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Chris LoCurto


December 1, 2015

35 Strategies That Shape Productivity

December 1, 2015 | By | No Comments">No Comments


Did you know that the cost of interruptions to the U.S. economy is estimated at $588 billion a year!!! On today’s show, guest David Horsager joins me to talk about his new book, The Daily Edge, Simple Strategies to Increase Efficiency. 

Here’s what you will learn:

  • How to give focus and intentionality to the most important things every day through DMA’s (decision making actions).
  • Understand the meaning behind S.E.E.D.S. and why it is so vitally important.
  • Manage your energy
  • So much more….

Let’s dig in.

Chris LoCurto


November 10, 2015

Autonomy In The Workplace – How To Lead A Team Without Parole

November 10, 2015 | By | One Comment">One Comment

autonomy in the workplace

We all like to have freedom and independence to be creative and get things done. So as an Entrepreneur, how do you balance that in the workplace and create that great environment?

I received a killer question the other day regarding autonomy in the workplace. Here’s what Marc had to say:

“We hear a lot about what makes a great workplace and I’ve read several things recently from people that I really respect and one of the things that is often recommended for a great workplace is team members having a sense of autonomy.

That’s great, but sometimes you have jobs that require a certain way of doing things. For example, we have a situation where we have an inside sales team and we’d like things said a certain way or presented a certain way and so on.

We’re not asking to read a script verbatim, but feel like we need things done a certain way because these are methods that have been developed over time and have been proven to work, and will ultimately make them more successful.

With a sales team of over 30 people in two different locations, we feel the need for consistency in what’s being said and presented. I’d love to hear some examples or stories of where a company has some guidelines of having to do things a certain way, but can still give their team members that sense of autonomy to create that great work environment. Thanks.”

This is kind of a difficult one, which in leadership, what’s not difficult, right? When I think of autonomy, I think of it as being two types of things. One would be self-governing. Can you govern yourself? That’s the main concept.

When we talk about it in leadership, we’re kind of taking the self governing part away, or at least some people do to an extent in saying, it’s just freedom to work alone, which should mean the same thing, however without clear definition of autonomy, people can run with that all day long.

Especially according to personality style, which is why our download today is exactly on that, the autonomy according to different personality styles. The positives and the negatives. It’s just short and sweet and that will help you to look at the different personality styles and know what to think about.


Make sure that if you don’t know your team’s personality styles that you go to the store and have them take a personality test. Get that done. You’ve got to understand that.

Do I think autonomy creates a great workplace?

I think to an extent, yes. What that extent is depends. It depends on a lot of things. What is it that the person is working on? You gave the example of a sales team. Now you have two different locations, you’ve been doing this a while. This changes things for me.

What I believe you’re asking is do they have the ability, can they self regulate or self govern themselves to sell our product the specific way?

The answer for me is mostly no. With that being said, this is going to change a little bit according to different positions. Salespeople that are reaching out from our business, representing our business.

You’re the face of our business in a sense. You’re on the front lines, you’re meeting our customers, you have the chance to screw everything up or you have the chance to win. It just kind of depends.

I had a sales guy one time that came to me and had a really big sale. He was telling me all the things that he did, I said, “whoa whoa whoa stop right there. That’s not true.” He goes, “well it’s mostly true.”  I’m was like, “no it’s not true. If it’s mostly true that means that it’s not true.”

He’s like, “Chris, I got the sale.” I’m like, “you’re going back and you’re calling that person and you’re going to tell them the truth. If they want their money back, done. We don’t do this. We’re not going to take advantage of people. We’re going to be honest in our sales.”

He went right back. He was very frustrated and a little embarrassed, but he went back and he had to tell them the truth. That client saw that as integrity and stayed with us.

The point that I’m making is that sometimes if you give people too much rope without the experience, if you give them too much autonomy in the beginning phases without the experience (When I say experience, experience in selling your products and experience being led. You having the experience of what they can do and what you can trust them on), then what can happen is they can screw things up.

They can manipulate situations, they can over-promise and then you have to under deliver. All kinds of bad things can happen there.

It’s a balance

The balance is starting with, “we’ve done this for a long time. We know what works.”

Ask for their input. Ask what it is that they think you should do. Come together and discuss this. If you agree with them, then allow them to go and do some of it, give some of it a try, but give them parameters.

It does go against the concept of self-governing, but it doesn’t necessarily go against the freedom to do the things that I’d like to do. I’m giving them baselines or I’m giving them parameters.

When somebody’s been doing it for a very long time, then there’s a lot of autonomy. Joel who has been selling for me not only for a long time, but is phenomenal at doing it, there are rarely things that he needs to get with me on because I’ve let out a ton of that rope.

As he’s transitioning and we’ve got another person coming on that’s going to have to take that role off of him, we’re going to walk through the same process. Show them what works; show them how to sell the things that we have, show them how to care for people like we care for people.

All of those pieces are going to have to be done so that we know that at some point we can let out some more rope, let out some more rope, let out some more rope, so that that person can have some freedoms in this.

When we’re looking at a situation like yours Marc, you’ve got multiple locations; you’ve got a team of people that have proven what works. In those situations, autonomy is not something I’m going to give a ton of.

I would tell them, “If you have a system that you think works, discuss it with me. If you can’t prove to me that it’s going to work or if you can’t tell me something that I think is going to work, you stick with what we do.” As you can see, we have two sales teams that are making money themselves. They must be doing something right so follow the program.

Again when it comes to the making sure that the message is the same, that is a must. That for me is a must. We cannot have mixed messages out there. People have to understand what it is that we are selling or what the value of it is or what we’re willing to do with it.

We do not want to mix up the message because it does a few things. Obviously it causes confusion on the team. Confusion on the team causes fear. Confusion in a client causes people not to purchase.

If the client is trying to talk to you and maybe talks to the other sales team or something like that and is confused or they talk to a friend that purchased something and they got a better deal or whatever, then this becomes an issue. Now we have a customer service issue on our hands. Making sure that the message is consistent is an absolute must. Consistency is crucial.

Now if we took another role, Savannah is working on our social media stuff. There is a huge level of autonomy there because we meet a lot. She will do stuff, research stuff, pull information, do things, come back, give me metrics, but we had to set that up. We had to set this process up and say, “okay these are the things I expect.”

I expect excellence in this. I expect reporting in this. We’re not going to spend any money that you can’t tell me what happened to it. I want to see the process. I want you to give me your input; I want you to tell me what we should be doing. I want to hear all this stuff. If you can do all of that then go.

As we let rope out very quickly. She attacked it, she’s done a phenomenal job, and so she has a lot of autonomy in her role. There are still standards, there’s still expectations, and she still has to report on all of them and she has to let us know what’s going on, how’s it working, is it not working, what do we need to tweak?

The great thing is is when you find that right balance, especially according to personality style, then what happens is you are treating the team member with dignity. When you treat the team members with dignity, you get loyalty, you get buy in, and you get ownership, which is what you want from your team.

You want your team coming in every day owning what it is that they do. You want your team loving what they do so that it’s not a J-O-B, so that they come in, they kill it, they show you how they did it. Again we’re not basing this off of hey your worth is based on your performance. It can’t be that either so make sure you’re careful on that.

Set the autonomy up according to personality styles

If they cannot succeed with the autonomy because their personality style doesn’t lend to it, you’re probably not going to put a high I alone. You’re not going to put them at a place to work by themselves because eventually they’re going to lose their mind and they’re going to need people.

They’re going to need some sort of injection and they will start reaching out and doing things and sucking up time. You have to make sure that the autonomy is set correctly according to personality style; you have to make sure that it is set correctly with expectations and metrics, measurement. Show me how this is working. Show me that I should give you more autonomy.

Now some people don’t want it. Some people would rather work well in a team. This is where some negatives can happen. Some people who absolutely want to work on their own. What you’re going to find is they’re going to take things into their own hands. They will make decisions for you and ask for forgiveness later when they’ve screwed something up. You have to watch this.

Team is way more important than individual. When I hire people, I will turn down an absolute champion who is an island for somebody who’s really good who is a great team member. The reason for that is because the team effort is way more important in my mind.

I need that team to complete stuff. I need that team to make things happen. If I can get the team humming and I don’t have an island out there that doesn’t play well and is maybe a jerk or rude or whatever, I don’t need that. I need a great team because we move forward together as a team.

If I can have my own expectations set, the things that I’m willing to do, the things that I know will work, won’t work, how much rope I’m willing to give, give them parameters. If I can do all of those pieces, then it can add to a great work environment. It’s something I do here.

Everybody on my team has a level of autonomy. Some of it is great and some of it, it’s not even needed. It just kind of depends.

Examples of Autonomy

You can look at things like Google. You can see that all day long. They’ve got a lot of it, but they also have a lot of parameters on work hours and clock in, clock out, all that kind of fun stuff. They allow people to have a certain level of autonomy.

Let me throw my buddy Rory Vaden in there. I know his team is phenomenal, but that’s because they are phenomenal. Everybody on that team knows what their parameters are, they know what excellence looks like. This is what Rory’s really great at doing, is that he really digs in and finds out what the experience is of the person. That allows him to give some rope.

He’s putting a champion in place to do their job. On that sales team, they actually probably have more autonomy than a lot of sales teams. Again that’s because Rory is set on making sure that everybody is not only excellent, but very efficient as well.

Hopefully Marc that answers your question. Everything has got to be measured according to two main things:

  1. What is the role?
  2. What is the personality style?

That should give you a gauge of what you can get as far as autonomy in the role.

Question: Do you have an example where you let out too much rope? 


Click here to download the transcript of this week’s episode.

Chris LoCurto


October 27, 2015

High Levels of Quality Communication

October 27, 2015 | By | 2 Comments">2 Comments


Today, on the podcast, we are answering a question that came in from one of our listeners.

Justin writes, “I have to start with the obvious. Thanks for all that you guys are doing and keep killing it. I know you’re always open to suggestions for podcast topics, and yes we are, so I wanted to throw out the idea of doing something high level on communication, and maybe topic in with your top 10 recommended books on communication.

I loved your list on the poverty mindset. I know how important you think communication is, and I think most of your listeners could benefit from what you have to say on the topic and from the books you recommend. Thanks again, and keep up the good work.”

Thank you Justin, we appreciate all of that. I’m going to answer Justin’s question but before I do I have created a tool for you to use to help you better communicate.

There are some do’s and some don’ts of body language when you’re communicating effectively. So make sure that you get today’s download if you want to know these things, and you want the power of understanding body language, and the things to do and not to do for effective communication. 


Now on to Justin’s question. Here are eleven ways that will help you have high levels of quality communication.

Verbal Communication

To have great communication skills, you have to start with caring for the other person. Yes, I said caring! Caring that they are not only an emotional being, but that they are a child of the Most High God! Which means He cares about how you treat them!

For communication sake, caring means that you are focused on leaning in the direction of the other person, so they can successfully understand what you are saying. This happens by understanding how they receive information, by staying calm, being focused, polite, interested, and to match the mood or emotion of the situation.

You first have to understand the person you’re talking to. How do they receive information? If they received it in sound bytes, it they need the scroll that is 10-feet long, if they need energy and excitement with it, if they need understanding and the least amount of conflict.

Whatever it is, you have to start by understanding how they receive information. That way, you can give it to them well. By staying calm in the process, by being focused on the things that you’re saying, by being polite, by caring about matching the emotion of the situation, whatever that is, the mood of the situation, make sure that you are following all of these pieces.

We are so usually focused on our own feelings that we don’t think about how difficult we make it for others when we communicate. I watch people be so absolutely short in their verbal communication, and give so little detail that there is no wonder why the other person doesn’t understand. If that is you, you’re not doing a good job verbally giving information.

Non-verbal communication

Your body language is constantly speaking. I am always watching every bit of body language from our attendees. It doesn’t matter who it is. Anybody coming in, I’m always watching body language. It’s nonstop. It tells me a ton about what they are experiencing.

It even tells me what they’re thinking. I can see things by the way that they respond. You can see specific responses that will tell you what people are thinking. There are all kinds of things that I watch. I watch whether people cross their legs.

Do they cross them towards somebody against, away from somebody, whatever it is? Do they put themselves in a position of power, where they feel more powerful when they’re talking?

All of that stuff is nonverbal communication, all of your facial expressions, your eye contact, whether you have it or whether you don’t, your posture, your gestures with your extremities.

Even the way you position yourself physically in a room, where you put yourself, where you stand, do you put yourself in the middle of conversations? Do you put yourself to the outside?

Whatever that is, all of that is revealing a lot about you, and for better or for worse. It could be good. It could be bad. Either way, you’ve got to understand that your body language tells a ton. You’ve got to understand your non-verbals.


Great communicators are incredible listeners, not good listeners, incredible listeners. Crappy communicators cannot wait for the other person to take a breath, so they can speak. You know them.

You’ve experienced those people. That may be you. Listening is half of the equation that makes me great at leading and coaching people.

Without it, I wouldn’t have any clients. They wouldn’t want to hang around. If all you do is communicate what you think someone needs to hear without listening to them, how will you ever know if you’re communicating successfully? If you’re going to communicate well, you have to listen really well. 


It needs to be at least equal to the content you’re communicating. Let me give a quick dive on that. You hear me say all the time it is your job as a leader to make your team successful. If you’re trying to make a team member successful, then your patience has to line up with the thing that you’re trying to teach.

If you’re trying to teach them or communicate to them how to make coffee, probably, not a whole lot of patience needed here. We probably need to run through this once or twice, but you really should have this after that. If you’re trying to delegate large tasks, then you have to have patience.

You have to understand that you may not be doing a great job communicating, or the way that they receive it may take more time. Understand that.

If you are just giving somebody an update, then understand that the patience for that is considerably less than making a team member successful on a large delegation project. If you’re giving an update, have the patience for them to ask questions, and make sure that they understand what it is that you’re updating on. 

Then if the ox is in the ditch, if it’s an emergency, then the patience is considerably less. “Hey guys, this is something we’ve got to do right now. Now unless somebody has some phenomenal input, we’ve got to go. Go, go, go.”

I’m the kind of leader who is always trying to teach. I’m always trying to make my team successful. I would spend a lot of time making sure that they understand stuff. If there is an emergency, if there is something we’ve got to get after, then there’ve been times that I’ve walked up to a team member and said, “Hey, listen, I don’t have time to explain this.

I need you to do this. Just go in this direction right now. This is something we’ve got to do. We’ve got a problem. We’ve got an emergency. Just make this happen. I’ll explain later, or we can talk through, or when the situations are normal, then I will sit down and teach.

This isn’t the time for me to teach. I need you to go move in this direction.” You’ve got to have patience, but make sure that it’s equal to the content that you’re communicating.

Ask Questions

Questioning is one of the best ways for you to gain perspective. It is the thing that shows people that you’re interested in them. It’s the thing that shows them that you’re listening. It also helps you to get a lot of information.

We don’t do a good job gaining perspectives. Since we’re not asking a lot of questions, since we’re not getting a lot of perspective, what tends to happen is we make uninformed decisions, or we show people that we don’t really care. We don’t want to dig further.

We don’t want to know more, and so they don’t care. They give up. You’ve got to make sure. Ask questions. Ask quality questions as well. Care enough to find out. The more perspective you have, the greater decision-making process you have.

Decision-making processes are usually junked up because of a lack of perspective. Make sure you’re asking great questions. I’m talking about the stuff that helps you to get real, good quality information. The more you do that, the better you’re going to be at communicating.


You have to respect people. You have to respect their situations and what they’re maybe going through. Stop and respect people. Respect their time. Respect their emotions.

Problem Solve

In high levels of quality communication, you have to be able to identify exactly what the problem is. You do that by dissecting the problem, so it’s fully understood. This goes back to question asking, listening, and patience.

You do that by gaining the information, not just talking or making statements about it, but gaining great perspective and then setting up a system of strategies or objectives to solve the problem.

Then taking that information, and putting together whatever it is that you’re going to do to solve the problem, putting together some objectives to get this thing done, whatever that is. Great communicators are also great problem solvers, or at least they can guide information to getting the problem solved.

Socially Aware

Understand you have to be in tune with other’s emotions. It is absolutely essential to understand. It is something that you need as an interpersonal skill. Is somebody going through something incredibly painful? Did they just lose a relative, or did they get fired from a job, or, or, or?”

Whatever that is, be aware. Be in tune. See how they are. Also, being aware of, like I said, what are people experiencing. If you’re the leader, what are they experiencing with the work that you’ve put on them? Have you done too much? Have you done too little? Are they being demeaned, whatever it is? Think about those things.


You have to be in control of your emotions. You have to be thinking about what is appropriate behavior. You have to be responding appropriately with appropriate behavior to the situation itself. What does it need?

If you’re flying off the handle on something that is absolutely small it does not require what’s nothing really requires, you’re flying off the handle. If you are overdoing it because you’re stressed out, if you’re overdoing it because of something you’re going through, you can’t just sit there and think, “Well, I’m going to respond this way. I don’t care what anybody thinks.”

It means you got to control yourself. You have to not get angry. There are times where I could be totally frustrated with a team member because of something that’s going on. The first question I have to ask, I have to self-manage myself, “Is this my fault? Did I not do a good job communicating? Am I the one to blame here? If not, then why didn’t I catch this?”

I first always try and look at myself, and say, “How are you the one who is contributing to this problem,” and solve it? Don’t get a little crazy. Don’t get frustrated. Understand what’s happening. Be aware of yourself. Be aware of your behavior.

Responsible and Accountable

You have to be responsible and accountable with your actions, with your communication. Responsibility says personal responsibility, being mature. If you say that you’re going to do something, actually do it.

If you say that you’re going to do something and you don’t, take responsibility. If something crashes or goes wrong because of something you did or did not do, take responsibility. “Guys, I am so sorry. That is my bad. I did that. I know I failed that. I screwed that up.” Whatever it is, take responsibility.

Also, hold yourself accountable for your own actions. One of the things I’m always doing or at least trying to do with myself is I’m always trying to tell myself, “Hey man, look at this situation. You need to act. You need to take responsibility. You need to apologize. You need to do whatever.”

That part of accountability and holding my own self accountable by calling my own self out helps me to be not only a great communicator, but it also gains a lot of respect. It also gains a lot of loyalty, because when others see that I am very quick to call myself, and I think I’m right, I think I’m right.

The moment I realize I’m not, “Hey, I’m wrong. I’m sorry, I’m wrong. I screwed that up. I did this or whatever.” That is a part of accountability. Get on it. Take responsibility. Hold yourself accountable.


This should not be used as a license to be a jerk. I am not talking about you being assertive in the jerk way, where you just start ripping on people. That is not what I’m saying at all. What I am saying is that it goes hand and hand with what you hear me saying when it comes to things like healthy boundaries.

If somebody’s trying to control you, trying to manipulate you, just not respecting you in this situation, then you may need to go ahead and give a little push back. You may need to go ahead and be a little assertive. Put a good healthy boundary in place. I am not saying being assertive by being a jerk. Please understand that.

These are all things that I want you to be thinking about. If you want to have high levels of quality communication, if you want to be a great communicator, if you want to lead your team well, if you want to do the things that create success for team members, create success for you, so you can communicate well in your relationships, in your work, whatever it is, then these are things you need to be focused on, things you need to be thinking about. By doing these, you would become a great communicator.


As promised, here are my top books for better communication:

Everyone Communicates, Few Connect: What the Most Effective People Do Differently, by John C. Maxwell

  • John C. Maxwell says if you want to succeed, you must learn how to connect with people. In Everyone Communicates, Few Connect, Maxwell shares the Five Principles and Five Practices to develop the crucial skill of connecting

How To Win Friends and Influence People, by Dale Carnegie

  • Three fundamental techniques in handling people
  • The six ways to make people like you
  • The twelve ways to win people to you way of thinking
  • The nine ways to change people without arousing resentment

Safe People, by Henry Cloud, John Townsend 

  • Solid guidance for making safe choices in relationships, from friendships to romance. They help identify the nurturing people we all need in our lives, as well as ones we need to learn to avoid. Safe People will help you to recognize 20 traits of relationally untrustworthy people. Discover what makes some people relationally safe, and how to avoid unhealthy entanglements. You’ll learn about things within yourself that jeopardize your relational security. And you’ll find out what to do and what not to do to develop a balanced, healthy approach to relationships.

Crucial Conversations, by Kerry Patterson

  • Prepare for high-stakes situations
  • Transform anger and hurt feelings into powerful dialogue
  • Make it safe to talk about almost anything
  • Be persuasive, not abrasive

Made To Stick, by Chip Heath, Dan Heath

  • A book that will transform the way you communicate ideas, Made to Stick shows us the vital principles of winning ideas–and tells us how we can apply these rules to making our own messages stick. 

Communicating for a Change, by Andy Stanley

  • In Communicating for a Change, Andy Stanley and Lane Jones offer a unique strategy for communicators seeking to deliver captivating and practical messages. In this highly creative presentation, the authors unpack seven concepts that will empower you to engage and impact your audience in a way that leaves them wanting more.

The Tipping Point, by Malcolm Gladwell

  • The tipping point is that magic moment when an idea, trend, or social behavior crosses a threshold, tips, and spreads like wildfire. Just as a single sick person can start an epidemic of the flu, so too can a small but precisely targeted push cause a fashion trend, the popularity of a new product, or a drop in the crime rate. 

The 7 Habits of Highly Effective People, by Stephen Covey 

  • Focus and act on what can be controlled and influenced, instead of what can’t.
  • Define clear measures of success and create a plan to achieve them for both life and work.
  • Prioritize and achieve the most important goals instead of constantly reacting to urgencies.
  • Develop innovative solutions that leverage diversity and satisfy all key stakeholders.
  • Collaborate more effectively with others by building high-trust relationships of mutual benefit.

Boundaries, by Henry Cloud, John Townsend

  • Biblically-based answers to these and other tough questions, showing us how to set healthy boundaries with our parents, spouses, children, friends, co-workers, and even ourselves.


We love hearing from you so please keep those questions coming! 

Chris LoCurto


September 29, 2015

5 Essential Leadership Questions

September 29, 2015 | By | 2 Comments">2 Comments


We just wrapped up our Next-Level LIVE Event for our Coaching and Mastermind clients (we open some seats to the public and they go quickly!) and it was AWESOME! We have three events scheduled for next year.

This is where our clients come together with like-minded individuals to grow their leadership, their business, their team, and strengthen their community!

While the teaching is always powerful, (eh-hem…duh!) the greatest comments are usually about how wonderful it is to get out of their businesses and usual circle of influencers to spend time with people who are experiencing EXACTLY what they are in business!

For me, the greatest thing is watching leaders and business owners experience growth in a way that they don’t get to back home.

I love it so much that I wanted to bring it to you! This episode is about the 5 Essential Leadership Questions you MUST be asking yourself to find out if you are primed for your greatest growth.

Listen and I would love for you to answer the question below.

Question: What’s keeping YOU from your greatest growth?

Chris LoCurto


September 22, 2015

The Power To Grow

September 22, 2015 | By | One Comment">One Comment


If you’re not growing, you’re dying. I’d wager some big money that you’re someone who wants to grow. The fact you’re reading this tells me that!

Growth in business is something that everyone in our coaching program, or our mastermind groups is focused on. Growing themselves. Growing their revenue. Growing their leadership.

Focusing on growth is so powerful, and we’ve now been doing this with our clients for years. And the results have been staggering at times!

A key to their success is the fact they’re not alone in what they’re doing.

As I was thinking about that recently, I said to myself, “‘I need to be able to share with people the power of growing through a community.'”

Below are 3 keys to look for in a great mastermind or accountability group. 

We’ve also got a phenomenal FREE download detailing 10 things to look for with an accountability group. This is coming straight out of our groups. The things that are making our clients absolutely successful! accountability-group

We’ve talked about masterminds on The Chris LoCurto Show before, about how powerful they are, but there are some new things I want to share with you.

Network Of Challenging Minds

First off, you may be wondering what that is! Well, here you go!

A network of challenging minds is:

Like-minded individuals who are focused on pushing each other to grow themselves and others in the process in the same area (i.e. Entrepreneur, leadership, small business).

If you are not surrounded by people who are like-minded, by people who are aiming for the same goal, than how in the world are you growing you?

There Is incredible Power In Community

There are 2 aspects to community. Having it; having people around you to keep you from being isolated in your own thoughts. It’s also a community of people that are sharing the same experience.

When you have that community of people sharing the same experience, growth happens. Jim Rohn said a long time ago that, “You are the sum of the five people you hang out with the most.”

If you have 5 people that you spend most of your time with, whatever that is, whether it be work influence, whether it be family influence, whatever those influences are, the top 5 people that you hang out with, that’s your influence.

Having that community is incredibly powerful when it comes to your growth, assuming those people are healthy for you.

So why is community so important? Well first off, when you’re not surrounded by folks who are going through the same struggles you are and who are taking the same walk you are, what happens is you become isolated.

This tends to happen even if you have friends and family you spend time with because they’re not experiencing a lot of the same stuff that you are.

This means they have difficulty relating to your day-to-day issues, stressors, problems, and even successes. You can’t talk through growth, leadership challenges, goal setting, work-life balance, and all of the stuff that comes with being your own boss.

And when that happens, you become isolated, and with isolation comes being left alone to your own thoughts.

When we are left to our own thoughts, we get ourselves in trouble. You need to have folks who are walking the same path as you. It also lends to accountability.


People willing to take on the responsibility to hold others accountable to their own expectations. How they accomplish this is by not filling their own needs but by helping others to achieve theirs.  

Accountability is incredibly vital to growth.

It starts with you and asking questions like these:

“What are my expectations?” What are my goals?” What are the initiatives that will move me toward accomplishing those goals”

Once you have your expectations down, it’s time to build people into your life to help you get there.

If you get the right group, it’s nearly impossible to not achieve and grow.

As you experience life with others who are experiencing the same thing with you, it is amazing how much you grow. I can’t tell you how greatly my leadership blossomed when I started spending much more time with smart, healthy people.

A lot of the people you may have heard on the show are people I experience life with. We do things outside of business. We talk a lot of business, we share a lot of stuff on that level, but we also go to dinner together, and some of us go on vacations together.

As you share life together with folks who have a growth mindset, who are willing to hold you accountable, who have challenging minds, an amazing thing happens, you grow. And you grow exponentially.

Again, when it comes to business, if you are not growing, you are dying. Period! Every long-term, successful business succeeds by having a continuous growth mindset. Therefore, it is important to have like-minded people around you.

So these are just 3 things. Again, grab the FREE download to get all 10 things to look for when you’re pulling together an accountability group – a group of people that will help you grow. accountability-group

These are the things we do to help our clients be absolutely successful and grow like crazy.

Question: What do you suggest people look for in a mastermind or accountability group? 

Read The Transcript

You can download a complete, word-for-word transcript of this episode here.

Chris LoCurto


September 15, 2015

Life After LifePlan – Success Stories Part 1

September 15, 2015 | By | No Comments">No Comments

We hear a lot about people saying, “We’d like to hear from more people who have experienced some of our events, LifePlan, StratPlan.” We have somebody who has been through both on today’s show.

Brent Van Haren is joining us today to talk about the impact that LifePlan and StratPlan has had on his family and business.

I wanted to talk a lot about LifePlan, but since Brent went through StratPlan as well, I wanted to know  what the experience was like for StratPlan. So I asked.

“That’s a good question. StratPlan was pretty powerful for us in our business. I think I told you afterwards in the first couple of months afterwards that it was by far the most impactful thing that I’ve been a part of in the business.

I’ve been there about 8 years. It has helped change our direction, changed our understanding of who we are. It’s really allowed us to focus on what we need to rather than just what we thought we should.”

Your dad had just gone through LifePlan. What did you experience going through that event? Obviously, the event itself was big and intense. Here you’ve got your dad that’s just a couple of days out of LifePlan. What did you see? What did you experience? What did you notice?

“I think the first thing, my dad’s a high D and raised by a Dutch farmer. Emotions aren’t really worn on the sleeve at any point. The first thing I noticed is just how open, and vulnerable, and then emotional in a really healthy way that he was for the first couple days.

That was really powerful. There was only 72 hours between the LifePlan and the StratPlan. He was still riding high on the LifePlan wave. It was intense, but immediately I realized how much I wanted to attend the LifePlan.”

You came down and did your LifePlan. What was that experience like for you?

“What was it like? It was probably, other than the birth of my daughter, as far as a 48 hour period goes, it was the most powerful 48 hours that I have had in my life. It was just so eye-opening and beneficial for me.

To be honest, it’s been about 10 months, and the longer I am away from it, the more impact it has had. It allowed me to really start to put into place some of the things that I learned.”

What would you say was the most profound thing that you learned in that process?

“There are a lot of things I learned in that process. For me, the thing that was hardest, that we spent 2 hours of you drilling into my head one morning was that I’m not responsible for other people’s well-being.

That was a hard one for me to get my head wrapped around. That took a while. My number one talent that we identified is a happiness transfer agent, conducting people on the happiness train. :-) I was able to acknowledge that that’s a real strength. I had never really looked at it that way.”

A strength because you are talented at it. It’s something that you do great! Pre-LifePlan, would you say that’s where you got self-worth?

“Yeah, it was very much a burden that I put on myself. I felt I had to make other people happy, or bringing them forward, or that it was my responsibility. It’s shaped a lot of areas in my life.”

Are you still able to use that talent now in a different way?

“I get to embrace it for what it is and not feel that it’s my responsibility. I have a brother in the business. I don’t feel like it’s my responsibility to make him happy, or to make him feel a different way. I have an impact on that, but it’s not my responsibility.”

What would happen pre-LifePlan when you were trying to make people happy, or make a person happy and it just wasn’t working? How would you feel and what would tell yourself?

“I don’t have a lot of negatives when you look at the things that put the brakes on, but that would be one of them. I felt like I had to bring someone out. Number 1, sometimes they just don’t want to be.

Number 2, it’s just not healthy how much energy I invest in trying to do that. I can’t say it was a conscious thing, but it was something that would really weigh on me. It created a lot of stress in my life.”

What other things were profound for you in the process?

“I always knew I didn’t have physical boundaries. I didn’t know that I didn’t have emotional boundaries. It ties in with that responsibility, that sense of responsibility that I had for other people’s well-being.  

I had zero boundaries in my life, and it also created a lot of stress. I’m a high D/I personality. My wife is a 99 S/C, polar opposites. My need to just do things that other people ask to make other people happy and to do whatever, created a lot of stress in our relationship.

The understanding and the ability for me to process and say, “Do I want to do something? How is that going to impact my real goals, which are, my family and my spirituality, and the other things in my life? Is this something I have to say yes to?”

It brought stress to your marriage, your relationship because would you say that you were a people-pleaser?

“I had to say, “Yes” to everything. I still struggle with it. It’s something that I’m still working on. I’m able to acknowledge it very quickly if I’ve over-committed and if we have created that stress. I know where it’s coming from. I’m able to fix it quickly.”

As an individual, would you sum it up as health? The greatest change has been your healthier emotionally? Healthier in where you get your self-worth, your self-esteem?

“Absolutely! I feel comfortable with where I get those things. I know quickly now if I’m out of line, if I just need to re-adjust.”

I think that is one of the most powerful things on the other side of LifePlan!

You have the tools to be able to go, “Ah, there it is. All right, back off of that and move forward.” I love that freedom of being able to know what it is and see what it is. Did you come in with reservations?

“There were definitely reservations. I was working myself up the day before and the morning of.  I was praying for honesty, openness, vulnerability, just wanting to make sure that I was just in the right place, that I was honest with myself. I was worried I would dodge some of the harder things if I could.”

What made it safe for you not to do that?

“You say it a lot, but I don’t think people really realize it until they get to know you that there is just zero judgement in the process. There is nothing but openness, and engagement, and sincerity. That made it easy, knowing who you are. Also, the value that I knew would come of it.”

You plugged these things into your life, but you also go back to a business that has recently gone through. Dad’s gone through LifePlan. He’s got big changes in his life.

The company has just gone through a huge event, StratPlan, big changes in the company. How do you see the business coming out of your LifePlan? How do you see it now? How has that helped?

 “It’s a lot easier for me to embrace what I do well and not get trapped in the things that I don’t do well, which has been the previous years, the last 4 years before StratPlan and LifePlan.

I didn’t really realize how much of my role was things that just aren’t natural to me. I wasn’t very effective at them and wasn’t the leader that I wanted to be. The LifePlan really helped me understand what I’m good at; allowed me to embrace it.

It allowed me to focus on more of my strengths rather than some of the things that just don’t come easily to me. Personally, that’s definitely impacted me. As a leader, I meet with all of the people that I lead, 1 on 1 every other week.

They’re like mini 1 1/2 hours sessions of LifePlan now instead of before it was just focus, how are we doing. Now it’s all about the individual because I understand so much clearer now.

It doesn’t really matter what is happening and how they execute the job if there’s some stuff underneath that we just need to understand and talk about and be open with. It’s really changed how I engage with my team.”

You’re really experiencing how people bring their root system to work every single day?

“It’s amazing once the curtain’s pulled back on that! We really dig a lot deeper with my team members and understand each other.

I am able to share what I struggle with so much easier because I know. That makes a big difference in how open we can be with each other and where we can get as a team.

We have a phenomenal team here. It has had a huge impact. We’ve been focusing on culture as of StratPlan. That was a big thing that came out, is how we communicate, what our culture is. This has really helped be a catalyst for that even more that it would have been.”

Your Dad went through. You went through. Your brother went through. You guys have sent 3 other leaders through. Why and what are you seeing there?

“There’s a different understanding now of each other, a different patience, not just with each other who have been through LifePlan, but just with people. It’s so much easier for me to look past the behaviors because I understand that they come from someplace else.

We’re able to really just engage with each other as people rather than as business acquaintances, or whatever. We just really engage as people. It’s really shaping our company to be a pretty phenomenal place to work.”

Power in team members, and leaders going through. It’s not just one person who’s realized this and is trying to change a culture, but now you have a team of people that are in it together, working to change the culture. Does it make it easier for you to lead?

“The big thing that I think it helps me as a leader is so much of it comes back to understanding myself. It’s so important for me and for really anyone to understand who they are. I am able to engage with others.

It’s changed every aspect of how I lead. There’s just this openness and comfort with me and with others that is just so different than before.”

I want to step back again just a little bit. We’ve talked about you. We’ve talked about the business. We’ve touched a little bit on what it’s like coming home. What’s the experience like now as a husband?

What is the experience like for you? What is life like now for you? How do you see your daughter? What adjustments have you made as a husband? What do you see as a husband? What adjustments and what do you see as a father?

“I was talking to Stacy, my wife, about how I’m trying to be deliberate with Addie, our daughter. I understand I’m not going to do everything right. I’m at least trying to be deliberate in what of my natural behaviors I push on to her, or I encourage or don’t encourage within her.

One of the things that you really helped me see is that I get self-worth by being productive in any given moment, so trying to make sure that at some point I instill a good work ethic in Addie.

The ability to choose and find her self-worth from the right places, from her spirituality and other things, not just from what she thinks other people want to see.”

For anyone who’s out there, there’s a lot of people listening, business owners, leaders, individuals, stay at home moms, that have not gotten around to doing LifePlan. “I’ll get it. I need to, yeah, I need to do that. Ah, I’ll get to it.”

That is one of the things that we hear a lot is people saying, “You know, I know I’ve needed to do this for 2 years.” What would you say to them about getting in?

“My dad has been through LifePlan, my brother. I have been through LifePlan. It changes generations. It’s going to change Addie. She’s going to have more awareness for her children, or the people that are close to her in her life. It has a long lasting impact. I would never have realized these.

There’s just nothing else in my life I ever would have encountered that would’ve helped me see that. To have that big of an impact, is pretty amazing. That’s where some people do have a lot of anxiety, or concern about the experience, about the 2 days that LifePlan is.

I just try to really look at the big picture, 2 days of discomfort, I’ll say, is worth a lifetime of better choices, and better understanding, and better decisions. For me, it’s a no brainer to invest the time, and the money, and the effort, and the discomfort to come out on the other side so different and so aware. It’s amazing.”

Last question. If you could go back to a young Brent Van Haren, what would you tell him?

“I made a lot of decisions when I was young for other people. Still working on that today. I wouldn’t change any of the trajectory of my life because of my amazing wife and daughter.

There are plenty of decisions that I look back on and don’t understand myself. There are just a lot of things that I would’ve changed about me and my need to please others rather than just a passion that isn’t a need to make others happy. A lot stems from that for me.”

That’s one of the best things that you can learn coming through LifePlan, is that the thing that you’ve done that unfortunately you got self-worth from remains the thing that you get to do most likely. It’s from a completely different direction, different purpose.

QUESTION: What is holding you back from LifePlan?


Chris LoCurto


March 3, 2015

How To Develop A Company Vision

How To Develop A Company Vision

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You probably know that if your team doesn’t know where there are going…they lose interest.
They get bored.
Where there is no vision the people start to fall apart.

It’s your job as the leader to set that vision. If your not the one setting the vision then it’s your job to help communicate the vision to your team. ALL. THE. TIME.

It’s something we do in StratPlan and it’s something you should do too!

In this show you will learn:

  •  A quick way to communicate your companies vision
  • Why your team needs a vision
  • Is the dress black and blue or white and gold?
  • Why a company vision is vital when leading
  • How to Inject Passion into your team

Chris LoCurto iTunes Subscribe

Chris LoCurto


January 22, 2015

The Coaching Leadership Style

January 22, 2015 | By | 5 Comments">5 Comments

The Coaching Leadership Style

Subscribe to the podcast: iTunes Stitcher Radio SoundCloud

Dan Rockwell, Leadership Freak, is on the podcast today. Dan drops a few leadership bombs on us during our chat on coaching and creating a coaching culture.

In this show you will learn:

  •  How Dan “fell into” coaching.
  • Why  hire a coach?
  • The “aha” moments of coaching.
  • Why the best coaches focus on the person.
  • Dan’s goals for coaching
  • The coaching style of leadership and it’s challenges.
  • How you move leaders to a coaching culture.
  • Micro Coaching Sessions

The bottom line is if you are looking to grow…hire a coach. It doesn’t matter if it’s business, golf, fitness or fashion. Get a coach and you instantly get the knowledge that comes with it.
The goal is to move the ball down the field and a coach makes sure that happens.

Chris LoCurto iTunes Subscribe

Chris LoCurto


August 19, 2014

Parents, Kids, Conflict…OH MY [Podcast]

August 19, 2014 | By | 3 Comments">3 Comments

We are talking about conflict in the family on todays show. More specifically – How do I get my children to get along?

We naturally think ” my kids should just get along.” But we have to remember that with kids it’s no different than the people you work with.

The reason why kids (or anybody else) are in conflict is because they don’t understand each other.

Translating that into business and for your team, when we have two people that are in conflict, almost every time it comes down to the simplicity of not understanding each others personality styles.

So first off, you have to know what personality style your kids are. You do know what your kids personality styles are…don’t you?

Next you have to explain to the kids what the other siblings personality styles are. Explain to them what matters most to each sibling, why that’s important to them, where they struggle, etc.

When you do that you change the communication inside the family.

We tasted the Gedeo Blend from the DCR line from Dillanos Coffee Roasters today. Get 15% off your coffee order by using the code “CLOTRIBE”Dilanos Coffee - DCR Blend

Question: So…pop quiz – What personality styles do you have in your family?



Chris LoCurto


August 18, 2014

5 Ways To A Closer Relationship With God

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Finding your purpose in life is one of the greatest things you will ever experience. In LifePlan, it’s one of the highlights for every attendee; that and putting together what is most likely their first vision for their life.

But there’s a major key to discover the purpose that God has for you and that is…God. Yep, it’s a crazy thing, but the big guy upstairs has known what He’s wanted for you for a really long time.

5 Ways to a closer relationship with god

In the last episode of The Chris LoCurto Show – “Seeking God First”, we talked about our team devotional where we discussed Matthew 6:33: “But seek first the kingdom of God and his righteousness, and all these things will be added to you.”

That’s when I shared how important it is to seek God, and I asked how many of you were “All in”, and a ton of you responded! So I thought I would take this opportunity to challenge you by giving you some practical steps to seeking God.

I don’t know if you’ve ever realized this, but every week you have 168 hours to use. If you work 40 hours a week, and spent 68 hours sleeping and eating, that would give you a total of 60 hours left to live the rest of your life.

Studies show that the average person spends 34 hours watching TV. If you add any family time and personal activity in there, how much does that leave for God?

Considering He’s your Father, and He loves you and knows you better than anyone, AND He actually has a plan and a future for you that’s better than anything you have on the table, don’t you think you should be spending more time with Him?

Start your morning off strong – As best as I can tell, Jesus spent every morning talking with God before He did anything else. If that was best for Him, shouldn’t it be for us? Every morning Jesus received blessing, and guidance, and love, and self-worth from God. Make sure you are as well!

Become a student – Every person needs a mentor or two. What greater area of your life to give focus to? Find someone who has a great relationship with God and ask for them to teach you how to do the same. Notice that I didn’t say find someone who attends church a lot, or does a lot of religious stuff, or talks Christianese well. Doing “church” or “religion” doesn’t mean you have a great relationship with your Father in Heaven. Believe me, I see a ton of people who are confused with that concept. Your relationship with God directly is paramount! Now, with that said, understand that I absolutely believe you should not forsake the gathering of the saints. Just don’t turn the gathering into a false belief of daily relations with God.

Set healthy boundaries – In 7 Signs You Self-Sabotage I shared that when you don’t have healthy boundaries, you allow people to manipulate you, take advantage of you, and abuse you. The very lack of healthy boundaries also keeps you from an intimate relationship with God. How? It’s actually quite simple – people without boundaries aren’t getting their strength, self-esteem, self-worth, confidence, etc. from God. Start by reading the book Boundaries! This is a great first step in taking care of YOU.

Worship Him like never before– I shared that the Jewish people believe, as well as I, that worshiping God is what you do during the week with his Children through your mode of work. In other words, if I do a great job during the week taking care of my clients and my followers, then I’m worshiping God. That in itself should absolutely change the way you look at your work. Focus everyday on what you can do to take care of God’s children, and I truly believe He will delight in it.

Keep the relationship open – Prayer is not something you just do in the morning, or when you eat, it should be continuous. As 1 Thes 5:17 says, “Pray without ceasing”. Saying Amen doesn’t mean that your communication with God is now done until the next meal. You grow your relationships with people by open communication, you should focus that even more when growing your relationship with God. Talk to him in all things.

If you will put these few things in place regularly in your life, I promise you will notice a phenomenal difference with your life!

Question: What ways are you inviting God in daily?

Chris LoCurto


July 28, 2014

5 Ways To Work As Unto The Lord

For years I worked in the logistics industry. It wasn’t something I loved, but I was really good at. On top of that, the nature of the logistics biz kind of drove me nuts. It wasn’t uncommon for me to wake up at 2am, work for a bit to solve an emergency, go back to bed, then head into work to solve other emergencies.

I knew this wasn’t where I wanted to spend the rest of my career. But every time I tried to get out, I felt like God was closing the door. He didn’t want me to leave. I wasn’t being freed up to go on to something else.

Work as unto the Lord

After about a year and a half with a certain company I had a shocking conversation with one of my team members. She was struggling a lot with God. She made it pretty obvious to everyone. In fact she would always say she didn’t believe in God.
One day I asked her why she didn’t believe. She told me a story about her son-in-law and how he had killed her grandson years ago. She went on to say with tears in her eyes, “…there’s no way there could be a god who would allow for something like that to happen”.

We continued talking one-on-one for about two hours and her tears soon turned to joy as she rededicated her life to the Lord. Why did she do that? What happened during that two hour conversation?
Well, she had come to an understanding that while all things may not make sense to us, God still has a plan, and He wants us to put our faith in that plan. Ok, there was a lot more to it than that.

You have to know that God has a reason and a purpose for everything in your life.

Shortly after that conversation the craziest thing happen, I headed back to my office and heard my phone ringing. It was a team member who used to work for me who told me there was a company that wanted to hire me. He asked me if I had a resume I could send over. So I did, and guess what…I was hired in just a few days.
Random coincidence I’m sure!  : )
Not hardly! I wholeheartedly believe God kept me at the previous organization so one day I would have that conversation. Now obviously there were other things that happened while I worked there, both good and bad, but I know that God kept me there for that specific reason.

God loves his children so much that he’s perfectly fine with keeping me in an industry I disliked so that I would have a conversation that guided one of His kids back to Him. Having that perspective kind of makes you feel silly when you catch yourself complaining. And the moment after I talked with her, He moved me on.

So here’s five ways to make sure you are doing your work as unto the Lord.

1. Understand that this is God’s story…not ours.
If you are caught up thinking that this is your story, you couldn’t be further from the truth. This is God’s story, and He’s allowed us to be a part of it. If He wants to use you in a situation so He may change one of His children’s lives, He may do just that.
Doesn’t mean you can’t fight Him on it.
Doesn’t mean you can’t run away.
But if you’re not feeling freed up from a job, there must be a greater reason why God has you there in the first place.

Ask God to bring to fruition whatever it is He is wanting to do with you.

2. God has a plan for you…regardless of your environment.
It’s difficult to work with people who don’t have a lot of integrity. It’s difficult to work with people who create a bad work atmosphere. Maybe there’s gossip or backstabbing. You have to understand that no matter what else is going on in other’s lives, God still has a plan for you.
Here’s Jeremiah 29:11in the Message:

I know what I’m doing. I have it all planned out—plans to take care of you, not abandon you, plans to give you the future you hope for.”

So if that’s true, and you are in a work environment that is not ideal, it doesn’t mean that you stop working hard for God. Just because other people are that way doesn’t mean you mess yourself up in the process and stop doing a great job.

3. Don’t bring yourself down to the level of others.
When the folks around you are not working their hardest, it can wear you down. If your work ethic slips to the level of those around you, guess what? You make yourself considerably less marketable. I want you to focus on being marketable. That means making yourself even more valuable as if you are going to another company. Ask the question, “How can I make myself even greater in situations where most people don’t care?”.
If you focus on making yourself more marketable to other businesses, when the time is right, not only will God move you on, but you might even get a better position at your current organization.

4. Focus on how you can bless others around you.
How can you be a witness to those around you? If people are struggling or not giving their all, if they are gossiping or backstabbing, you should still be a light. You should still be a witness to them. Not only a witness to a better work ethic, but also for Christ. They should be able to see you live in Christ even if you don’t say it with your mouth.

St. Francis of Assissi said, “Preach the gospel at all times, when necessary, use words.

5. Talk to God.
No matter where you are or what you’re doing, prayer is literally a game changer. Prayer is not about how fancy you can be with your words. If you are using nine dollar words with God…He’s not impressed.  In fact, He wants you to talk to Him as children do. You are His child, and prayer should never stop.

Pray without ceasing. That means you are talking to God all day long. The same way you talk to anyone else around you. So when you’re in a job or industry you don’t like, talk to God and let Him know how you feel. He cares. Ask Him what He wants from you. Ask Him what you’re suppose to do. Ask Him how to be better at what you’re doing. Ask Him for direction, guidance, and even ask Him to bless you. There’s no harm in any of that.

But remember, don’t stop talking to Him just because you’re not happy with where you’re working. The more time you spend with Him, the greater chance He is going to let you in on the incredible plan He has you in.

How have you seen God at work in your life, and the lives of others?

Chris LoCurto


June 23, 2014

Definition of Leadership

What is the definition of leadership? Technically, it’s “the action of leading a group of people or an organization.” If you want to know whether or not you’re a leader, turn around. If nobody is following you than you’re not leading.

Definition of Leadership, Leadership Definition,

While that does suffice for an official definition, I can truly say I’ve encountered many people confused by that definition. There are many misconceptions about what it means to be a leader. In an attempt to clear some of those misconceptions up, here’s what leadership is not:

  • Leadership Is Not a Title – Titles don’t lead! So many people believe that if you have a title, you’re a leader. Having a title does not make you a leader. In fact, one of the biggest mistakes I see businesses make is to take their greatest salesperson and make them the sales team leader. Who ever said they could lead? I see this fail all the time.
  • Leadership Is Not a Dictatorship – Telling people what to do doesn’t make you a leader, it makes you a dictator. People don’t follow dictators, they do what they say with only the required amount of energy to make it happen. No loyalty, no respect, and no buy-in.
  • Leadership Is Not Selfish – Contrary to popular belief, leadership is not about the leader. It’s not about one person’s ideas, desires, focus, drive, etc. It’s not about someone’s ego and pride.
  • Leadership Is Not the Blame Game – Leadership isn’t playing the blame game in an attempt to shrug off the responsibility of being an effective leader.
  • Leadership Is Not Angry – Ripping someones head off is in no manner leadership. I can’t count the number of times I’ve watched, heard of, or been the recipient of a supposed leader losing their mind and yelling. All the while, the screamer usually never takes the time to find out all the correct information, thus losing all credibility, and any respect or loyalty.

Those are just a few examples of what leadership is not. Let’s take a look at what leadership is:

  • Leadership Is Selfless – A true leader first understands that leadership is not about them. It’s about the people they are trying to lead in a specific direction.
  • Leadership Is Successful – It is your job as a leader to make your team successful, not the other way around. You have to make sure that you are there for whatever your team needs to be successful. What does the team need? Do they understand their KRA‘s? Do they have questions about their processes? Do they have the tools necessary to be successful?
  • Leadership Is Visionary – “Without a vision, the people perish.” People have to have a vision to follow. Without it they are dying. Great leaders keep their team focused on where they are going, not just where they are.
  • Leadership Is Accountable – In my eBook, Why Your Meetings Suck, I talk about the most powerful meeting I have where I don’t play the blame game when things go wrong. Instead, I teach people to take responsibility and solve the problem. And when the reason the team member(s) failed is leadership, I take responsibility instead of trying to blame shift.
  • Leadership Is Rewarding – People repeat what they are rewarded for. Entrepreneurs and leaders are great at finding people doing things wrong, but not so much on finding people doing things right. If you want high quality team members, let them know when they’re being high quality team members.
  • Leadership Is Inspirational – It’s not enough to come to work everyday just for a paycheck. A person can do that anywhere. As a leader it is vital to inspire your team to something greater than themselves.
  • Leadership Is Mentoring – A great leader understand that their team needs instruction on their job, and life as well. Sometimes as a leader you have to be willing to spend time mentoring each team member. Believe it or not, most of your team members would love that interaction.
  • Leadership Is Protecting – People need to know that their leader “has their back”. There’s plenty of junk going on in everyone’s life, they don’t need it at work as well. Great leadership protects their team from gossip, back stabbing, lying, manipulation, etc.
  • Leadership Is Uncomfortable – You’re dealing with people and things can get messy. Sometimes it’s your responsibility to push others out of their comfort zone and stretch them past their own belief in themselves.
  • Leadership Is Personal – Great leaders understand that their business wouldn’t run without the people who have decided to invest their time and efforts in that business. You must care! Spending time getting to know each team member, their families, their hobbies, their strengths, their weaknesses, etc. will result in loyalty and respect. Hurt when they hurt, and celebrate when they celebrate!
  • Leadership Is Socratic – Understanding that you as a leader are not the only one with great ideas is vital to winning at leadership. You should be taxing the collective intelligence of your team when you need input, and believe it or not, even when you don’t need input. Be intentional about helping your team to use their creativity. Fostering this will cause them to think for themselves, which is a fantastic duplication process.

The goal of a team is to allow a business to do more than they can with just one person. Bad leaders get half the effort of their team. Great leaders need half the team of bad leaders!

Question: What’s your definition of leadership?

Chris LoCurto


November 26, 2013

Make Your Team Productive [Podcast]

November 26, 2013 | By | 11 Comments">11 Comments

It’s the week of Thanksgiving and there’s no better time than the present to show your team how thankful you are. Making your team productive starts with making your team feel appreciated.

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In today’s podcast, we get into a bunch of fun Thanksgiving themed discussion around coffee and my top secret Deep-Fried Turkey recipe. Which isn’t so top secret. Turns out Bon Appétit is on the exact same page.

Deep-Fried Turkey

(Recipe via Bon Appétit – check out their great how-to video)


1 12 to 16 pound turkey, thawed with giblets and neck removed
3 tablespoons kosher salt
1 1/2 tablespoons freshly ground black pepper
2 teaspoons cayenne pepper, or to taste
1 5 gallon container peanut oil


  1. Place the turkey in an empty fryer pot and cover with water. Remove the turkey from the pot, rinse, and dry with paper towels. Mark the water level with a marker on the outside of the pot, or score the inside with a nail or paring knife. You will need that much oil in the pot when you cook, and no more. Empty the pot, then wash and dry.
  2. Rub the bird inside and out with salt, pepper, and cayenne.
  3. Fill pot with peanut oil so that it reaches the level the water was after the turkey was removed, and attach an extra- long candy thermometer to the inside of the pot. Heat oil over an outdoor propane hob until the oil reaches 350 degrees.
  4. Meanwhile, place the turkey on its rack–generally a device shaped something like a grappling hook, with a long shank, that will allow you to put the bird into the heated oil and retrieve it at the end of the cooking process. Simply thread the bird onto the shank so that it sits with its breast side up.
  5. Working carefully, use the handle that attaches to the rack to lower the turkey slowly into the heated oil. The process may take up to a minute, as the oil bubbles and pops because of excess moisture on the exterior of the bird. Wear gloves, and do not perform your duties barefoot or while drunk.
  6. Cook for approximately 3 1/2 minutes per pound. Remove from oil, allowing the excess to drain off the carcass, and allow the bird to rest for at least 30 minutes, covered in foil. Remove bird from rack and carve.

Question: How have you shown your team how thankful you are?

Chris LoCurto


November 25, 2013

You’re No Good To Me!

November 25, 2013 | By | 20 Comments">20 Comments

If you’re like me, you have a tendency to work your Gluteus Maximus off to make your business the best it can possibly be. If so, then I know how tired you are right now.

Chris LoCurto, Leadership, Business, Strategic Planning, LifePlan, #CLoTribe

I can tell you that after doing an incredible amount of events back-to-back, I’M TIRED! If there is one thing I have come to understand, it’s that I can’t continuously give out, without recharging ME.

If I don’t have energy to give to you, I’m no good to you. And the truth is, if you don’t have the energy to give to me, you’re no good to me either!

That’s why I decided to take a few days and go back home to do…wait for it…nothing! Yep. I finished my last event in a run of events, and flew straight to Tahoe.

I got into Reno, walked off the plane, got my bags, headed out the doors, and took one HUGE breath. I can’t tell you how incredible it is for me to fill my lungs up with that air. And it was even better when I got to Tahoe.

Over the next few days, I enjoyed coffee at the Coffee Bar in Truckee, had a killer workout, took a stretching class to try and work out some of my insanely tight muscles, had some incredible meals, and spent the rest of the time staring at the beauty in front of me.

And I praised God for sending me snow. Okay, maybe it wasn’t JUST for me, but I received it BIG time. I also answered an extremely small amount of emails or texts (sorry team!). Which is why I now have 500 to go through.

And while I believe I need more than just two days of this, I feel more rejuvenated than I have in a long time.

Why am I telling you about this trip? Because I’m pretty sure most of you are overdue for a trip just like this. Or doing something that regenerates YOU.

It’s the old bank analogy right? You can only take withdrawals if you have plenty of deposits. If you’re not putting deposits in your bank, you’re no good to me, your customers, your team, and mostly your family.

So it’s time! I want you to write down the top four things that absolutely regenerate you right now. Then I want you to pull out your calendar and book some of those things!

For me, spending time in Tahoe is on the top of my list, then alone time doing something relaxing, and cooking up a storm.

If I get some of those in, I can be a much better me. If not, I’m just a drained and empty version of the guy who’s supposed to be helping people.

Don’t be that person! It seems selfish to take time for you, but I promise, everyone around you will be much happier that you did.

Question: What refuels you? 

Chris LoCurto


November 19, 2013

Procrastinate on Purpose with Rory Vaden – Part 2 [Podcast]

November 19, 2013 | By | 3 Comments">3 Comments

When Rory Vaden and I sat down to talk about his upcoming book, Procrastinate On Purpose, we couldn’t stop talking! If you missed the first part of the interview, be sure to listen here first.

Here’s Part 2 of our interview on The Chris LoCurto Show:

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If you haven’t read Rory’s last book, Take the Stairs: 7 Steps to Achieving True Success, get your copy today!

Question: Have you started procrastinating on purpose? How’s it going?

Chris LoCurto


November 18, 2013

Why Strategic Planning Matters

November 18, 2013 | By | 2 Comments">2 Comments

What if you had a way of knowing what your greatest opportunities were as well as the most important things your organization should be focusing on right now?

Most entrepreneurs start their business by discovering a way to make a widget or provide a service and sell it. They’ll spend countless hours and years struggling to figure out a way to grow exponentially, create reoccurring income, and find a life in the process.

While many business owners have continued growth, what they don’t see is the incredible number of opportunities being missed on a daily basis. On top of that, they continue to hire people in positions that they perceive to be necessary. All along not knowing if some, or most of the positions are needed.

Are there other areas they should be focusing their time and money on? Are there areas of the company that shouldn’t exist? What are the opportunities that are being missed, and what’s the best way to capitalize on them?

When I started my business, I knew everything I did would be centered around helping people find purpose in their lives, growing leaders to greatness, and impacting businesses on levels bigger than they ever experienced.

I added some processes to what I’ve been teaching businesses and leaders on for over a decade, and developed our Strategic Planning Event.

The event has been so powerful to so many businesses, that I asked just a few of them to share their stories about the event.

“You can’t run your business at the level it has the potential to be unless you have this information.” – Brian Staley, ITG

If you’re ready to take your business to the next level, click here and get more information. Don’t wait for growth, make it happen today!

Question: What have you done to grow strategically in your business?

Chris LoCurto


November 12, 2013

How to Lead Your Leader [Podcast]

November 12, 2013 | By | 7 Comments">7 Comments

Today’s topic is a question I get asked all the time and it came up in several comments in our recent reader survey. If you’re struggling to understand your leader or just hoping to make things better around the office, here are a few things to keep in mind:

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  • You have to understand how they receive information and how you communicate is equally important. Learn more about communication in this post, Start Communicating Better Today.
  • Lead up. Make sure your intentions are to help them, not belittle them. It’s got to be beneficial to both of you.
  • Ask questions and get to understand them personally. When you do that, you’ll get perspective on why they are the way they are.
  • Don’t allow a terrible leader to hold you back. Do everything you can to make the people around you successful – up, sideways and down.

Question: What ways do you know to lead leaders?

Chris LoCurto


November 11, 2013

Is Base Camp Your Everest?

November 11, 2013 | By | 15 Comments">15 Comments

We’ve all heard the phrase, “If you’re going to be something in life, you have to do something.”

In today’s tech savvy society, it’s easy to do a lot (or at least prepare) and not really do anything at all. There are many people who read every blog and business book on the planet, but never do anything with the information. All of the principles and lessons, case studies and opinions are easily consumed but never put into action.

Photo Credit: Tony Czech

Photo Credit: Tony Czech


It’s like the guy that plans and trains to climb Mount Everest. He finally gets to base camp and goes, “Yep. I’m here!” “Aren’t you going to climb the mountain?” “Nope. It’s as far as I’m going to go. I’m just going to hang out here and watch everybody else climb the mountain.”

That’s a waste of time, energy, and your life. If you want to be something, don’t just prepare for it, don’t just study for it. Put those principles into practice. Do something! Here’s how:

  1. Formulate a plan of action. What is it that you’re going to do and how are you going to do it? If you want to read 17 books on leadership, how are you actually going to implement those leadership lessons? How will you measure if it’s working or you’re becoming more successful? Don’t just read the books and hope that someday you’ll become a leader.
  2. Implement the plan. Make sure that you’re following the plan as best as possible and tweaking where needed. Set reasonable action steps and don’t quit. Quit saying tomorrow and avoiding the difficult tasks.
  3. Get actual results. How is it working? What’s the accountability in the process? What do you need to change? What’s working well, what’s not working? Dig into it and discover whether or not your plan is effective. Are the 17 books making you a better leader? Would one-on-one coaching or a seminar be a better use of your time and resources?
  4. Re-evaluate the process. Go back to the drawing board and start all over again. Discover what it takes to get to the next level.

If you will follow these steps, you’ll make it considerably further than just base camp. You might just climb your Everest!

Question: Is there a book or resource that’s helped you get past base camp?

Chris LoCurto


October 29, 2013

What’s Killing Your Creativity [Podcast]

October 29, 2013 | By | 14 Comments">14 Comments

Creativity and focus come from having a clear mind…and your desk! If you are in need of a mental refresh, listen to today’s Coffee With Chris podcast!

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When your office is a mess, whether it’s paperwork scattered across your desk or unanswered emails junking up the inbox, your subconscious is cluttered. Here’s what I want you to do:

  • Tell your staff or co-workers you’re going to clean your office.
  • Pick a Saturday to actually clean your office and go through everything.
  • When you find something you need to be working on, put it in a place where you’ll get to it immediately.
  •  When you find something you don’t need to be working on, delegate it.
  • When you find something irrelevant, throw it away. Get it out of your brain and your subsconcious.

Once you’ve done this and see how effective it is, have your team do it as well!

Question: How has cleaning your office effected your productivity, focus or creativity?



Chris LoCurto


October 22, 2013

Budget Correctly or Fail [Podcast]

October 22, 2013 | By | 13 Comments">13 Comments

Don’t skip todays podcast! I get it, budgeting and accounting are the type of words that typically equal brain freeze or mental check out.

Guess what? Businesses that don’t know how to budget fail. Leaders that don’t know how to budget fail. I know digging into excel spreadsheets and accounting software can be painful tasks but they’re so important to your success. So important, I’m sharing my personal budgeting spreadsheets with you and explaining how to get on top of your profit and loss right now!


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While you’re listening, download these budget forms and take a look at what I’m talking about. If you’ve got any questions or comments, please leave your feedback below!

Actuals vs Budget




Chris LoCurto, Leadership, Business, Strategic Planning, LifePlan, #CLoTribe

Question: What are your biggest budget challenges?