The Profit Leak Blog

What training for a half marathon with newborn twins taught a working mom about the muscles high-performing teams use when there's no extra time. After I had my twins, I wanted to get back in shape and feel like myself again. So I signed up for a half marathon. 13.1 miles. Click to watch the video At the time, I was a three-to-five-mile runner. On a good day. My goal wasn't a fast time. It was simple: cross the finish line without walking. I knew where I was starting. I knew

What a late night 4-hour delay taught me about the seven muscles that separate high-performing teams from everyone else. At 6pm, the first redeye home got cancelled. Not delayed — cancelled. Scrambled to rebook on another airline for an 11pm flight instead. Felt like a win. That didn't last. At 8pm, a text: pushed to 2:40am. An hour later, another text: pushed again, to 3:45am. Anyone who has spent a night like that in an airport knows what usually happens next. People get na

Guest Post by Michael Perrino, SKOR's summer intern and junior at Lehigh University What a summer inside SKOR taught one intern about the most expensive problem in business: it's the same one that costs teams championships. A few weeks into my internship, I sat in on a client meeting and watched a business owner see his Profit Leak Number for the first time. It was in the millions. The room went quiet in that specific way rooms go quiet when something abstract suddenly become

Your team isn't listening to your all-hands speech about "long-term thinking" or "innovation." They're watching who got promoted. Who got the bonus. Who got called out. And they're adjusting accordingly.

Here's what nobody's talking about in their New Year content blitz: Your team doesn't need another motivational keynote, trust fall exercise or happy hour. They need to train the muscles that actually make you money.

This week, we're asking ourselves: How do we take these principles off the stage (and the page) and into practice?

Leadership Can Come from Anywhere We tend to think leadership is the coach’s job. Or the captains. Or the managers. But in reality, leadership is not a title — it’s a behavior.

In American football, offense and defense play very different roles. But no one questions they’re on the same team. They wear the same jersey. They’re accountable to the same scoreboard. And they only win when both sides execute — together. Now look at most companies. Sales is chasing revenue. Product is managing scope. Ops is watching risk. HR is trying to drive engagement. They’re all working — but rarely together. Different goals, different incentives, different definition

Leadership isn’t just about big decisions and bold strategies. It ’s about the small actions — the daily clarity, accountability, and...

Today is Tax Day in the U.S. Do you know how much you owe? Or perhaps you are looking forward to a refund? You would never leave your income taxes up to guesswork and in business, the same rule should apply for the disengagement tax. Leaders should always be aware of what they owe and look to reduce it through clarity. Unclear expectations are a hidden surcharge on productivity. When employees don’t understand their roles, they hesitate, make mistakes, and disengage. Leaders

In a world that praises the virtues of competition, CEOs are often found at the helm of a relentless pursuit to beat their competitors....

With the super bowl of 2024 now in the rear-view mirror, I can’t help but use that as the perfect metaphor for team alignment, motivation...

In my 25 years of founding and growing companies, I've witnessed firsthand the transformative power of investing in culture. The return...

After decades of proven ROI, CEOs still aren't getting it!!! So here's some more proof that this stuff actually works! We all know that a...

In today's remote and hybrid work environments, town halls are more important than ever for driving alignment, transparency, and...

Speaking to various managers out there about what they are doing to drive high performance with their teams, is not surprisingly mixed....

As managers, it's our job to support our employees and help them succeed. A key part of that is working together to set goals that align...

In today's world, nurturing a cohesive and growth-oriented environment is vital. At SKOR, we have always advocated for bonus programs that prioritize company performance over individual achievement . Ie, company goals need to be achieved before anyone gets any bonus. Through this approach, we have seen companies grow their bottom line almost 30% over previous years by implementing such an approach. Here's why this approach can engage your company culture and elevate your team