7 Strategies Every Business Should Implement in the Next 90 Days

There are only seven strategies you need to [music] scale any business in 90 days without burning out. I've used these strategies in my own business and working with hundreds of business owners, and the amount of growth in just 90 days will blow your mind. So, this is a full 90-day strategic plan. In order to start scaling any business starting today, strategy number one is for the first 7 days of this plan, and it requires you to get brutally honest with yourself. You have to diagnose the real [music] constraint holding your business back. So before you spend another dollar or another launch campaign, you need to ask yourself what is actually holding your business back right now. Every business runs up against one of the five growth constraints. [music] Leads, conversions, capacity, talent, or cash. One of those is your bottleneck at this moment. The reason businesses stay stuck is that the founder misidentifies which one it is and then pours money, energy, and resources into the wrong fix for an undefined period of time. And you know that this is you if your revenue has stayed stuck and you've been stagnant for multiple years in a row. I worked with a business owner spending over $30,000 a month on paid advertising because they were certain that they had a lead generation problem. They probably heard something like that on social media. You need to invest in more leads and that's going to solve your business growth problems. [music] Well, revenue had actually flatlined for them. And more traffic seemed like the obvious answer, which is why they had hired agencies, launched campaigns across every platform, but nothing moved. And so we found something interesting when we pulled the data apart. They didn't actually have a lead problem. The real breakdown was that their sance team was converting just 8% in an industry where 20% is standard. So every ad dollar was leaking through a sales pipeline that couldn't close the deal. So what do we do? We reduced the ad spend and fixed the sales process, touching nothing else. And then revenue jumped by 20% within 30 days. This business essentially had thrown hundreds of thousands of dollars chasing a problem that didn't actually exist because they never really looked at where the actual issue was. So, here's your week one assignment. Pull your numbers from the last 90 days. Walk through every stage of your customer [music] journey and find where people drop off, where money disappears, where the math stops working. That's your constraint. Everything else is noise. Most owners just skip this because the answers can be uncomfortable. You might have to hire people you don't know how to hire. You might have to fire people you don't want to fire, but honesty about where things stand is a prerequisite [music] for any plan that actually works. Next is strategy number two to implement from days 7 to 21, and it's to fix your margins before you scale. I've met many business owners who brag about their revenue. Oh, I did 80 million in revenue last year, but when you look at their margins, it's at 2%. So on an $80 million business, they're actually making 1.6 million. Well, you could do $5 million of revenue with better margins, less people, less work, and have a more profitable business. This is why profit, the money that you make, is sanity. The revenue number is just vanity. It's just for looks. Because scaling a business with broken margins, is like flooring the gas pedal in a car while your engine is cracked and then the car blows up. This is where a lot of businesses go wrong and they end up failing. A service business came to me doing 5 million in revenue and on paper it looked great. But when we broke down the P&L, the margins on the main service that they were offering was just 11% after labor and fulfillment costs. And on two of the other primary offerings, they were actually losing money on every single sale. Margins impact everyone from the owner to the team members because if your business isn't profitable, you can't pay yourself and you can't hire the best talent because you have no money. So the owner of this $5 million company was taking home less money than a manager at a Chick-fil-A. They felt good because they were quote unquote business owner, but they weren't making real money. And this particular business still tried to go by getting more clients. They were literally scaling their way to bankruptcy and didn't even realize it because more clients really only means losing more money. So, when we restructured the pricing across the board and eliminated both the money losing offers entirely and repackaged their core service with better teams and stronger positioning, everything changed. Revenue did dip slightly in month one while the changes took hold but month three profit had nearly doubled. Same team fewer products and it was a far healthier business. They had been so focused on growing the topline revenue that they forgot to check whether that growth was actually making them money. So to implement this strategy between day 7 and 21, you need to audit every product and service you sell. What's your actual margin after your fixed costs like fulfillment, labor, and overhead are taken into account. If you can't answer that question off the top of your head, that is problem number one. From there, look at your product and service offering mix honestly and ask whether any of your offers are training resources without producing real profit. If they are, you either modify them or kill them off completely. And if you've been putting off a price increase because you're worried about what customers will say, sit with this for a second. Your pricing reflects your confidence in your own value. It is not cute to undercharge. It is selfish to undercharge because the businesses that scale sustainably all share one thing and that is their unit economics are sound before they [music] ever step on the gas to keep growing. That brings us to today's 14 through30 where you need to implement strategy number three. Make your offer undeniable. If you think about how customers buy, they don't just look at your product and your service in isolation. They weigh the entire decision, the risk, the terms, and how easy you've made it for them to say yes. So, if every conversation goes into price negotiation [music] and you having to convince them to say yes, the packaging around your product [music] is what needs to change. A B2B company came to me with a genuinely superior product, better outcomes, better features, stronger track record than anyone in their space, but their close rate was terrible because every single sales conversion went into a price negotiation. [music] They were essentially commoditizing themselves despite the fact that they were the strongest option in the market. When we looked deeper at what they were actually presenting to customers, the problem was completely obvious. Their offer was just the product and a price tag. No guarantees, no onboarding support, no success metrics defined upfront, no risk reversal of any kind, no testimonials. They were just asking people to pay a premium and take a complete leap of faith at the same time. And customers brains simply don't work like that. So, we rebuilt their entire offer around the transformation rather than the product itself. We added a 90-day performance guarantee, restructured the payment terms to lower the buyer's upfront risk, bundled the implementation support so clients weren't left to figure things out alone, and clearly defined the ROI the client should expect to see. It was the same product underneath all of that, but with completely different packaging. Their close rate improved, and the average deal size actually went up because they stopped reflexively [music] discounting to close. They then raised their price and started winning more clients, which sounds counterintuitive until you realize that people are far more willing to pay when the risk of the decision that they're about to make goes down. That's why between days 14 and 30, you have to take a hard look at your own offer and ask whether you've made the decision feel easy for the right buyer. And if not, you have to add more [music] value and make the purchase frictionless. Add guarantees that show you're confident in what you deliver. Restructure your payment terms so that the math works in [music] the buyer's favor. And while you're doing that, you should audit your current revenue model. Because if every customer is a single transaction, you're essentially restarting from zero each month with no recurring revenue. The best companies I've worked with didn't scale by constantly having to find new [music] customers and churning out their old. They scaled by getting more from each customer over time. This is called the lifetime value of a customer and it's a metric that changes the entire trajectory of a business. You should always be optimizing for lifetime value. This next strategy is what you need to implement from days 21 to 45. You have to stop being the bottleneck in your own business and instead build repeatable systems. A founder [music] came to us doing 3 to 4 million in revenue while working 80our weeks and they were [music] completely stuck at that number. Every proposal had to go through the business owner. Every client issue [music] got escalated to their desk. Every new hire needed them personally for training. And the business had hit a hard ceiling and that [music] ceiling was the founders's own availability because the business was them. [music] The core issue was that nothing was documented. The entire quote unquote system was whatever happened to be in the founders's head on any given day. And when they weren't available, things either stalled or they broke. So, the business couldn't grow past that revenue mark [music] because it literally couldn't operate without the one person touching everything, making sure everything was still in movement. Every question [music] was answered. We spent 30 days documenting their top 10 revenue driving processes, sales, [music] client onboarding, QA, follow-up cadences, everything that actually moved money through the business. We built standard operating procedures for each one, put them into the system that the team could access and reference, and trained [music] everyone to run those processes independently. On top of that, they implemented AI for client communication follow-ups and internal reporting work that used to take their client operations person [music] 10 hours a week was now getting handled in about 45 minutes. Within 60 days, the founder stepped out of the day-to-day fulfillment for the first time in 6 years. And the best part was that revenue didn't actually dip. It went up because the team could finally move at full [music] speed without sitting in a queue waiting for some person's approval. The business couldn't outgrow the founders's bandwidth until the founder got out of the way. What most founders miss after a certain point is that your business doesn't need you. You need your business to need you. And that's an incredibly difficult revelation that prevents most founders from growing their business. Yes, stepping back can feel like a gamble, but not stepping back, it's a guaranteed slope to the trifecta of business failure. Bottleneck, burnout, [music] bankruptcy. Here's how to apply the strategy. Identify the five to 10 core processes in your business that directly drive revenue, not what makes people efficient, not what optimizes what's existing. The processes have to drive revenue. and then document every single one of them so that anyone on your team could execute them, not just your best person. If a process only works when a specific individual runs it, it's not a real process yet. And then you look at where your team's time is going and find the repetitive manual work that [music] doesn't actually require human judgment. Data entry, scheduling, reporting, routine client communications. That's [music] where AI becomes a serious force multiplier. Think of it as the ultimate systems enforcer. It doesn't forget steps. It doesn't skip follow-up and it doesn't call [music] in sick. But the boundary matters here. AI handles execution on the repeatable stuff, but your people handle strategy, relationships, leadership, and creative problem [music] solving. If you want to hear how I'm implementing AI in my business, as well as thousands of businesses across the country. Find me on Instagram, Natalie Dawson, and DM me saying AI, and I will send you over my comprehensive small business AI guide. Remember, the goal is to duplicate yourself through systems. And AI will be your friend to help accelerate that process [music] significantly. Next is strategy number five, and this is for days 30 to 60. And this is the biggest breakdown in almost every business I've worked with, hiring correctly. A company came to us with a 40% annual turnover, and they genuinely couldn't figure out why. They were hiring people with impressive resumes, 10 years plus of experience, [music] backgrounds at bigger, well-known companies, and they interviewed well. But within 6 months, half of them were gone and the ones who stayed were underperforming. And quite honestly, the culture sucked. The problem had nothing to do with the talent. It was a clarity problem. There were no defined role expectations, no KPIs attached to the seats, no 30, 60, 90-day plans, and no real articulation of what the culture actually looked like. They were hiring skilled people and dropping them into straight chaos. And here's the thing about good, hardworking, talented people. They recognize chaos very quickly and then they leave. Every day you keep the wrong person or the toxic team member, you're teaching the rest of your team that mediocrity, gossip, and underperforming is acceptable. And the truth is that great people don't want to be in that environment. [music] So for this company, what we did was rebuild their entire hiring process from scratch. We defined every spot on the team with a clear scorecard. We wrote out exactly what success looked like at each milestone. built an onboarding system with concrete checkpoints so that new hires knew where they stood from day one. We also started screening for culture fit alongside competence because skills without alignment just causes friction. And they also brought in an AI agent to handle first pass candidate screening and interview scheduling which freed up their ops lead to focus on actual team development instead of drowning in administrative work. The very next quarter turnover dropped from 40% to under 10%. The hires they made performed faster because they walked in knowing [music] exactly what was expected and what winning looked like in their role. And the most important thing before you make your next hire during the 30 to 60 days of this plan is to pressure test these [music] three questions. Number one, can you describe their role in specific measurable terms? Number two, have you mapped out what success truly looks like in 30, 60, and 90 days? And finally, what metrics will this personally own? If those answers aren't clearly defined, don't hire that [music] role yet. Beyond that, every single business right now should be evaluating which roles can be augmented or replaced by an AI agent. And the purpose of that isn't to cut headcount for the sake of it. It's to reallocate your human talent toward [music] the work that genuinely requires a human. Relationships, strategy, leadership, creative problem solving. Treat an AI agent the same way you'd treat any other team member. Give it a specific role, clear inputs, and measure its output. But judgment always stays with people. AI executes. And that brings us to days 45 to 75. Every [music] bit of the progress that you've made with the plan so far will be for nothing if you let this one thing slip. Accountability. [music] If you're struggling with accountability in your business, here's why, and more importantly, how to fix it. I had a company come to me with a team that everyone [music] genuinely liked working with. Great energy, true camaraderie, likable people across the board. But there was one major issue. Nobody was hitting their targets. The revenue was staying flat and no one was saying anything about it. Nice had become a synonym for no standards. The culture was so focused on keeping things pleasant [music] and nice that accountability had completely disappeared. There was no scorecard. There was no weekly operating review. No clear ownership of any outcomes. [music] So of course when revenue started to dip, everyone pointed at somebody else and then ultimately ended up blaming [music] the market for why they were underperforming. So what we did was install a weekly operating rhythm. Every role had a scorecard tied to three to five metrics. [music] And every week, the team sat down and reviewed their numbers together with full transparency. The conversations weren't punitive. [music] They were just clear. Here's what we said we do. Here's exactly what happened, and here's what we're adjusting for next week. On top of that, we introduced the personal, professional, and financial goal framework, which aligns each team member's goals with the goals of the organization. Within [music] 60 days, the team that had been coasting was now outperforming their previous best quarter. The people were the exact same. In fact, a couple of them ended up leaving. The product was the exact same, and the market hadn't changed at all. The only thing that changed was clarity, responsibility, and ownership [music] through accountability. And this has an effect on how long your team members stay working for you. When someone on your team can see [music] that their quarterly performance directly supports where they want to be in their own life, the quality of efforts shift in a way that traditional goal setting simply doesn't produce. That's the deeper unlock. Accountability without personal alignment just creates compliance. Accountability with personal alignment [music] creates ownership. The right people actually want to know what they're responsible for and how they'll be measured. Ambiguity is what tends to breed disengagement [music] because when no one knows what winning looks like in their role, they just default to staying busy. But busy is not the [music] same as producing. So use this accountability strategy between days 45 and 75. Every measurable outcome needs one person's name attached to it. Not a team, not a [music] department, not a company, a person. And because revenue is a lagging indicator that only tells you what happened already, you need to be tracking the leading indicators that predict what's coming. Outbound [music] activity, conversion rates, customer retention, fulfillment, speed, customer satisfaction. Build a weekly cadence where those numbers get reviewed honestly and adjustments happen in real time. Then use the PPF framework to connect each person's work to their own individual growth. sit down [music] with each team member and map out where they want to be personally, professionally, and financially, and show them how their role and their targets feed directly into that trajectory. When the scoreboard matters to their own life, not just the companies, people show up at a completely different level. The final 15 days of this plan are where most founders let it [music] fall apart. They spend the time building, launching, executing, but they never stop to do the most important thing. Strategy number seven, evaluate, [music] cut, and double down. The business came to us running six marketing channels and four product lines at the same time and none of them were growing. The founder was doing everything from SEO to paid social to email campaigns, events or referral program partnership, four different service offerings at four separate price points. The team was spread so thin across all of it that nothing was actually performing well. When we pulled the data, 65% of their revenue was coming from one service [music] and one channel. Everything else combined was barely breaking even. and [music] it was eating up the vast majority of the team's bandwidth. So, we cut three marketing channels, sunset [music] two product lines, and took every resource that was freed up and poured it into the one service in one channel that was already producing results. When revenue grew, which of course it did, we ran the constraint audit again at day 90. The bottleneck had actually shifted from [music] lead generation to capacity and fulfillment. They couldn't keep up with all of the demand. That [music] shift is exactly what you want to see because it means that the business actually grew and now they had a new better problem to solve. What's worth understanding about that story [music] is why the founder was spread across six channels and four products in the first place. It wasn't laziness. It was fear [music] of commitment. Picking one channel and one offer feels risky because you're putting all of your weight behind a single bet. But the data almost always tells you that you've already made the bet. You just haven't acknowledged it yet. 65% of revenue was already concentrated in one place. [music] The other five channels and three products weren't diversification, which is a translation for distraction. [music] And that's a pattern I see over and over. Businesses don't struggle because they lack options. They struggle because they refuse to eliminate the ones that aren't working. Growing is simple math. And [music] the fastest path to scaling is consistently saying no, doing less, but doing it much better. So for days 75 to 90, sit down with your business data and all the changes you made so far and look at it honestly. Which strategies have actually moved the needle? Which ones consumed resources without delivering a real return? Most businesses never run this kind of evaluation. They just keep stacking new initiatives on top of old ones without ever removing the underperformers. And the dead weight compounds over time on them and their teams. So if you want to continue to scale after implementing the previous steps, you have to be [music] ruthless about subtraction. If a campaign, a product, a process, or even a person isn't generating meaningful returns, end it and redirect those resources into what is working. We have a saying around here and the saying is repeat successful actions. We entirely forget about our failures. We don't dwell on them. We don't beat ourselves up for them. We fix them as quickly as possible. But what we really look for is what [music] was successful. And when we find what was successful, we don't invent a new idea. We just do more of that thing. Once you've made it through the cycle, then circle back to strategy one and reassess your primary constraint. Has it shifted? If you fixed conversion and now capacity is a bottleneck, that's real measurable progress. You grew. Now solve the next constraint [music] in the chain. This is the compounding effect. Every 90 days you run the cycle. You get sharper. The business gets tighter. The growth becomes something you engineer deliberately rather than something you sit around hoping will find you. Those were the seven strategies to grow any business in just 90 days. And if you want to dive even deeper, check out this next video. [music] And don't forget to subscribe to my channel for new videos every