Purpose-Driven Business

How to sell (without feeling salesy): First, understand the Ethical Wealth Formula: (Value First × Trust Building) × Authentic Positioning  ———————————————————  Frequency of Asks × Pressure Tactics This isn't abstract theory. It's practical math: • Increase the numerator: deliver more value, build more trust, position more authentically • Decrease the denominator: reduce frequency of asks, eliminate pressure tactics • Watch revenue soar while your integrity remains intact Ethical doesn't mean unprofitable. It means sustainable. Principle 1: Value-First Monetization The approach that generates $864,000 monthly without a single "hard sell": • Deliver so much value upfront that buying feels like the obvious next step • Create free content so good people say "If this is free, imagine what's paid" • Solve small problems for free, big transformational problems for a fee Give until it feels slightly uncomfortable. Then give a little more. Principle 2: Trust Through Consistency I've never missed weekly content in 3 years, through vacations, illnesses, market crashes. The trust-building machine that works while you sleep: • Show up reliably when competitors disappear during tough times • Do what you promise, when you promise it • Maintain quality across every touchpoint One founder implemented this and saw conversions increase 74% in 30 days, without changing offer or price. Trust isn't built in grand gestures. It's built in boring consistency, most won't maintain. Principle 3: Authentic Positioning The approach that helped me raise prices 300% while increasing sales: • Own your expertise unapologetically, confidence is not arrogance • Speak to specific problems you solve, not vague benefits you provide • Tell detailed stories of transformation instead of listing features You don't need to be perfect to sell effectively. You need to be authentic about how you help. Principle 4: Invitation Vs. Manipulation The ethical alternative to high-pressure tactics: • Invite people when they're ready, don't push when you're ready • Create genuine scarcity (limited capacity) not fake urgency (countdown timers) • Respect "no" as "not now" rather than objection to overcome My most profitable sales sequence has zero countdown timers, zero artificial scarcity, zero pressure. Ethical selling feels like extending help, not hunting prey. — Enjoy this? ♻️ Repost it to your network and follow Matt Gray for more. Want to improve your sales strategy? Join our community of 172,000+ subscribers today: https://lnkd.in/eTp4jain

In my last post, I talked about giving a company a soul by helping it become self-aware. That process starts with a diagnostic called Force Field Analysis, which helps uncover what's truly driving progress, and what’s holding it back. It’s a moment of truth for the business, a mirror that reflects reality beyond the slogans and surface-level aspirations. But what happens after that moment of clarity? How do you take what you’ve uncovered and turn it into aligned, collective action? This is where most companies struggle. Even when there’s agreement on what needs to change, what to amplify and what to overcome, execution falters. Momentum fades. It’s not a strategy issue. It’s a belief issue. It’s the baby elephant problem. When an elephant is young, it’s chained to a stake. It tries to break free and fails, over and over, until it gives up. Later, as a full-grown elephant, it could break free easily, but it doesn’t. It no longer believes it can. I see this all the time in leadership teams. They’ve grown. They’ve evolved. But they’re still operating from limiting beliefs formed during earlier phases of their journey. That’s why the next phase of the EmpathIQ Framework focuses on two things: Purpose-Driven OKRs: Not just goal setting, but designing shared objectives that align with what truly matters to the organization and its people. When done right, OKRs become the translation layer between self-awareness and sustained execution. Neuroscience-Based Coaching: Because transformation isn’t just structural. It’s personal. Coaching helps leaders rewire the beliefs that keep them stuck. So their mindset finally matches the mission. It’s not enough to know what needs to change. You have to become someone capable of changing it. This is the work I love most, helping leadership teams move from insight to action, from awareness to alignment, from resistance to belief. If that’s the shift your team needs, let’s talk. #Leadership #OrganizationalDesign #EmpathIQFramework

Why your Why isn't enough and being ‘purpose-driven’ is overrated. I used to believe purpose alone would fuel my business. That belief almost burned me out. Purpose will inspire you, no question. But it won’t create consistent results. What actually drives impact? → Discipline — showing up when it’s hard → Systems — building repeatable processes → A tribe — surrounding yourself with people who hold you accountable I had to learn this the hard way. In the early days of ACT Now Education, I was fueled by purpose helping the military community access resources, certifications, and opportunities. But as we grew, purpose wasn’t enough to scale. Without discipline, I missed key follow-ups. Without systems, we couldn’t manage the demand. Without a tribe, I had no one to challenge me or check my blind spots. Once I embraced these three drivers. Discipline, Systems, and Tribe that’s when we started moving the needle for real. If you’re running a mission-driven business, here’s my advice: Purpose is your engine. But discipline, systems, and tribe they’re the steering wheel and gas pedal. another way to put it is → Purpose is your WHY. → Discipline is your HOW. → Systems and tribe are your MULTIPLIERS. If you don’t have all three, it’s time to build them. And if you already do help someone else who’s just getting started. What’s one system or habit that’s made the biggest difference in your business or career?

I spent a decade sacrificing everything for my first company (health, family, even my honeymoon). Now, as a dad of three, I'm building my 2nd company completely differently. Here's how: == I used to work 16-hour days, weekends, and holidays. Now? • I work 8-5. • I don’t work weekends. • I take a month-long family trip every summer. Here’s how I made it happen: == 1. Redefine success. During my first startup, success meant hustle and hyper-growth at any cost. Now, success is about building a business that: • Lasts 50+ years. • Stays profitable from day one. • Protects my health and relationships. == 2. Set non-negotiable boundaries. I made a rule when I started @useonward: I work 8-5, Monday through Friday. That’s it. Busyness is no longer a badge of honor. Setting boundaries make you sharper, more creative, and more present as a leader. == 3. Choose a business model that aligns with your life. I picked B2B SaaS because it’s: • High-margin, low-cost, scalable. • Free from the relentless pace of retail or DTC. • Purely remote—no office, no commute. == 4. Go all-in on remote work. Tools like @loom, @NotionHQ, and @asana allow us to: • Document processes async. • Communicate clearly & concisely. • Build process & systems that run without me. The goal? A business that doesn’t depend on me 24/7. == 5. Optimize for longevity, not burnout. During my first company, there were no days off. Now, it’s about properly integrating family & work. Take the long family trip - empower your team but stay on top things. Burnout isn’t proof of dedication. It’s a leadership failure. == 6. Give yourself permission to build differently. The old me would’ve called these boundaries lazy. But here’s the truth: boundaries make you better. The goal isn’t to grind endlessly. It’s to create a company that works for you—not the other way around. == Building a startup doesn’t have to mean sacrificing your health, family, or happiness. Follow Josh Payne for lessons on scaling profitably, creating balance, and building a business you love.

85% of people believe the main job of business is to produce safe products, create jobs, generate wealth, grow the economy, and drive innovation. Equally telling: 75% think that tackling societal duties like climate change, discrimination, and supporting communities are just as important. And 58% of consumers say they buy or advocate for brands that share their values. These numbers suggest that businesses can no longer afford to ignore societal issues. How can leaders navigate this complex landscape? Here are three key strategies from a recent Harvard Business Review article: (1) Understand Stakeholder Concerns: To successfully address societal issues, develop a deep understanding of what matters most to your stakeholders. This helps in navigating both internal and external pushback effectively. (2) Balanced Decision Making: When conflicts arise between stakeholder expectations, consider who contributes most to your company’s long-term success and who will be most affected by your decisions. No single group should always take precedence—balance is key. (3) Define and Defend Your Values: Clearly articulate and consistently defend your values. Aligning your company’s actions with these values fosters trust and loyalty among customers, employees, investors, and the broader community. Taking a stand on societal issues isn't just about avoiding controversy—it's about securing your license to operate in the long term. #Leadership #StakeholderManagement #BusinessStrategy #CorporateResponsibility #SustainableBusiness #CustomerLoyalty #TalentAttraction #ValueDrivenBusiness https://lnkd.in/ec4RprF9

One of the most powerful lessons I’ve learned in leadership is that aligning personal growth with a shared organizational vision transforms not only the team but the entire organization. 🌱 In Venezuela, amidst immense challenges, our shared vision at Roche wasn’t just about business—it was about contributing to the country’s resilience and well-being. This alignment gave employees a profound sense of purpose, far beyond numbers and metrics. In India, we extended our mission to improve lives through healthcare solutions beyond medicines. This connection between individual purpose and our larger vision created a culture where employees felt truly connected—to their work, their colleagues, and the people we served. ✨ Ancient Wisdom in Action: 1️⃣ Vedanta: The Bhagavad Gita emphasizes, “When work is done for the sake of others, the self is purified.” Aligning personal growth with a shared vision creates a space for collective progress. 2️⃣ Taoism: Laozi says, “The journey of a thousand miles begins with a single step.” By aligning the first step with purpose, leaders inspire teams to move in the right direction. 3️⃣ Buddhism: The Dhammapada states, “Better than a thousand hollow words is one word that brings peace.” A shared vision brings clarity and peace to organizational efforts. 💡 Leadership Reflection: Are your team's personal goals aligned with your organization's mission? How do you cultivate this alignment? Let’s discuss how purpose-driven alignment can create transformational growth for individuals and organizations alike. #Leadership #PurposeDriven #HumanCenteredLeadership #Growth #OrganizationalCulture #Alignment #LaraReflections

Sales has been the #1 skill behind my success, all because I avoid making one mistake... Trying to persuade people. Here's what I did instead: Instead of "How can I get them to say yes?" I started asking, "How can I help them get what they want?" Your goal should be to find alignment between their pain point and your solution. Once you do that and you articulate value clearly, saying yes becomes natural. Your close should feel like this: "I'll give you $100 of value for $20 — can you see any reason you wouldn't move forward?" This is what alignment feels like: your solution should feel like a no-brainer. Here's the framework I use: 1. Get attention through curiosity Attention is the currency of sales. Ask questions that make them think differently about their current situation. 2. Use the AAA Strategy: • Alignment: Do they have an open mind? Are their values aligned with your solution? • Action: Create a clear next step together • Adjustment: Be ready to pivot when circumstances change 3. Ask closing questions: • "Would it help you if...?" • "Can you see any reason you wouldn't want to move forward?" 4. Focus on the relationship after the sale 80% of your success comes after the close through consistent follow-up and evolving value. You need to stop being a salesperson and become a problem-solver. People buy from you because you genuinely help them get more of what they like and less of what they don't. When you shift from commission-based selling to mission-based serving, the money follows naturally.

When you set out to build a company that is good for society, how do you make sure your intentions go beyond just window dressing? In the 21 years that I have written about startups for Bloomberg Businessweek and Fortune and WIRED, I've seen a lot of companies make short-sighted decisions that compromise their social goals. They blame the economy, or the stock market, or a competitive business landscape. They say it's impossible. But companies like Warby Parker prove it’s possible to build a strong business that does good, *even* after 16 years and *even* in this economy. So how do we ensure that purpose stays at the heart of our work? Cofounder Neil Blumenthal shared his thoughts on a recent episode of the #HelloMondayPodcast: 1. Define Clear Values: Purpose can’t just be a buzzword. Embed your company’s core values into everything you do—from how you hire and treat employees to the sustainability of your supply chain. 2. Measure and Share Impact: Be transparent about your goals and track your progress with hard data. Share what’s working, and just as importantly, what’s not. True commitment to change means accountability, not perfection. 3. Engage Stakeholders: Your employees, customers, and communities should have a voice. Create feedback loops that allow for honest input and adjust your approach based on their needs, not just what looks good in a mission statement. 4. Lead by Example: It’s not enough to talk about doing good—your leadership needs to embody these values. Authenticity comes from action at every level of the company. We don't have to sacrifice social impact for growth. It takes intentionality and accountability, but it’s possible to stay true to mission. And: Big gratitude to Leanne Pittsford & the Lesbians Who Tech & Allies Summit for inviting us to record this episode live in September in New York City! What do you think? How can businesses balance purpose with profitability in today’s challenging environment? Who is doing it well?

Socrates wouldn’t survive a pitch meeting—but he’d build a great culture. Startups obsess over KPIs, growth hacks, and funding rounds. We race to scale. We chase valuations. We sprint. But I’ve come to believe: the companies that endure—the ones that actually matter—aren’t built on adrenaline. They’re built on something older. Something deeper. They’re built on principles. Founders are trained to move fast, pivot faster, and optimize everything. But where’s the space to ask why we’re building in the first place? In our rush to go big, we forget to go deep. And I’ve seen the cost: burnout, disconnected teams, cultures without soul. Companies that scale, then stall—because they don’t know what they stand for. That’s where philosophy comes in. And no, I don’t mean textbooks or abstract debates. I mean philosophy as a toolkit—for resilience, leadership, and decision-making. I remember reading Man’s Search for Meaning by Viktor Frankl during a pivotal moment in my journey. He wrote, “When we are no longer able to change a situation, we are challenged to change ourselves.” That one line has stayed with me. It reframed how I think about uncertainty, adversity, and leadership. It grounded me—especially during the early, unsteady days of Uptake. Philosophy taught me that success isn’t just speed. The Greeks had a word: eudaimonia. It means flourishing. Not just winning. Flourishing. I think the best companies should aim for sustainable excellence—not just scale. The Stoics had another idea: logos. Acting with reason. With clarity. With integrity. That mindset still works, especially when everything around you feels chaotic. Because resilience isn’t just about grit. It’s about how you frame the challenge. We’ve glorified hustle. But maybe what we need to glorify is reflection. We celebrate the company that moves fast and breaks things. But maybe the company that lasts is the one that thinks deeply and builds with intention. Values > Velocity. Purpose > Pressure. Reflection > Reactivity. Every founder should aim to be a philosopher. Scaling a company isn’t just about what you build—it’s about why you build it, and how you lead while you do. The strongest cultures I’ve seen are built on timeless principles, not trendy tactics. So here’s what I’m asking: What principles ground you when things get chaotic? Not what’s in your pitch deck—but what’s in your belief system?

The best leaders don't just give direction. They give meaning.   I've watched CEOs deliver perfectly logical transformation plans that met every metric in the business case. The consultants made the case for change. A lot of money was spent. But real change never came.   The missing element? Storytelling that connects people, and purpose, to strategy.   Many executives think that the business case is enough. That numbers are more compelling than narrative. After all, narrative is just window dressing for quarterly town halls. They're wrong. It's the foundation of sustainable change.   When your people can't see themselves in the story of transformation, they lack real motivation to change. The science supports this. This is why data alone never drives real change—facts inform, but stories transform.   The most successful CEOs I work with don't just spend time crafting their narrative, they spend time connecting. They know that meaning drives motivation far more than metrics.   The perfect strategy is not enough. It must be delivered by real people that feel a sense of personal connection to that strategy. They are the ones that need to overcome the challenges and obstacles. They are the ones that need to be resilient.   So, if your people aren't pushing, ask yourself - Have I done enough to create meaning? If not, it might be because your strategy needs a story worth believing in.   What would shift if you made meaningful storytelling your leadership focus for the next 90 days? #change #transformation #ceoinsights #strategy Michael J Lopez Consulting