Focus on people

Focus on Your People, and Your People Will Bring the Results

In any industry—whether it’s fitness, media, or any service-based business—success is often measured by numbers. We track client satisfactions, revenue growth, and market reach as indicators of progress. But the truth is, these results don’t come from chasing numbers alone—they come from investing in people first.

With more than 20 years of experience leading teams in the property sector and, in recent years, in the fitness industry, I’ve seen firsthand that a leader’s role isn’t to dictate every action or force success—it’s to build, guide, and empower teams that naturally drives results. This is why my leadership philosophy is simple:

Focus on your people, and your people will bring the results.

Culture Over Control: Building a Strong Foundation

Many leaders fall into the trap of micromanaging, believing that strict control is the only way to ensure quality and consistency. But the best leaders take a different approach.

As Simon Sinek emphasizes in Leaders Eat Last,

“When people feel safe and protected by leadership in an organization, the natural reaction is to trust and cooperate.”

That trust is built through a structured leadership approach—one that moves from guidance to independence:

1. Inspect and Guide – Teach, refine, and set clear expectations.

2. Enable Consistency – Ensure the team can execute what’s expected.

3. Empower Growth – Create an environment where they can go beyond expectations.

This balance between structure and freedom ensures that people don’t just follow orders but take ownership of their roles, their growth, and their impact.

Step 1: Inspection and Guidance – Setting the Standard

Before a team can perform at a high level, they must first understand what excellence looks like. This means setting clear expectations, providing hands-on mentorship, and regularly reviewing and refining performance—not as control, but as guidance.

Jocko Willink states in Extreme Ownership:

“It’s not what you preach, it’s what you tolerate.”

If leaders don’t inspect early and guide effectively, they risk allowing inconsistency. Leadership isn’t about punishing mistakes—it’s about coaching people towards excellence.

Similarly, Stephen Covey in The 7 Habits of Highly Effective People reminds us:

“Begin with the end in mind.”

The goal is to start with a clear vision of success—not just for the business, but for each team member. People should understand not only what is expected but why it matters.

Step 2: Enabling Consistency – Mastering the Fundamentals

Once the foundation is built, the next step is reinforcing consistency. Great teams don’t rely on talent alone—they succeed through discipline and repetition.

Jim Collins, in Good to Great, states:

“Greatness is largely a matter of conscious choice and discipline.”

At this stage, team members execute their roles confidently, receive ongoing feedback to fine-tune their skills, and start to take full ownership of their work without constant oversight.

Jocko Willink, in Extreme Ownership, puts it best:

“Discipline equals freedom.”

When discipline and consistency are in place, people don’t need to second-guess themselves. They know what needs to be done, and they do it well.

Leadership here isn’t about micromanaging but about ensuring that consistency is second nature.

Step 3: Empowering Growth – Going Beyond Expectations

Once consistency is in place, leadership shifts to empowerment. This is where people take ownership, innovate, and push beyond expectations.

Simon Sinek reminds us:

“Customers will never love a company until the employees love it first.”

When a team is trusted and empowered, they don’t just do what’s expected—they look for ways to do more, be better, and create greater impact.

At this stage, people start thinking beyond their job description, taking initiative, mentoring others, and pushing their own limits by learning new skills and striving for excellence.

Dale Carnegie, in How to Win Friends and Influence People, emphasizes:

“Give the other person a fine reputation to live up to.”

When leaders set high standards and believe in their team’s potential, people rise to the occasion. They don’t just work for a paycheck—they become part of the company’s success.

Why People-First Leadership Works

Too many businesses either:

• Micromanage, controlling every step and stifling creativity.

• Leave things unchecked, creating inconsistency and frustration.

The best companies build a system where leadership evolves naturally. They start with guidance, reinforce consistency, and then empower the team to lead themselves.

Jim Collins writes:

“Get the right people on the bus, and in the right seats.”

The priority isn’t just finding the right people—it’s developing them into leaders. When a company invests in its people, it creates a ripple effect that leads to better client experiences, higher retention, and sustainable growth.

Final Thought: Leadership That Lasts

The best leaders don’t chase results. They develop people, and the results take care of themselves.

• Inspect and Guide – Set the foundation and refine the standard.

• Enable Consistency – Build discipline and trust.

• Empower and Elevate – Give people the space to grow beyond expectations.

When a team feels supported, challenged, and inspired, they don’t just work for a paycheck—they work with purpose.

And that’s what leads to lasting success.