Sound familiar?
- Every decision runs through your phone. Nothing moves until you answer.
- You're still in the field when you should be running the company.
- You've quit hiring, because the last three didn't work out.
- You've got guys who can do the work – but nobody holds the standard when you're not there.
- Two weeks off doesn't sound like a vacation. It sounds like a risk.
None of that is a hiring problem. It's a leadership problem — and it's Fixable.
Who i work with:
owners in the trades — plumbing, hvac, electrical, concrete, roofing, diesel. if your people work with their hands, we speak the same language.
the fit is usually five to twenty employees, real revenue, and an owner who's still in the bottleneck.
if you're a one man operation, i'm not your guy yet. if you already have a strong second-in-command, you may not need me. but if the business has outgrown what one person can hold — and you can't get above the day-to-day long enough to work on it instead of in it — that's where i do my best work
the fit is usually five to twenty employees, real revenue, and an owner who's still in the bottleneck.
if you're a one man operation, i'm not your guy yet. if you already have a strong second-in-command, you may not need me. but if the business has outgrown what one person can hold — and you can't get above the day-to-day long enough to work on it instead of in it — that's where i do my best work
how i do it: people. purpose. performance.
People
Purpose
Performance
Know them. motivate them. develop them.
most owners manage the work and hope the people sort themselves out. we flip that.
Culture, mission, vision, goals.
Your crew can’t hit a target you’ve never said
out loud.
Close the gaps — leadership, training, systems, and the numbers.
This is
where the business stops depending on you.
What’s different in 90 days
I’m not going to promise you a revenue number. I don’t control your market
and neither do you. What I promise is a machine — the thing that produces the revenue.
An org chart with real roles, so everybody knows who owns what
A weekly scorecard, so you know Monday morning where you stand
Your core processes written down, so the standard doesn’t live in your head
One person under you actively being built into a leader
A budget and P&L rhythm you actually look at
Room to breathe
I’m Will Cook. I live in Des Moines with my wife and our four kids.
I played college football and later coached at the college level — which is where I learned
that leadership isn’t a personality type. It’s a skill, and it can be taught.
Since then I’ve spent thirteen years leading and building sales teams for national
companies, running teams in Florida, Kentucky, and Iowa. Different markets, different
cultures, same lesson every time: the business only grows as far as its leaders can carry
it.
I started Shepherd Growth Partners because I kept meeting guys who were outstanding
at their craft and drowning in everything else. They didn’t need a consultant with a slide
deck. They needed somebody who’s actually had to lead people, hold a standard, and
fix a team that wasn’t working.
The name comes from my faith. A shepherd doesn’t drive the flock from behind — he
goes out front, he knows his people, and he takes care of what he’s been given
responsibility for. That’s how I try to lead, and it’s what I’m trying to build into every
owner I work with.
Who I Am
One call. About thirty minutes. No slide deck, no pressure — I’ll ask you some
straight questions about your business and tell you honestly whether I can help. If I
can’t, I’ll tell you that too.
Will Cook — Shepherd Growth Partners
[email protected]
(515) 461-7311 Des Moines, Iowa