Leading During A Crisis with Henry J. Evans at Dynamic Results

In this episode, we explore the challenges founders face when their businesses become too dependent on them, creating bottlenecks in decision-making, execution, and growth. As companies scale, internal leadership must evolve alongside external priorities like hiring, sales, and new product development. We discuss how a founder's leadership style can shape company culture and how reactive or misaligned behavior can create friction and push talented people away. We also highlight the value of having honest conversations with trusted advisors, mentors, or peers. Ultimately, we examine how shifting leadership, mindset, and decision-making can unlock stronger teams, healthier growth, and greater business effectiveness. Episode Highlights & Time Stamps 0:19 Founder Growth Starts Within 1:25 The Founder Freedom Book 1:47 External Plans, Internal Blind Spots 3:37 Rethinking Leadership First 4:50 The Founder Is the Solution What You'll Learn in This Episode By listening to this episode, you'll discover: ✔️Why successful businesses can become founder-dependent ✔️How founder dependency creates bottlenecks in decision-making and execution ✔️Why hiring more people may not solve an underlying leadership problem ✔️How a founder's behavior can influence employee engagement and retention ✔️Why external growth strategies need to be supported by internal leadership growth ✔️How to recognize potential leadership blind spots ✔️Why your leadership style needs to evolve as your company scales ✔️How trusted advisors and coaches can help founders see what they can't see themselves ✔️Why becoming more self-aware can make your growth investments more effective ✔️How founders can create greater freedom by changing the way they lead Resources Mentioned 📘 Founder Freedom Download the book for free and learn more about breaking through founder dependency: https://getfounderfreedom.com/ 🎙️ Founder Freedom Strategy Call If you're a founder who has built something significant but still feels too deeply involved in the day-to-day, Gene offers a free 30-minute strategy call to explore what's keeping you stuck. https://schedulewithgene.com/

In this episode, we explore what it takes to lead effectively through crisis and why disruption is becoming faster, more complex, and more intense. We discuss why past experience alone isn't enough when leaders face unfamiliar challenges, and why a practical crisis management system matters. We explore Henry J. Evans's background in C-suite coaching and his business failure after 9/11, which shaped his approach to crisis leadership. Henry shares his framework for managing crisis, beginning with self-management and simple techniques like box breathing to help leaders stay calm and make better decisions under pressure. We also discuss the three phases of crisis, why decision-making should move to the lowest intelligent level within an organization, and why crisis plans should focus on the most critical actions. Finally, we explore simulations, scenario planning, pre-mortems, and the value of including pessimists to identify risks before they become problems. Episode Highlights & Time Stamps 0:09 Crisis Leadership in a Faster World 1:08 What Counts as a Real Crisis 4:40 Henry's Counterterrorism Background 7:09 Why Old Successes Stop Working 10:09 Lead Yourself First 15:04 Three Phases of Crisis 20:27 Decision-Making in Crisis 24:57 Building Trust Before Crisis 27:52 Stress-Test Your Team 29:42 Pre-Mortem Planning Works 31:04 Final Thoughts on Crisis Prep Key Takeaways ✅Past crisis experience is valuable, but it isn't enough by itself. ✅Leaders need a repeatable system for managing disruption. ✅Self-management is the starting point of effective crisis leadership. ✅Learning to respond rather than react can improve decision-making under pressure. ✅Crises can be viewed through three phases: incubating, emerging, and acute. ✅Decision-making should move toward the people with the most relevant expertise. ✅Crisis teams should focus on the few actions that matter most. ✅Leadership teams should practice crisis scenarios before a real crisis occurs. ✅Pre-mortems can help organizations identify vulnerabilities before they become problems. ✅Pessimistic perspectives can be valuable for identifying risks and blind spots. Connect With Today's Guest Henry J. Evans is a C-suite coach, strategic planning facilitator, and author with extensive experience in crisis leadership and national security. He has accumulated more than 16,000 hours of C-suite coaching and approximately 6,000 hours facilitating strategic planning sessions for multinational organizations. He also spent 22 years working with national security threats, primarily in counterterrorism. Henry's perspective on crisis leadership is also shaped by personal experience. After building a successful company, his business experienced a significant decline in revenue following 9/11 and ultimately went through Chapter 11 bankruptcy. That experience led to a new chapter in his career involving national security and counterterrorism work. He is the author of Bombs, Bacon, and Bankruptcy: The Art of Crisis Leadership, a book focused on the principles and systems leaders can use to navigate crisis more effectively. How to Connect with Henry J. Evans LinkedIn: Henry J. Evans  (LinkedIn) https://www.linkedin.com/in/henryevansdynamicresults/ Company Website: dynamicresults.com– to learn more about his work and platform Get In Touch with Henry: henryjevans.com Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance. 🌐 Explore More: training.coreelevation.com 🎧 Listen to the Full Episode: Growth Think Tank Podcast

In this episode, we discuss self-awareness in leadership and why it becomes important when old ways of leading no longer work. We talk about how founders can get stuck doing too much themselves and how that can affect alignment, focus, and team performance. We also look at the question of "Who am I being?" as a way to notice reactive or unfocused behaviors that may hold a leader back. We share a personal example from Brazilian Jiu Jitsu to show how recognizing unhelpful traits can lead to more consistency, discipline, and intention, and we close by encouraging listeners to think about the kind of leader they need to become. Episode Highlights & Timestamps 0:11 Self-Awareness in Leadership 2:18 The Hero Complex Trap 4:07 Who Are You Being? 5:47 Lessons From Jiu Jitsu 7:58 Becoming a Better Leader What You'll Learn ✅Why self-awareness is essential for effective leadership and business growth. ✅How the habits that helped you succeed can eventually hold you back. ✅How the "hero complex" can keep founders too involved in the day-to-day. ✅The importance of asking, "Who am I being that is getting in the way of what I want?" ✅How to identify the qualities you need to develop to become the leader your company needs. Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com and getfounderfreedom.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance. 🌐 Explore More: training.coreelevation.com 🎧 Listen to the Full Episode: Growth Think Tank Podcast

What does powerful leadership look like when a business is growing and challenges arise? In this episode, we explore how founders, CEOs, and business leaders can take ownership instead of blaming employees. We discuss practical leadership strategies, including clear communication, active listening, empathy, feedback, accountability, and setting expectations. We also examine the people and culture challenges that come with growth, including employee performance, organizational chaos, and difficult conversations. Finally, we address when coaching and support aren't enough and how leaders can recognize when it's time to part ways. A practical conversation about leadership, company culture, accountability, and building high-performing teams. Episode Highlights & Time Stamps 0:10 Leading Without Blame 1:49 Lead Powerfully, Not Reactively 3:48 The Four Phases of Tough Talks 5:41 Knowing When to Let Go What You'll Learn ✅Why blaming employees rarely creates meaningful change ✅How powerful leadership begins with personal ownership ✅When to listen, show empathy, communicate directly, or give tough feedback ✅How unclear expectations can contribute to employee performance issues ✅Why different situations require different leadership approaches ✅How to have difficult conversations that actually create movement ✅When coaching and accountability aren't enough ✅How to recognize when it may be time to part ways with an employee Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com and getfounderfreedom.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance. 🌐 Explore More: training.coreelevation.com 🎧 Listen to the Full Episode: Growth Think Tank Podcast

Featuring Andrew Razumovsky, co-founder of CANDA Solutions, this episode of *Growth Think Tank* explores what it takes to scale a company, develop leaders, and build an organization that can operate beyond the founders. Founded in 2008, CANDA Solutions has grown into an Inc. 5000 Rank No. 538 (2026) company serving federal government needs in vetting, adjudication, and investigations management. Andrew shares lessons from CANDA's growth journey, including bringing in outside coaching to sharpen strategy, establish metrics, and strengthen leadership. He also discusses using AI to analyze data while keeping human judgment at the center and empowering teams to solve problems independently. Episode Highlights & Time Stamps 0:03 Founder Growth Challenge 4:06 Building Kenda Solutions 5:01 AI and Human Judgment 7:58 Early Growth and Founder Dependence 10:19 Learning to Ask for Help 14:02 Growing Leaders Internally 18:08 Starfish Leadership Model 21:15 Advice for Scaling Founders In This Episode, You'll Learn: Why founder dependency can become the biggest barrier to growth How founders can transition from doing everything to developing leaders Why investing in your own leadership development matters How outside coaching and perspective can accelerate organizational growth Why internal leadership development creates a stronger organization How to create a culture where employees bring solutions, not just problems What the starfish leadership model looks like in practice How AI can complement human judgment rather than replace it Why founders need to become comfortable letting go of decisions How to build a company that can operate and scale beyond the founder The ultimate goal isn't to make yourself less important to your company. It's to build a company that no longer depends on you for everything. Connect With Today's Guest Andrew Razumovsky is the Co-Founder and Principal of CANDA Solutions, a technology and risk management company serving national security and federal government organizations. With more than two decades of experience in technology, enterprise architecture, risk management, and business development, Andrew has helped lead CANDA's growth and product innovation. He is also focused on using technology and AI to improve risk management while keeping human decision-making at the center. How to Connect with Andrew Razumovsky LinkedIn: Andrew Razumovsky(LinkedIn) Company Website: CANDA Solutions – to learn more about his work and platform Get In Touch with Andrew: Contact Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance. 🌐 Explore More: training.coreelevation.com 🎧 Listen to the Full Episode: Growth Think Tank Podcast

Your team won't make decisions because you're always available to make them. Employee decision-making is the critical element that separates founder-dependent companies from team-driven ones. In this episode, Gene shares a breakthrough from one of his founder clients who discovered that strategic unavailability forces his team to think independently. By blocking off time and removing himself from the equation, his leadership team started making decisions without him and built the ownership and grit required to scale. You'll learn why your availability is the enemy of employee decision-making, how to design strategic unavailability as a delegation framework, and why stepping back is the fastest way to move from bottleneck to freedom. Employee decision-making isn't given. It's claimed when your team has no choice but to think for themselves. If you want a business that runs without you, start here. Episode Highlights & Time Stamps 0:09 Too Available Hurts Decisions 3:53 Absence Forces Growth 6:09 Strategic Unavailability Works What You'll Learn ✅Why being too available can unintentionally create employee dependency ✅How leaders can empower employees to think and make decisions for themselves ✅Why confidence and ownership grow through real decision-making experience ✅How to create decision-making frameworks that employees can actually use ✅The importance of distinguishing between decisions employees can make and decisions that require leadership involvement ✅How strategically stepping away can accelerate team development ✅Why founders should schedule intentional time away from the business ✅How the concept of one-way doors and two-way doors can help teams make decisions faster ✅Why mistakes and setbacks are essential to developing leadership capacity ✅How to move from working in the business to working on the business Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at https://training.coreelevation.com/ and https://freebook.coreelevation.com/ to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance. 🌐 Explore More: https://training.coreelevation.com/ 🎧 Listen to the Full Episode: Growth Think Tank Podcast

As founders and CEOs work to scale their businesses, it's easy to focus on external growth: hiring A-players, increasing sales, launching new products, and building better systems. But what if the biggest obstacle to growth is the founder themselves? In this solo episode, Gene Hammett explores why founder-dependent businesses often struggle to scale until their leaders are willing to look inward. He shares how reactive leadership, unresolved personal challenges, poor communication, and outdated beliefs about the founder's role can undermine even the strongest teams and strategies. Gene explains why sustainable growth begins with becoming a stronger leader, how greater self-awareness can help founders attract and retain top talent, and why recognizing that "if you're the problem, you're the solution" can be a powerful turning point. If you're a founder or CEO who has achieved success but still feels like everything depends on you, this episode will challenge you to look beyond the next hire, sales strategy, or growth initiative and start with the person leading the business. Episode Highlights & Time Stamps 0:16 Founder Dependence and Internal Growth 1:35 Look Inward Before Hiring 2:55 Free Strategy Call Offer 3:11 Building Stronger Leadership Foundations 4:18 The Founder Is the Solution 5:01 Internal Growth Drives External Success In this episode, Gene explores: ✅Why founders often focus too heavily on external growth ✅The hidden cost of being a founder-dependent business ✅How leadership blind spots can drive away A-players ✅Why founders must shift how they see their role as the company grows ✅The importance of self-awareness and having tough conversations ✅How focusing on internal leadership makes external growth easier ✅Why the founder can be both the problem and the solution Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at https://training.coreelevation.com/ and https://freebook.coreelevation.com/ to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance. 🌐 Explore More: https://training.coreelevation.com/ 🎧 Listen to the Full Episode: Growth Think Tank Podcast

In this conversation, Boris Musheyev, founder of BORISMTAX, ranked No. 2,051 on the 2025 Inc. 5000, shares his approach to employee experience, leadership, and building a strong company culture. Boris describes the firm as a tax planning and advisory business focused primarily on helping business owners better understand and manage their taxes through clear communication and education. He explains how leading by example and taking a family-first approach have helped him attract and retain talented employees by creating a workplace where people feel supported, personal needs can be discussed openly, and work-life balance is valued. Boris also discusses the importance of celebrating his team, offering flexibility, and avoiding unnecessary overtime outside of tax season.  Above all, he emphasizes that people are the company's greatest asset, that hiring should be intentional, and that he will always prioritize his team when a client treats them disrespectfully. The conversation offers an insightful look at how thoughtful leadership and a people-first culture can contribute to both employee satisfaction and long-term business success. Episode Highlights & Time Stamps 0:06 Family First, Lead by Example 0:49 Employee Experience Matters 2:35 Meet Boris M. Tax 7:10 Core Leadership Principles 8:26 Building a Family-First Culture 11:46 Signs of True Family Values 15:22 Experience Over Output 17:50 People Are the Biggest Asset 20:58 Team Before Clients 23:17 Lead by Example and Growth The Bigger Leadership Lesson ✅The most important takeaway from this conversation is that culture isn't built through slogans. It's built through repeated actions. ✅If you say family comes first, your employees need to see you live it. ✅If you say people matter, you need to invest in them. ✅If you say respect matters, you need to protect your team when difficult situations arise. ✅And if you want people to bring energy and commitment to the business, leaders have to create an environment where people feel valued, trusted, and supported. ✅Boris's approach demonstrates that you don't have to choose between a high-performing company and a people-first culture. The right culture can become one of the reasons your company performs better. Key Takeaways for Founders ✅Lead by example. Your team will follow what you do more than what you say. ✅Make your values visible. Values only matter when they influence real decisions. ✅Put people before processes. Your employees are a major driver of growth and scalability. ✅Create an experience, not just a job. Give people reasons to enjoy being part of your company. ✅Support employees as whole people. Their families, goals, and lives matter. ✅Protect your culture. Not every client or employee is the right fit. ✅Invest in your people. Coaching, development, and personal support can build long-term loyalty. Remember that culture affects the bottom line. A strong employee experience can translate into stronger teams, happier customers, and a healthier business. Listen to the Full Episode If you're a founder working hard to grow your company but still find yourself too deeply involved in the day-to-day, this episode offers a different perspective: your company's growth isn't just about working harder. It's about building the people, culture, and leadership systems that allow the business to grow beyond you. Listen to the full conversation to hear Boris's firsthand experiences and practical approach to building a company where people genuinely want to show up, contribute, and grow.

Want to increase company value without grinding out more hours? The fastest lever is not revenue. It is reducing founder dependency. In this episode, Gene Hammett shares a real client story: a business doing $4 million in revenue, worth roughly $8 million in enterprise value. Seven years later, after serious investment in leadership development and building a team-driven company, that business is worth around $50 million. And the founder just took a vacation where he fully unplugged. No emails, no calls, no meetings, no driving sales. Gene breaks down the Founder Freedom Factor, why buyers pay less for companies that depend on their founder, and the leadership shifts that turn your team into the engine of growth. If you are the bottleneck in your business, this episode shows you the path from founder-dependent to team-driven. Want to build a business that runs without you? Learn how at Core Elevation. Episode Highlights & Time Stamps 0:06 Founder Dependency Value 2:46 The Value Formula 5:09 From Eight to Fifty 7:09 The Unplugged Vacation Test 8:32 Building Team-Driven Trust How do you increase the value of your company? In this episode, we break down the three critical drivers that determine business value: profitability, risk, and Episode Summary Is your business truly valuable or is it only valuable because you're running it? In this episode, Gene Hammett reveals one of the biggest blind spots keeping founders from building a high-value company: founder dependency. While many entrepreneurs focus on increasing revenue and profitability, they often overlook the factor that can dramatically impact their company's valuation—the ability for the business to thrive without them. Gene introduces a powerful new way to think about business value: Company Value = EBITDA × Multiple × Founder Freedom Factor What You'll Learn ✔️ Why founder dependency lowers business valuation. ✔️ The hidden formula that drives enterprise value. ✔️ How buyers evaluate risk when acquiring a business. ✔️ The difference between founder-led and team-driven companies. ✔️ Why building trust and ownership within your leadership team increases company value. ✔️ How the "Unplugged Vacation Test" reveals the health of your business. ✔️ The leadership mindset required to create lasting founder freedom. Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com and getfounderfreedom.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance. 🌐 Explore More: training.coreelevation.com 🎧 Listen to the Full Episode: Growth Think Tank Podcast

In this episode, Wes Cobb reflects on his career at JLJ, a leading critical infrastructure construction company, and his journey from field operations to project management, finance, and ultimately CEO in 2022. He discusses JLJ's specialized work renovating and upgrading mission-critical facilities, including data centers, hospitals, and telecommunications sites where uninterrupted power and cooling are essential. Cobb shares how the company's rapid growth exposed gaps in its leadership structure, prompting the creation of an executive leadership team, clearer organizational roles, regular leadership meetings, and a structured superintendent training program. He also offers candid insights into his own leadership evolution, emphasizing the importance of having difficult conversations, empowering others instead of micromanaging, and focusing on strategic direction. Looking ahead, Cobb outlines JLJ's commitment to strengthening its systems, expanding its capacity, and achieving sustainable growth while maintaining the quality and consistency that define the company. Episode Highlights & Time Stamps 2:09 Hypergrowth Reality Check 4:29 From Field to CFO 5:43 Critical Infrastructure Focus 9:19 The Wake-Up Call 13:43 No Leadership System 15:36 Growth Pressure Mounts 19:33 From Micromanager to Leader 21:36 Meetings Build Alignment 23:00 Training the Next Tier 27:30 Hard Conversations 29:49 Alignment Drives Results 31:22 Ready to Scale Again  In This Episode, We'll Discuss ✔️ Wes Cobb's journey from carpenter to CEO of JLJ. ✔️ How JLJ specializes in critical infrastructure renovations for data centers, hospitals, and telecommunications facilities. ✔️ Why rapid growth exposed weaknesses in the company's leadership structure. ✔️ Building an executive leadership team with clearly defined roles and accountability. ✔️ The importance of leadership operating systems during periods of hypergrowth. ✔️ Creating a superintendent training program to develop future leaders. ✔️ The shift from micromanaging to empowering leaders throughout the organization. ✔️ Why difficult conversations are essential for healthy leadership. ✔️ How alignment across the executive team improved consistency, culture, and execution. ✔️ JLJ's vision for continued growth while protecting quality and reputation. Key Takeaways ✔️ Leadership systems matter more than headcount. Sustainable growth requires clear roles, accountability, and structured leadership not simply hiring more people. ✔️ Growth exposes organizational weaknesses. Scaling from $70 million to $150 million forced JLJ to address issues that had previously gone unnoticed. ✔️ Alignment starts at the top. Regular executive leadership meetings created shared direction and improved decision-making across the company. ✔️ Leadership requires personal growth. Cobb learned to stop micromanaging, delegate effectively, and focus on setting strategic direction. ✔️ Training creates long-term capacity. Investing in superintendent development ensures the company can scale without sacrificing quality. ✔️ Difficult conversations build stronger teams. Honest, direct communication became a cornerstone of JLJ's leadership culture. ✔️ Reputation is the ultimate competitive advantage. Maintaining excellence while growing remains JLJ's highest priority. ✔️ Sometimes you have to get better before you get bigger. Building strong systems and capable leaders creates the foundation for sustainable expansion. ✔️ Wes Cobb, CEO of JLJ, shares how he led the company through a pivotal period of rapid growth by transforming both his leadership style and the organization's leadership structure. ✔️ After decades of working in field operations, project management, finance, and executive leadership, Cobb recognized that JLJ's success had outgrown its systems.  ✔️ He discusses the challenges of scaling a critical infrastructure construction company, building an executive leadership team, creating accountability through structured meetings, and investing in superintendent training.  ✔️ Cobb also reflects on his personal growth as a leader, learning to have difficult conversations, delegate instead of micromanage, and focus on strategic leadership while preparing the company for its next phase of sustainable growth.