The Team
Better Than Yesterday Consulting
Most organizations don’t struggle because their leaders aren’t working hard enough.
They struggle because performance depends on it.
When execution relies on individual effort, results become inconsistent, leadership fatigue increases, and growth creates more pressure instead of stability.
Better Than Yesterday Consulting helps multi-unit organizations replace effort-driven performance with systems that create clarity, align leadership, and stabilize execution at scale.
Because sustainable results aren’t built on how hard your leaders work.
They’re built on how your business is designed.
Drew Helmholtz
Founder, Better Than Yesterday Consulting
Most performance problems in multi-unit organizations are not caused by a lack of effort.
They are caused by systems that require it.
Drew works with operators to redesign how performance is produced, shifting organizations away from leadership models built on personal intervention and toward systems that create clarity, consistency, and scalability.
Drew has worked inside the environments he now helps redesign, where performance is often maintained through experience, urgency, and extra hours rather than structure.
These conditions produce results in the short term.
They also create instability as organizations grow.
His work focuses on helping leadership teams:
• reduce dependency on top performers
• align priorities and accountability across locations
• stabilize execution under pressure
• build systems that scale beyond individual capability
Drew leads the Make Work Suck Less Intensive, a two-day leadership alignment intervention designed to help organizations replace effort-driven performance with structural clarity.
If performance changes based on who shows up, the system isn’t stable.
Performance is built inside the operation.
Reputation is built outside of it.
Both determine who joins, who stays, and how your business grows.
Jodi Helmholtz
Community Engagement & Branding Consultant
Most organizations treat community involvement as a marketing initiative.
Something you do when there’s time.
It isn’t.
It’s a signal.
To your customers.
To your future employees.
To your current team.
And whether you design it or not…
Your business is already sending one.
Jodi works with organizations to intentionally design how they show up in their communities—turning community engagement into a system that strengthens hiring, retention, and brand perception.
As Executive Director of VolunteerJax, she operates at the intersection of over 100 local organizations and more than 5,000 active volunteers—connecting people to purpose and organizations with meaningful impact.
She has led initiatives across multiple states, served on and led nonprofit boards, and been featured in regional media for events such as National Volunteer Week and the Volunteer Fair Expo.
Your reputation plays a bigger role in who joins your team than most operators realize.
With over a decade of experience in restaurant and multi-unit operations, Jodi understands how community presence directly impacts:
• Applicant quality
• Retention and team pride
• Local brand perception
• Long-term business stability
Strong operators focus internally—systems, training, execution.
Jodi focuses on what happens outside the building.
Because when your business becomes known in the community for something meaningful, you don’t just attract more people.
You attract different people.
How Jodi Works with Organizations
Jodi works with leadership teams remotely to design and support community engagement systems that are practical, sustainable, and aligned with operational realities.
This typically includes:
• Community engagement strategy design
• Local partnership identification and structuring
• Volunteer and event alignment with team schedules
• Employer brand positioning through community presence
• Ongoing advisory to ensure consistency and follow-through
This allows organizations to build meaningful community presence without adding operational complexity to already full leadership roles.
When Organizations Bring Jodi In
• Hiring pipelines feel inconsistent
• Retention depends heavily on individual managers
• The brand feels transactional rather than intentional
• Community involvement may exist, but lacks structure or impact
If your operation feels strong internally but isn’t attracting or retaining the kind of team you want…
The issue may not be inside your four walls.
It may be how your business shows up beyond them.
If you’re exploring how this applies to your organization, start with a performance conversation.