“I was the bottleneck. The biggest growth constraint was me learning to get out of the way.” - Burt Labutte

Resources Mentioned in This Episode:

Todd Services - Kurt LaButte's company

Peer Group: Jeffrey Scott Consulting – growth-focused landscape peer groups

Books/Authors:

Simon Sinek – leadership and “Start With Why” principles

AI and leadership books (unnamed, referenced as part of Kurt’s learning path)

Game and Business: Referenced as a recommended resource for understanding measurement in business

Topics Discussed:

• 00:01 – Intro: Rob welcomes Kurt LaButte of Todd Services
• 01:13 – The origin story: mowing lawns with rowboats and the “Todd” name
• 04:03 – From small beginnings to $28M and 180 employees
• 07:28 – Biggest growth constraint? Himself—learning to get out of the way
• 08:24 – Surviving the 2008 crash: $10M down to $4M and losing his brother
• 10:18 – The turning point: realizing he was the bottleneck
• 12:09 – Joining a peer group and embracing lifelong learning
• 13:25 – Shifting from dictatorship to open leadership culture
• 15:44 – Tactical advice: sharing numbers, goals, and listening to staff
• 18:23 – Helping employees align personal goals with company direction
• 21:06 – Building for second generation and long-term retirements
• 23:33 – Why stepping away empowers teams and strengthens culture
• 28:28 – The fear of taking time off and advice for small business owners
• 30:24 – Learning numbers early and why metrics matter
• 34:36 – The value of patience, brand, and consistency in growth
• 37:24 – The power of peer groups for accountability and growth
• 39:16 – Books and resources: Simon Sinek, Jeffrey Scott Consulting, AI leadership titles
• 41:00 – Closing thoughts and gratitude

Actionable Key Takeaways:

1. Get out of your own way – Leaders often create bottlenecks by micromanaging. Growth requires trust and delegation.
2. Know your numbers – Don’t rely on guesswork; margins, costs, and metrics are non-negotiable for scaling.
3. Embrace learning – Books, peer groups, and outside resources are critical, even if you’re an “old dog.”
4. Share goals openly – Transparency with numbers and objectives boosts accountability and team motivation.
5. Prioritize culture – People thrive when they feel safe making mistakes, voicing ideas, and aligning personal goals with company goals.
6. Play the long game – Brand reputation and consistency compound over decades, not months.
7. Step away sometimes – Taking time off creates space for your team to step up and develop autonomy.