The Time has Come

18 06 2019

How are you spending your time this Summer?

It’s time to perform better.

Father’s Day has come and gone. Graduations are wrapping up, and Summer is only a few days away. It’s hard to believe the year is half over.

This spring was extra special. Our oldest recently graduated high school and is now preparing to become a college student. Meanwhile our youngest is looking forward to summer camp, karate, and a break from studying. I’ve been able to enjoy the transition spending time preparing for our daughters grad party and practicing with my son for his next belt test. This is so different from where I was at before starting InVision.

Prior to launching this company in 2005 I was lost. I spent all my time working without ever seeming to get ahead. The ‘side hustle’ thing didn’t seem to work for me. I had two different businesses, was working with a friend on event planning, and getting about 4 hours of sleep a night while working a full-time job. Quality of life was non-existent. What I began to realize was hard work only gets you so far. After reflecting on my talents and figuring out what I could generate income from, I launched InVision. Today I spend my time helping business owners grow their businesses while improving their lifestyle.

Today business leaders come to me stressed out. They seem to be spinning their wheels and going nowhere. I’ve made it my mission to help these entrepreneurs improve their world. Now I want to help more.

When I wrote Apples to Apples, I explained what it took for a company to stand out from their competitors. My next book, Go Far, Go Fast! shares the elements of rapidly-growing companies that lead to long-term, sustained growth. Much of this told by owners of successful businesses. it’s also led to changing the coaching model to help these leaders apply these tools.

In May, I launched the Go Far, Go Fast! Academy to bring leaders together to learn collectively. We’re applying what I’ve learned over the past 30 years to create workplace cultures that help business thrive. My mastermind group, The Ultimate Braintrust, is rebranded to be the Winner’s Circle and provides an additional level of coaching. This is because I want to help more companies reach their full potential. That starts with people.

I would love you to participate as well. Join us on Facebook and LinkedIn. We have groups you can interact, ask questions, share experiences, and learn.

Also join us at our site: to learn more about the book, catch interviews, and if your so inclined, join the Academy. Here you will get information from me and my trusted team of advisors, the Pit Crew.

If you join, you will have access to some awesome talent and who knows, maybe we can find some ways to increase your personal and professional performance along the way. Join the conversation today!

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Happy New Year!

10 01 2019

It’s been a while since we caught up.

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Hello and Happy New Year!

I thought I would take a moment to reach out as I don’t do that as often as I probably should. After all, we are all busy with work and inundated with emails constantly. Your time is valuable and so is our relationship which means I’d rather error on the side of less communication instead of more.

As part of my network I want to provide the most value I can. If there’s any way I can make an introduction, help with a connection, provide a resource, or support you please let me know. I would also love to catch up with what you are doing and I will be reaching out to many of you to connect in some way this year. If you would like to get together do not hesitate to give me a call or write.

There are some things in the works here that may be of interest to you so I thought I would share a brief outline. If you have any questions just let me know and I can explain in greater detail some of the cool stuff we’ve got going on.

First, 2018 was a great year!

Many clients had tremendous growth as the economy seemed to boom. Towards the end of the year as uncertainty creeped in we still saw strong performance. With some clients we adapted long-term plans to compensate while others saw no impact and continued to charge ahead. Much of this growth can be attributed to proactive engagement in producing future results. We are taking steps to recognize future challenges and adapt. The focus continues to be on identifying their uniqueness and providing a service model that amplifies customer experience. Most clients are compensating above market rates and are experiencing lower turnover. Hiring continues to be an issue but not impossible. Recently I helped a client secure a key technical position and even in a competitive market we ended up having a high number of well-qualified candidates to choose from. Overall, things are still looking promising for 2019. If you know of anyone who is struggling with challenges please feel free to share my contact information with them. The positive impact my clients are having is repeatable and we would love to share that success.

New book in 2019!

It’s hard to believe but Apples to Apples: How to Stand Out From Your Competition came out in spring of 2010. Nine years is a long time to wait to write another book. However I couldn’t think of any topics that excited me to the point I wanted to pick up the keyboard. In 2017 we did an update on Apples to Apples to bring it up to today’s standards. Fortunately most of the material was evergreen so the concepts remain. This year sparks a new chapter as the next book prepares for launch. Go Far, Go Fast! is the title and I am compiling several stories from leaders all over the United States that you can apply to your business. The new book will share traits successful businesses implement to experience rapid growth and sustainability. As I continue to compile this list of leaders I’m also looking for feedback from all types of business owners. They will be able to contribute to the book content as well as participate through social media and possibly the podcast as well. So if you know of a business owner who would like to get some free promotion and be able to share their insights, please connect them to me. You will be able to learn more at or visit our Facebook link at Keep an eye out for other resources and trusted partners as the book progresses. Watch for the launch in May of this year.


For part of 2017 and 2018 I worked on “Lunchbox Leadership”. We put together over 30 episodes and have received a great response. With the launch of Go Far, Go Fast! coming out this year we are in the process of retooling the podcast to match the concepts of the new book. Watch for “Go Far, Go Fast” the Podcast to launch in spring of this year. We are currently accepting interview requests for business owners who own successful high-growth companies that have a good story to tell. If you or someone you know would like to be featured, please reach out to me and I’m happy to review and see if it’s a right fit.

The Ultimate Braintrust

f7238464-d35a-4d23-9828-23e772a0eb53.pngLast year I launched our first mastermind group called The Ultimate Braintrust. The group is continuing to grow as I search for people who would be the right fit. Its members are owners of successful businesses who are looking to work with peers experiencing similar challenges with growth. We’ve had some meaningful conversations and breakthroughs with the current members which is why I am very particular about who else we bring in to participate. If you know of anyone who is looking for a peer network and has a goal to aggressively grow their business in the next 12-24 months, please have them visit to learn more. There are a limited number of seats available and once the spots are full there will be no more additions to the group

Fusion Resource Network

In 2018 I began meeting with a couple industry professionals who wanted to create a resource to help companies grow. The result was forming the Fusion Resource Network. This group will function as a not-for-profit that helps business owners understand areas for improvement then connect them with resources to make the necessary changes happening. The Fusion Resource Network will provide assessments to business owners for a nominal fee (of which goes to charity) in order to uncover the challenges holding the business back. Then, through our deep network of proven professionals we will be able to recommend resources that will assist with making the change happen. Check us out at to learn more. Applications are being accepted now for 2019!

More to come…

Later this year we will be launching more tools for small and medium sized businesses to grow. In the past I had very few tools for smaller companies because they were too cost-prohibitive to implement. Go Far, Go Fast! is providing the catalyst to create everything from a business network to learning resources for free or low cost. It is the culmination of a dream to be a resource to anyone who needs it. 2019 is the year IDI will be able to provide even more resources to clients and colleagues. We would love for you to join us on the ride. If you are interested to learn more, please feel free to email me at dan. Also please share with your network so we can be a greater resource.

I’m sure there’s something I’ve missed here, but this is a pretty good rundown. If any of this sounds interesting to you and you would like to learn more, please let me know. Below our other ways to connect:

Twitter – @IDI_Coaching

Linkedin –

Facebook –

Web –

Direct contact:

Email – dan

Phone – 608-467-0223

Thanks again for all your support!

Dan Paulson


What a city in the mountains can teach you about Vision

8 11 2017

Many of us are stuck in the weeds when we should be climbing peaks.

This is YOUR Time

Most business owners spend their time putting out fires which leads to missed opportunities. Here is your chance to change all that.

Three things to do TODAY to get your life in check

28 09 2017
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What Will You Sacrifice for Success?

Recently I had a meeting with a colleague and he said something that really hit home.

This person is driven and early in his career he made sacrifices with his family to get ahead. He achieved great financial success and rapidly rose up the career ladder. However, the financial gain was offset by the costs to his personal life: divorce, disconnected with his children, and even his own health. He told me now that he is older, and wiser, he wouldn’t have given up so much personally to gain what he did financially.

I see the same thing happening with business owners. Let’s face it – when there is no safety net and your family depends on the income your company produces it is easy to lose focus on your long-term goals. Which is WHY it is so important to continually find ways to be more effective with your time.

Here’s three things you can do RIGHT NOW to be more effective in business so you can be more present at home:

1) Do, Delegate, Dump – Triage action items. Do only what is necessary for you to accomplish. Delegate those tasks to others that are better suited to do them and Dump the unimportant stuff. Repeat this process frequently.

2) Compartmentalize time – Most meetings are a waste, technology often intrudes more than it enhances, and interruptions are often a sign that you haven’t placed the level of trust necessary for others to function successfully on their own. Block your time answering emails. Minimize the number of meetings and have clear agendas and action items. Empower your team to utilize the talents you hired them for.

3) Learn to say NO – Hi achievers load their plates up with too much. They are afraid to miss out on an opportunity, and fear letting people down. Because we can’t say no we are stuck doing things that eat up valuable time. Know what is important to commit to and kindly pass on the rest.

Your work is important and your personal life doesn’t need to suffer because of it. Does that mean you don’t have to occasionally sacrifice? No.

What it means is you should continually be looking for ways to improve.

We often have blinders on and fail to see the impact our actions make on our overall success.

I’m passionate about helping business owners like you achieve more in ways that improve the quality of life. I want you to look back on your successes without regret.

That’s why I want to share this FREE time management course with you today.

– Dan


Updates and Special Invitation from Dan

28 08 2017
Thanks for being connected to me. I don’t use email often and just realized that I have a number of things in the works that you might be interested in. If you want to keep in touch with what I am doing, I ask that you click below. Like you, I only want to send you something if you want it so this will be one of the few times I will reach out unless you are interested in more.

Introducing Social for Success

26 07 2016

Say hello to Laurea, a social network being developed for successful people. Our goal is to develop a tool that helps people achieve more.

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Introducing Social for Success
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Say hello to Laurea, a social network being developed for successful people. Our goal is to develop a tool that helps people achieve more. By surrounding yourself with a success network, you will become the person you always wanted to be. We are actively recruiting Beta testers to help us as we develop the application.

Want to help change the world? Sign up to be a Laurea Beta Tester today!

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Fix Your Divots

20 06 2013

We’ve finally arrived at the true golf season, for those both serious and casual golf fans out there. The sun is shining, the grass is green, the weather’s warm and your favorite summertime drink probably tastes just a little better when enjoyed during a great round of golf (or for those of us who never shoot a great round, any round of golf will do). 

I’ve always enjoyed golf. Sadly I have neither the time nor innate talent to ever be very good at it, but that doesn’t stop me from enjoying it nevertheless. And one of the things I like about it is the many lessons, both personal and professional, that can be learned on the course. We know many of the personal lessons: be honest, play the ball where it lies, keep your own score, be respectful, etc. Dozens of analogies and direct correlations can be found.

I’d like to focus on one professional area that I think needs more attention these days. 

When you come out to the course for an early morning tee time, you will usually find it in immaculate condition. The fairways are meticulously mowed, the greens are smooth and fast, the sand raked and ready to ensnare wayward shots. The only thing the course asks of you is that you leave it no worse when you are finished with your round. That means you replace divots you create. You fix ball marks on the green. You rake the bunkers if you go in there. 

Sadly, both on and off the course, many people simply don’t seem willing to be bothered by these details. They take the attitude that they paid their fee, they can do what they want. Let the next group worry about it.

This is precisely the same attitude I’ve seen many times in the corporate world as well. One of the most accurate Dilbertism I’ve seen is the Seagull Manager. That describes a manager who flies in, makes a huge mess of everything and then takes off again. With the changed face of loyalty that I wrote about in the last entry, organizations have become revolving doors to new groups of people, from staff up to executive leadership. And so they’ve become more vulnerable to the individual or group who doesn’t think it’s their responsibility or duty to leave the organization no worse than they found it.

It’s an unfortunate, but wholly correctable, phenomenon. Pretend you’re the owner (both at the course and at work) and ask yourself if you’d want someone like you to fix their divots before they leave. I bet the answer’s a resounding yes.

The New Loyalty

10 06 2013

We live in a mobile economy. Pensions have given way to the 401k, the gold watch at 20 years of service has been replaced by limited term contracts and one year performance incentives. My father had never heard about corporate recruiters; I get several notes a year from them looking for talent for the next assignment. ‘How long have you been with the company’ has been replaced by ‘What have you done for me lately’. Just last week the recently named NBA coach of the year was fired. Who doesn’t have their resume constantly updated?

Have we seen the death of loyalty?

No, I don’t think we have. But we have to recognize that it’s changed, and much like we live in a different society and economy today, so to loyalty looks different than it did for the previous generation. 

Company loyalty is a quaint idea, to be sure. Gone are the days when the company stuck its neck out for the benefit of the employee. I don’t see that kind of loyalty coming back.  In simple terms, loyalty to an employee is about taking a short-term risk in order to create a long-term gain. There is simply too much pressure from Boards and external stakeholders to produce now for that kind of risk to be taken. It’s become far too easy to manage individual contributions on a spreadsheet and quickly cut and replace the cell that is causing issue. 

Loyalty today exists in personal relationships. As humans, we’re hardwired to empathize and care about one another. We engage, we connect, we take an interest and share with each other in ways both professionally and personally beneficial.

So take time to build relationships with the people you value. You’ll get the benefit of what they’ve learned and done, which is likely to enrich your own work. You’ll also build some goodwill in the event that they need to go to bat for you, which the company as a whole isn’t usually willing to do anymore. And these are the people you can turn to down the road, when you need help or assistance or advice. 

You’d be surprised how willing people are to help someone they built a relationship with, even when years have passed.

Trust Matters

31 05 2013

I wrote previously about the need to have a shared vision and trust within an organization in order to break down work silos. Clients that I have worked with generally understand the issues surrounding shared vision. Frankly, it’s not a hard concept to convey, both in terms of its importance and how to create and reinforce it.

Trust tends to be a little trickier. 

On its surface, it doesn’t seem like it should be. After all, we understand the concept, right? We have to believe that people we count on will do the right thing even if we’re not around to make sure of it. And I can think of hundreds of examples per day when I count on that for everything from being effective at my job to simply getting home safely. 

What I’ve found is that the interpretation of trust varies greatly depending on who you’re talking to, and that’s what makes the issue tricky. I have experienced environments where management says they trust their employees completely (as long as their employees show them everything they’ve done to make sure it’s correct). And I’ve experienced the opposite as well; people are trusted because they’re expected to be, no proof required. As a result of the differing interpretations, it’s hard for an organization to say whether they have it or not. I may say (and believe) I trust you while you experience no trust in the way I act. 

So how do we get there?

As with many things, going to the extremes is usually a recipe for failure. You’re either going to alienate your best talent, the ones who need a little freedom and leeway to be effective, or you’re going to leave your organization vulnerable to serious liability. 

My suggestion is to set expectations. Outline what trust means to you and acknowledge the gap between being tightly managed and having no management at all. Then communicate how you want your employees to work and solicit their feedback on an ongoing basis. 

At the end of the day, trust tends to be built, not given or taken.

Breaking Down Work Silos

19 05 2013

We owe a great deal of who we are and what we can accomplish to the Industrial Revolution. The ability to mass produce products brought with it a change to how we thought of and treated labor, lowered prices on once unattainable goods due to economies of scale, raised the wealth of the middle class, broadened awareness outside of limited geographical areas and paved the way for exponential innovation. Think of all the things we take for granted today that might not even exist otherwise; travel, computers, clothing, food, etc, the list goes on and on.

In my experience, a great deal of good is typically accompanied by some less than desired by-products. The work silo fits that definition. 

I have seen very few, if any, companies that don’t suffer from the inefficiency, miscommunication and political turmoil brought on by work silos. Certainly this existed in some form prior to the Industrial Revolution, but the intense specialization made possible silos that are harder to break through. 

Harder, but not impossible. 

The two fundamental keys to breaking down barriers are a shared vision and trust. The truth is, we couldn’t continue to produce and innovate at our current rate without the kind of specialization that exists in our workforce. But that doesn’t mean we need to suffer the negative effects of silos like we do today, either. 

A shared workplace vision unifies the disparate parts of the company toward a singular goal. It is an essential component because it requires each area, each silo, to see itself as a part of a whole. Without a shared vision, silos become small kingdoms, fighting with each other for dominance in meetings, emails and the boardroom. 

To make the shared vision a reality requires trust between departments. If you’re a part of the whole, then you know that the other parts have a direct impact on whether the whole is successful or not. And when success comes, the silo is hard-pressed to assume a disproportionate amount of credit. If you don’t believe me, go outside and kick a ball. Then ask yourself which was more important: the foot that kicked the ball or the foot that held you upright while you kicked the ball. 

Shared vision and trust. Indispensable tools if you want to break the silos that exist in your company.

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