Coffee, Culture and Curveballs

Tag: strategy

  • Comfort Zones Don’t Pay the Bills (part 2)

    Comfort Zones Don’t Pay the Bills (part 2)

    Climbing the tightrope

    Because coffee is essential for survival, culture makes or breaks a business, and life… well, life always throws a few curveballs.

    Comfort zones are sneaky. They don’t announce themselves with flashing lights or warning sirens. They whisper quietly: “Stay here. You know this place. It’s safe. It works.” And most of us listen. We love our comfort zones because they protect us from risk, embarrassment, and failure. They give us predictability in a world that feels anything but predictable.

    But the problem is that comfort zones are liars. They pretend they’re keeping you safe, but really, they’re keeping you stuck. They’re the business version of quicksand: cosy at first, until you realise you’re sinking.

    Why do people cling to comfort zones even when they know growth lies outside them? The answer sits in the way our brains are wired.

    Our brains are constantly gathering information to support our existing belief systems. Think of your brain like your own personal Google search engine, except it’s biased. If you believe “I’m not good at public speaking,” your brain will collect every embarrassing moment, every awkward pause, every shaky voice you’ve ever had and present it as proof. If you believe “I’m bad with money,” your brain will bookmark every poor decision while quietly ignoring all the times you got it right.

    We humans usually try to change things in the wrong order. Most people attempt to change behaviour first, and then expect their beliefs to catch up. But behaviour without belief is like trying to run new software on an old operating system — it crashes. You can force yourself into new actions for a while, but if your core beliefs don’t shift, the old programming wins.

    Changes

    The trick is to change the belief system first. Once the belief changes, the brain gets to work gathering evidence to support it. This isn’t wishful thinking — it’s neuroscience. Enter the Reticular Activating System.

    The Reticular Activating System (RAS) is a little network of neurons in the brainstem that acts like a filter. It decides what information is important enough to notice and what can be ignored. Ever had the experience of buying a new car — let’s say a red Ferrari (don’t worry, it works with a Toyota too) — and suddenly, you see that exact car everywhere? That’s your RAS at work. The car was always there; your brain just never considered it important enough to notice until it became part of your belief system.

    The same thing happens with opportunities, risks, and challenges. If your belief system says “I can’t do this,” your RAS filters out evidence to the contrary. But if your belief system says “I’m capable of learning this,” your RAS starts highlighting examples, people, and opportunities that reinforce it. The Ferrari has been there all along — you just never noticed it.

    This is why starting with belief is critical. When you shift your belief system, your brain begins working for you instead of against you. Change stops feeling like a battle because your own internal search engine is suddenly gathering evidence to support the new direction.

    So why do leaders, entrepreneurs, and teams stay stuck in comfort zones? Because their belief systems tell them it’s safer. The RAS, loyally following instructions, filters out evidence that growth is possible and highlights every reason staying still makes sense. Comfort becomes self-reinforcing. And nothing changes until the belief system does.

    The funny thing is, the discomfort we avoid in business is rarely catastrophic. It’s not facing down a charging rhino; it’s sending a tough email, trying a new strategy, investing in training, or making a difficult hire-or-fire decision. Yet our brains treat these challenges as life-threatening, because they challenge identity. And identity lives in belief.

    The key, then, is to shift the identity you attach to your leadership. Instead of saying, “I’m someone who avoids conflict,” you say, “I’m someone who values growth, even when it’s uncomfortable.” Instead of saying, “I’m not good at change,” you say, “I’m someone who adapts and learns.” The RAS will then do its job, gathering evidence to support this new belief. Slowly but surely, the comfort zone expands.

    Staying in a comfort zone might keep you sane in the short term, but it won’t keep your business alive in the long term. Comfort zones feel safe, but they’re expensive. They cost you innovation. They cost you opportunity. They cost you momentum. The longer you stay there, the more you convince yourself it’s the only option — until one day you realise the market has moved, your competitors have evolved, and your clients expect things you can no longer deliver.

    Shifting belief systems isn’t easy. It requires catching yourself in old patterns, challenging the “proof” your brain serves up, and choosing to believe something new before the evidence exists. But once you do, the brain catches up. The RAS starts finding your red Ferraris (or Toyotas). Change becomes less like wrestling with yourself and more like riding a wave you’ve finally noticed.

    And here’s the lesson in all of this: the comfort zone will whisper to you every single day. It will tell you you’re safer there. But your job isn’t to listen. It’s to believe something bigger, set a new filter, and step into the discomfort where growth actually happens.

    Because at the end of the day, comfort zones may keep you sane — but they don’t pay the bills.

  • For Sale: Your Reputation

    For Sale: Your Reputation

    In real estate, you sell homes, manage rentals, negotiate deals, and market properties. But here’s the truth nobody tells you in training: the most valuable listing you’ll ever manage isn’t a three-bedroom house with a view. It’s your reputation.

    Reputation is the invisible “For Sale” sign that follows you everywhere. Clients can’t always judge the quality of a property from photos, but they can judge the quality of the person representing it. And they do. Every phone call, every showing, every WhatsApp reply (or lack thereof) contributes to the reputation you’re building.

    Unlike a property listing, you can’t just pull your reputation off the market and relaunch it later. Once it’s out there, it sticks. People talk. Buyers talk to sellers, landlords talk to tenants, and word spreads faster than a “price reduced” banner. A good reputation becomes your strongest marketing tool. A bad one? It’s the deal-breaker you never see coming.

    Trust: The Currency of Real Estate

    Property transactions are stressful. For most people, buying or renting a home is the biggest financial and emotional decision they’ll ever make. They’re not just looking for a practitioner who can unlock doors and shuffle paperwork. They’re looking for someone they can trust.

    That trust isn’t built by being perfect. It’s built by being consistent. Showing up when you say you will. Returning calls. Being honest about the cracks in the wall instead of covering them with curtains. Keeping the landlord informed, even when the maintenance update isn’t what they want to hear.

    Every action says something about you, and over time, those small things stack up. That stack becomes your reputation.

    The Long Game vs. The Quick Win

    Here’s where mindset comes in. It’s tempting to go for the quick win — the inflated valuation to win the listing, the vague promise to the buyer, the “forget to mention” moment during a showing. It might even work… once.

    But real estate is not a one-deal career. Sustainable success comes from repeat business, referrals, and long-term relationships. And long-term relationships are built on trust. Every time you sacrifice reputation for a quick win, you’re cashing out the very thing that will keep you in the game five, ten, or twenty years from now.

    Your reputation is either earning you interest or costing you interest. The choice is yours.

    The Chaos Factor

    And yes, chaos happens. Properties fall through, sellers change their minds, tenants don’t pay on time, and contractors… well, let’s just say punctuality isn’t always their strong suit.

    How you handle that chaos is what people remember. You can’t control the curveballs, but you can control your response. Do you keep the client updated or go silent until there’s good news? Do you manage expectations upfront or scramble to explain later? Do you throw the blame around or own your part of the problem?

    Your reputation is forged in chaos, not in calm.

    Guarding the “Listing” That Lasts

    So, how do you protect the most important listing you’ll ever manage?

    • Be honest, even when it costs you. A hard truth today is better than a broken trust tomorrow.
    • Communicate more than you think you need to. Clients rarely complain about too much feedback.
    • Stay professional under pressure. The chaos is temporary; the impression you leave is permanent.
    • Remember the long game. Your reputation brings referrals long after the “For Sale” sign has come down.

    In the end, properties come and go. Mandates expire. Markets rise and fall. But your reputation? That’s the listing that never leaves the market. Treat it with more care than any home you’ve ever staged, marketed, or sold.

    Because in real estate, coffee keeps you awake, clients keep you busy, and chaos keeps you sharp — but your reputation keeps you in business.

  • Why Adaptability is Key for Real Estate Success

    Why Adaptability is Key for Real Estate Success

    Every property practitioner knows the sweet satisfaction of a well-laid plan. You’ve got the listing, you’ve lined up the show day, you’ve got buyers scheduled, and maybe you’ve even planned where to grab your celebratory coffee after the offer to purchase is signed. Everything looks neat and organised — in theory.

    And then reality arrives.

    The buyer gets cold feet. The seller suddenly remembers their “uncle’s cousin’s neighbour” who might want to buy directly. The bond approval falls through. Or the printer jams ten minutes before you need the contract. (Yes, even technology enjoys curveballs.)

    A testing job

    This is where the job really tests you. Because in property, as in life, the plan almost never plays out exactly as expected. The real skill isn’t in creating the perfect plan; it’s in how you respond when that plan collides headfirst with reality.

    Think of your plan like a GPS. It’s brilliant for setting direction. But when there’s roadworks, traffic, or the odd protest march rerouting half the city, the GPS starts politely yelling “Recalculating” at you. Do you give up on getting to your destination? Of course not. You reroute. You still know where you’re going, but the way you get there changes. That’s what property practitioners do every single day.

    The mistake some make is clinging too tightly to the original plan. They push forward as if nothing has changed, even when everyone else can see the road is blocked. They insist “this was the strategy” instead of adapting. But in property, flexibility is survival. Resilience doesn’t mean bulldozing ahead; it means adjusting without losing sight of the bigger goal: closing the deal in a way that’s fair, ethical, and sustainable.

    Here’s the thing — when reality throws you a curveball, it’s not a sign your plan was bad. It’s just feedback. That buyer who vanished? Feedback that motivation wasn’t tested strongly enough. The deal that fell through on finance? Feedback that pre-qualifying could save you time. The seller who suddenly changed their mind? Feedback that expectations weren’t aligned at mandate stage. Reality isn’t your enemy; it’s your best (and often bluntest) teacher.

    And this is where culture counts. A practitioner working in a strong culture doesn’t panic when the plan unravels. They don’t throw ethics out the window chasing a quick replacement deal. They regroup, adapt, and lean on values that keep them steady. Culture is what helps you smile when you’re explaining — for the third time — why the leaking roof really should be fixed before show day. It’s what helps you reassure a nervous buyer when financing takes longer than expected. And sometimes, it’s what keeps you sane when your “sure thing” collapses the morning before transfer.

    Plans

    So yes, plan. Prepare. Build your strategies. But don’t mistake the plan for reality. In property, the plan is the guide — not the guarantee. What sets great practitioners apart is how they respond when reality throws its curveballs: calmly, ethically, and with enough flexibility to reroute without losing the deal (or their sanity).

    The takeaway? Don’t fear the collision between your plan and reality. Expect it. Because in property, reality always has a sense of humour. It’s your response that decides whether you strike out or hit the curveball straight out the park.

  • Don’t Keep Rotten Apples: Leadership Insights for Hiring

    Don’t Keep Rotten Apples: Leadership Insights for Hiring

    Because coffee is essential for survival, culture makes or breaks a business, and life… well, life always throws a few curveballs.

    There’s a reason the phrase “one bad apple spoils the bunch” has survived for centuries. It’s not just something your grandmother muttered while glaring at your teenage friends — it’s also one of the most brutally accurate business lessons you’ll ever learn.

    Because here’s the truth: one wrong hire can unravel everything. The wrong person in your team doesn’t just slow things down. They don’t just cause a little drama. They rot. Slowly, subtly, but inevitably. And once the rot sets in, it spreads.

    The mistake leaders often make is thinking they can manage the apple into ripening. They polish it, they reframe it, they even try putting it next to fresher apples hoping the good ones will rub off. Spoiler: it doesn’t work. A rotten apple doesn’t become fresh — it just takes the rest down with it.

    Keeping the wrong hire feels easier than dealing with it. You tell yourself their skills outweigh their attitude. You hope they’ll “come around.” You convince yourself that one person can’t possibly influence the entire culture. (They can. And they will. Usually faster than you think.)

    It starts small

    They cut a corner here, they roll their eyes there. They make a sarcastic comment in a meeting, and suddenly the energy in the room shifts. They miss deadlines, and the rest of the team lowers their pace to match. Before you know it, the culture you worked so hard to build has bent around them like a tree leaning toward a rotten branch.

    And here’s the kicker: when that apple finally leaves, the rot doesn’t go with them. Clients remember the bad experience. The team remembers the tension. And your leadership credibility takes a hit, because everyone wonders the same thing: why didn’t you deal with it sooner?

    That’s why firing fast isn’t ruthless — it’s responsible. It’s kinder to the team, kinder to the business, and yes, even kinder to the individual. Keeping someone who doesn’t fit your values is like keeping a goldfish in a shark tank: they’re going to be stressed, miserable, and out of place until you finally scoop them out. Letting them go gives them the chance to find the pond where they actually belong.

    We dress up inaction as compassion. We tell ourselves we’re “giving them another chance.” But let’s call it what it really is: avoidance. Because firing someone feels awkward. It’s confrontation. It’s paperwork. It’s uncomfortable. But the longer you avoid it, the more expensive it becomes — not just financially, but culturally.

    And culture, unlike a P&L statement, doesn’t repair quickly. It takes years to build, and only a few months of one bad hire to unravel.

    So how do you avoid finding yourself with a rotten apple in the first place? You hire for values before skills. Always. You can teach someone how to use a CRM. You can train someone on your systems. You can even coach performance. But you can’t teach integrity. You can’t teach humility. And you certainly can’t teach someone to stop being a know-it-all if that’s who they are at their core.

    Recruitment isn’t about filling a seat. It’s about protecting the orchard. That means digging deeper than résumés and shiny interview answers. Ask questions that test values. Look for curiosity. Look for resilience. And if you see red flags? Don’t paint them green.

    Because once the apple is in the bowl, dealing with it is a lot more painful than simply never putting it there in the first place.

    Still, even the best leaders make mistakes. Everyone hires someone who turns out not to be the fit they hoped for. That’s part of leadership. The real test isn’t whether you’ll ever hire the wrong person — it’s how long you’ll tolerate them once you realise they’re the wrong person.

    And here’s where the humour fades into hard truth: the faster you act, the faster the culture heals. The longer you delay, the more the rot spreads. A quick, clean decision might sting, but a slow, drawn-out one poisons the whole team.

    It’s like pulling off a plaster. You can peel it off millimetre by millimetre, dragging out the pain, or you can just rip it. Either way, it’s coming off. Only one way makes sense.

    The leadership lesson is blunt but clear: don’t keep rotten apples. Fire fast, hire intentionally, and protect the culture as if the entire business depends on it — because it does.

    It may feel harsh in the moment, but in reality, it’s the kindest choice you can make. For your team, for your clients, and even for the apple itself. Because nobody wins when rot is allowed to spread.

    So next time you’re tempted to “give it another month,” ask yourself one simple question: do you want to run a thriving orchard, or a compost heap?

  • Coffee, Clients & Chaos

    Coffee, Clients & Chaos

    If you’ve been in property management longer than a week, you already know this truth: no two days are ever the same. Just when you think you’ve got the day planned out — the calls logged, the inspections scheduled, and the emails (almost) under control — the phone rings.

    And that’s when the chaos begins.

    It might be a tenant reporting a geyser that’s burst at 7am on a Saturday. Or a landlord who suddenly wants to “pop in” during a lease inspection because they’ve just remembered the curtain rods are sentimental. Or maybe it’s the contractor who swears blind they’ll be there at 9am, only to arrive closer to lunchtime… two days later.

    Property Management

    Property management is coffee in one hand and chaos in the other. And between those two things lies the real skill of the job: perspective.

    Because here’s the thing: chaos itself isn’t the problem. Curveballs are part of the territory. Things break. People forget. Life happens. What makes or breaks the experience — for tenants, landlords, and yes, for your own sanity — is how you respond.

    Some practitioners treat every curveball like a catastrophe. They panic, they scramble, they pass on the stress to everyone else in the chain. And suddenly, what was a small bump becomes a full-blown crisis. Others, however, shrug, sip their coffee, and tackle it calmly. Same problem, totally different outcome.

    And the difference usually comes down to culture and mindset. If your culture says “we solve problems, we stay professional, and we treat people with respect,” then chaos doesn’t define you — it just tests you. It becomes a chance to prove your value. Tenants remember the agent who answered the call and sorted the issue. Landlords remember the practitioner who kept their asset protected without drama. And everyone remembers the practitioner who lost it completely — for all the wrong reasons.

    Property management isn’t glamorous. It’s often thankless. But it’s also one of the most human sides of the property game. You’re dealing with people in their homes, landlords with their investments, and service providers trying to juggle five jobs at once. Things will go wrong. But how you show up in that moment — whether you fuel the fire or calm it — is what sets you apart.

    So, when the chaos hits (and it will), take a breath. Take a sip of coffee. Remind yourself: this is part of the job, not a failure of the job. Then roll up your sleeves, find the solution, and remember that today’s chaos is tomorrow’s story — and maybe even tomorrow’s referral.

    At the end of the day, coffee keeps you awake, clients keep you busy, and chaos keeps you sharp. The trick is not to avoid the chaos, but to manage it with enough perspective that when you put your head down at night, you can say: “It was messy, but I handled it.”

    Because in property management, you don’t get to choose the curveballs. But you do get to choose how you swing at them.

  • Why Company Culture Beats Strategy Every Time

    Why Company Culture Beats Strategy Every Time

    You’ve probably heard the line: “Culture eats strategy for breakfast.” It’s one of those quotes that gets tossed around in boardrooms and LinkedIn posts. But here’s the thing — it’s true.

    Now, don’t get me wrong. Strategy is important. Without it, you’re like a GPS with no destination plugged in — plenty of maps, but no idea where you’re going. But culture? Culture is the fuel in the tank. Without it, the car isn’t going anywhere.

    Culture is how your team behaves when nobody’s watching. It’s the vibe in the office, the way your people talk to clients, and the unspoken rules about “how we do things around here.”

    If your culture is toxic, even the most brilliant strategy won’t stick. It’s like planting a beautiful garden in concrete — you can water it, fertilise it, talk to the plants if you want… but nothing’s growing except perhaps the weeds.

    On the flip side, if your culture is strong, your strategy finally has the soil it needs to take root and grow.

    Culture doesn’t just “happen.” It’s shaped — by values and brand identity.

    • Values are your non-negotiables. The things you stand for.
    • Brand identity is how those values show up to the world. It’s not just your logo; it’s the promise you make to clients — and how your team lives that promise daily.

    When your values and brand are clear, your strategy has direction. Without them, you’re just another business chasing targets with no real differentiator.

    Here’s where most businesses stumble: tough times hit, and suddenly the temptation of “easy wins” takes over.

    • Drop prices just to land clients.
    • Take mandates for properties that are unlikely to sell. Lots of listings make us look busy and successful.
    • Copy what the competition is doing.
    • Cut corners.

    And yes, the numbers might look good — for about five minutes. But in chasing easy wins, you risk blending in. You become just another face in the crowd. And in business, especially real estate, if you’re the same as everyone else… why should anyone choose you?

    Differentiators are the Secret Weapon….Your differentiators are what make you stand out. But here’s the catch: differentiators only work if your team understands them and lives them. If even one person doesn’t buy in, the cracks show. And clients notice cracks faster than you think.

    A sustainable business isn’t built on one-off wins; it’s built on consistency. Quick profits are great for bragging rights, but repeat clients and referrals are what keep the lights on long-term.

    Sustainability means sometimes saying “no” to a deal that doesn’t align with your values. It means prioritising the brand’s reputation over short-term numbers. And yes, it means you’ll sleep better at night — which is worth more than a quick commission any day.

    Wrapping it up

    At the end of the day, strategy is what you plan. Culture is what you practice. And practice beats plans every time.

    If you protect your culture — through hiring, decision-making, and client service — your strategy has the foundation it needs to succeed. If you compromise on culture, even the best strategy won’t save you.

    Leadership lesson: Don’t hire anyone who doesn’t align with your differentiators and values. If you make a mistake and recruit someone who is not aligned, the culture will spit them out. The cost of a misaligned hire lasts far longer than their tenure. The right culture lasts long after the storm has passed.

  • The Art of Recruiting the Right People

    The Art of Recruiting the Right People

    Everyone is unique. Find the right match for your culture.

    Because coffee is essential for survival, culture makes or breaks a business, and life… well, life always throws a few curveballs.

    Recruiting isn’t about filling seats. It’s about shaping the future of the business. The people you bring in define the culture, the reputation, and the ability of the business to grow. Which means every hire is either a step forward… or a step back.

    And let’s be honest: we’ve all had that one hire who looked fantastic on paper but turned out to be about as useful as a screen door on a submarine. That’s why the rule is simple: don’t just hire smart people — hire the right people. Experience in the industry can be the biggest setback when trying to move forward.

    Culture is like Wi-Fi: you can’t always see it, but when it’s weak, everyone notices.

    A company’s culture is the invisible framework that drives how people think, act, and treat clients. When someone aligns with that culture, they amplify it. When they don’t, they disrupt it.

    The best hires see their career as an ongoing project, not a final product. They’re the ones who read, ask questions, seek feedback, and occasionally send you an article at 11pm because they’ve just discovered a new trend (you can curse them for the late-night email, but you’ll secretly admire it too).

    A team made up of these kinds of people raises the bar for everyone else. Growth-minded people are contagious — in the best possible way.

    The business world changes faster than the hairstyle choices of a teenager. If your team can’t adapt, you’ll be stuck playing catch-up.

    The right people don’t just tolerate change — they lean into it. They’re the ones who suggest smarter ways of doing things, who aren’t afraid of new tech, and who look at disruption as a chance to get ahead. The wrong people, meanwhile, will still be clutching their flip phones while the rest of the industry moves online.

    It’s like dating…

    Recruiting is like dating — if you rush it, you’ll regret it. Filling a vacancy with the first available option usually ends in heartbreak (and possibly legal fees). Be intentional.

    • Hire for values, not just skills. A great CV means nothing if the values don’t line up.
    • Ask culture-driven questions. “Tell me about a time you chose long-term gain over a quick win.” If they stare blankly, you’ve got your answer.
    • Look for curiosity. People who ask good questions in an interview are more likely to keep learning.
    • Test resilience. Ask how they’ve handled failure or change. If they’ve “never failed,” either they’re lying, or they’ve been asleep for most of their career.
    • Don’t rush. A short vacancy is less painful than a long-term mistake.

    The right hire is like planting a tree: the benefits grow over time and provide shade for years to come. The wrong hire is more like planting a weed: it spreads quickly, chokes the good stuff, and takes forever to remove.

    The impact of recruiting the right people shows up in team energy, client satisfaction, and business sustainability. And the impact of hiring the wrong ones? Let’s just say it’s the gift that keeps on giving — and not in a good way.

    Examine the detail.
  • What You’ll Find Between the Coffee and the Curveballs

    What You’ll Find Between the Coffee and the Curveballs

    Because coffee is essential for survival, culture makes or breaks a business, and life… well, life always throws a few curveballs.

    Every good series needs an introduction, so here’s mine. It’s not a blueprint, not a textbook, and certainly not a “10 steps to guaranteed success” kind of thing (if only it were that simple). This is just me — sharing what I’ve learned, what I’ve messed up, what I’ve tried, and what I’ve seen in business, leadership, and life.

    The series is called Coffee, Culture & Curveballs for three reasons:

    1. Coffee is essential. Without it, most of us wouldn’t make it through the first email of the day, never mind a board meeting.
    2. Culture is the heartbeat of any business. It’s what keeps strategy alive, teams motivated, and clients coming back. Get it right, and everything flows. Get it wrong, and… well, you’ll be needing more coffee.
    3. Curveballs are inevitable. Life, leadership, real estate, business — they all have a way of throwing surprises when you least expect them. Some you swing at and miss, some you connect with beautifully, and some smack you square on the head and leave you dazed for a bit.

    I’m not writing this series because I have all the answers. Far from it. If leadership has taught me anything, it’s that nobody really has it all figured out. We’re all just trying, failing, adjusting, and trying again. But along the way, I’ve read books that made me rethink everything, worked with people who taught me lessons (sometimes the hard way), and lived through experiences that were equal parts humbling, frustrating, and funny in hindsight.

    Some of what I’ll share will be lessons in leadership, some in running a business, and some in just navigating life when it feels like the universe is throwing curveballs faster than you can duck. I’ll share what worked, what didn’t, and what I’d never, ever do again (consider this a gift to your future self).

    You’ll find stories about hiring the right people, protecting culture like your life depends on it, stepping out of comfort zones, avoiding the dreaded “rotten apple hire,” and the ongoing battle of resisting easy wins when the long game matters more. And yes, there will be dinosaurs, apples, and the occasional dodgy metaphor involving Wi-Fi.

    This isn’t about being perfect. It’s about being intentional. It’s about leading in a way that balances business goals with human realities. And it’s about remembering that coffee, culture, and curveballs aren’t just catchy words — they’re the daily reality of anyone trying to lead, grow, and survive in business. So grab a cup, settle in, and join me for the ride. I can’t promise I’ll always be right, but I can promise it’ll be honest, light-hearted, and hopefully useful. And if nothing else, at least you’ll get a laugh or two along the way.