Dan Martell

Some stuff that you want to do is just not a now thing. Understanding the right time for the right action is just as important as understanding what to do. Because if you do something too soon, it's not valuable. So postpone intentionally. not passively. You're allowed to defer things to next quarter, next year. Just make the decision. The second thing is delete it.

I can't tell you how often I go through, I call it a pruning process, where I just like look at stuff that I'm currently doing and go, I'm just gonna remove that. I'm gonna remove that. I'm gonna remove that. I did that for my morning routine. I used to be one of those guys that get up and had a very structured morning routine. And I was like,

I can't tell you how often I go through, I call it a pruning process, where I just like look at stuff that I'm currently doing and go, I'm just gonna remove that. I'm gonna remove that. I'm gonna remove that. I did that for my morning routine. I used to be one of those guys that get up and had a very structured morning routine. And I was like,

I can't tell you how often I go through, I call it a pruning process, where I just like look at stuff that I'm currently doing and go, I'm just gonna remove that. I'm gonna remove that. I'm gonna remove that. I did that for my morning routine. I used to be one of those guys that get up and had a very structured morning routine. And I was like,

I wonder what would happen if I actually just woke up and started to work. Turned out, really good move. Now, do I recommend people start there? No, because they hadn't built the discipline of execution. They didn't even understand what that 5% is. They didn't build the muscle of actually just getting up and working.

I wonder what would happen if I actually just woke up and started to work. Turned out, really good move. Now, do I recommend people start there? No, because they hadn't built the discipline of execution. They didn't even understand what that 5% is. They didn't build the muscle of actually just getting up and working.

I wonder what would happen if I actually just woke up and started to work. Turned out, really good move. Now, do I recommend people start there? No, because they hadn't built the discipline of execution. They didn't even understand what that 5% is. They didn't build the muscle of actually just getting up and working.

So if you don't have a process to get ready for work and you're new to this, it'll hurt you. But deleting things, pruning things is a powerful strategy. The third is delegate. And this is why I always tell people to start with a part-time assistant because most people are not good at this. Most people, when they ask somebody else to do something, it ends up not getting done the way they want it.

So if you don't have a process to get ready for work and you're new to this, it'll hurt you. But deleting things, pruning things is a powerful strategy. The third is delegate. And this is why I always tell people to start with a part-time assistant because most people are not good at this. Most people, when they ask somebody else to do something, it ends up not getting done the way they want it.

So if you don't have a process to get ready for work and you're new to this, it'll hurt you. But deleting things, pruning things is a powerful strategy. The third is delegate. And this is why I always tell people to start with a part-time assistant because most people are not good at this. Most people, when they ask somebody else to do something, it ends up not getting done the way they want it.

And the person ends up getting involved and it doesn't save them any more time because they don't know how to learn to let go. The way we do this is we got to hand off with clarity. Define what the definition of done looks like and practice delegating because it is an art. One of my core philosophies to really get more time back to focus on my 5% is to train, don't tell.

And the person ends up getting involved and it doesn't save them any more time because they don't know how to learn to let go. The way we do this is we got to hand off with clarity. Define what the definition of done looks like and practice delegating because it is an art. One of my core philosophies to really get more time back to focus on my 5% is to train, don't tell.

And the person ends up getting involved and it doesn't save them any more time because they don't know how to learn to let go. The way we do this is we got to hand off with clarity. Define what the definition of done looks like and practice delegating because it is an art. One of my core philosophies to really get more time back to focus on my 5% is to train, don't tell.

See, if I'm telling everybody what to do, then I get stuck in this tell, check, next, doom loop of always having people relying on me to get work done. Instead, I train them on how to think this way. That's why I create this content is because it's for you and it's all the people on all my teams. When you learn to let go, you gotta be sure to train them on how you did it.

See, if I'm telling everybody what to do, then I get stuck in this tell, check, next, doom loop of always having people relying on me to get work done. Instead, I train them on how to think this way. That's why I create this content is because it's for you and it's all the people on all my teams. When you learn to let go, you gotta be sure to train them on how you did it.

See, if I'm telling everybody what to do, then I get stuck in this tell, check, next, doom loop of always having people relying on me to get work done. Instead, I train them on how to think this way. That's why I create this content is because it's for you and it's all the people on all my teams. When you learn to let go, you gotta be sure to train them on how you did it.

A checklist is not enough. Some people are like, I have an SOP. Not enough. Role play with them. Teach them the mental models. Think about the first principles. How do you think about this? What are the frameworks you use? If you're mad that people are in a meeting and they're not contributing to the meeting, have you ever taught them how to?

A checklist is not enough. Some people are like, I have an SOP. Not enough. Role play with them. Teach them the mental models. Think about the first principles. How do you think about this? What are the frameworks you use? If you're mad that people are in a meeting and they're not contributing to the meeting, have you ever taught them how to?

A checklist is not enough. Some people are like, I have an SOP. Not enough. Role play with them. Teach them the mental models. Think about the first principles. How do you think about this? What are the frameworks you use? If you're mad that people are in a meeting and they're not contributing to the meeting, have you ever taught them how to?

And if you don't know how to train people, the good news is there's this really powerful, expensive tool that you might've heard of called ChatGPT. It's free. Use it. Now I know, choosing one thing is scary. What if you're wrong? Here's my promise, picking something and doing as much effort and focus on it and learning and getting feedback is always the winning move.