The 48-Hour Rule: Turning Business Ideas into Reality

January 26, 2026

Small business owners are usually not short on ideas. You have them in the shower, in the car, halfway through a client call, and even in the middle of the night. Ideas for a new service. A better way to onboard customers. A partnership you should pursue. A social post series that would actually sound like you.


No, the problem is not creativity. The problem is action.


Most good ideas don’t die because they were bad. They die because they never get translated into a next step while they’re still exciting.

That’s why you need the 48-Hour Rule.


The rule is simple: 


If an idea doesn’t have a next action plotted and scheduled within 48 hours, it’s not a plan. It’s entertainment.


This is not a judgment on your executing abilities. It’s your business. The urgent pulls harder than the important. And once an idea slips behind payroll, customer emails, and the Tuesday fire drill, it rarely climbs back out.


So, let’s talk about how to make the 48-Hour Rule work in real life with time limits.


Why 48 Hours Works (And “Someday” Doesn’t)


A new idea creates a burst of clarity. You can see the path. You can picture the result. You feel a little lighter because you’ve imagined a better version of your business.


But clarity fades fast.


In 48 hours, two things happen:

  1. Reality returns. Your current workload reasserts itself or you start doubting your abilities, your team’s abilities, your customer’s interests, or any other number of things that begin to cause…
  2. The idea starts to feel bigger than it is. You forget the simple version and only remember the “perfect” version. This becomes next to impossible to put into action.


The 48-Hour Rule protects your idea from both. It forces you to do one thing before the moment passes: choose the next action.


Not the whole plan. Not the branding. Not the full rollout. Just the next action.


The Difference Between an Idea and a Next Action


An idea is fun, creative, exciting, while a next action is specific, physical, and schedulable. It’s something you can do without needing another meeting with yourself. Shy away from your action being “research.” It’s easy to get lost in it with little to show.


Here are examples:

  • Idea: “We should improve customer follow-up.”
    Next action: “Draft a two-email follow-up template and save it in the CRM.”
  • Idea: “We should partner with another business.”
    Next action: “Write one partnership pitch email and send it to two businesses by Friday.”
  • Idea: “We should raise prices.”
    Next action: “List top 10 services, current prices, and margins in a spreadsheet by Thursday at 10 a.m.”


If you can’t schedule it, it’s not a next action.


How to Implement the 48-Hour Rule Without Blowing up Your Week


If you’re excited about your new idea, get something scheduled, even during a busy week.


Try this:

  • Step 1: Capture the idea in one sentence.
    Not five paragraphs. One sentence. Put it in a running note on your phone or a single “Idea Parking Lot” document.
  • Step 2: Write the smallest next action.
    Ask: “What’s the first move that would make this 5% more real?”
  • Step 3: Schedule it inside the next 48 hours. Not “this week.” Not “soon.” Put a 15–30-minute block on your calendar. Treat it like a client meeting. Because it is. Your future revenue is sitting in the lobby.
  •  Step 4: Give it a finish line.

The goal of that block is not perfection. It’s progress you can point to. A draft. A message sent. A decision made. A file created.


The “Two-Track” Trick for Busy Seasons


If you’re in a truly slammed stretch, use this adjustment: you only have to schedule one of two things within 48 hours:

  • The next action or
  • A decision to deliberately defer it (with a date)


That second option matters. Because “not now” can be a smart business decision.


If you can’t do the action, schedule a 10-minute decision block: “Do we pursue this in Q1 or not?” That keeps you moving.


What This Looks Like Over Time


The magic of the 48-Hour Rule isn’t that every idea becomes a big initiative. Instead, your business becomes a place where ideas get handled, not hoarded.


You’ll start to notice:

  • Fewer loose ends rattling around in your brain
  • Faster follow-through (which customers feel immediately)
  • More momentum inside your team
  • Better instincts about what’s worth doing, because you’re testing ideas in small bites


Action compounds in the way that matters reducing chaos and increasing innovation.


A Simple Challenge for This Week


Pick one idea you’ve been sitting on. Just one.


Write the next action. Schedule 20 minutes for it in the next 48 hours. Then do it.


That’s how businesses grow—small, consistent moments of follow-through.


Ask the Chamber


If you’re thinking, “I have ideas, but I need the right people, resources, or a push,” you’re not alone. That’s exactly what a chamber of commerce is built for: turning good intentions into traction.


Use your chamber for the kind of next actions that matter:

  • Ask them to make an introduction that leads to a partnership or something specific you need
  • Attend one event and meet your next vendor or client
  • Join one committee and get closer to decision-makers
  • Ask one question and get practical insight from business owners who’ve been there


Your idea may be game changing, but you won’t know until you execute. You may not have time to get it completely worked out and implemented, but you do have time to start with a 20-minute next step. Try the 48-Hour Rule this week. Then let your chamber help you turn that first step into a path.




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Christina Metcalf is a writer and women’s speaker who believes in the power of story. She works with small businesses, chambers of commerce, and business professionals who want to make an impression and grow a loyal customer/member base. She is the author of The Glinda Principle, rediscovering the magic within.

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Facebook: @tellyourstorygetemtalking

Instagram: @christinametcalfauthor

LinkedIn: @christinametcalf5

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How to Verify the Accuracy of an Applicant's Resume

January 13, 2026
75% of hiring managers have encountered lies on resumes, posing a challenge to the trustworthiness of applicant qualifications. Pruning outdated or irrelevant job experiences from resumes can help applicants highlight their most recent and pertinent skills. Checking for employment gaps can uncover important character traits or red flags, such as incarceration, which can be further explored through background checks. Up to 85% of job seekers admit to lying on resumes about aspects like job duties and skills, making independent verification crucial. Handling discovered resume discrepancies with professionalism and aligning hiring decisions with organizational values are key. Investing in thorough verification processes, despite initial costs, is essential for reducing long-term expenses related to unproductive wages, training, and turnover. 554 words ~ 2.5 min. read In today's job market, it's quite common for applicants to exaggerate on their resumes. A surprising find by CareerBuilder shows that 75% of hiring managers have spotted lies on resumes. This highlights a big problem in hiring - how can employers trust what's on a resume? With the honesty of candidate qualifications on the line, it's important for hiring managers to find reliable ways to check the accuracy of resumes to make good hiring decisions. Read on to discover three strategies to help you fast-track the fact-checking process. Prune Old Jobs Pruning old jobs simply means removing any outdated or irrelevant information. For example, if an applicant lists a job that they held 10 years ago and haven't worked in that field since, there's a good chance their skills are no longer up-to-date. The hiring platform Indeed reminds job hopefuls to prioritize their most recent and relevant experience , so including historical work experience may also signal a lack of confidence in applying for an intended position. Check for Gaps Another way to verify the accuracy of an applicant's resume is to check for gaps. This means looking for any periods of time where there is no employment listed. These gaps could be due to a variety of reasons, such as taking time off to raise a family or going back to school. However, they could also be due to something less savory, such as incarceration. Including a background check will reveal gaps due to jail time but also other important things you may want to know like criminal arrest records or driving history. Resume gaps aren’t always a bad thing, of course. They may reveal an applicant’s character or important values, with gaps devoted to honing their leadership skills through volunteering for schools or charitable organizations. What you do with your understanding of these blank spaces is what’s important — use them to weed out applicants or to ascertain if a candidate is a value match during the interview process. Fact-Check Claims According to Good Hire up to 85% of job seekers have admitted to lying on their resume. What are they lying about? Most often, dishonest claims relate to job duties, work experience, and job skills. While it may be easy to verify if an applicant has indeed graduated from Harvard or won Teacher of the Year, it can take much more time and resources to fact check work history and job duties. For that reason, many employers rely on independent recruiters and agencies to verify resume details. What should you do if you discover something that doesn’t check out? When hiring managers spot a lie on a resume, it's important to handle it with care and professionalism. First, double-check the facts to avoid any misunderstandings. If the lie is real, talk to the applicant about it and listen to their side of the story. Then, based on how serious the lie is, decide if you still want to consider the candidate. In the end, your decision should align with your organization’s values. If you do hire someone and later discover the lie, experts recommend confronting the employee to learn more. If you want to terminate the employee, get legal counsel first. Takeaway Devoting time and resources to outside services will increase your hiring costs upfront. However, when you factor in the price tag for unproductive wages, in addition to training, firing, and rehiring costs, investing in a thorough verification process becomes a vital hiring and retention strategy. Read More: 10 Ways to Get the Most from your Chamber Membership Hiring in a Tight Market: Your Local Playbook for Finding and Keeping Great People The New Employee Benefit Everyone is Talking About The Power of 'Entry Interviews' and 'Stay Interviews' Strategies for Improving Employee Retention in Small Businesses --- The Leavenworth-Lansing Area Chamber of Commerce is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.

Think Twice Before Hiring or Promoting "Brilliant Jerks"

January 13, 2026
Think Twice Before Hiring or Promoting "Brilliant Jerks" Arianna Huffington criticizes valuing employees solely on brilliance, coining the term "brilliant jerks" for talented yet toxic workers "Brilliant jerks" can hide their toxic behaviors behind exceptional performance, complicating their identification and the management of their negative impact. Their presence can damage team unity, foster a toxic work environment, decrease morale and productivity, and lead to significant financial losses. Tolerating or rewarding such behavior normalizes toxicity and can drive away talented individuals, damaging the company's reputation and its ability to attract and retain top talent. Leaders often struggle to address these individuals due to their perceived value, despite the negative consequences on the team and overall work environment. Identifying toxic traits early, emphasizing emotional intelligence, and fostering teamwork in hiring and promotion processes can help create a healthier, more productive work environment. 547 words ~ 2.5 min read Arianna Huffington, the co-founder of The Huffington Post, famously criticized the practice of valuing employees solely based on their brilliance. She coined the term "brilliant jerks" for those who excel in their job but have a negative impact on the workplace. While it can be tempting to ignore interpersonal flaws for talent's sake, promoting or hiring such individuals often leads to long-term harm. Here, we delve into why this approach is problematic and highlight warning signs of toxic traits. Identifying "brilliant jerks" at work can be tricky. Their exceptional performance and creativity may hide toxic behaviors, making it hard for supervisors and colleagues to address their negative impact. Sometimes, these individuals are socially adept, which complicates recognizing their harmful traits. This dual nature causes confusion, as their value as high performers clashes with their negative influence. Their behavior might be situationally toxic, especially under stress, making it challenging to address effectively. The problem is "brilliant jerks" can significantly impede team unity. Their arrogance or aggression can foster a toxic environment, resulting in reduced morale and productivity among team members. When collaboration and mutual respect are undermined, innovation and efficiency are inevitably impacted. Studies indicate that toxic work environments lead to nearly $50 billion in annual losses for U.S. businesses , with a toxic culture being the leading cause of employee turnover in the initial six months of the Great Resignation. Unfortunately, tolerating or rewarding such behavior promotes disrespect, egoism, and a lack of empathy. This can normalize toxicity, driving away talented individuals who seek a positive work environment. In the long run, it undermines trust and collaboration, crucial for innovation and support. This damages the company's reputation and makes it hard to attract and keep top talent who value a healthy workplace. Dealing with these individuals can be tough due to their perceived value, even if their behavior is harmful. Leaders may fear losing their skills or impacting key projects, leading to tolerance of their actions. The misconception that high performers can behave differently can cloud decision-making, sending the wrong message to the team. It can be difficult to spot 'brilliant jerks' in the hiring process, but these red flags can help draw attention to traits that may overshadow stellar performance. If you do hire someone with these qualities by mistake, Huffington advises business leaders to act quickly: “Don't go there. And if you go there by mistake, fire them as fast as possible.” Red Flags of Toxic Traits: Empathy Deficit: Failing to grasp or appreciate others' feelings and viewpoints. Excessive Arrogance: Constantly asserting superiority over colleagues and disregarding their ideas outright. Resistance to Feedback: Being defensive towards criticism, viewing it as a personal attack rather than a chance for improvement. Manipulative Tactics: Using deceit or coercion to further personal objectives at the expense of others. "Brilliant jerks" love sharing private information in the form of 'secrets.' Social Withdrawal: Drifting apart from team activities and discussions, either by choice or due to others' reactions. Recognizing these red flags is crucial for fostering a healthy work environment. By placing a strong emphasis on emotional intelligence and teamwork during the hiring and promotion processes, organizations can cultivate a culture characterized by mutual respect and seamless collaboration. This, in turn, paves the way for achieving long-term success and sustainable growth. Read More: From Conflict to Collaboration: Turning Workplace Disputes into Growth Opportunities Hiring in a Tight Market: Your Local Playbook for Finding and Keeping Great People Rock Stars Vs. Superstars: Who's Fueling Your Team's Future?  --- The Leavenworth-Lansing Area Chamber of Commerce is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.