Jonathan came over to my house to meet. Steve joined us over a GoToMeeting session. So did Alan as he was traveling up to the Logan area. Towards the end of the meeting, Alan actually came over and met with Jonathan in person. Here are some of my notes. Also, see the attached text file for additional notes.

- One of the assignments from last meeting was to take a personality test. Basically a way to find out potential strengths and weaknesses.

- Being put in a box - we don't want that. People are not one dimensional (one little box), we do tend to trend towards certain ways over time.

- How can we help our people succeed best - sometimes the personality test helps us understand pros and cons of the different personalities - we on purpose want to bring all the talents to the table.

- We got pretty deep in philosophy and psychology topics. Both Alan and Steve love to talk about some of the things that they have found out and how to apply them. Jonathan was encouraging them to share and help surface different principles.

- Most of the conversation today was dealing with employee/employer (normal business structure) type topics. We talked a lot about motivation, perks, and reasons why we do certain things.

- We made a small list of pros and cons dealing with employees and independents. There really are both sides, pros and cons to both model types.

- If there is a lack of structure, then sometimes people don't know where they fit in. Often people look for ways to move up the ladder or chain. If they can't see a defined structure, they somewhat get lost.

- Some of our people don't want structure. That is good and bad as well.

- Talks about outsourcing and getting people into the right spot.

- Jonathan wants to see if our search for dependables is able to stand the long term test of time.

- Steve wants people to do what they want to do and where their virtues lie. Sometimes that means that certain things fall through the cracks because nobody wants to pick them up (projects and tasks).

- We talked about heroes and heroism... do it all yourself. Dangerous model if you want to really grow.

- Incentives - how do we make or help people to care about the bigger picture vs just their tiny piece. That can get tough. Lack of accountability.

- Once we get someone in the right place, they can really fly.

- Consensus management doesn't work - a leader is someone who plants and cultivates the seeds.

- Random topic, how can we let or use technology be the leader... not sure on this. Just playing with ideas.

See attached for more notes and details.