When my business partner and I started MINDSCAPE, our focus wasn’t just on building a business—it was about building a life. Along with our two team members, our goal was simple yet ambitious: create enough revenue to provide for ourselves and our families while pursuing work we believed in.
From the outset, we realized success wouldn’t be defined solely by numbers on a spreadsheet. It would be about the people who made those numbers possible. So, we built MINDSCAPE around trust, respect, and the belief that investing in our team’s well-being—both inside and outside the office—would lead to something greater.
That kind of investment wasn’t about cutting corners, nor was it about pouring money into fancy programs or perks. Instead, it was about extending trust and flexibility, even when the requests didn’t fit the mold of a traditional workplace.
In 2008, one of our team members approached us with a dream: he and his wife wanted to spend a month in New Zealand, photographing its breathtaking landscapes. Back then, remote work wasn’t common, and this request was anything but conventional. But instead of saying no, we said yes. We worked together to ensure he could get his work done while traveling, with one condition—he’d share his experiences with the team when he got back.
Later, another team member asked for time to travel with his burlesque show troupe. Again, we trusted him to make it work, and he did.
These weren’t “traditional” investments in professional development. They weren’t about sending people to conferences or certifications. But they reflected our belief in something bigger: our values.
- Ownership Mentality: Trusting people to take responsibility for their work, no matter where they are.
- Commitment to Results: Delivering outcomes, even when pursuing personal passions.
- Do What You Say You’ll Do: Honoring commitments and following through.
- Enjoyment: Fostering an environment where people bring their full selves to the table.
By supporting these experiences, we weren’t just giving people time off. We were investing in their growth as individuals—nurturing creativity, expanding perspectives, and infusing the workplace with renewed energy and passion.
The truth is, investing in people doesn’t always have a neat, measurable ROI. It’s about trust—trusting your team to live out shared values, even when they’re halfway across the globe. It’s about recognizing that people are more than their job titles, and their personal growth inevitably contributes to the organization’s success.
As business owners, it’s easy to focus on tangible investments: tools, technology, infrastructure. But the most meaningful returns often come from the intangible investments we make in our people.
If you want your team to grow with your business, consider this: how can you support their experiences, not just their skills? How can you extend trust and flexibility in ways that inspire them to bring their best selves to the table?
Because at the end of the day, a company that invests in its people—truly invests—is a company that thrives.