Rule 2 - Never Get In Bed With Crazy
If there is one universal law of self-preservation, it's this: Never get in bed with crazy.
I'm not talking about quirks or personality. I'm talking about volatility, emotional instability, chaos, and a foundational lack of professionalism. While this is obvious in romantic relationships, it is equally, disastrously true in business, partnerships, and hiring.
It is shocking how often I see founders commit precious time, capital, and emotional energy to people who are simply not stable partners. Whether it’s a difficult client, a narcissistic vendor, a sociopathic contractor, or an emotionally volatile team member—the outcome is always the same: a catastrophic drain on your resources.
The good news is that most people in the world are fundamentally good and can be trusted. But that doesn't mean you should jump into a commitment with anyone.
The most important step you can take to avoid "crazy" is to ensure there is absolute, crystal-clear clarity about the nature of the relationship, the scope of work, and the expectations involved.
Don't let a client think this is a multi-year partnership if you only want a one-month project.
Don't let a new hire think they're on the path to a C-suite role if you just need an enthusiastic team member for a specific task.
Don't accept ambiguous agreements or vague scopes of work.
Unclear expectations are the fastest way to invite chaos and instability into your business. A firm, professional structure—something your DBM loves to build—is the ultimate shield against the "crazy."
Homework:
The last time you got burned in a professional relationship, you almost certainly saw the warning signs. The key to not repeating the mistake is to recognize those signs and define your boundaries before you commit any resources.
Here is your homework:
The Burn Log: Quickly jot down one time you were professionally burned by partnering with someone volatile or unstable.
The Red Flags: What were the three clearest warning signs (or "red flags") you saw early on? Be honest: Did you dismiss them because the person was talented or the need was urgent?
The Guardrail: Based on those red flags, define one non-negotiable system or process (e.g., a mandatory 30-day trial period, a fully documented onboarding SOP, or a clear exit clause) you will now put in place to ensure you don't commit to "crazy" ever again.
Don't let chaos walk through your front door. Build the lock before you need to use it.
