BLOG

Scaling Up: Three Pillars of Process Design for Business Growth

This month’s blog comes from Ryan Weiss, President and founder of EPS OPTIC(S), who shares his insights on leadership, purpose, and building teams that thrive.
In the dynamic business landscape, sustainable growth isn’t just about big ideas; it’s about the robust, scalable processes that bring those ideas to life. As your business expands, relying on ad-hoc approaches becomes the bottleneck. Establishing clear, efficient processes is paramount. But how do you design processes that not only support current operations but also lay the groundwork for future scaling? Here are three key elements to consider:

1. Tailor Your Process Detail to its Strategic Level

Not all processes are created equal, and attempting to apply a one-size-fits-all documentation style can lead to either overwhelming detail for high-level strategies or insufficient guidance for critical operational tasks. The key is to match the level of process documentation to its strategic impact and operational complexity.
For high-level, strategic workstreams that impact multiple departments or define the overall flow of value, the SIPOC (Suppliers, Inputs, Process, Outputs, Customers) diagram provides a comprehensive Framework. The SIPOC provide a bird’s-eye view, clarifying who is involved, what resources are needed, the core steps, and the ultimate outcomes, without getting bogged down in minute details. This simple framework is excellent for aligning stakeholders and understanding the broader context.
For detailed, repetitive activities that new employees will execute daily, a Job Breakdown (JB) is indispensable. A good job breakdowns provides step-by-step instructions (what), tips & tricks (how), and the purpose (why). This level of detail ensures consistency, reduces errors, and significantly shortens the learning curve for new team members. Understanding this distinction allows you to create processes that are both effective and efficient to maintain.

2. Leverage AI for Dynamic Training Plans

Once your processes are clearly defined, the next challenge is ensuring your team can execute them effectively and consistently. This is where Artificial Intelligence can be a game-changer, particularly in developing robust training plans. Instead of manually crafting training materials, you can harness AI to transform your process documentation into comprehensive and engaging learning experiences.
After creating your meticulously crafted SOP or Job Breakdown, you want to train your team for consistent, efficient, and quality results. I suggest using an AI tool with a similar prompt to the following: “Create a plan to train a new employee on this process. Include what each step is, tips/tricks on how to do each task, and why each step is important. In addition, propose a relevant timeline for the training.”
The AI tool will analyze your document and generate a structured training curriculum. This might include:
This approach not only saves significant time in developing training materials but also ensures that the training is directly aligned with the process documentation, promoting accuracy and consistency from day one.

3. Standardize, Follow Through, and Continuously Improve

Creating processes and training plans is only half the battle. For processes to truly enable scaling, you must make a conscious effort to ensure they are standardized, consistently followed, and continuously improved upon. This requires a commitment to follow-through and the establishment of feedback loops.
By focusing on these three pillars – tailoring process detail, leveraging AI for training, and committing to standardization and continuous improvement – your business can build a robust foundation that not only supports current operations but also propels you toward sustainable scaling and growth.

EFBC Member President’s Message:

The Courage to Disagree

Hello again,

Joel Spencer here with your next President’s Message.

In September, I mentioned The Five Dysfunctions of a Team by Patrick Lencioni, a framework many of us in EFBC are familiar with. We explored the first dysfunction in absence of trust. Today, I want to talk about the second, which is a fear of conflict.

When trust is strong, people feel safe enough to speak their minds. But when that trust is shaky or never fully formed, teams avoid real conversations, and we settle for false harmony.

For many of us, that’s not surprising. We’ve been trained, consciously or not, to keep the peace. Don’t make waves, don’t challenge the group, and there’s often even an unspoken agreement: Don’t cause conflict for me, and I won’t cause conflict for you.

That silent agreement can feel like protection, but it’s actually a trap. Because when we avoid conflict, we avoid clarity. We dodge the truth, and that sacrifices alignment and growth.

But conflict, when it’s rooted in trust and purpose, isn’t dysfunction — it’s discipline. It’s how teams clarify what matters, it’s how we as leaders grow, and it’s how organizations break through to the next level.

So here’s what I want to offer this month:
It’s a reminder that disagreement doesn’t have to be divisive — it can be clarifying. What it means is that people care enough to be uncomfortable. It means that they’re paying attention. And the most effective leaders and the most cohesive teams don’t fear conflict. They embrace it with respect, structure, and a shared intent.

So ask yourself:

  • Is there a conversation you’ve been avoiding?

  • Is there tension hiding under the surface, pretending to be alignment?

  • Is there someone on your team who needs to know it’s okay to speak up?

At EFBC, we talk about vulnerability and growth, and this is where they meet.
Let’s keep building trust. Let’s welcome the kind of conflict that makes us stronger. And let’s keep growing as leaders, even when the conversations are hard.

Thank you for being part of this community.
I’ll see you soon.

Joel Spencer
EFBC President 2025-2026

 

BLOG

3 Proven Ways to Support Middle Managers Starting Today

If senior leadership is the head of your organization and front-line employees are the heart, middle managers are the connective tissue that holds everything together. They translate vision into action, motivate teams, and manage the daily realities of business. Yet too often, they are overlooked and under supported — a bit like the middle child of the company family.

Middle managers balance top-down expectations with bottom-up realities. They juggle strategy and execution, empathy and accountability. Supporting them effectively can transform not only their performance but your entire organization’s culture and results.

Below are three proven ways to support your middle managers starting today.

1. Offer Their Growth a Structured Foundation

Many middle managers are promoted because they excel as individual contributors. But leadership requires an entirely different skill set — one that needs to be taught and nurtured.

Help them succeed by:

  • Providing ongoing leadership training and workshops on communication, feedback, and conflict resolution.

  • Pairing them with mentors or coaches who can guide them through challenges.

  • Outlining a clear development path so they can see how their growth leads to senior leadership opportunities.

2. Create a Peer Forum and Support Network

Being in the middle can feel isolating. Middle managers are no longer part of the front-line team, but they are not fully among senior leadership either. Building connection is key.

Encourage belonging by:

  • Launching an internal peer group or forum where middle managers meet regularly to share experiences.

  • Creating a safe space to discuss challenges honestly and learn from one another.

  • Using these forums to strengthen collaboration and communication across departments.

A strong peer network helps middle managers realize they are not alone — others share their challenges, and together they can find better solutions.

3. Empower Them Through Authority and Autonomy

Training and support are important, but empowerment is what makes it real. Once they are prepared, give middle managers the authority to make decisions and the trust to own outcomes.

You can empower them by:

  • Defining clear decision boundaries and what they can handle independently.

  • Encouraging creativity and innovation when solving problems.

  • Supporting them when things go wrong rather than assigning blame.

When middle managers feel trusted and capable, they take initiative and lead with confidence. Empowerment communicates a powerful message: you are valued, you are capable, and you have our trust.

Final Thoughts

Supporting middle managers is not just a leadership initiative — it is a business strategy. When you invest in their growth, connection, and confidence, you strengthen the bridge that keeps your organization moving forward.

To learn more about how EFBC supports leadership development and peer learning, visit myefbc.com or contact Liz at liz@myefbc.com.

Want more details on our Leadership Program or looking to launch a middle manager Forum at your organization? Contact Liz at liz@myefbc.com.

BLOG

EFBC: A Leading Chicago Family Business Resource

Running a family business comes with unique challenges—and unique opportunities. From navigating succession planning to strengthening relationships across generations, family business leaders need more than generic advice. They need a community that understands their world. That’s where the Entrepreneur and Family Business Council (EFBC) at DePaul University steps in as a premier Chicago family business resource.

Why Family Businesses Need Specialized Support

Family businesses are the backbone of Chicago’s economy. In fact, family-owned companies make up more than 60% of privately held firms in the U.S., yet fewer than one-third successfully transition to the next generation. That means thousands of Chicago family businesses are facing big questions:

  • How do you balance family dynamics with professional decision-making?

  • How do you prepare the next generation to lead?

  • How do you keep the business growing while protecting family values?

At EFBC, we know that these challenges require more than one-size-fits-all solutions. That’s why we create spaces where business owners can connect with peers, share experiences, and gain insights designed specifically for family enterprises.

The EFBC Approach

For more than 30 years, EFBC has provided education, peer support, and trusted connections for family businesses and entrepreneurs. Our approach is built on three pillars:

  • Forums – Small, confidential peer groups where leaders share openly and learn from one another’s real-world experiences.

  • Events & Roundtables – Expert-led sessions on critical topics like finance, HR, marketing, and digital transformation.

  • Strategic Partners – Access to vetted professionals in areas like law, IT, accounting, and leadership development.

The result? Family business leaders walk away with not just strategies, but also relationships that sustain them for decades. Many members stay in their Forums for 20+ years, a testament to the lasting value of this community.

Building for the Next Generation

EFBC also invests heavily in preparing future leaders. Our Business Curriculum and next-generation programming ensure that sons, daughters, and rising executives gain the tools they need to lead with confidence. From strategic planning to emotional intelligence, our focus is on creating leaders who will carry both their family’s values and their business forward.

Your Chicago Family Business Resource

Whether you’re managing growth, preparing for succession, or simply looking for a trusted network, EFBC is here to help. We’re more than an organization—we’re a community built on trust, learning, and shared experience.

If you’re looking for a Chicago family business resource that understands your unique journey, EFBC is ready to support you every step of the way.

EFBC Member President’s Message:

Building on Trust

Hello again,

Joel Spencer here, back with the third installment of our President’s Message.

So far, we’ve talked about momentum, the energy that gets us moving, and intention, which gives that movement purpose. This month, I want to talk about something even more foundational, trust.

If you’ve read the book The Five Dysfunctions of a Team by Patrick Lencioni, you know that trust sits at the very bottom of the pyramid. It’s the foundation, and when it’s missing, everything else can break down.

Without trust, we tend to avoid healthy conflict. Without conflict, we get surface-level commitments. And without those commitments, we stop holding each other accountable. And when there’s a lack of accountability, results can suffer.

But let’s be clear. Trust in the team isn’t about being polite or nice. It’s about vulnerability.

A trusted environment is 1 where people can raise concerns, challenge ideas, and speak up without the fear of judgment or backlash. And it’s not from a place of resistance, but from a place of shared ownership. And when people feel heard, even if the final decision isn’t what they hoped for, they’re much more likely to buy in.

That’s where trust begins, and that’s where real teams start to form.

So here’s my challenge for this month. Where is trust strong in your business right now? And where is it fraying? Are there conversations you’ve been avoiding? Tension going unspoken? Are there gaps in communication that need to be addressed?

Trust doesn’t get built in an all-hands meeting or in strategy decks. It gets built in small moments, the honest conversations, the hard feedback, and the willingness to listen.

Trust is a cornerstone of EFBC’s success and a major reason why our forums are so impactful. They give us the space to practice vulnerability, accountability, and have real support.

Do you have that kind of trust in your business?

Let’s keep building momentum. Let’s keep leading with intention, and let’s keep building teams that are rooted in trust.

Thank you all for being a part of this community, and I’ll see you soon.

Joel Spencer
EFBC President 2025-2026

 

BLOG

The Advantages of a Peer-to-Peer Network

Running a business can be rewarding, but it can also feel isolating. Leaders are often expected to know all the answers, even in the face of challenges they’ve never encountered before. That’s why one of the greatest advantages of a peer-to-peer network is knowing you don’t have to go it alone.

At EFBC, members find more than networking—they find a trusted circle of peers who share experiences, offer perspective, and help each other grow as leaders and as people.

A Place of Safety and Sharing

EFBC is grounded in the Forum experience, where members meet in small groups to work through real business and personal challenges. As partner Deanna of Cray Kaiser put it:

“It is a place of safety. It is a place of sharing of best practices. It is really a community.”

In these safe, confidential spaces, leaders can be open about struggles and gain insight from those who have walked similar paths. That shared experience is one of the clearest advantages of a peer-to-peer network.

Learning and Growth Beyond the Classroom

Business ownership doesn’t come with a manual—but peers provide wisdom you can’t find in textbooks.

Brian McIlwee, an EFBC member since 1998, explained:
“It’s an organization that allows business executives to continue to learn and grow and develop as leaders.”

EFBC empowers members by focusing on emotional intelligence, education, and peer connections. This blend of professional and personal growth sets peer-to-peer learning apart from traditional business education.

Real Solutions for Real Problems

Each month, EFBC members bring challenges to their Forum groups. Whether it’s succession planning, conflict resolution, or scaling a company, the process is practical and impactful.

As Adriana Osorio of Osorio Metals shared:
“Each member once a month presents and we do a lot of problem solving. We give feedback. Everything is confidential.”

Peers don’t hand out prescriptions—they share how they’ve overcome similar situations, giving members tools to make their own decisions. Or, as Brian put it:
“It’s, here’s some options of how I’ve gotten through something. That allows them to make their own decision.”

Personal and Professional Transformation

The advantages of a peer-to-peer network go far beyond business tactics. Members often find that EFBC impacts their entire lives.

Bob Giammanco of 2XL Corporation reflected:
“The EFBC brought to me shared experiences with other members that really moved the needle for my business. And it created a jump in my personal and in my professional growth.”

From reducing stress, to becoming a better leader, parent, or spouse, members consistently point to the holistic benefits of being part of EFBC.

More Than Business

Perhaps the most powerful takeaway is that EFBC is not about transactional networking.

As Deanna summed up:
“This is not about getting business. This is about getting better at your business.”

Or, as Brian said:
“It’s like having a board of directors for not only just the business, but for life.”

That’s the essence of EFBC: a trusted circle of peers who are committed to helping each other succeed in business and in life.

Learn More About EFBC
At the Entrepreneur and Family Business Council (EFBC), we equip business owners and their families with the peer support, education, and resources they need to succeed for generations.

Get in touch with us to learn more about membership or upcoming programs.

BLOG

EFBC Member President’s Message:

Joel Spencer on Intention

Hello, everyone, and welcome back to the second installment of the President’s Message.

Last month, I talked about momentum—how we build energy, surround ourselves with the right people, and create forward movement in our leadership and our lives.

This month, I want to shift gears and talk about something just as important: intention. Momentum gets us going, intention keeps us headed in the right direction. And the reality is, staying intentional as a leader can be hard. There’s always a fire to put out, meetings to run, and hard decisions that we have to make. It’s easy to stay busy and somehow still feel like we’re drifting.

But when we pause, even briefly, we create space to think. For me, that pause often comes through something simple called the clarity break, which is just dedicated time to step away from the noise and reconnect with what matters most.

We’ve all had those moments where clarity hits during some downtime. Maybe it’s on a drive, sitting with a cup of coffee, or just walking without distractions. These moments can be rare if we don’t make time for them, and it can be hard to carve out that time consistently, yet they lead to important discoveries and direction as leaders.

That small investment of time helps me refocus and lead with greater purpose in my business.

So this month, I want to challenge all of us:

  • don’t just move,

  • take a break and ask yourself, why am I doing this?

  • What outcome do I really want?

  • And how do I show up in the process?

The EFBC is here to support that kind of leadership. We’re a community where leaders think more clearly, connect more deeply, and lead more intentionally.

So let’s keep building momentum, let’s keep leading with intention, and let’s keep showing up for ourselves and each other.

Thank you for being part of this community, and I look forward to seeing you all soon.

Have a good day.

Joel Spencer
EFBC President 2025-2026

 

EFBC Member President’s Message:

Joel Spencer on Building Momentum

Hi, I’m Joel Spencer, your EFBC President for 2025–2026.
As I reflected on what I wanted to share this month, one word kept coming to mind: Momentum.

  • Momentum as leaders isn’t about speed—it’s about intention:
  •  Surrounding ourselves with the right people
  • Growing our skills and knowledge
  • Strengthening our emotional intelligence

EFBC provides the space, structure, and community to support that kind of growth—and we’ve got some exciting ways to keep the momentum going this summer:

  • DePaul Partnership
    We had a great brainstorming session with DePaul this week, continuing our strong strategic partnership.
    This relationship brings value to our members, DePaul students, and the broader business community.

What’s Coming Up:

  • Prospect Forum – August 7
    Our first session is already full! It’s a great way for prospective members to experience a real Forum.
    Our next session is in October—keep the referrals coming!
  • Summer Social – August 21 @ The Salt Shed
    Join us for food, drinks, entertainment, and community.
    We’ll also honor outgoing President Darrin Shillair with our Annual Leadership Award.

Thanks for being part of this incredible community. I’m excited for what’s ahead—let’s keep building momentum together.

Joel Spencer
EFBC President 2025-2026

 

BLOG

EFBC’s Summer Reading List

Books for growth, grounding, and everything in between. 

At EFBC, we know that summer is more than just a time to relax. It’s a chance to reset, refocus, and reflect. Whether you’re listening to audiobooks on a long drive, flipping through pages poolside, or revisiting a favorite author, there’s something about summer that makes books hit a little deeper. 

We asked a few EFBC members and leaders to share what they’ve been reading lately and what’s stuck with them. From emotional intelligence to personal purpose (and even a few unexpected favorites), here’s what’s on our collective bookshelf this season — in their own words. 

All It Takes Is a Goal by Jon Acuff 

Recommended by Joel Spencer, EFBC President 

This one’s for the dreamers, doers, and anyone caught somewhere in between. Joel recommends All It Takes Is a Goal for its approachable take on productivity and purpose. It centers around the idea that everyone has the potential to do meaningful, impactful work — if they learn how to set and pursue the right goals. 

“It centers around the concept that everyone has the potential to do meaningful, impactful work, if they learn how to set and pursue the right goals.”

The Next Conversation by Jefferson Fisher 

Recommended by BJ Slater, EFBC Vice President 

Written by an attorney who’s had plenty of high-stakes conversations, The Next Conversation is full of real-world wisdom on navigating tough moments with emotional intelligence. BJ appreciates its conversational tone and practical tools. It’s a great fit for anyone looking to approach difficult discussions with more clarity and care. 

The Four Agreements by Don Miguel Ruiz 

Recommended by Drew Hill 

The Four Agreements is a modern classic for a reason. Drew finds value in its simple but powerful principles for personal growth, happiness, and freedom through internal and external accountability. If you’re looking for a book that blends spiritual insight with practical takeaways, this one is a must. 

A New Earth: Awakening to Your Life’s Purpose by Eckhart Tolle 

Recommended by Brian McIlwee, longtime EFBC member 

“The book taught me a lot about living in the present and not being influenced by past events and experiences. It also allowed me to understand more about the people around me and why they behave differently.” 

A New Earth is both grounding and expansive. It’s a meaningful read for anyone looking to quiet the noise and live more intentionally. 

The Way of the Peaceful Warrior by Dan Millman 

Recommended by Liz Fidanovski, EFBC Executive Director 

“When I first picked up the book, I was skeptical, but I still reference this book 10 years later. It’s about an unfulfilled gymnast who meets an unlikely mentor after graduation and he learns about mindfulness, living in the present, and releasing your ego. It reinforced for me the concepts of emotional intelligence, learning self-discipline, being aware of our surroundings, facing fears, and embracing our imperfections. There’s an undertone of spirituality as well which offers a holistic view as I work on my own personal and professional growth.” 

This is a powerful pick for anyone on a path of self-reflection, both personally and professionally. 

Bonus Rec: The Ideal Team Player by Patrick Lencioni 

Also recommended by Liz 

“I recommend almost anything by Lencioni, but this one stands out.” 

Written as a fable, it’s a quick and impactful read on the value of communication, transparency, and accountability. It’s a great one to revisit as you gear up for fall planning. 

The Art of Letting Go by Nick Trenton 

Recommended by Olivia Pope, EFBC Marketing Coordinator 

“Admittedly, I’ve only read romance novels this summer. However, I recently listened to The Art of Letting Go and really enjoyed it. I find it easier to listen to self-improvement books as opposed to read them.” 

For audiobook fans or anyone looking for a gentle guide to emotional clarity, this one is worth a listen. 

X

Contact Form

This field is for validation purposes and should be left unchanged.
Name(Required)
Company Name(Required)
Email(Required)
Please let us know what's on your mind. Have a question for us? Ask away.