Last week I read a book called The Dream Manager, and it rocked my world in a great way. You’ll see why at the end of the post, so keep reading. The book is a fable similar to Patrick Lencioni’s books and is a very quick read. Here’s what stuck out to me (sorry it’s so long, but get to the end)…

The future of your organization and the potential of your employees are intertwined; their destinies are linked.

The great majority of people in the workplace today are actively disengaged.

It’s not that we don’t want to engage the people who work with us and for us. In most cases it seems that we simply have not found a practical, efficient, and affordable way to do it.

A company’s purpose is to become the-best-version-of-itself.  The next question is: What is an employee’s  purpose? Most would say, “to help the company achieve its purpose,” but they would be wrong.  That is certainly part of an employee’s role, but an employee’s primary purpose is to become  the-best-version-of-himself or herself. Contrary to unwritten management theory and popular practice, people do not exist for the company. The company exists for people. When a company  forgets that it exists to serve its customers, it quickly goes out of business. Our employees are our first customers, and our most influential  customers.

These people all have dreams. We need to find a way to connect their job today with their dreams for tomorrow.

If you ask people to talk about their jobs, they usually reply with a rote answer or a sales pitch  that they’ve given a thousand times before, unless they are really doing something that they’re passionate about. But if you ask people to talk about their dreams, in most cases you’ll see a remarkable increase in their passion and energy.

If we can help our employees beyond the quiet desperation of mere survival by teaching them to dream again, and help them to fulfill their dreams, we’ll create a loyalty and dedication that’s unmatched. And then our people will bring the passion and energy they have for their dreams to  their work.

In many ways, we are our dreams. But people stop dreaming because they get caught up in the hustle and bustle of surviving.

Isn’t one of the primary responsibilities of all relationships to help each other fulfill our dreams?

Most businesses fail because they have a few rainmakers and an army of administrative support. In any successful business, everybody has to be part of the sales force. When everybody sells,  you’re destined to succeed.

Some people needed to be encouraged to move on because they were toxic and poisonous to the team. Some simply were not a good fit. But others needed to be encouraged to move on because they simply outgrew the organization.

Wisdom is much more than the mere amassing of knowledge. Wisdom is truth lived.

Our dreams are the visions that shape our lives.

An employee is responsible for adding value to the life of a company, and a company is responsible for adding value to the life of an employee. This is the great  unspoken contract that exists between all employees and employers.

The most effective leaders and managers will be those who find ways to advance a company,  while at the same time helping employees to advance personally and professionally.

So what rocked my world? God clearly spoke to me that my awesome wife, Kim, has supported every dream that I have ever had and that I am to be her Dream Manager. Honestly, I was super convicted about it on my flight. So, last night she hired me to help her fulfill some personal dreams for her (okay, she did not really hire me, but she agreed to let me be a part of her dreams).

Who do you need to be a Dream Manager for? Reach out to them today.



  1. […] Dreams – have you considered what dreams you want to achieve in your life? Where do you start in 2010? Consider reading The Dream Manager by Matthew Kelly over the holidays. Personally, I am developing short-term (less than 1-year), mid-term (2-5 years) and long-term (more than 5 years) dreams. You can read my review of the book here. […]


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