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Manage less, create more, and become the leader your team is waiting for.

As featured in

Say No to Supervision

You can't afford to waste time checking in on basic work or navigating interpersonal drama. Use the guide to ask questions that motivate people to work on themselves. 

 Focus on Relationships

Hard work and technical skill are not enough. To be on your team, people need to see how they impact others and be willing to look in the mirror. You'll help them by asking the right questions.

Give Them A Choice

Most people are hungry for growth. A few will dig in their heels. You'll rest easy knowing you gave each person the support they need to own their role, and honor the team by letting go of those who don't.

"She’s been working for me for 9 years and I feel like we just started over, in an incredible way."

“I knew I had to talk to my GM about her overwhelm, it was causing me a lot of anxiety, but I didn’t know where to start. I was worried she would get defensive, and I wouldn’t know what to say. I'm shocked at how this tool changed that conversation: The questions it asks and how it guided me to say what I needed to say in a way that she felt supported by was very powerful. She’s been working for me for 9 years and I feel like we just started over, in an incredible way."

Jeffrey, CEO, New York

The mistake most managers make is using their energy trying to get people to change instead of holding them accountable for changing.

Can you imagine being surround by a team of people who:

  • Came to you with ways to improve the customer experience.
  • Didn't hide their mistakes but used them to grow.
  • Didn't tell you what they thought you wanted to hear.
  • Held their teammates accountable instead of looking the other way.

Traditional coaching won't help for the same reason — because it puts too much responsibility on the leader and not enough on each member of the team.

We've had 50-years of business coaching, and the employee engagement numbers have gotten worse. It's because traditional coaching and consulting models work from old ideas about authority and what drives motivation in the modern world.

You don't need to spend thousands of dollars, month after month, talking more about what needs to change. All you need is a set of skills that they don't teach in business school or anywhere else: How to create a space where people discover the motivation to change for their reasons.

You'll start reclaiming the creative space you need by handing the right amount of responsibility for growth over to others.

  • No more empty talk about values, visions, and goals.
  • No more anonymous surveys or pro forma reviews.
  • No more wondering why people leave when they do.

The Refound philosophy is simple:

Personal and professional growth are one thing, not two.

By shifting the accountability conversation — and focusing on relationships instead of on tasks — you'll start seeing changes quickly. You'll help each person on the team discover how improving their professional relationships improves their personal ones at the same time.

You'll strengthen the bonds between team members, by showing them that you care enough about them not to let any one person hold them back.

In return, they'll give you back an invaluable gift, two actually: the results you want today and the space to think about tomorrow.

Want to learn more about Good Authority?


Jonathan Raymond

Hi, I'm Jonathan, and Refound is a new approach to leading your organization or team — making the personal growth of each person on your team your first priority. I've developed this method over a fifteen-year dual career, CEO and entrepreneur by day, personal growth and spiritual seeker by night. If you're looking to attract, retain and sustain a high-growth team, I hope you'll give these ideas a try. You can pick up a copy of Good Authority here


Become the leader your team is waiting for — by holding them accountable for growing themselves.