SuccessLab

18/08/2025

Stop chasing goals and start becoming the person who achieves them.

I used to think success meant suffering for months... then getting rewarded.

Delay gratification. Grind through the pain. Wait for that distant goal.

Exhausting.

Then I flipped the question entirely 🔄

Instead of "What do I need to do for 6 months?"

I asked "Who do I need to be today?"

Take weight loss. The person who hits their goal doesn't eat junk regularly and moves daily.

So why wait? Be that person today.

Just today.

Tomorrow? Same question.

Here's what happens:

→ It feels easy (only focus on the next 24 hours)
→ You get daily wins that release dopamine 💪
→ Goals become inevitable instead of forced

When I work with teams, this changes everything.

Instead of grinding toward quarterly numbers, they become the type of team that naturally hits them.

Daily identity alignment.
Daily small wins.
Daily momentum.

The results just... happen.

Because when you be the right person consistently, the outcomes take care of themselves 🎯

Your turn: who do you need to be today?

Like and share if you're done chasing and ready to become 👇

15/08/2025

Looking forward to continuing my work with young Ronnie! 💪

SuccessLab the performance mastery consultancy for teams and individuals in business and sport.

A huge thank you to Alec, who has begun helping me with my mental strength.
After a very short time, I have already made huge improvements and will continue to do so with Alec’s mentoring and support.

For business or sports coaching, get in touch.

www.successlab.coach
admin@successlab.coach

15/08/2025

SuccessLab the performance mastery consultancy for teams and individuals in business and sport.

A huge thank you to Alec, who has begun helping me with my mental strength.
After a very short time, I have already made huge improvements and will continue to do so with Alec’s mentoring and support.

For business or sports coaching, get in touch.

www.successlab.coach
admin@successlab.coach

14/08/2025

High performers have internal scorecards.

They measure themselves against standards you can't see... driving performance from identity rather than external pressure.

Most teams are still playing by external rules that stop working the moment you leave the room. They need constant check-ins, reminders, and supervision because their motivation comes from outside forces.

But watch a true high performer.

They don't wait for feedback to know how they're doing. They don't need someone else to set their standards, and they've internalized what excellence looks like in their role. Every single day they measure themselves against it.

This is the difference between teams that collapse without leadership and teams that get stronger when you step away.

External scorecards? Dependency.
Internal scorecards? Ownership.

When someone operates from an internal scorecard, they're not performing for you — they're performing because of who they are and who they're becoming. The work reflects their identity, not your management.

The mistake most founders make is focusing on building better external systems when they should be installing internal ones.

You can't manage someone into caring about quality.

But you can help them develop the identity of someone who demands quality from themselves. That's the system that works whether you're in the room or not.

Like this if you've seen the difference between someone who needs to be managed versus someone who manages themselves. Comment with your experience — have you worked with people who had that internal drive?

14/08/2025

McKinsey data reveals why 74% of executives are approaching AI wrong.

Research shows demand for social and emotional skills will grow 26% by 2030, yet most leaders are treating AI as a replacement strategy. The winners are treating it as an enhancement strategy.

Here's what's happening in boardrooms everywhere: Organizations are scrambling to automate whatever they can get their hands on.

But they're missing something important.

The humans who understand how to use AI become exponentially more valuable. The ones who don't become the ones getting replaced.

Think of AI like putting a turbo boost in your car. The better the car already is, the bigger effect the boost will have.

Your best people don't need AI to do their jobs. They need AI to amplify what they're already exceptional at.

Knowledge workers vs wisdom workers.

AI has all the knowledge in the world. But wisdom? That's applied knowledge - knowing what to do, when to do it, and why it matters in your specific situation.

Stanford research supports this: workers want higher levels of human agency on nearly half of all tasks. Your people aren't looking to be replaced... they're looking to be enhanced.

The organizations that understand this will create self-led, high-performance teams that use AI as their competitive advantage.

The ones that don't will watch their best talent either walk out the door or become irrelevant.

You have a choice to make: Enhancement or replacement.

Which path are you taking with your team?

13/08/2025

From babysitting talent to architecting performance.

You hire someone talented, expecting instant freedom.

When it doesn't happen, you blame the person and start looking for the next hire. "The next one will be different," you tell yourself.

But here's what happens in every company I work with: the problem isn't the people you're hiring, and switching out talent won't solve the deeper issue that's keeping you trapped in constant management mode.

Human beings aren't naturally accountable without a system for accountability in place.

Even the most talented athletes need coaching systems, performance metrics, regular check-ins. Your expectation that talented people should be autonomous right out of the gate sets everyone up to fail from day one.

Two things that actually work:

Clear performance standards... not vague goals, but precise definitions of what 10/10 performance looks like in your specific company.

Weekly self-rating on these standards.

The magic happens in their heads. When someone knows they'll have to rate themselves at week's end, they notice opportunities to step up throughout the week instead of waiting for you to tell them what to do.

This creates what I call "the right level of guilt."

Not shame. Constructive pressure.

Good people get better. Wrong people reveal themselves quickly, usually within weeks instead of months.

You stop trying to personally motivate every team member and start managing the system that creates motivation automatically.

Your next hire won't free you. Your next system will.

Comment below if you're tired of chasing people and ready to build systems that work without you 👇

12/08/2025

Manage the system, not the people.

Most founders hire talented people expecting instant freedom. When that freedom doesn't come, they blame the person and start hunting for the next hire.

The cycle repeats endlessly.

Here's what I learned working with professional athletes that completely shifted how I approach business performance. Even the most elite athletes need structured systems for accountability - they don't just "figure it out" on their own despite being incredibly talented. They have clear performance metrics, regular check-ins, and consistent feedback loops built into their training.

Business should work the same way.

When you hire someone talented but don't give them a system for accountability, you're setting everyone up to fail. Human beings aren't naturally autonomous without structure, no matter how capable they are.

The solution has two parts:

→ Clear performance standards that define what 10/10 looks like in specific areas like ownership, accountability, and team cohesion
→ Weekly self-rating where team members score themselves on these standards every single week

Magic.

When people know they'll rate themselves at week's end, they start noticing opportunities to step up throughout the week. The accountability becomes internal and automatic.

This creates what I call "the right level of guilt" - not shame or fear, but constructive pressure that drives improvement. When someone realizes they'll have to give themselves a low score on Friday, they make conscious efforts to do better on Tuesday.

The system also reveals character faster than any interview process ever could.

Good people get better quickly. Wrong people show themselves within weeks instead of months. You can have those difficult conversations much earlier, before small issues become big fires.

Instead of trying to personally motivate every team member, you manage the system. The system creates motivation, enforces standards, identifies problems.

You become the architect of performance rather than its daily enforcer.

That's when real freedom happens.

Like this if you've experienced the exhaustion of constantly managing people instead of systems... and comment below with your biggest challenge in getting your team to be more self-accountable. Would love to hear what you're dealing with.

12/08/2025

More than half of NBA teams employ full-time performance coaches.

Here's why that matters for your business.

Professional sports figured out something most CEOs haven't fully grasped yet - at elite levels, talent becomes relatively equal. The mental game separates winners from everyone else.

Your technical skills got you to the executive level. So did everyone else's at your level.

Strategy knowledge, industry expertise, operational experience... these create baseline competence. Mental mastery creates breakthrough performance.

Pressure.

That's where everything gets revealed. When stakes are highest, your mind determines how effectively you execute strategy, how you respond under stress, how you make decisions when outcomes matter most.

Many leaders operate without mental performance systems. They rely on willpower, hope motivation lasts, react to pressure instead of managing it systematically.

Elite athletes approach this differently.

They build identity-based frameworks that generate consistent performance regardless of external circumstances. Internal scorecards that remain stable when everything else shifts around them.

This requires the same systematic thinking you apply to any critical business function - clear standards for mental performance, consistent measurement of decision quality under pressure, continuous development of attention management skills.

Strong mental foundations improve decision quality. Better decisions improve outcomes. Better outcomes strengthen mental confidence.

The system drives itself.

While competitors refine strategy and optimize operations, mental mastery creates sustainable differentiation.

Your mind shapes everything else.

👉 Like if you're building mental performance systems in your business. Comment with your biggest mental performance challenge as a leader.

11/08/2025

Stop building toward your vision - start operating from it.

Most founders I work with approach team performance backwards.

They set performance goals for six months out... create development plans... and wait for the magic to happen.

But here's what they miss.

They spend months planning how to build a high-performance team while operating like someone who leads an underperforming one.

Think about it:

What type of leader would you be if your team was already performing at the level you want?

→ You'd communicate with precision, not hope they "figure it out"
→ You'd give feedback in the moment, not store it up for quarterly reviews
→ You'd hold standards consistently... even when it feels uncomfortable
→ You'd trust your people to own their work, not hover over every decision

So what's actually stopping you from being that leader today?

The performance you're chasing becomes inevitable when you embody the identity now.

Your team doesn't respond to your future plans. They respond to who you're being right now.

When you show up as the leader of a high-performance team, something shifts immediately.

They start mirroring your standards. Your clarity. Your expectations.

This works because identity drives behavior. Both yours and theirs.

You don't need to wait for them to change first.

You change how you operate today, and they follow.

One question for tomorrow: "How would I lead today if my team was already performing where I want them to be?"

Then just... do that.

Like this if you've felt the founder trap of waiting for your team to change first 👇

07/08/2025

Most businesses track success metrics when they should track performance metrics.

Revenue targets and project deadlines tell you what happened, not what you can control.

Here's what I realized working with founders who were drowning in their own success. They hired talented people, paid them well, gave clear projects... yet still found themselves checking everyone's work and chasing updates constantly.

The issue wasn't capability.

They were flying blind until final deliverables hit their desk. By then? Too late to course-correct without major scrambling.

Success metrics measure outcomes mostly outside your control. You end up hoping you hit targets rather than knowing you will.

Performance metrics measure the inputs that create those outcomes.

→ Ownership and accountability levels
→ Employee engagement and strategic contribution
→ Quality of ex*****on and team cohesion

When you maximize these controllable factors, you create the best possible conditions for hitting those revenue targets and deadlines you actually want.

Here's how this works in practice:

Every Friday, each team member rates themselves 1-10 on specific performance standards you define together. Monthly, you rate them on the same metrics.

Misalignment between scores? That's your coaching opportunity while issues are still small.

Instead of annual reviews when problems have festered, you're having monthly conversations that actually develop people.

This creates something powerful. You can finally step back because you have real-time visibility into the behaviors that drive results. Your team performs at world-class levels because they understand exactly what that looks like... and measure themselves against it weekly.

Your business runs on systems instead of your constant oversight.

Like this if you're ready to stop chasing your team and start developing them 👍

18/07/2025

Our latest client, Mangrove Consulting, have been a fantastic company to work with.

Everyone in their team has bought into The Performance Flywheel, and are driven to maximise their performance so they can deliver greater results for their clients.

We look forward to the continued growth, development and success of the company and its people!

We’re excited to be working with Alec Rasmussen to further build a performance culture within Mangrove. In his role as Head of Performance, he’ll be bringing his coaching experiences from elite sport to everyone in Team Mangrove in order to accelerate our development and to continue to push the ...

20/10/2024

"Entrepreneurship is Risky"
"Running your own business is hard work"

If you would like to live a life better than a medieval peasant, you might want to get over it and start learning.