Some people don’t seek out coaching because they’re weak. They seek it out because they’re tired of feeling stuck and ready to see what’s possible beyond the walls they’ve built around themselves. In this episode of Grow Through Positivity, I sat down with Yankel Meislin, transformational life coach, speaker, and author of The Journey to Oz. Yankel shared that life and business are deeply connected. The challenges someone faces at work, whether it’s standing up for themselves, leading a team, or dealing with pressure, often show up at home as well. His work is about helping people recognize those patterns, get honest about what may be holding them back, and become a stronger, more complete version of themselves. What stood out to me most was his personal journey into coaching. At one point, Yankel felt like he had hit a ceiling in his career. He described it like being stuck in an imaginary box. A coach helped him see that the walls were not as permanent as they felt, and that experience changed his direction completely. That’s the power of the right conversation. Sometimes you don’t need someone to hand you all the answers. You need someone who can help you see past the limits you’ve accepted as reality. We also spoke about why people often wait so long before asking for support. For many, it takes reaching a real pain point, getting tired of “banging their head against the wall,” before they are ready to make a change. But as we discussed, commitment often has to come before confidence. You make the decision to move forward, and confidence grows through the process. Yankel’s book, The Journey to Oz, was written to help people understand coaching before they ever step into the room. It gives readers a foundation so they can begin their own growth journey from a stronger place. If you’re feeling stuck, overwhelmed, or like there has to be more beyond your current situation, this conversation is worth listening to. #GrowThroughPositivity #TransformationalCoaching #LifeCoaching #Leadership #PersonalGrowth #Mindset #SelfAwareness #Confidence #TheJourneyToOz #YankelMeislin

Some people grow into leadership by climbing the ladder. Others grow into it by living through the pressure, the setbacks, and the lessons that come with building something alongside family. In this episode of Grow Through Positivity, I spoke with Ephraim Ausch, Chief Logistics Officer at Tactical Logistic Solutions, about the journey from Amazon seller to helping transform a family logistics business into something much bigger. What stood out most to me was how much of his story was about not just adapting to a role, but rethinking the role entirely. Ephraim shared how, after stepping into his father’s business, he and his dad realized that success would come from understanding what each of them brought to the table and building around that. That idea of knowing your seat, knowing your strengths, and not just “showing up” but really contributing is something every family business can learn from. We also talked about how he saw a gap in the market and used his Amazon experience to help Tactical expand into a more end-to-end logistics model for e-commerce sellers. That shift didn’t happen overnight. It came from getting close to the work, understanding the pain points, and building something that actually served the right audience. Five customers turned into 35, then 65, and now hundreds of brands. That kind of growth doesn’t happen by accident. One of my favorite takeaways from the conversation was simple but powerful: if you want to lead better, spend time understanding how each part of the business actually works. Don’t just say you’re the CEO — go sit with the team, learn the details, and get your hands around the reality. That’s where better decisions come from. If you’re part of a family business, or you’re trying to grow something from the inside out, this episode is worth the listen. #GrowThroughPositivity #Leadership #FamilyBusiness #Logistics #EOS #Entrepreneurship #BusinessGrowth #AmazonSellers #Operations #TacticalLogisticSolutions

In this episode of Growth Through Positivity, Ellie sits down with Shaya Adler, founder of Eagle Production Company and Eagle AV Rental, to explore how passion, focus, and vision can turn a small start-up into a thriving national business.Shaya shares:How a single speaker in his parents’ garage grew into a production company with nearly 40 team membersHis target audience and how Eagle Production serves events from high-end weddings to corporate conferencesThe lessons learned about finances, people, and business expansionHow staying “in your lane” and following your passion can open new opportunities, like Eagle AV RentalTips for business owners on culture, communication, and retaining top talentWhether you’re a visionary entrepreneur, a CEO, or someone looking to scale your business, this conversation provides insight, inspiration, and actionable advice to help you grow.

Most companies say they care about culture. Most even have “core values” written somewhere. But as Tzvi Schwartz, Expert EOS Implementer, points out in EP210 of Grow Through Positivity, culture is still one of the most misunderstood parts of business—and one of the most powerful. In this episode, we talk about why leaders often want to jump straight to numbers, goals, and scorecards, while overlooking the fact that those results are built on how people feel when they show up to work. If someone walks into the office anxious, disconnected, or like they don’t really belong, there’s no way they’re operating at 100%. Multiply that feeling across a whole team and it’s obvious why culture isn’t “soft” at all; it’s the engine behind performance. Tzvi uses a great story from a trip to Cancun to illustrate the idea of fit. For a week, he could “fake” fitting in—using a translation app, staying in English-speaking areas. But imagine being stuck there long term, not knowing the language, food, laws, or norms. Nothing about that situation makes you want to volunteer more, lean in, or give extra. Then, on a bus, he hears a familiar Brooklyn accent and suddenly there’s an easy, natural connection. Same person, totally different fit. That’s the heart of culture and core values: not “good vs. bad” people, but right fit vs. wrong fit. Drawing on Patrick Lencioni’s work, we also dig into three big tests for real core values: You don’t compromise them, even for star performers or family members. They’re not aspirations you wish you lived; they describe how you actually show up, especially under pressure. They’re not accidental habits (like dress code or shared background) that happen to be common in the company. Tzvi shares a tough story about a client who let go of his own brother from the company—not because his brother was a bad person or untalented, but because their values and default attitudes just didn’t match. That moment proved the values were real: they were willing to protect the culture even when it hurt. One line from the episode that leaders should sit with: “Your job is to select people, not to train them into your values.” If you tell the team, “Respect is a core value here,” but you show up late, check your phone in meetings, or talk behind people’s backs, the culture doesn’t just fail—it backfires. People stop believing anything you say. Simplest way to apply this in your company: Look at one value you claim to hold. Then ask yourself, “Where am I currently compromising this, and who would we keep or protect even though they don’t live it?” Whatever answer makes you uncomfortable is probably where your culture work needs to start.

Some conversations don’t just share ideas – they reframe how you look at your day. In this episode of Grow Through Positivity, I had the privilege of hosting Scott White, Chairman and CEO of Invesque and author of The Life Is Too Short Guy: Strategies to Make Every Day the Best Day Ever. Scott shared how what began as a personal challenge – “maybe I’ll finally write that book one day” – turned into a passion, and eventually into a mission to make the world happier, one smile and one small action at a time. What struck me most is how practical his approach is. This isn’t about reinventing your whole life overnight. It’s about simple, repeatable habits: smiling more, doing small random acts of kindness, and actually chasing the passions that keep tugging at you instead of waiting for the perfect moment. We spoke about the difference between chasing some big, abstract “life purpose” and focusing instead on your current passions. As Scott put it, passions evolve with each stage of life – and that’s not a problem to solve, it’s something to embrace. The key is to stop being a passive observer and become an active participant: invest time, energy, and attention into the things that matter to you right now, and let the mission emerge from there. I also loved his honesty about starting the book. The hardest part wasn’t the writing; it was getting past the “who am I to do this?” voice. Once he sat down and simply began, the project took on a life of its own and has since led to speaking, media, and countless stories of people whose days got just a little brighter because of his work. If you’ve been sitting on an idea, a project, or a passion you keep postponing, this episode is a gentle nudge: stop waiting for perfect clarity and start with one small action today. #GrowThroughPositivity #LifeIsTooShortGuy #ScottWhite #Positivity #Happiness #Gratitude #Leadership #PersonalGrowth #Passion #Mindset

Some leaders don’t need more advice. They need a place to slow down, sort through the noise, and get back to themselves.That’s exactly what stood out to me in my conversation with Dovid Azerad, Transformation Coach at NextArc Performance Solutions, on Grow Through Positivity. Dovid works with newly hired executives who suddenly find themselves carrying a much heavier load than they expected. They come in excited, but soon feel the pressure, the overwhelm, and the tension between wanting to lead well and not feeling fully grounded in the role yet.What I appreciated most is that Dovid speaks from lived experience. He’s walked that path himself in education and leadership, moving from assistant to principal and learning firsthand that stepping into a higher level of ownership is never as simple as reading the books or attending the trainings. In real life, the challenge is not just knowledge; it’s the emotional weight, the frustration, and the self-doubt that can come with responsibility.We talked about the kind of people who tend to seek him out: high achievers, people with big aspirations, leaders who were used to succeeding and suddenly find themselves feeling overwhelmed in a new position. His work helps them resettle, refocus, and reconnect to the power they still have, even when things feel messy.One story that really stayed with me was about a CEO of a real estate fund who came in overwhelmed, pulled between micromanaging and letting go, and desperate for more balance. With the right support and steady work, he not only found more control and clarity, but also grew the business and created more room for family and life outside of work. That’s the kind of transformation that matters.If you’re in a leadership role and feeling that gap between what you thought it would be and what it actually is, this conversation will resonate.#GrowThroughPositivity #Leadership #Coaching #ExecutiveCoaching #Transformation #NextArcPerformanceSolutions #BusinessGrowth #Mindset #HighAchievers #PersonalGrowth

Not every win in business is about getting bigger. Sometimes the real win is using every half inch of what you already have. In my conversation with Berish (Beres) Laufer – CEO & Interior Designer at Half Inch Scale Inc, he shared how he built a boutique space-planning firm that focuses on maximum usability, practicality, and flow in homes, schools, offices, and beyond. Key takeaways for business owners and builders Space planning is not “nice to have” – it’s an advocacy role. Berish doesn’t just draw; he acts as the client’s advocate, making sure every room, wall, closet, and corridor actually supports the way the family or business wants to live and work. He bridges the gap between architect and designer so the final plan is both beautiful and practical. Specialization creates trust (and repeat work). He started with kitchens (hence the name “Half Inch Scale”) and got pulled into full houses, schools, doctor’s offices, and Batei Medrash because clients and builders saw how he used every half inch of space. Do one thing exceptionally well and clients will invite you into bigger, more complex projects. Bigger isn’t always better – fulfillment matters. After running a large operation with trucks, staff, and huge overhead, Berish intentionally chose to build a small, in‑house boutique firm. A fellow designer reminded him: if you’re making a living, are satisfied, and not “working for your employees,” staying small can be a conscious, successful strategy – not a failure. Simplest way to apply this in your business Whether you’re in design, construction, or any service business: Clarify your role as the client’s advocate. Before the next project starts, ask your client: “How do you want this space (or system) to feel and function in daily life?” Use that answer to drive every layout, decision, and trade‑off. Audit one existing project for “wasted space” or effort. Look at a current or recent job and ask: Where are people walking too far, storing things awkwardly, or constantly “working around” the layout? What’s the equivalent of “making magic to make it fit” that you could avoid next time with better planning? Decide what “enough” looks like for you. Instead of chasing headcount and trucks, define your own success: income, schedule, type of projects, and personal energy. Build around that, even if it means staying intentionally small and boutique. Where in your work are you still measuring success by size instead of by how well you use what you already have?

Who actually gives you “peace of mind” on a project?Most owners assume it’s the architect or GC. Listening to Faigy Chaskelson, CEO of Styles Design Interiors, you realize it’s the partner who owns the whole journey: from design… to procurement… to install… to “we swept the floor; you can walk in and work.”Peace of mind as a business modelFaigy only adopted “peace of mind” after hearing the same pain on projects:“I practically left my job just to manage this construction.”So Styles Design stepped in to own the full scope: detailed construction sets, procurement, warehousing, installation, and final walkthroughs — not “just design.”Try this in your business:Ask 3–5 clients: “What was hardest about this project before you hired us?”Turn their emotional language (stress, overwhelm, chaos) into a clear promise you design your service around.Systems, not heroicsFaigy’s two pieces of advice for anyone starting or scaling a business:Be radically open to learning and change.Build real systems and processes so the business doesn’t depend on you firefighting every detail.Simple implementation:Pick one recurring process (like onboarding or project kickoff) and write the step‑by‑step once. Use it on the next three clients before you “optimize” anything else.Faigy’s long‑term goal? Build a company she can “exit without exiting” — able to live in Israel while the business runs on systems, not her daily presence.Where in your business do you feel most like that office manager in Lakewood — “I practically left my job just to manage this project”?

Most leaders talk about “right people, right seats.”Jonathan Reynolds (CEO & Visionary at Titus, author of Right Seats, Right People) flips it on purpose: start with the seat first. In our conversation, he shared why so many hiring issues are actually role clarity issues: Leaders jump to resumes and interviews without being able to answer a basic question: “What must this role actually achieve to be worth the salary?” Until you define 3–5 clear, measurable outcomes for the seat, you’re guessing on who to hire and how to judge success. Success isn’t “butts in seats on day one” – it’s whether that person is delivering 100% of the role by their one‑year anniversary, which is how Titus measures quality of hire. Titus has built a whole talent strategy firm around this idea, partnering especially with EOS‑run small and mid‑sized businesses to own everything “people”: hiring, engagement, development, and retention. Simplest way to apply this in your business before your next hire: Write down 3–5 specific outcomes that would prove this role is a home run by their 12‑month mark (revenue, projects shipped, processes built, KPIs improved). Sense‑check: If I’m paying full compensation, am I truly willing to pay it for exactly these outcomes? Adjust until the answer is yes. Use those outcomes everywhere – in the job post, interview questions, onboarding plan, and one‑year review. If you can’t describe “winning” clearly, you’re not ready to hire yet. Where in your current team do you have a person you like in a seat you’ve never actually defined? #Leadership #Hiring #RightSeatsRightPeople #TalentStrategy #PeopleOps #EOS #SMB #BusinessGrowth #Recruiting #GrowthThroughPositivity

Most business owners know how to work hard.Far fewer know how to turn that hard work into healthy, predictable cash flow. In my conversation with Avi Pinsky – “Business Finance Doctor” at Pinsky Consulting, he shared how he helps owners move from overwhelmed and reactive to financially clear and intentional. Your bookkeeper and accountant mostly tell you what happened in the past; you also need someone focused on what should happen next (forecasting, cash flow, and strategy). Your financials are not just for taxes – they’re a story about which parts of your business are healthy, which are draining you, and where your real profit comes from. Many owners are working hard on low‑margin or losing services, or giving “interest‑free loans” through slow collections and loose receivables. When you lose sight of your long‑term vision, you start living in fire‑drills; reconnecting the numbers to that vision is often the first step back to health. Before you hire a “finance doctor,” do these three things: Once a month, sit down with your financials (P&L, balance sheet, receivables) and ask: “Which product/service is actually most profitable?” “Who owes us money, and for how long?” Pick one change for the next 30 days: Tighten payment terms, Pause or reprice a low‑margin offer, Or test a more scalable/group version of a 1:1 service. Write down one personal goal your business should fund (family lifestyle, side project, relocation) and keep it visible when you look at your numbers. If your business isn’t moving you toward that, something has to change. Where in your business do you feel like you’re “working for the business” instead of the business working for you? Key takeaways for business ownersSimplest way to implement this in your business