What This Is
Every Monday morning, we come together for 10 minutes to share what we discovered last week. Not what we did—what we learned. Not our task list—our breakthroughs.
This practice helps us:
- Capture insights before they disappear
- Learn from each other's discoveries
- Build systems that work across properties
- Make better decisions faster
- Coordinate cross-functional work efficiently
The Core Principle
We don't report activities. We share what moved forward, what we learned, and what coordination we need from the team.
The Four Elements
ONE VICTORY (Empathy)
What worked this week? What made it work? How can you strengthen it?
Example from Marta:
"Our new arrival sequence got 9.8/10 ratings. It worked because we focused on making guests feel
expected rather than just welcomed. The simple act of having their names on bedroom doors made them feel like we'd been preparing for them specifically. To strengthen this, I'm documenting the pre-arrival checklist so any team member can replicate it."
TWO SIGNALS (Grace)
What result did you create (Output Signal)? What activities produced that result (Input Signal)?
Example from Doug:
Output Signal: Average days to operational: 120 days (down from 150)
Input Signal: 8 properties evaluated this month, 3 municipal conversations
"The output tells me if our PropCo systems are working. The input tells me if I'm doing the work that creates better outcomes. When output improves but input stays the same, I know we're getting smarter about property selection."
ONE COURAGEOUS ACTION (Courage)
Where are you leading us? What brave choice did you make this week?
Example from Quinten:
"I'm leading us toward F&B that's exceptional enough to attract non-guests. My courageous action: I documented our sourdough process even though it's still evolving, because waiting for perfection means we'll never capture what makes it special. I'm choosing transparency over looking like an expert."
CROSS-FUNCTIONAL COORDINATION
What meetings do you need? What decisions require team input? What are your timelines?
Example from Marta:
Meeting needed: 30 minutes with Quinten on breakfast timing
Timeline: Decision needed by Friday to update weekend protocols
Team input needed: All house captains to review "one gesture" philosophy doc
"This helps us coordinate without endless email threads. I'm flagging what I need so we can schedule it and move forward."
Why These Four Elements?
Empathy: Understanding What Actually Works
When you identify a victory, you're not celebrating luck. You're practicing the discipline of noticing what worked and why. This is how we build systems that can scale.
The key questions:
- What specifically worked? (Not "guests were happy" but "the 8am coffee delivery worked")
- What made it work? (The underlying principle, not just the tactic)
- How can we strengthen it? (Making it repeatable and teachable)
Grace: Measuring What Matters
Grace is about honest measurement—seeing ourselves clearly. We track two signals because one number never tells the whole story:
Output Signals show if we're winning: guest satisfaction, days to operational, meal ratings, team performance, time saved, memberships closed
Input Signals show if we're doing the work that creates wins: protocols tested, properties evaluated, recipes documented, conversations held, processes streamlined, discovery calls completed
When both signals are strong, you're on the right path. When output is low but input is high, examine the quality of your work. When input is low, you're probably avoiding something important.
Courage: Leading Through Uncertainty
Courage is about making the hard choices that move us forward. It's not recklessness—it's thoughtful leadership in the face of uncertainty.
Every week, you're asked: "Where are you leading us?" This reminds you that you're not just executing tasks. You're making choices about what kind of company we become.
Courageous actions often look like:
- Documenting something imperfect because waiting means we lose the insight
- Walking away from a "good enough" solution because it doesn't serve our standards
- Having a difficult conversation you've been avoiding
- Trying a new approach when the current one is merely adequate
- Admitting you don't know and asking for help
Cross-Functional Coordination: Working Together Efficiently
Coordination is about making collaboration explicit—identifying what you need from others and when you need it. Instead of endless email threads or last-minute requests, this element creates visibility and accountability.
Use this section to flag:
- Meetings needed: Specific person(s), purpose, and duration
- Decisions requiring input: What needs team discussion or approval
- Timelines: When things need to happen to unblock your work
- Dependencies: What you're waiting on from others
This isn't about assigning blame—it's about surfacing interdependencies early so we can coordinate effectively. When everyone shares their coordination needs on Monday, we can batch meetings, identify conflicts, and keep work moving.
How to Prepare Your Weekly Entry
Time Commitment: 12 Minutes
This is a reflection practice, not a report. Write enough to capture the insight, then stop.
Step 1: Review Your Week (3 minutes)
Before you write, scan through:
- Your calendar—what meetings, events, milestones happened?
- Your notes—what did you learn, decide, discover?
- Your metrics—what results did you create?
Step 2: Identify Your Victory (3 minutes)
Find one specific thing that worked this week. Not five things—one. Look for something that:
- Produced a measurable result
- Taught you something about what works
- Can be strengthened or replicated
Step 3: Document Your Signals (2 minutes)
Output Signal: What measurable result did you create? (Use numbers: percentages, ratings, days, hours, count)
Input Signal: What activities produced that result? (Be specific about what you did)
Step 4: Name Your Courageous Action (2 minutes)
What hard choice did you make? Where are you leading the team? This doesn't have to be dramatic—it just has to be true.
Step 5: Flag Coordination Needs (2 minutes)
What do you need from the team this week? Be specific:
- Who do you need to meet with?
- What decisions need team input?
- When do you need these things by?
Common Questions
"What if I had a bad week?"
Share what you learned from it. A victory can be discovering what doesn't work. The insight "this approach failed because X" is valuable.
"What if my numbers went down?"
Report them honestly. Grace is about clear measurement, not cherry-picking good news. If output dropped but input stayed high, that's useful data about your approach.
"What if I don't feel courageous?"
Courage isn't about feeling brave. It's about making hard choices despite uncertainty. Admitting "I don't know" is often the most courageous action.
"What if nothing significant happened?"
Then you probably weren't paying attention to the small wins. Every week contains discoveries if you look for them. Even "we maintained our 95% satisfaction despite staffing challenges" is a victory worth examining.
What Happens Monday Morning
Everyone comes to the meeting having prepared their four elements (takes 12 minutes). We spend 60 minutes together:
- First 5 minutes: Quick context-setting for the week
- Next 40 minutes: Each person shares their entry (6-7 minutes each)
- Final 15 minutes: Connections, coordination scheduling, and commitments for next week
When someone shares, we listen for insights that apply to our own work. The goal isn't to solve problems in the meeting—it's to learn from each other's discoveries and coordinate efficiently.
Making This Practice Work
Consistency matters more than perfection. It takes about 8 weeks for this practice to feel natural. The first few weeks will feel awkward. That's normal—the slight discomfort is what makes people reflect honestly.
Write for yourself first, share for the team second. Your entry should capture what you need to remember, not what sounds impressive. Honesty is more valuable than polish.
Look for patterns across weeks. After a month, you'll see themes in your victories and your courageous actions. Those patterns reveal what you're naturally good at and where you're growing.
Build on each other's insights. When someone shares a discovery, think about how it applies to your area. The best ideas come from unexpected connections between different parts of the business.
Remember
This practice is how we build mastery together. Every Monday, we're not just reporting—we're learning, teaching, and getting better at what we do.