BRANDON BORNANCIN is a 5x bestselling author, serial entrepreneur, public speaker, and the CEO of Seamless.AI, the #1 sales software that delivers the world's best leads. He's on a mission to help 1 billion professionals connect to opportunity and achieve massive success. Connect with him at [...]

Introduction xxv

Part I: The Principles for Going All-In 2

Month 1: Mission, Vision, and Accountability 3

#1: Invest Daily in Becoming a Great Leader 5

#2: Own the Vision 5

#3: Be Clear About Your Vision 6

#4: You Work for Your Team 7

#5: Be the Leader Employees Want to Work for 7

#6: Make Them Better 8

#7: Everyone Wins When You Give Your Help Selflessly 8

#8: Find the Triangle Balance 9

#9: Always Showcase AARI 9

#10: Unleash Your Tenacity 10

#11: Don't Sit Around Waiting 11

#12: Free Yourself from the Need for Respect 11

#13: Know Your Upside and Downside 12

#14: Hold Team Masterminds 12

#15: Make the Call and Roll 13

#16: Celebrate the Wins of Your Team Every Day 14

#17: Teach the Team Gratitude 15

#18: Become a Visionary Leader 15

#19: Leadership Is a Privilege 16

#20: Great Leadership Spreads Like Wildfire 17

#21: Develop the Leaders of the Future 17

#22: Help Your People Set Goals 18

#23: We Are a Team 18

#24: Ditch the Blame Game 19

#25: To Be the Best Team Leader, Be Flexible 19

#26: Make Your People Feel Important 20

#27: Unlock Your Employees' Passion 20

#28: Life Partners Need to Be Bought Into the Mission 21

#29: The Only Constant in Life Is Change 21

#30: Teach Your Team the Principles of Winning 22

#31: Everyone Is a Leader 23

Month 2: Building the Foundation for Great Hiring and Onboarding 25

#1: Become Great at Recruiting and Hiring 27

#2: Hire the People Today That You Will Need in the Future 27

#3: APT: Always Prospect Talent 28

#4: Create a Repeatable Hiring Process 28

#5: Find the Rock Stars with Behavior- Based Interviews 29

#6: Hire for the Three I's 30

#7: Hire for This Key Trait 31

#8: Hire People with Abilities You Can't Teach 31

#9: Develop a Business Case for Hires 32

#10: Always Stay on the Hunt for Talent 33

#11: Stop Recruiting Junior Hires 33

#12: Hire with the Aim of Leveling Up 34

#13: Look for a Culture Add 34

#14: Develop Department Transition Plans Fast 35

#15: The First 30 to 90 Days Are Indicative of the Next Five Years 35

#16: Do Weekly Onboard Check-Ins for an Employee's First Month 36

#17: Develop an Onboarding Schedule That Lets New Employees Showcase Their Talents ASAP 37

#18: Hold Regular One-on-Ones and Let Your Employee Lead the Conversation 38

#19: Build a New-Hire Orientation Template 39

#20: Teach Fast 40

#21: Invest in Training and Technology for the Team 41

#22: Buy Yourself Leverage 41

#23: Start a Mentorship Program 42

#24: Teach New Team Members to Study Top Employees 42

#25: When Onboarding, Share the Top 20% Data 43

#26: Deliver Positive Feedback for Improvement 44

#27: Hold Effective One-on-One Meetings: Skip Level Template 45

#28: Make Your One-on-One Meetings Cross-Functional 46

#29: Don't Take Employee Churn Too Personally 47

#30: Hire Higher 47

#31: Don't Forget the Number-One Reason People Join Startups 48

Month 3: Developing a High-Performance Culture 49

#1: The Team's Success Is Your Success 51

#2: Build an Amazing Culture 51

#3: Learn the Four Keys to a Balanced Work Culture 52

#4: Bring Out the Creative Genius in Your Team 52

#5: Help Spread Rock-Star Qualities 53

#6: Teach Your Team to Go the Extra Mile 54

#7: Do the Hard Things 54

#8: The Sum Is Greater Than the Parts 55

#9: Training Never Stops 55

#10: Study Your Game Film 55

#11: Figure Out the "One Thing" 56

#12: Add Insane Value 57

#13: Adopt a Bias Toward Action 57

#14: Your Next Victory Requires a Single Step 58

#15: Always Ask "Why?" 58

#16: Measure Your Success by How Many People Thank You for Theirs 59

#17: Create a Scalable, Repeatable, and Predictable Playbook for Your Team 59

#18: Become an Expert in Your Field 60

#19: Seniority Doesn't Mean Anything 61

#20: Be Obsessed with Maximizing the Performance of Your Team 61

#21: Survey Your Team on Your Management 62

#22: Boost Productivity by Eliminating Bottlenecks 63

#23: Reward Employees for Their Ideas to Improve 64

#24: Place People Where They Are a Perfect Fit 64

#25: Give Your People Freedom and Creative Space 65

#26: Be Your Team's Biggest Cheerleader 66

#27: Give All the Credit When You Win, Take All the Blame When You Lose 66

#28: Help Your Team Make Friends at Work 67

#29: No Matter the Job, Acknowledge How Hard Your People Work 67

#30: Positive Reinforcement Trumps Negative Reinforcement 68

#31: Create a Culture of Continuous Learning and Development 68

Part II: The Strategies for Building High-Performing Teams 70

Month 4: KPIs, Goal Setting, and Decision-Making 71

#1: Find Your Daily Dose of Inspiration in Your "Why" 73

#2: Evaluate Your Judgment 74

#3: Leaders Are Readers 74

#4: Train Your Team to Be the Best Players 75

#5: Show Integrity 24/7 (Even When No One Is Watching) 76

#6: Getting Things Wrong Is an Integral Part of Getting Things Right 77

#7: Favor Results Over Time 77

#8: Don't Sweat the Small Stuff 78

#9: Create Key Performance Indicators 78

#10: Identify Your Team's Goals 79

#11: Set AQMD Goals 79

#12: Tackle the Big Picture with Quarterly Reviews 81

#13: Coach Your Team to Provide Weekly Updates 82

#14: There Are Only Two Outcomes to a Decision 83

#15: Use Team Recommendations to Make the Right Decisions 84

#16: Recommit to Your Decisions Daily 84

#17: Multitasking Is Doing More but Getting Less 85

#18: Good Is the Enemy of Great 86

#19: Avoid Drama 86

#20: Review Your Data Daily 87

#21: New Data = New Decisions 87

#22: Make Work Fun 88

#23: Put Your Money Where Your Mouth Is 88

#24: Teach Your Team to Speak Up 89

#25: Let Your Team Do the Problem- Solving 90

#26: Trust Your People and Empower Them to Make an Impact 91

#27: Don't Strip Your People of Their Decision-Making Powers 91

#28: Speed to Decision Is a Competitive Advantage for Your Team 92

#29: Great Leaders Do Whatever It Takes to Improve the Performance of Their Team Members 92

#30: Success Leaves Secrets 93

Month 5: Prioritizing Tasks, Diagnosing Issues, and Taking Action 95

#1: It's Either a "Hell Yes" or a "Hell No" 97

#2: Share the Company's Priorities with Your Team 97

#3: Map Out the Best Path for Your Destination Point 98

#4: Every First Week of the Month, Clean Up Your Pipeline 99

#5: Direction > Speed 100

#6: Teach Your Team to Do the Things They Need to Do 100

#7: Make Your Team a Meritocracy 101

#8: Know the Four Key Pillars for the Business Unit 102

#9: Prioritize Tasks and Projects 102

#10: Break Down Large, Hairy Objectives into Small, Doable Tasks 104

#11: Work the Deals That Are Likely to Close First 105

#12: Create a Game Plan the Night Before 106

#13: Constantly Coach 107

#14: Host Effective Team Meetings with Everyone 108

#15: No Meeting Should Last Longer Than 30 Minutes 109

#16: Ask Better Questions 109

#17: Learn Fast and Fail Fast 110

#18: Make Sure Your Reps Take Responsibility for Training 111

#19: Get Great Trainers and Support Them 111

#20: Get Paid or Pay for It 112

#21: Coach Your Team on Specific Tasks 112

#22: Work Where You Can Have the Biggest Impact 112

#23: Big Goals Require Big Resources 113

#24: Give Your Team a Head Start 113

#25: Cut Timelines for Projects in Half 114

#26: Work Hard on the Right Things vs. the Wrong Things 115

#27: Find the Balance Between Helping Others and Maintaining Your Goals 115

#28: Squeeze the Urgency with Your Team 116

#29: Look to New Employees for Fresh Ideas 117

#30: Teach Your Team the Value of Hard Work 118

Month 6: Thriving in Adversity with Resilience, Discipline, and a Growth Mindset 119

#1: Sustain a Positive Mindset (Every. Single. Day.) 121

#2: Do WIT: Whatever It Takes 122

#3: The Riches Are in the Consistent Work Niches 122

#4: Improve by 1% Every Day 123

#5: Growth Comes from Challenges 124

#6: Grit Has Nothing to Do with Winning 125

#7: SDB: "Show, Do, Be" 125

#8: Know Your Worth 126

#9: No One Knows What They Are Doing at First 126

#10: Teamwork Makes the Dream Work 127

#11: Teach Your Team That It's "You vs. You" 127

#12: Make Room for Risks 128

#13: As Your Team Changes, Encourage Your People to Be Proactive and Pick Up the Slack 129

#14: Don't Hate, Imitate! 129

#15: Teach the Importance of Curiosity 130

#16: Make Big Issues Seem Small 130

#17: Shoot Your Shot 131

#18: Teach Tenacity 131

#19: Become the Pressure Magnet 132

#20: Teach Coachability 132

#21: Embrace Your Vulnerabilities 133

#22: Ask for In- Person Feedback 133

#23: Never Say "I Can't Do It" 134

#24: Divide and Conquer Big Projects 134

#25: Turn Mistakes Into Learning Lessons 135

#26: Spend Time on Problems vs. Solutions 136

#27: What Do You Need to Do Today? 136

#28: Success Is Uncomfortable 137

#29: Bet on Hard Work, Not Luck 137

#30: Enjoy the Journey 138

Part III: The Keys to Unlocking Your Team's Potential 140

Month 7: The Art of Communication, Transparency, and Active Listening 141

#1: Active Listening Is All-In Leadership 143

#2: Be Transparent 143

#3: Make Your Expectations Crystal Clear 144

#4: Master the Art of Communication 145

#5: Communicate Using Clarity, Purpose, and Trust 146

#6: Become Obsessed with People and How They Think 146

#7: Losing Top Talent Has a Price 147

#8: People Want to Feel Seen and Understood 148

#9: Listen to Your Employees' Problems 148

#10: Make Sure Everyone Is Heard at Meetings 149

#11: Don't Overshare 150

#12: Don't Be a One-Upper: Support the Success and Wins of Your Team 151

#13: What's on Your Mind? 152

#14: Do Not Glorify Burnout 152

#15: Give Your People the Benefit of the Doubt 153

#16: Be Your Biggest Critic 154

#17: Turn Your "Why" into a Passion Statement 154

#18: Open Feedback 155

#19: Empires Are Destroyed from Within 155

#20: Create a "No Excuses" Policy 156

#21: Expect the Best from Your People 100% of the Time 157

#22: Don't Be Afraid to Have Difficult Conversations 158

#23: Develop PIPs 159

#24: Deal with Consistent Underperformance 160

#25: Kill Bad Behaviors ASAP 161

#26: Change Your Perspective on Trading Team Members...