Waypoint Advisory Group

Waypoint Advisory Group Guiding Growth with Precision and Process.

07/28/2026

THE MOMENT YOUVE BEEN WAITING FORE !

SPACAR’s 5th Annual Putts for Mutts Golf Tournament!! ⛳🐾

Mark your calendars for September 11, 2026, and join us at Bailey Ranch Golf Club in Owasso for a day of golf, fun, prizes, and helping animals in need!

Registration Includes:
Breakfast
Lunch
Drinks throughout the day
Raffle prizes
Contest prizes

Sponsorship Opportunities Available!

September 11, 2026
📍 Bailey Ranch Golf Club, Owasso, OK

🎟️ Register Today:

https://www.zeffy.com/en-US/ticketing/putts-for-mutts--2026

Gather your team, invite your coworkers, and help us make our 5th Annual Putts for Mutts our biggest tournament yet!

05/22/2026

Most business owners already know what needs to be fixed.
That is the part nobody talks about.
It is not a lack of awareness. It is not a lack of intelligence. It is the fact that the day gets full fast and the thing that needs attention keeps getting pushed to next week.

Next week becomes next month. Next month becomes next year. And the broken thing stays broken while everything else gets built around it.

I worked with an owner who knew for two full years that a critical process lived entirely in one employee's head.
He meant to document it. He just never made the time.
That employee resigned on a Tuesday.

What followed was four months of chaos and around $60,000 in lost productivity and outside help — for a problem that could have been solved in a weekend.

He did not lack knowledge. He lacked the commitment to act on what he already knew.

Here is the honest question worth sitting with today:
What is the one thing in your business you already know needs to change — the thing you keep meaning to get to — that you have not touched in months?

That thing is not going to fix itself.
And every day it stays broken it is costing you something. Sometimes money. Sometimes time. Sometimes the ceiling on where your business can actually go.
Busy is real. But busy is also a choice about what gets prioritized.
Decide accordingly.

05/13/2026

Every business has money leaking somewhere.
Most owners just have not had the time to find it.
And to be fair — when you are running the day to day it is easy to miss. The leaks are not dramatic. They are quiet. A vendor contract that auto-renewed at the wrong rate. A service that stopped being profitable but still keeps the team busy. A handful of clients who take up half your bandwidth and generate 10% of your revenue.
None of it feels urgent until you look at your profit margin and realize it has not moved in two years despite the fact that revenue keeps climbing.
I worked with a service business owner who described it perfectly — he said it felt like he was pouring water into a bucket with holes in the bottom.
When I audited the business we found a vendor contract 22% above market rate that had been auto-renewing for three years. Two service lines generating less than 15% margin. And four clients consuming nearly 40% of team capacity while representing less than 12% of revenue.
We fixed all three.
Profit margin went from 11% to 24% in two quarters.
Not one new client. Not one new service. Just a clear look at where the money was going and the discipline to stop it.
Here is a simple place to start:
Pick your five lowest revenue clients and honestly calculate how many hours your team spends on them each month. That number alone will probably tell you everything you need to know.
The money is almost always there. It is just leaving quietly.

04/30/2026

The most expensive decision in a small business is not a bad marketing campaign. It is a bad hire.

And the painful truth is most bad hires are not the candidate's fault.

No defined role outcomes. No clear 30-60-90 day expectations. No way to measure whether someone is actually winning or slowly failing.

Just a job description pulled from Google, two interviews, and a gut feeling.

I have seen this play out the same way dozens of times.

Owner hires out of desperation. New person struggles to find their footing. Owner gets frustrated. Person either quits or gets let go. Owner starts over six months later more exhausted than before.

The hire was not the problem. The absence of a system around the hire was.

Real example:

A SMB company < 4MM had turned over four operations hires in three years.

The owner was convinced he had a talent problem.

When I came in I asked one question — what does success look like for this role in the first 90 days?

He could not answer it.

Neither could the previous four people who held the job.

We built a simple hiring framework. Defined role outcomes. Created a 30-60-90 onboarding plan with clear milestones. Built a weekly check-in cadence for the first quarter.

The next hire is still there two years later and now manages a team of three.

Same role. Same market. Same compensation.

A system made the difference.

Before you hire your next person — define what winning looks like first. If you cannot answer that in two sentences, you are not ready to hire yet.

04/23/2026

Most owners I talk to know their revenue number to the dollar.

Ask them their gross margin and you get a long pause.

That gap is where most of the pain lives.

I worked with a business owner last year who was convinced that hitting $8M in revenue would solve everything. More clients, more growth, more problems solved.

When I looked at the actual numbers his margin was 28% in an industry where 50% is standard.

He was not undergrown. He was underpriced and over-delivering on every single contract.

We fixed the pricing model, cut two service lines that were eating margin for no good reason, and renegotiated vendor terms.

Revenue dipped slightly. Profit jumped 34% in under a year.

He worked less. Made more. And stopped feeling like the business was running him into the ground.

Your revenue number is not your business health score.

Here are the five numbers that actually are:

Gross margin — what you keep after delivering your product or service. Below industry standard means your pricing or cost structure is broken.

Revenue per employee — total revenue divided by headcount. Tells you immediately if you are overstaffed or underperforming relative to your size.

Customer acquisition cost — what it actually costs to land a new client. Most owners guess at this number and guess wrong.

Average revenue per client — are you growing by adding clients or by deepening existing relationships? This number tells you which lever to pull.

Churn rate — the percentage of clients you lose in a given period. Even a 2% monthly churn will quietly hollow out a business that looks healthy on the surface.

You do not need a CFO to track these.

You need a spreadsheet, an honest look at your books, and the willingness to act on what you find.

(I don't have any random pictures of me that I would like to post....sorry)

04/22/2026

I have held a lot of seats at the revenue table.
Marketing. Sales. Revenue Operations. Enablement.
Each one taught me something different about how businesses grow — and how they break.
In marketing, I learned that demand means nothing without a system to capture it.
In sales, I learned that talent means nothing without a repeatable process behind it.
In enablement, I learned that training means nothing if the structure underneath is broken.
In operations, I learned that all of it — every function, every team, every initiative — lives or dies based on whether the fundamentals are aligned.
That is the through line across every role I have ever held.
It is never one department's fault.
It is almost always a systems problem wearing a people costume.
The businesses that scale are not the ones with the best marketers or the sharpest salespeople.
They are the ones where every function is pointed at the same outcome and built to work together.
Most companies have talented people pulling in slightly different directions.
That gap — between individual performance and collective alignment — is exactly where revenue gets lost.
And it is almost always fixable.
You do not need more people.
You need a cleaner system for the people you already have.

----

Real World Scenario:

A $2M company. Marketing generating 80 leads a month. Sales closing less than 8% of them.
The owner assumed the sales team was the problem.
It was not.
Marketing and sales had never agreed on what a qualified lead looked like. Reps were spending 60% of their time chasing leads that were never going to close.
We built one lead definition document. Aligned both teams to it in under 30 days.
Close rate moved from 8% to 21% in two quarters. No new hires. No new ad spend.
Just alignment.
The gap between individual performance and collective alignment is exactly where revenue gets lost.
P.S. - Content can play a huge role in this, are you playing a slow burn game for authority, or are you looking to generate as much leads as possible? That effects the value-to-call funnel heavily. (One is a white paper or robust ecosystem, one is a "you have this specific problem, here is how we fix it and why you need to buy now")

04/21/2026

Most businesses do not have a revenue problem.

They have a chaos problem that looks like a revenue problem. ↓

I walk into a lot of companies and see the same thing.

The owner is putting out fires all day.

The team is reactive.

Nobody can tell me what the actual process is — because there is not one.

Just a collection of habits, workarounds, and institutional memory living in one person's head.

And then they wonder why growth has stalled.

Here is the hard truth:

You cannot scale chaos.

You can add more people to it.

You can throw more money at it.

But until the underlying process is documented, tested, and owned — you are just building a bigger fire to put out.

The businesses that break through are not the ones with the best product or the best salespeople.

They are the ones that got ruthlessly disciplined about how work actually gets done.

Fix the system before you scale the team.

Otherwise you are just hiring people to inherit your dysfunction.

---

Real World Application (Mainly because no one does this):

1. 4MM gross revenue company

2. Good service, loyal customers - the works

3. Owner was working 60+ hours a week

4. The problem: Nothing was documented.

Onboarding, Sales Handoff/Funnel, Reporting, Invoicing, Fulfillment - all in the owners head or grasping at smoke. This caused constant fires to be put out.

5. 90 days of digging and building SOP's for those 5 highest impact workflows (Yes, spend money and time where the constraint of the business actually is)

6. After 2 quarters, Owner reclaimed 15 hours a week.

Not because he hired someone, but because the team knew what to do... Every time...

Picking the thing that is hamstringing you isn't always obvious but once you have it you can fix it.

04/20/2026

Here is something most business owners will not admit out loud.
They are the hardest person to remove from their own business.
Not because the business needs them — but because they never built it any other way.
Every system runs through their head. Every decision waits on their answer.
That is not a badge of honor. That is a trap.
The moment you build a process that works without you in the middle of it — everything changes. You stop being the bottleneck and start being the owner.
If your business cannot function for two weeks without you, it is worth asking: what exactly are you building?
That answer is worth sitting with today.

P.S. -

Real world scenario for me recently.... Owner said "I need to replace myself" I said that's impossible. You can replace parts of yourself but you are the only YOU in the world so lets start by replacing a part of you that is a weakness so you can make it a strength. (Lots of self awareness stuff I can get into later on that)

Once we hired for that weakness (which was team/schedule operations), we were able to increase efficiency by 45% on the day to day. That allowed the team to serve up to $7200/month in additional revenue.

04/15/2026

If you want to understand your business better, stop looking at totals.

Start looking at trends.

Look at:
• Last 4 months
• What’s improving
• What’s slipping

One month can lie.
Trends don’t.

If you want help breaking this down, I can show you exactly how I look at it.

04/15/2026

Most businesses don’t need a full overhaul.

They need a few key fixes in the right places:
• Pricing
• Labor control
• Follow-up
• Cash timing

Small adjustments in the right areas create big results.

If you’re not sure where to start, that’s usually where I come in.

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