continuous learning
Trying Isn’t Enough—You Need Relentless Experimentation
“Whoever tries the most stuff wins” only scratches the surface. You win when you keep experimenting, refining, and learning.
Tom Peters nailed it—movement beats stagnation.
But let’s be real: trying random things without purpose gets you nowhere.
The key is thoughtful experimentation.
Think of it like running a thousand A/B tests: Fail fast, adjust fast.
Every iteration sharpens your skills and gets you closer to what works.
You don’t need endless resources to innovate; you need guts to pivot when things fall apart.
Most people fear failure.
You should fear inertia.
Testing often and failing early isn’t reckless—it’s survival.
The real winners are those who aren’t attached to their first draft.
They’re the ones who take feedback and evolve on the fly.
Trying isn’t the goal—continuous adaptation is.
Ship and iterate!
Here’s the takeaway: Make experimentation your competitive edge.
Double down on what works.
Learn from what doesn’t.
It’s not about counting how many things you’ve tried; it’s about how quickly you figure out the next step.
“Victory doesn’t go to those who try the most; it goes to those who adapt the fastest.” — Mike Brewer
The world moves fast.
Technology, culture, and information evolve at lightning speed.
To thrive, embrace change and adapt quickly.
Stay curious, seek knowledge, and cultivate flexibility.
In this era of acceleration, resilience is key.
“Speed up your thinking, and the world slows down.” – Mike Brewer Share on XThe rapid pace of change can overwhelm, but it’s also an opportunity.
Learn continuously and be open to new ideas.
Anticipate trends and pivot when necessary.
Build a network of forward-thinkers.
Those who cope, adapt, and innovate will lead in this accelerating world.
Mastering Change Management: How to Secure Complete Team Buy-In for Organizational Changes
Photo by Jan Antonin Kolar on Unsplash
Change is inevitable; it’s necessary for growth and survival. However, navigating this change requires more than a strategic vision; it demands buy-in from your team. Achieving buy-in can be challenging, as it involves aligning diverse perspectives, overcoming resistance, and creating an environment of trust and collaboration. Let’s explore strategies to ensure your team is not just on board but fully invested in the change process.
Understanding Psychology First, recognize it can be unsettling. People naturally resist change due to uncertainty, fear of the unknown, and comfort with the status quo. Acknowledging and addressing these feelings is the first step in gaining trust. Explain why, how it aligns with the company’s vision, and, most importantly, how it benefits the team. Empathy and clear communication are your strongest tools in this phase.
Inclusive Decision-Making Investing time in this phase is hard and necessary. Involving your team in the decision-making process is crucial for buy-in. This doesn’t mean a committee makes every decision but that team members feel their opinions are valued and considered. This can be achieved through regular meetings, suggestion boxes, or informal discussions. When people think they have a voice in the process, they are more likely to support the outcome. They might like the outcome, but they appreciate being heard.
Empowering Leaders as Change Agents Identify and empower internal leaders who can act as influencers. These individuals should be respected within the team, possess a positive outlook toward change, and have the ability to influence their peers. Training these leaders to understand the shift deeply and communicate its benefits effectively can create a ripple effect throughout the team.
Demonstrating Quick Wins Quick wins are small but visible improvements that can be achieved early in the process. They provide evidence that it leads to positive results, boosts morale, builds momentum, and makes the team more open to further changes.
Continuous Learning and Adaptation It is a learning process. Encourage a culture of continuous improvement where feedback is actively sought and acted upon. This includes acknowledging setbacks and using them as learning opportunities. Adapting the change process based on this feedback is essential, showing your team that their input directly impacts how changes are implemented.
Recognition and Rewards Recognizing and rewarding individual and team efforts to embrace and implement can reinforce positive behavior. This could be through formal recognition programs, informal acknowledgments, or tangible rewards. Celebrating milestones in the change process can motivate and reaffirm the team’s commitment.
Building a Culture of Resilience Ultimately, creating a resilient culture involves embedding flexibility, adaptability, and a growth mindset into your team’s ethos. Encourage open communication, provide opportunities for professional development, and foster an environment where taking calculated risks is supported.
Ensuring Safety and Well-being While discussing safety only when crucial, it’s important to ensure that any change does not compromise the safety and well-being of your team. This includes physical safety in the workplace and psychological safety, where team members feel safe to express their thoughts and concerns without fear of retribution.
Securing total buy-in from your team for organizational changes is a multifaceted process that requires empathy, communication, inclusivity, and a commitment to continuous learning and adaptation. By following these strategies, you can transform the daunting task of managing change into an opportunity for team growth and development.
Steph Curry’s Interleaving Mastery: A Playbook for Continuous Learning in Multifamily Leadership
Photo by Markus Spiske on Unsplash
In basketball, Stephen Curry stands as an example of excellence, a testament to the power of skill, strategy, and continuous improvement. His mastery isn’t merely a product of relentless practice but a specific technique known as “interleaving.” This method, often overlooked, holds transformative potential for leaders in the multifamily space, offering a blueprint for enhancing professional skills, strategies, and, ultimately, success.
Interleaving, in its essence, is a learning method where instead of repetitively practicing the same skill, one mixes different skills together. This approach challenges the brain to adapt and apply skills in varied contexts, enhancing learning and retention. Curry’s training regime exemplifies this; he doesn’t shoot three-pointers endlessly. Instead, he interweaves different types of shots, dribbling, and movements, creating a rich, unpredictable practice environment that sharpens his adaptability and decision-making on the court.
For multifamily leaders, interleaving can revolutionize the way skills and knowledge are developed. Rich with variables ranging from operational management to client relations and technological innovation, the multifamily industry demands a multifaceted skill set. Leaders can foster a more robust, adaptable, and innovative mindset by adopting an interleaving approach to professional development.
Imagine a training program where instead of focusing solely on one aspect, like financial management, a leader simultaneously engages with marketing strategies, customer service excellence, and technological adeptness. This approach breaks the monotony of traditional learning and simulates real-world scenarios where multiple skills must be employed concurrently. Such an approach encourages a deeper understanding of how different facets of the business interconnect, leading to more strategic decision-making and problem-solving.
Interleaving also promotes creativity and innovation. Being able to think outside the box is crucial in multifamily. When leaders are exposed to diverse learning experiences, they’re more likely to connect disparate ideas and develop novel solutions to challenges. This mirrors how Curry, through varied practice, finds creative ways to navigate on the court and score in seemingly impossible situations.
Furthermore, interleaving aligns perfectly with the nature of today’s digital, fast-paced world. PropTech and digital marketing strategies increasingly influence the multifamily industry. Leaders who interleave these trends with traditional business practices are better positioned to stay ahead of the curve, leveraging technology for enhanced efficiency, customer satisfaction, and business growth.
Embracing Curiosity Over Judgment: A New Paradigm for Multifamily Leadership
Photo by Andrew Neel on Unsplash
The wisdom of an unknown author’s words, “Be curious, not judgemental” (Not Walt Whitman or Ted Lasso), has never been more pertinent. Let’s explore how multifamily leaders can leverage the power of curiosity to drive innovation, foster a workplace culture driven by excellence, and ultimately achieve tremendous success.
The Power of Curiosity in Leadership
Curiosity, the eagerness to know or learn something, is a fundamental trait that can transform leaders. It’s about asking questions, exploring new possibilities, and being open to different perspectives. Unlike judgment, which often closes doors and creates barriers, curiosity opens pathways to understanding and collaboration.
Curiosity is the catalyst for innovation. Leaders who encourage questions and fostering a culture of inquisitive thinking are more likely to stay ahead of industry trends. They can harness technology advancements, refine operating strategies, and develop human-centric systems that resonate with team members, residents, and supplier partners.
Curiosity and Human-Centric Leadership
A curious leader is, fundamentally, a human-centric leader. Such leaders recognize the value of understanding their teams’ and residents’ diverse experiences and needs. By adopting a curious mindset, multifamily leaders can create environments where everyone feels valued and heard, leading to higher engagement and satisfaction.
This approach aligns perfectly with the core principles of human-centric leadership. It involves empathetic listening, open communication, and a genuine desire to understand the aspirations and challenges of others. In a sector where the human element is as crucial as the physical infrastructure, nurturing these human connections can be a game-changer.
Curiosity as a Tool for Market Insight
In Multifamily, understanding market dynamics is crucial. A curious leader doesn’t just rely on data and reports; they dive deeper. They engage with residents, seek feedback, and are always on the lookout for emerging trends and resident preferences. This information is invaluable in shaping strategies that are both responsive and forward-thinking.
Moreover, a curious approach to market analysis can reveal opportunities in seemingly mundane data. Leaders can uncover hidden patterns and insights to inform more effective marketing and operational strategies by questioning the status quo and exploring data from different angles.
Curiosity in Overcoming Challenges
The industry is not without its challenges. From quirky municipalities to economic fluctuations, leaders face a plethora of obstacles. A judgemental approach might lead to quick, possibly flawed decisions based on preconceived notions. In contrast, a curious leader examines challenges from multiple perspectives, seeking innovative solutions that are both effective and equitable.
Implementing a Culture of Curiosity
Multifamily leaders can take several steps to foster a culture of curiosity. Encouraging open dialogue, rewarding innovative thinking, and providing continuous learning opportunities are just a few examples. It’s about creating an environment where questioning is accepted and celebrated.
Leaders can also lead by example. By demonstrating their curiosity, asking questions, and showing a willingness to learn and adapt, they set a powerful precedent for their teams.
