Jeff Cohen is a serial entrepreneur who has started six companies. He grew a software company from nothing to 20 million in revenue in a little over two years. He has also had the experience of being on Shark Tank and being called radioactive by Mr. Wonderful himself, Kevin O’Leary on Shark Tank.

Freedom is the dream of every CEO and entrepreneur. Developing leaders and teams with an ownership mindset is the ticket to fulfilling this desire. Jeff now presents Count-On-Able as the new and rapid success framework that guides CEOs to make this happen.

Jeff brings over 20 years of experience as CEO of technology and management consulting companies working with over 300 SMB and Fortune 500 clients to beat the competition while having fun and bringing the whole team along for the ride.

In Jeff's book Count-On-Able, A Practical Guide to Lift, Shift and Empower YOU and Your Team, (which debuted as a #1 bestseller!) he lays out the number one impact to every business and a simple structured approach that eliminates this problem.

Sponsored by Union Bank, Comerica Bank, and The Valley Economic Alliance, Jeff has led over 40 underserved minority women to start, launch, and grow their businesses with the Count-On-Able program.



It took eight years, working with over 300 CEO's, Business Owners, and Entrepreneurs to develop, test, and implement the Count-On-Able method and patent pending process.

In this episode, he shares how we can build a count-on-able culture to replace traditional accountability in leadership in order to drive growth and empower your team. Insights he shares include:

Do employees want a boss or leaderIs accountability in leadership and business an outdated conceptWhat could we replace accountability with and how would it play out practically speakingHow should accountability in leadership shift in the way it has been traditionally handledWhy count on people to keep their promisesHow has counting on people made a difference in business outcomesWhat do people who can be counted on do differentlyWhy do we need to examine people's motivations for particular rolesThe correlation between culture and accountability in leadershipand much much more ....