Results Multiply Freedom by Design (Pt. 13) - Guest: Michael Walsh On today’s napkin, Michael sketches a deceptively simple truth: a manager who works through people generates far bigger results than a talented individual contributor working alone. The drawing shows two paths: Manager → People → (big) Results versus Individual → (smaller) Results. It’s not a knock on personal excellence; it’s a reminder that leadership scale lives in leverage—the kind you earn by growing your people. Early in our conversation, Michael laughed about how many of us misread our own management ability: “According to Gallup, 71% of all managers put themselves in the top 20% of all managers.” That gap between confidence and capability is exactly why this napkin matters—most businesses hit a ceiling right where frontline heroes are promoted and suddenly responsible for everyone else’s outcomes. So why is the shift so hard? Because the skills that make you great as an individual contributor aren’t the same skills that make you a great manager. As Michael puts it, “what it takes as an individual contributor are vastly different from the skills that it takes to be a manager.” If you were promoted for being the best “doer,” your default under pressure is to jump back into the work. That gets you short-term relief—and long-term stagnation. Michael also challenges an old industrial-age myth: “run your business like a well-oiled machine.” The problem with that metaphor? “People become cogs in a system.” Cogs don’t think, learn, or grow. People do. The pre-industrial apprenticeship model understood this: masters taught, journeymen practiced, and capability scaled as individuals grew. Returning to that spirit—teach, develop, and transfer skill—is the modern manager’s edge. We also got into the most abused word in management: accountability. Michael’s take is clarifying: “You’re now accountable for everybody’s result. Not just yours.” But that doesn’t mean “hold people” in the punitive sense. The job is to partner in accountability: “What if I treat you as somebody who’s accountable, and I partner with you in your accountability?” That shift—from policing to partnering—unlocks adult-to-adult ownership without the control games that kill trust. Another gem: managers who expect people to succeed their way will always leave performance on the table. “There are 7.9 billion iterations of the world,” Michael quips. Translation: personalize how you support each person. Some learn by watching, others by trying. Some need space; others need cadence. Your job isn’t to clone yourself; it’s to discover how each person wins, then build the environment for that win to happen repeatedly. Here’s the kicker: when managers spend their energy growing people and shaping systems, results compound. When they spend their energy doing the work themselves, results plateau. The napkin makes the asymmetry obvious. Your growth ceiling is the number of tasks you can personally touch. Your company’s growth ceiling is the number of capable people you can empower and align. Michael’s Napkin in One Line: Managers don’t scale by doing more; they scale by making more people capable of producing results. About Michael: Michael Walsh is the founder of the Walsh Business Growth Institute and a multi-time author. His work focuses on helping established, service-based companies grow profitably while giving owners more freedom. His latest thinking is captured in Freedom by Design: The Established Business Owner’s Guide to Grow, Make an Impact, and Find the Joy Again. 5 Key Takeaways (with Take-Action steps) 1) Great managers are multipliers, not super-doers. If your best people get promoted and then keep doing the work, you’ll stall. Scale comes from capability transfer. Take Action: Audit each manager’s calendar. Target ≥60% of time on people-building activities (1:1s, coaching, shadowing, feedback, SOP refinement) rather than personal task work. Set this as an explicit expectation for the role. 2) Redefine accountability as a partnership. Stop trying to “hold” adults accountable; design agreements and cadence that make ownership the default. Take Action: Introduce a simple “Ownership Contract” for key initiatives: Clear outcome → Current reality → Next best action → Check-in date. Review weekly. The manager’s job is to remove friction, not micromanage. 3) Personalize how each person wins. There isn’t one right way—coach to strengths, preferences, and learning styles. Take Action: Build a Personal Operating Manual for every direct report (strengths, energizers/drainers, communication preferences, learning mode, early-warning signs). Use it to tailor coaching and task assignment. 4) Bring back apprenticeship—on purpose. Capability scales when teaching is built into the work, not bolted on. Take Action: For every core process, run a Shadow → Assist → Own → Teach pipeline. Track leading indicators: # of people in each stage per process, and time-to-competence. Celebrate when someone moves to “Teach.” 5) Measure results through people, not around them. A manager’s scoreboard should show team health and capability growth as leading indicators of performance. Take Action: Add three “people-to-results” metrics to your manager dashboards: (a) % of direct reports with clear 90-day outcomes, (b) frequency of effective 1:1s, (c) # of tasks escalated back to the manager (aim down and to the right). Quotes to Remember “71% of all managers put themselves in the top 20%.” — Michael Walsh “People become cogs in a system when you run the business like a machine.” — Michael Walsh “You’re now accountable for everybody’s result. Not just yours.” — Michael Walsh “What if I treat you as somebody who’s accountable, and I partner with you in your accountability?” — Michael Walsh “There are 7.9 billion iterations of the world.” — Michael Walsh Links & Resources Michael’s site: Michael on LinkedIn: Freedom by Design (book): recent retail listing and overview Your Turn If you run a growing company, ask yourself: Am I growing managers who grow people… or managers who just do more? What’s one shift you’ll make this week to multiply results through your team? 👉 Post your takeaway on a paper napkin and tag it with #PaperNapkinWisdom. Let’s see how you’re growing managers who grow people. /episode/index/show/wisenapkin/id/37647450

EP 276 - Quit Hitting Snooze: Courtney Ramsey’s Wake-Up Call for Leaders 07/31/2025

EP 276 - Quit Hitting Snooze: Courtney Ramsey’s Wake-Up Call for Leaders Introduction Courtney Ramsey, CSP, CPTD, MBA, has spent more than two decades helping overwhelmed managers transform into confident, people-first leaders. After training tens of thousands of supervisors on the front lines of corporate America, she noticed a pattern: even the smartest leaders “hit snooze” on the very conversations and decisions that would propel their teams forward. That observation became her rallying cry and the title of her signature message, “Quit Hitting Snooze!”—a philosophy she unpacks in this energizing episode. From her viral TEDx talk on tough conversations to her hands-on development programs, Courtney champions a simple truth: leadership begins the moment we stop delaying the work that matters most. In our conversation, she explains how the “snooze button” shows up far beyond the alarm clock—whether we’re postponing a difficult performance dialogue, deferring an innovative idea, or waiting for “perfect timing” before launching a bold initiative. “We all have those internal alarms telling us, This matters—do it now. Every time we press snooze, we trade momentum for momentary comfort.” — Courtney Ramsey, episode 276 Below, you’ll find a deep dive into her philosophy, why leaders procrastinate, and practical ways to wake up your organization today. The Snooze Button Metaphor Courtney’s insight started, quite literally, at 5:00 a.m. Staring at her alarm, she realized how often she postponed confronting things that felt uncomfortable—only to watch them grow into bigger problems. The snooze button became a metaphor for the micro-moments when leaders choose avoidance over action. “If you delay the conversation when it’s small, you’re guaranteeing you’ll have to deal with it when it’s big.” — Courtney Discomfort ≠ Danger Many managers equate discomfort with risk. Courtney reframes it: discomfort is simply a sign that growth is about to happen. By normalizing discomfort—especially around accountability and feedback—leaders build resilience muscles that ripple through the team culture. Getting Intentional About Urgency Courtney challenges the common mantra “move fast and break things.” Urgency without intentionality leads to burnout; intentional urgency, on the other hand, creates clear priorities and decisive action. “Quit hitting snooze doesn’t mean rush blindly. It means decide purposefully—and then move.” — Govindh Momentum Compounds Small decisions—replying to that email, scheduling that one-to-one, giving real-time feedback—compound into massive cultural shifts. Courtney argues that teams don’t fail from one big error; they drift through a series of tiny “snoozes.” Courageous Curiosity Underpinning her philosophy is a bias toward curiosity. Leaders who ask better questions (early and often) surface issues sooner, innovate faster, and cultivate trust. Courtney’s favorite opener: “What’s one thing we could address right now that would make everything else easier?” 5 Key Takeaways (with Action Steps) 1. Replace the Snooze with a 60-Second Rule Every decision gets just one minute: act, calendar, or delegate—no lingering. Take Action: Set a daily phone alarm titled “60-Second Rule” at 9 a.m. When it rings, pick a lingering task and force the one-minute choice. Do this for two weeks and watch your responsiveness skyrocket. 2. Normalize Tough Conversations Accountability talks should feel routine, not rare. Take Action: Block a 30-minute “courage conversation” slot on your calendar each week. Use it to address one performance or feedback topic you’ve been avoiding. 3. Treat Discomfort as Data That tight-chest feeling isn’t danger—it’s a signal for growth. Take Action: When discomfort shows up, write down the trigger and a single next step. Review your notes every Friday to spot patterns and opportunities. 4. Momentum Beats Perfection Progress compounds faster than perfect plans. Take Action: Launch one “imperfect but valuable” idea—pilot service, beta product, or process tweak—within the next 14 days. Debrief lessons with your team and iterate. 5. Lead with Questions Curiosity disarms resistance and sparks ownership. Take Action: Open your next meeting by asking, “What are we snoozing on that deserves attention this quarter?” Capture answers on a whiteboard and assign owners before the meeting ends. Links & Resources Courtney Ramsey’s site: LinkedIn: TEDx Talk: Why We Hit Snooze on the Conversations That Matter Call to Action What leadership alarm have you been snoozing? Grab a napkin, write down one action you’ll take today, snap a photo, and post it with #PaperNapkinWisdom. Tag @CourtneyRamsey and @GovindhJ so we can celebrate your momentum! Remember: Positive intent without action is just a dream. Intentional action—starting now—is how we wake up possibilities and turn small ideas into big results. /episode/index/show/wisenapkin/id/37614180

EP 275 - Jeff Wetzler — “The answers you need are hiding in plain sight” 07/29/2025

EP 275 - Jeff Wetzler — “The answers you need are hiding in plain sight” When Jeff Wetzler scribbled his napkin wisdom — “The answers you most need are hidden in plain sight… They reside in the hearts and minds of the people right around you. You just need to know how to ask in the right ways.” — he distilled 25 years of leadership, education-innovation, and curiosity-driven research into one deceptively simple thought. Jeff is co-CEO and co-founder of Transcend, the nonprofit helping schools design breakthrough learning models, and former Chief Learning Officer at Teach For America. With a doctorate in Adult Learning & Leadership from Columbia and a psychology degree from Brown, he’s advised Fortune-100 executives, written two books (most recently ASK: Tap Into the Hidden Wisdom of People Around You), and built “The Ask Approach,” a five-step method to turn everyday conversations into engines of insight and trust. “People don’t tell us what we really need to hear because they’re afraid of the impact… That fear keeps leaders in the dark.” — Jeff Wetzler, PNW 275 In this wide-ranging conversation, Jeff unpacks how leaders can transform curiosity from a polite gesture into a power tool for breakthrough learning. He recounts a youth-sports story where a coach’s frustration melted once he learned why players skipped practice, and he challenges all of us to stop “mind-reading” and start mind-finding: “Right under their nose was the answer, but they had no idea. This breakdown is tragic — and totally avoidable.” — Jeff Wetzler Throughout the episode, Jeff and I explore why most cultures default to silence, how leaders can signal genuine interest, and what it takes to turn hidden wisdom into bold action. Whether you’re building a startup, running a school, or guiding a global team, Jeff’s message is the same: asking well is the soil in which every other leadership skill can flourish. Key Takeaways 1. Curiosity is a discipline, not a mood. Treat great questioning like a workout routine: it needs structure and repetition. Take Action: Before every one-on-one or strategy session, build a Curiosity Checklist by writing three genuinely open prompts—questions you can’t answer with the data already in front of you. When you enter the room armed with those prompts, you signal respect, ignite fresh thinking, and model the investigative mindset your team will emulate. 2. Silence isn’t safety. If people predict punishment or pointlessness, they keep game-changing ideas to themselves. Take Action: Run a quick Psychological Safety Pulse: ask each teammate—anonymously—when they last held back an insight and why. Debrief the patterns together, then adjust norms so everyone sees that candor is rewarded, not risky. 3. Assumptions blind insight. Leaders often “mind-read” instead of mind-find, making decisions on guesses rather than reality. Take Action: Start an Assumption Swap ritual: state one working assumption aloud, then invite at least two alternative explanations before you decide. That simple pause surfaces hidden variables and prevents costly missteps. 4. Small asks unlock big breakthroughs. Trust compounds through micro-moments of inquiry. Take Action: Aim for one authentic, curiosity-driven question every day—your Daily One Ask. Capture the answers in a journal and, over time, you’ll see how tiny nudges of curiosity generate outsized leaps in innovation and connection. 5. Insights unused erode trust. When people share and nothing happens, they stop sharing. Take Action: Close the feedback loop within 48 hours of receiving honest input: tell contributors what you’ll do with their wisdom—or why you won’t. Visible action signals respect, cements credibility, and keeps the insight flywheel spinning. Links to Dive Deeper Jeff Wetzler’s site & The Ask Approach: Jeff on LinkedIn: Your Turn — #PaperNapkinWisdom Ready to surface the answers hiding in your own organization? Grab a napkin, jot down the one question you haven’t dared to ask, snap a photo, and tag #PaperNapkinWisdom. Let’s turn hidden wisdom into decisive action — together. (Episode 275 blog by Paper Napkin Wisdom — share your takeaway on a napkin and join the conversation!) /episode/index/show/wisenapkin/id/37568415

EP 274 - Growing Managers: From “Best Boss” Moments to Self-Awareness Breakthroughs - Freedom by Design, Pt 12 with Michael Walsh 07/27/2025

EP 274 - Growing Managers: From “Best Boss” Moments to Self-Awareness Breakthroughs - Freedom by Design, Pt 12 with Michael Walsh Meet the guest. Michael Walsh is a Vancouver-based business strategist, author of Business Growth by Design, and founder of Walsh Business Growth Institute, the international consultancy he’s run since 1995 to help owners scale sustainably and earn the “freedom dividend” they started their companies for. In Part 12 of our ongoing Freedom by Design series, Michael brings a deceptively simple napkin scribble: “Grow Managers – Best Boss / Worst Boss. Do bad bosses know they’re bad?” Those three lines crack open one of the biggest constraints to growth: the gulf between technical excellence and people leadership. As Michael tells me: “The truth is that being a middle manager is probably the toughest job in any company.” “The skills it takes to deliver a result are very different from the skills it takes to support somebody else to generate the result.” Why “Best Boss / Worst Boss” is More Than a Fun Ice-Breaker When Michael runs this exercise with leadership teams, he first asks everyone to list the best boss they’ve ever had and what made that person great. Patterns emerge fast: clear communication, mentorship, celebrating wins, “walking the talk,” and structuring roles for success. Then he flips it: list the worst boss and why. Out pour traits like micromanagement, credit-stealing, indecision, and absenteeism. The power is in the contrast. Leaders suddenly see that greatness isn’t mysterious—nor is mediocrity accidental. But the kicker is Michael’s final question: “Do bad bosses know they’re bad?” Most don’t. Self-awareness—bolstered by data, feedback loops, and intentional development—is the lever that turns average managers into growth multipliers. The Hidden Cost of Un-Trained Managers Promoting a rock-star individual contributor without equipping them to lead is like handing a talented chef a chainsaw and saying, “Now go build the restaurant.” Skill transfer fails, engagement drops, and A-players walk. Michael argues that 21st-century growth depends on deliberately growing managers who can translate talent into performance: “Your deliverable as a manager is the expertise of your people.” That means shifting from “command and control” to coaching, designing feedback systems that surface truth quickly, and rewarding leaders who create more leaders—not just more output. 5 Key Takeaways & Action Steps (no tables, just straight talk) 1. Manager is a distinct profession, not a reward. Take Action: Before promoting, map the new role’s core leadership competencies and assess candidates against them—don’t rely on technical prowess alone. 2. Self-awareness is the first management skill. Take Action: Implement 360-degree feedback for every manager, paired with coaching to interpret and act on the data. 3. Celebrate “best boss” behaviors publicly. Take Action: At monthly all-hands, spotlight one manager story that exemplifies clarity, mentorship, or walking the talk. Make it contagious. 4. Diagnose “worst boss” traits early. Take Action: Use stay-interviews (not exit-interviews) to surface micromanagement, lack of recognition, or indecision—then coach or course-correct quickly. 5. Grow managers to grow the business. Take Action: Carve out 10 percent of every manager’s workload for leadership development—courses, peer groups, or coaching—so growth is baked into the job, not bolted on. Your Turn: Write It on a Napkin Who was your best boss? What’s one behavior you can model today? Grab a napkin, jot it down, snap a pic, and post with #PaperNapkinWisdom. Let’s crowd-source a playbook for growing managers everywhere. (Connect with Michael at and let him know your biggest insight from Part 12 of the series.) /episode/index/show/wisenapkin/id/37561350

EP 273 - From Silence to Empowered Voice - Jessica Fabus Cheng’s Mission to Make the World Accessible 07/24/2025

EP 273 - From Silence to Empowered Voice - Jessica Fabus Cheng’s Mission to Make the World Accessible When Jessica Fabus Cheng first stepped into an operating room as a certified surgical technologist and later as a registered nurse, she believed her purpose was to advocate for patients who could not speak for themselves. Then came a rare thyroid-cancer diagnosis, two vocal-cord surgeries, and the terrifying warning that she might never speak again. Today, Jessica is very much heard—as Mrs. DC International 2025, a former Team USA Taekwondo athlete, the host of the podcast “All the Best with Jess,” and the founder of the Turnkey Accessibility program that helps brands build truly inclusive digital experiences. “I decided then and there this is not going to break me,” she told Govindh on Paper Napkin Wisdom. “If there’s a way to get my voice back, I’m going to make that happen.” That grit, aimed through the lens of her napkin sketch—an arrow pointing from greatest challenge to highest calling—now powers every keynote, workshop, and accessibility audit she delivers. Her story is as much about regaining sound as it is about amplifying meaning. Rising from 20 Percent Voice to 100 Percent Impact Three years after surgery, Jessica says she operates at “about 80 percent vocal function,” but what you hear on stage is “pure projection”—a learned discipline that forces her to slow down, speak with intention, and conserve energy for the moments that matter most. The practice mirrors her martial-arts background: relentless repetition, mental resilience, and a commitment to show up, even when every muscle (or vocal fold) aches. “Even with all the intentionality in the world, you still have to reflect and slow down,” she shared. “Being present is challenging, but it’s the only way to turn adversity into action.” Why Accessibility Is a Growth Strategy—Not a Checkbox Jessica’s Accessibility in Action platform reframes inclusion as a competitive advantage. When content is accessible—captioned videos, alt-text images, screen-reader-friendly layouts—organizations don’t just expand their audience; they deepen trust and loyalty among the one billion people worldwide living with disabilities. For entrepreneurs and leaders, that’s a market imperative, not a nice-to-have. 5 Key Takeaways (with Immediate Actions) Turn Your Greatest Challenge into Your Highest Calling Quote: “This was a gut punch … but also a call to action.” Take Action: List the single obstacle keeping you up at night. Brainstorm three ways that very obstacle could become your differentiator or signature story—and share one of them with your team by Friday. Communicate with Radical Intentionality Jessica rebuilds every sentence on purpose, conserving vocal energy for impact. Take Action: Before your next meeting, jot down the one message you must land. Say it first; eliminate filler; then invite questions. Train Resilience Like a Martial Art Taekwondo taught her that progress demands disciplined practice. Take Action: Pick one “hard-easy” habit (e.g., a daily cold outreach, five minutes of journaling) and commit to 30 consecutive days. Track wins visibly. Make Accessibility a Core KPI Inclusion isn’t compliance—it’s brand leadership. Take Action: Audit your homepage with a free accessibility checker. Set a 60-day goal to resolve the top three issues and publish the results. Amplify Voices That Aren’t in the Room Jessica’s platform highlights stories we rarely hear. Take Action: Allocate one agenda slot per month for a frontline employee, customer, or community member to share their perspective with leadership. Ready to Share Your Napkin? Jessica’s journey is proof that the scar in your story can become the curve in your growth graph. What challenge of yours is quietly asking to become a calling? Grab a napkin, write it down, snap a photo, and tag #PaperNapkinWisdom—because wisdom doesn’t grow in silence; it grows when voices rise. Connect with Jessica Fabus Cheng Website: LinkedIn: /episode/index/show/wisenapkin/id/37512640

EP 272 - One Decision. Global Impact. | Guest: Rainier Mallol 07/22/2025

EP 272 - One Decision. Global Impact. | Guest: Rainier Mallol When Dominican-born engineer-entrepreneur Rainier Mallol walked into Singularity University in 2015, he carried a single, under-lined word on the napkin he would eventually share with Paper Napkin Wisdom: Decision. That decision—to harness artificial intelligence against mosquito-borne diseases—launched AIME (Artificial Intelligence in Medical Epidemiology), a platform now credited with predicting dengue, Zika and chikungunya outbreaks up to three months in advance, with better than 85 % accuracy . Since then Rainier has: Been named to MIT Technology Review’s Innovators Under 35 list (2017) and Forbes 30 Under 30 (2019) for his public-health breakthroughs ; Served as Director of ICT for two Dominican Republic ministries, modernising nationwide data systems ; Pivoted to his new venture cxgenies, bringing the same AI rigour to customer-experience analytics. “At the end of the day it is you who controls your own destiny.” — Rainier Mallol, PNW 272 That fierce ownership threads through our entire conversation. Rainier’s story reminds us that transformation rarely starts with vast resources or perfect timing. It starts with a single, courageous yes. From Classroom Prototype to Olympic-Level Tool Rainier reminisced about pitching AIME as a 14-week class project. Within a year the model was mapping disease clusters across Latin America and Southeast Asia. During the 2016 Rio Olympics, his system armed health officials with hyper-local risk maps in real time—a feat four scientists previously needed months to approximate. “We went from spreadsheets to an AI that did the work in three hours—and governments finally had clarity for their decisions.” — Rainier Mallol That result didn’t come from luck; it flowed from Rainier’s willingness to iterate in the field, sit with epidemiologists, and refine the algorithm until it earned institutional trust. The lesson for entrepreneurs is clear: breakthroughs live at the messy intersection of expertise, collaboration, and relentless testing. Purpose Over Pivots After scaling AIME, Rainier could have stayed in public health forever. Instead, he made another pivotal decision—apply his AI toolkit to customer-experience challenges. Why? Because solving human problems at scale, he argues, is “industry-agnostic.” Whether protecting communities from dengue or rescuing consumers from poor support journeys, the core discipline remains the same: Gather the right data → Model meaningful patterns → Deliver insights people can act on instantly. That through-line kept him resilient when procurement cycles stretched 14 months or political transitions froze contracts. Rainier’s advice: anchor yourself to a problem worth solving; pivots then become strategic evolutions, not existential crises. 5 Key Takeaways & Action Steps A Single Decision Can Rewrite Your Trajectory Action: Identify one high-impact choice you’ve been postponing. Block 30 minutes today to commit, plan first steps, and email an accountability partner. Prototype in Real-World Sandboxes Action: Deploy a minimum viable version of your idea with one early-adopter client this month. Capture feedback, iterate, repeat. Translate Complex Data into Simple Decisions Action: Audit the dashboards your team uses. If a frontline manager can’t tell what to do next in under 60 seconds, redesign the visual or add a plain-language “So What” line. Purpose Outlasts Market Shifts Action: Write a 50-word purpose statement that focuses on the human problem you solve, not the product you sell. Review it before major strategy meetings. Own Your Destiny, but Build a Community Action: Schedule a monthly mastermind (virtual or live) with peers who challenge your thinking. Share wins, roadblocks, and decisions you’re wrestling with. What’s Your Napkin? Rainier’s journey began with three under-lined letters on a paper napkin. Grab one now—yes, an actual napkin—and jot the decision you know will change your life. Snap a photo, post it, and tag #PaperNapkinWisdom so our community can cheer you on. Remember: the future is shaped by the choices we ink today. Contact Rainier Mallol: /episode/index/show/wisenapkin/id/37478090

EP 271 - Focus on Teams: How Michael Walsh Turns Groups into Growth Engines Freedom by Design Series – Part 11 07/20/2025

EP 271 - Focus on Teams: How Michael Walsh Turns Groups into Growth Engines Freedom by Design Series – Part 11 For nearly three decades, Michael Walsh has helped owners of $2-$100 M companies escape the “growth trap” and win back their freedom. As founder of Walsh Business Growth Institute and author, the Vancouver-based adviser has guided leaders across North America and Europe to scale profitably without sacrificing culture or lifestyle. A former competitive rower turned consultant, Michael blends strategic rigor with people-first pragmatism—rooted in the belief that business is a tool to help people get what they want. Why Teams Sit at the Heart of Freedom When Govindh opened this eleventh conversation in our Freedom by Design series, he zeroed in on a familiar danger zone: people. Michael didn’t flinch: “Teams done well can multiply power. They drive everything that’s good in a company.” — Michael Walsh Yet most organisations still treat teamwork like a side quest. “We haven’t been trained for teamwork,” Michael observed, noting that athletic teams and business teams succeed for the same reason: deliberate practice of clear roles and handoffs. From “Wrong People” to “Right Structure” Many founders assume friction means they hired the wrong person. Michael challenged that reflex: “Building a team is actually a design issue. If talented people are crashing, look at the design before you look at the roster.” The fix? Design teams for collaboration first, then talent. Train for the behaviours you expect, embed feedback loops, and reward collective wins as loudly as individual ones. Train People for Teamwork Michael compared too many organisations to pickup basketball games—everyone knows the score, few know the playbook. Teams must rehearse delivery the way elite athletes rehearse handoffs. That requires: Dedicated team-skills training (not just technical up-skilling) Routine post-game reviews that celebrate assists, not just points Clear role clarity so teammates “stay in their lane and still win together” Expand Goals Beyond Deliverables Michael asks leaders to articulate four layers of goals—client, individual learning, team, and company. Stretching targets this way turns a project into a platform for growth: “Projects aren’t just about deliverables; they’re a chance to learn, to bond, and to move the company forward.” Mentoring as the Multiplier Finally, Michael urged owners to “build in mentoring support for every team member.” Whether that’s pairing juniors with veterans or hiring outside mentors, the payoff is compounding capability and culture that scales itself. 5 Key Takeaways & Action Steps Design Beats Default Takeaway: Most “people problems” are actually design problems. Action Step: Map one critical project and highlight every hand-off. This week, redesign the riskiest junction so the ball can’t drop. Train Teamwork Like a Skill Takeaway: Collaboration isn’t innate; it’s coached and practiced. Action Step: Block a monthly learning slot dedicated solely to a team skill—conflict resolution, effective meetings, or hand-off drills—and measure the improvement. Set Four-Layer Goals Takeaway: Every project should advance client outcomes, individual learning, team cohesion, and company growth. Action Step: Rewrite your next project brief to include KPIs for all four layers, then review those metrics at every check-in. Mentorship Compounds Culture Takeaway: Built-in mentoring turns talent into a tribe that scales itself. Action Step: Launch a 90-day micro-mentoring pilot—pair a senior with a junior, set one shared outcome, and evaluate the impact together. Celebrate Assists, Not Just Points Takeaway: Reward behaviors that lift the whole team, not just star performers. Action Step: Add a “Best Assist” shout-out to your weekly huddle and tie it to a small bonus or public praise. Ready to Put It on a Napkin? Grab a real napkin (yes, the paper kind). Jot the one idea you’ll act on this week to level-up your team design. Snap a pic, post it, and tag #PaperNapkinWisdom so our community can cheer you on—and maybe borrow a page from your playbook. Because freedom isn’t a solo sport. It takes a team. Connect with Michael: /episode/index/show/wisenapkin/id/37464660

EP 270 - Be Bold: David Umansky on Designing Opportunity Through Civic Impact 07/17/2025

EP 270 - Be Bold: David Umansky on Designing Opportunity Through Civic Impact David Umansky is the CEO and co-founder of Civic Builders, a nonprofit organization that designs, finances, and builds public charter schools in underserved communities across the United States. Since its inception in 2002, Civic Builders has helped create over 65 schools serving more than 30,000 students. But David’s impact goes far beyond buildings. He is an architect of opportunity, an operator of systems change, and an advocate for equity through infrastructure. In this episode of Paper Napkin Wisdom, David shares a deceptively simple message: "Be bold!" — a two-word command that reads like a whisper and hits like a thunderclap. But what does it really mean to be bold in a world driven by constraints, compromise, and compliance? For David, boldness is not just about bravery. It’s about designing for transformation. "If you want to solve big problems, you can't nibble around the edges," he says. "You have to get comfortable with discomfort — that's where the real change happens." Building More Than Buildings David opens up about the origin of Civic Builders and how a personal dissatisfaction with conventional impact pathways led him to pursue a model that merges public good with private execution. "We saw a gap. Charter schools were doing great work — but they were stuck in basements and old churches. The facilities were holding back the promise." Rather than waiting for someone else to step in, David co-founded Civic Builders to solve a systemic failure: infrastructure as a barrier to educational equity. “We didn’t just want to help a few schools. We wanted to build a machine that could support thousands.” De-Risking the Impossible What makes Civic Builders unique is their ability to de-risk bold ideas for others. “We operate like a nonprofit, but we think like investors and developers. We make it easier for school founders and funders to say yes.” It’s a kind of courageous humility — removing the heavy lifting so others can lead. But this isn’t about playing hero. David frames his work as a team sport — one that requires long-term partnerships, shared vision, and the ability to thrive inside constraints. “Real impact isn’t about throwing money at a problem. It’s about putting in the time to understand systems and then doing the hard work of redesigning them.” When Bold Means Listening Boldness, for David, doesn’t always mean shouting louder — sometimes it means listening better. He shares the story of how Civic Builders adapted its approach after deeply engaging with the school leaders and communities they serve. “It’s easy to come in thinking you know what’s best. Boldness is admitting you don’t.” This humility-led design thinking — something David calls “mission with feedback loops” — is what sets Civic Builders apart. Their work evolves with every conversation, every school opening, and every challenge faced. 🖐 5 Key Takeaways from My Conversation with David Umansky 1. Boldness Is Not Recklessness — It’s Purpose in Action "Being bold doesn't mean doing something risky for the sake of it. It means aligning your courage with something meaningful." 🧭 Take Action: Identify one area in your work where playing it safe is no longer serving the mission — then ask, “What would boldness look like here?” 2. Infrastructure Can Be a Lever for Equity "The physical environment where learning happens directly impacts what’s possible." 🧭 Take Action: Audit the systems, spaces, or tools your organization relies on. Are they holding people back? If yes, what can you redesign? 3. Build the Machine That Scales Good "We didn’t want to build one school — we wanted to solve the problem of building schools." 🧭 Take Action: Think beyond the one-to-one solution. How can you build processes or models that enable others to succeed at scale? 4. Be the Calm Inside the Chaos "Leaders are most valuable when they can steady the ship — even if they’re paddling like crazy below the surface." 🧭 Take Action: In moments of uncertainty, pause and model presence. Boldness often looks like stillness amid noise. 5. Feedback Isn’t a Threat — It’s Fuel "Every critique is a window into a better version of what we’re building." 🧭 Take Action: Create a mechanism in your business or team for gathering real feedback. Don’t just listen — build with it. David Umansky’s napkin reminds us that boldness is not a slogan. It’s a muscle — developed through intention, action, and reflection. Whether you’re building a business, a school, or a movement, being bold means owning the moment where courage meets design. 📝 What’s your bold move? Draw it out. Post it. Share your #PaperNapkinWisdom with the world. Let’s build better — together. Connect with David Umansky 🔗 🌐 /episode/index/show/wisenapkin/id/37431285

EP 269 - Let’s Retire Retirement: Derek Coburn’s Bold Blueprint for a Fulfilling Life at Every Stage 07/15/2025

EP 269 - Let’s Retire Retirement: Derek Coburn’s Bold Blueprint for a Fulfilling Life at Every Stage In this powerful return to Paper Napkin Wisdom, the bestselling author of Networking Is Not Working and the new book Let’s Retire Retirement dives into a game-changing mindset shift: what if retirement was never the goal? Derek is a financial advisor, entrepreneur, community builder, and father. With decades of experience advising high-performing individuals and leading powerful networking communities like Cadre, he’s seen firsthand how many people are grinding through their best years waiting for a someday that may never come. That’s why his napkin—“Let’s Retire Retirement”—is both a provocation and a plan. “The subtitle of the book is: How to enjoy life to the fullest now and later,” Derek explains. “Because what’s the point of waiting?” This episode is not about abandoning discipline or long-term planning—it’s about shifting your paradigm. Derek offers a compelling argument that if we keep chasing a future reward at the expense of the present, we may never get the life we actually want. From Deferred Living to Designed Living Derek shares how the “retirement” model came from industrial-age thinking—a system that assumed people would be worn out by 65 and needed time to rest. But with rising life expectancy, improved health, and the flexibility of modern work, many high-performers are capable of thriving well into their later years. “It’s not that I’m anti-retirement,” Derek clarifies, “I’m anti-deferring joy.” He urges leaders to rethink the way they structure their lives. Instead of slogging through decades to reach a mythical endgame, he encourages micro-retirements, intentional sabbaticals, and rebalancing life now to ensure you’re not just accumulating money—but accumulating moments. The Mindset Shift That Changes Everything Derek’s take is deeply personal. As a dad and husband, he’s recalibrated how he spends his time. Rather than front-loading his career and back-loading family, he’s building a life that blends both. He believes this is not only possible—but essential—for entrepreneurs and leaders. “Why are we so okay with this cultural lie,” he asks, “that the best years of our lives should be sacrificed for the unknown promise of leisure later?” In his experience coaching and advising leaders, the ones who thrive the longest are those who remain curious, active, and engaged—not those who drop everything at 65. This episode invites listeners to question deeply held assumptions about success, productivity, and legacy. And Derek doesn’t just share theory—he offers practical ideas you can act on today. 5 Key Takeaways from Derek Coburn – Episode 269 1. Retirement is an outdated concept—design your life instead "Why are we deferring the good stuff? Let’s build it into our now." Take Action: Audit your calendar—where are you deferring joy? Schedule one thing this week that brings long-term joy now. 2. Micro-retirements and intentional breaks are powerful "You don’t need to stop working to rest. You need to be intentional." Take Action: Plan a 2-3 day “mini-retreat” in the next 90 days where you focus on rest, reflection, and connection. 3. Enjoy now and later—it’s not either/or "You can be responsible and present. It’s a false tradeoff to think otherwise." Take Action: List 3 experiences you’ve been putting off. Choose one and create a plan to do it this quarter. 4. Curiosity and contribution are key to lifelong fulfillment "Most of the happiest older folks I know are still contributing in some way." Take Action: Identify a way to use your skills to serve a cause or mentor someone—even in a small way this month. 5. Relationships and community matter more than wealth "No one retires well alone. The people around you are your legacy." Take Action: Reconnect with one person this week who energizes you. Reach out and invite a deeper conversation. Derek’s message is timely, practical, and deeply human. If you’ve ever wondered if there’s more to life than the next milestone, this episode is a must-listen. 📌 What’s your version of retiring retirement? Write it on a napkin. Share it. Start living it. 👉 Tag your takeaway with #PaperNapkinWisdom and let’s spread the message that fulfillment isn’t a destination—it’s a design choice. Connect with Derek: /episode/index/show/wisenapkin/id/37400400

EP 268 - Building a Career Growth Plan That’s Truly About Them – A Conversation with Michael Walsh (Part 10 in the Freedom by Design Series) 07/13/2025

EP 268 - Building a Career Growth Plan That’s Truly About Them – A Conversation with Michael Walsh (Part 10 in the Freedom by Design Series) In Episode 268 of Paper Napkin Wisdom, we continue the Freedom by Design series with leadership expert and business growth strategist Michael Walsh. Michael has helped countless organizations align leadership and team development with sustainable growth—and in this tenth installment, he delivers a crucial message for anyone leading people: Develop a career development growth plan that’s not about your business, but about your people. The napkin reads: “Develop a Career Development Growth Plan” with four key ideas underneath: It’s all about them Longer-range goals (10 yrs) Superpower & Kryptonite Learning over the next 3 years This deceptively simple napkin is actually a career growth compass—one that aligns with the values of true leadership: unlocking potential, not prescribing performance. It’s about cultivating human flourishing as a growth strategy. And in today’s market, it’s more than thoughtful—it’s necessary. It’s Not About You—It’s About Them Michael kicks things off with a strong perspective: “Career development should never start with the business—it should start with the person.” Too often, growth planning starts from the company’s perspective: “What do we need them to become?” But in this model, Walsh challenges leaders to flip the lens and ask instead: “What do they want to become—and how can we support that journey?” When people feel seen and supported for who they are and what they want, they show up differently. This shift in posture—from extraction to empowerment—creates a culture where career development becomes a mutual investment. “They’ll run through walls for the business… if the business is helping them become who they want to be.” Think 10 Years Out Most “development plans” barely look beyond the next performance review. But Michael challenges us to have a 10-year conversation. Why? Because when people are invited to imagine themselves that far ahead, they reveal bigger dreams—and we as leaders get to help shape pathways that unlock them. He puts it this way: “Ask your people where they want to be in 10 years—not in this company, but in life.” Then, build the plan backward from there. When that horizon becomes part of your 1:1 conversations, it changes the tone entirely. “It’s not about retention tactics—it’s about becoming a career launchpad.” Discover Superpowers and Kryptonite Great leaders develop people by understanding both their greatest strengths and their biggest stumbling blocks. Michael suggests having open, honest conversations about: What lights them up? What drains them? What do they do better than most? What patterns derail their progress? Naming these openly allows teams to design around both—leveraging strengths while creating support structures to mitigate weaknesses. It’s about helping people build not just competency, but self-awareness. “If we don’t name the Kryptonite, it’ll keep sabotaging their success.” Map the Learning Journey Once the long-term vision and present-day strengths and weaknesses are clear, the next step is identifying what learning needs to happen in the next 3 years to close the gap. This might include formal education, mentorship, stretch roles, side projects, or even coaching. The key is: you’re not managing performance—you’re engineering momentum. Michael stresses: “This is where the leader becomes a designer.” Too many companies fail to link learning and development to a person’s desired trajectory. This model corrects that by making learning intentional, aligned, and personal. 5 Key Takeaways from Michael Walsh (Episode 268) 1. Make Career Planning About the Person, Not the Role “Start by asking who they want to become—not what job they want to do better.” Take Action: In your next 1:1, ask your team member what their ideal life looks like in 10 years. Just listen. 2. Use 10-Year Vision to Unlock True Aspiration “Most people have never had anyone ask them that far ahead.” Take Action: Include a “10-Year Vision” section in your employee development framework. Make it part of your quarterly check-ins. 3. Identify Each Team Member’s Superpower and Kryptonite “You can’t grow someone if you don’t know what grows them—or what stunts them.” Take Action: Ask your team: “What’s one thing you do better than most—and one thing that reliably throws you off your game?” 4. Plan 3 Years of Learning to Bridge the Gap “Make learning the path—not the perk.” Take Action: Help each person identify 1-2 high-impact learning goals that support their 10-year vision, and resource them. 5. Your Company Can Be Their Launchpad “The best retention strategy is being the place where they become who they’re meant to be.” Take Action: Reposition career growth conversations as a partnership. Build a development roadmap that serves them and the business. In a world where people are rethinking work and fulfillment, Michael Walsh gives us a napkin that’s as timely as it is timeless. Developing people isn’t just a leadership responsibility—it’s a privilege. And as Michael reminds us: “When people know you’re invested in who they want to be, they’ll help you build something great.” So: What if your business was the best place for someone to discover their future self? 📌 If this episode inspired you, here’s your challenge: Grab a napkin and write down your own team member’s name—then sketch out what a 10-year, person-first development plan could look like. Share your napkin with us using the hashtag #PaperNapkinWisdom and let’s build a better future together. Contact Michael: /episode/index/show/wisenapkin/id/37385395

EP 267 - Get Up. Get Dressed. People Are Counting on You – Marc Dann | Paper Napkin Wisdom 07/10/2025

EP 267 - Get Up. Get Dressed. People Are Counting on You – Marc Dann | Paper Napkin Wisdom Marc Dann is no stranger to high-stakes leadership. As a former Ohio Attorney General and now a tireless advocate for consumer rights, Marc brings a seasoned perspective on accountability, resilience, and purpose. In Episode 267 of Paper Napkin Wisdom, he shares a deceptively simple, yet profoundly powerful mantra that has anchored his professional and personal comeback: “Get up. Get dressed. Go to work. People are counting on you.” These aren’t just words Marc scribbled for effect—they are a lived commitment forged in adversity. After resigning from public office in 2008, Marc found himself in a moment of deep uncertainty. But instead of retreating, he focused on rebuilding. “When I read the pitch to submit for this, I immediately thought of a situation that happened right after I resigned office,” Marc explains in the episode. “I had clients who still needed me. I had to show up.” And show up he did. Marc didn’t just reenter the legal profession—he doubled down on his mission to protect and serve. Today, he represents clients in housing disputes, foreclosure defense, and consumer protection cases. His firm stands as a beacon for people navigating hard times—because Marc knows what it’s like to be in that place. Showing Up Even When It’s Hard Marc’s napkin is a call to action, especially for leaders. In times of transition, scandal, or failure, it’s tempting to stay hidden. But Marc reminds us that leadership isn’t about perfection—it’s about presence. “Getting dressed wasn’t about the suit. It was about stepping into responsibility,” he says. This episode isn’t about politics. It’s about leadership that gets up anyway. It’s about not letting the worst day define your every day. It’s about remembering that your team, your family, your community—they’re counting on you. And your job is to show up for them, even if it’s uncomfortable. Marc also talks about how this mindset continues to guide his team’s work. They represent individuals going through some of the most stressful experiences of their lives. For his team, showing up isn’t optional—it’s the foundation of trust. 5 Key Takeaways from Episode 267 – Marc Dann 1. Your Presence Matters More Than Your Perfection No matter how messy life gets, showing up with integrity can still have massive impact. 💡 Take Action: Identify one situation where you’ve been avoiding engagement—show up intentionally this week. 2. Leadership Is a Daily Decision Marc reminds us that leadership is not a title, but a commitment you make every single day. 💡 Take Action: Start your morning with a grounding phrase or mantra—Marc’s napkin is a great place to begin. 3. Purpose Can Be Reclaimed After Failure Failure isn’t the end. Marc’s comeback story proves you can re-earn trust by taking responsibility and doing the work. 💡 Take Action: Reflect on a past setback—how could it become a launching point for deeper purpose? 4. People Are Always Counting on You, Even If You Forget Whether you're a CEO, a parent, or a team leader—your consistency matters. 💡 Take Action: Send one message of gratitude or encouragement to someone who counts on you. Remind them you’re here. 5. Rituals Ground Resilience “Get up. Get dressed.” is more than just literal—it’s a ritual that roots Marc in action when emotions run high. 💡 Take Action: Create a simple daily ritual that signals it’s time to lead—even if you’re not feeling it. Marc Dann’s story isn’t about never falling—it’s about what happens after you do. His Paper Napkin Wisdom offers a battle-tested reminder: leadership is showing up with purpose, especially when you don’t feel like it. What’s your version of “Get up. Get dressed. People are counting on you”? Write it down. Snap a picture. Share it with the hashtag #PaperNapkinWisdom—and remind someone else that their presence matters, too. Contact Marc Dann /episode/index/show/wisenapkin/id/37345905

EP 266 - Nearly All Decisions Are Driven by Emotions — Here's How to Leverage That in Business by Darren Hickman 07/08/2025

EP 266 - Nearly All Decisions Are Driven by Emotions — Here's How to Leverage That in Business by Darren Hickman Darren Hickman has spent decades navigating the complex terrain of branding, marketing, and emotional engagement. A former Disney executive and seasoned marketing strategist, Darren brings an uncanny ability to see how the unseen emotional levers drive business outcomes. In this episode of Paper Napkin Wisdom, Darren shares a deceptively simple truth scrawled on his napkin: “Nearly all decisions are driven by emotions… How you can leverage that in business.” What follows in our conversation is an emotional masterclass in leadership, branding, and influence. “Logic justifies decisions — but emotions make them,” Darren says early in the episode. “If you’re not speaking to the heart, you’re not speaking to the decision-maker.” This episode cuts deep into the myth that B2B means “cold and rational.” Darren asserts, and supports, that emotional storytelling is just as critical in a boardroom as it is in a living room. And he doesn’t leave the concept floating in theory — he brings tools and stories that leaders can act on immediately. The Emotional Brain Buys First, the Logical Brain Justifies After Darren walks us through the neuroscience of decision-making. In his words, “The limbic brain, which governs emotion, doesn’t even have the capacity for language — yet it runs the show. That’s why people will say ‘I just felt it was right.’” He urges business leaders to stop trying to win with logic alone and instead focus on how their brand or leadership style feels to others. Stories Create Safety — and Movement Darren tells a story from his time working with top-tier brands where a CEO’s message fell flat because it was purely informational. “We reframed the message with a story — just a 90-second emotional arc — and suddenly, the team leaned in.” The takeaway? If your people aren’t moving, your message might not be emotional enough. Leading with Emotional Honesty As a leader, Darren says the greatest opportunity is to model vulnerability and real emotional expression. “If your team sees you as invincible, you’ve already lost them,” he shares. “Let them see how you feel about the mission, not just what you think.” He’s not talking about emotional outbursts, but intentional, authentic emotional leadership. The kind that drives trust, not fear. Marketing That Resonates In an era of information overload, Darren emphasizes the importance of brand storytelling that’s rooted in emotional resonance, not just clever taglines. He believes your brand must answer one critical emotional question: “What do we want people to feel when they experience us?” This applies to internal culture as much as it does to customers. As he put it, “People remember how you made them feel long after they forget what you said.” 5 Key Takeaways from Episode 266 with Darren Hickman 1. Emotions Drive Decisions — Period Quote: “You can’t reason someone into a decision if they don’t feel it first.” Take Action: As a leader or marketer, build in intentional emotional checkpoints. Ask, “What feeling are we creating here?” 2. The Brain Trusts Story More Than Facts Quote: “Stories bypass skepticism and go straight to belief.” Take Action: Use narrative frameworks in your next team meeting or customer pitch — try beginning with a human problem and an emotional resolution. 3. Emotional Leadership Builds Loyalty Quote: “People will follow a leader who’s real, not just right.” Take Action: Share one story this week about a personal failure or emotional moment that shaped your leadership. 4. Emotion Creates Differentiation in a Crowded Market Quote: “Most businesses are competing on logic. You can own the space of feeling.” Take Action: Audit your customer journey — from website to onboarding — and ask where you can inject a more emotionally resonant moment. 5. Authenticity Is the Shortcut to Influence Quote: “People can smell scripted leadership. Speak from the heart.” Take Action: Drop the script in one conversation this week and share what really matters to you. Connect with Darren Hickman Darren Hickman is an expert in emotional branding and leadership, with a track record that spans Disney and major global brands. Connect with Darren here: 🔗 /episode/index/show/wisenapkin/id/37299550

EP 265 - Train & Grow Your People (Part 2): How to Generate Integrated Results with Michael Walsh 07/05/2025

EP 265 - Train & Grow Your People (Part 2): How to Generate Integrated Results with Michael Walsh Michael Walsh returns for Part 9 in the Freedom by Design series to continue building out a powerful framework for leaders seeking lasting impact — not just in their businesses, but through them. In this edition, we dive deep into the core of high-performance organizations: people development as the engine of profit and customer value. Michael Walsh, founder of Walsh Business Growth, has spent decades helping businesses scale by designing leadership and operational systems that put people first — and deliver exponential results. This napkin brings that philosophy home by answering one of the most challenging leadership questions: How do you find time to train and grow your people when there’s already so much to do? As Govindh says early in the episode, “We have to deliver for our clients. We’ve got to deliver profit. We’ve got to manage everything... and now we’re also supposed to grow our people professionally and personally?” Michael’s answer isn’t just tactical — it’s transformational. “When you start thinking of training and growth not as something separate but as the pathway to results, everything shifts. Growth stops being a nice-to-have and becomes essential.” At the center of this napkin is a key insight: integrated results happen when you align your team’s development with your profit and customer value goals. The visual shows a straight line from “Team” to “Results,” surrounded by arrows pointing toward “Your Profit” and “Customer Value.” Below this, the infrastructure of success is laid out: Job Role → Professional Growth → Growth Plan. Walsh emphasizes that people don’t grow in a vacuum. They need context. They need clarity on their role, a path for development, and a structured plan that connects their growth to organizational success. “You have to build the architecture for growth into the day-to-day. It can’t be a retreat once a year. It’s got to be in the job.” That’s why this napkin isn’t just about training — it’s about engineering your business so that training is the business. When you empower every team member to grow inside their role and align that growth with your strategic goals, you unlock compound impact. This napkin is part two of a concept that’s been growing steadily through the series: freedom is found not by stepping away from your people, but by investing in them. And as Michael says, “We’re not talking about adding more to your plate — we’re talking about building a better table.” 5 Key Takeaways from Michael Walsh – Episode 265 1. Training isn’t extra — it’s essential. If you want consistent results, you must systematize training and development into daily work. → Take Action: Audit your team’s current growth rhythms. Where is training optional instead of operational? 2. Align team growth with customer value. Your customer experience improves when your team evolves in sync with what the customer needs. → Take Action: Ask, “How does each team member’s role directly impact customer value?” 3. Build results from the inside out. The napkin shows “Results” growing upward from the “Team” — not the other way around. → Take Action: Make professional development part of each role’s success metrics. 4. Clarify job roles as the foundation. People can’t grow if they don’t know what they’re growing into. Job clarity is step one. → Take Action: Update every job description with current accountabilities and growth expectations. 5. Design a Growth Plan for every team member. Growth shouldn’t be accidental. It should be structured, measurable, and aligned to company goals. → Take Action: Introduce a 90-day Growth Plan conversation with each team member this quarter. Connect with Michael Walsh Michael Walsh is the founder of , where he works with high-growth leaders and teams to design scalable systems and people-centric strategies. His insights are shaped by real-world experience and a passion for helping businesses unlock freedom through design. 👉 👉 Your turn: How are you generating integrated results through your team? Post your napkin with your takeaway and tag it with #PaperNapkinWisdom — we’d love to see how you’re applying this insight in your business. Let’s make leadership simple, intentional, and transformational — one napkin at a time. /episode/index/show/wisenapkin/id/37290255

EP 264 – Todd Palmer: Everything Happens For Me, Not To Me 07/03/2025

EP 264 – Todd Palmer: Everything Happens For Me, Not To Me In his return to Paper Napkin Wisdom, Todd Palmer—renowned executive coach, keynote speaker, and founder of Extraordinary Advisors—brings with him a powerful reframe that resonates deeply with anyone navigating tough leadership terrain: "Everything happens 4 me, NOT 2 me." Todd isn’t new to turning adversity into opportunity. As a CEO who once faced near-bankruptcy before rebuilding a multi-million-dollar business, he understands what it means to transform challenges into lessons. Now, as a coach to executives across North America, he teaches others to lead with intention, presence, and a bold sense of ownership. In this episode, Todd shares how this subtle but significant shift in language—"for me" vs. "to me"—completely reframes how we experience setbacks, overwhelm, and uncertainty. “Today was gonna be a good day,” he says, recalling a long 14-hour stretch he’d scheduled. “I had started my day wearing black, which isn’t exactly a positive color. So I thought, why not wear something that feels like Spring?” That small action, wearing bright colors, symbolized a larger internal decision to live in alignment with possibility instead of victimhood. Radical Responsibility in Action The napkin Todd shared this time wasn’t just inspirational—it was transformational. It spoke to a kind of radical responsibility that leaders must embody if they want to thrive in complexity. “When we choose to believe that life is happening for us, we move from reactive to proactive, from defensive to creative,” Todd explained. In leadership, this mindset shift isn’t fluffy—it’s functional. It leads to better decision-making, stronger culture, and more consistent results. “The difference between leading from pain and leading from growth is how we interpret our story,” Todd reminds us. “The moment you rewrite that story with intention, everything changes.” Emotional Agility and Self-Coaching Todd also discussed how leaders often get stuck when they operate from a reactive mindset. “You’re not your thoughts,” he said. “You’re the thinker of your thoughts.” It’s a powerful distinction—one that supports emotional agility, self-awareness, and the ability to pivot when things don’t go according to plan. He offered listeners a challenge: When something frustrating happens, ask, “What’s the gift here?” or “What’s this teaching me?” By turning every circumstance into a classroom, we empower ourselves to keep moving forward, even when the path is unclear. 5 Key Takeaways from Todd Palmer’s Episode: 1. Shift from Victim to Creator “Everything happens for me, not to me.” 🧭 Take Action: Each time you feel stuck, reframe the situation using this mantra. Write down one thing that’s happening for you—even if it’s uncomfortable. 2. The Power of Micro-Decisions “I had a 14-hour day. Instead of defaulting to dread, I changed my clothes to change my mindset.” 🧭 Take Action: Start your day with one small choice that sets a positive tone—clothing, music, environment. 3. Reclaim Emotional Ownership “You are not your thoughts. You’re the thinker of your thoughts.” 🧭 Take Action: Practice daily check-ins: “What am I thinking right now? Is it helping or hurting me?” 4. Self-Coaching in the Moment “I ask myself, what is the gift in this?” 🧭 Take Action: Turn every setback into a self-coaching moment. Journal the question: “What’s the lesson here?” 5. Cultivate Present-Minded Leadership “The past already happened. The future isn’t here. So how can I lead right now?” 🧭 Take Action: Use breathwork, mindfulness, or a morning mantra to stay rooted in the present moment. Todd Palmer continues to be a beacon for grounded, authentic leadership. His work is a reminder that when we choose to believe life is happening for us—not to us—we access our deepest clarity and creativity. 👉 What’s one challenge in your life or leadership that you could reframe today? Write your takeaway on a napkin and share it with #PaperNapkinWisdom. Connect with Todd: /episode/index/show/wisenapkin/id/37207095

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