Emotional Intelligence – Page 9

Busy ≠ Productive

I love my to-do lists. Mostly, I love crossing things off them. I even have a to-done list. Yes, I realize I need therapy. Since admitting that I have a problem is the first step to recovery, what exactly is the problem I’m trying to solve? To-do lists are a symptom. The desire to feel productive is my problem. In his book, The Power of Habit, Charles Duhigg says, “Productivity isn’t about getting things done. It’s about getting the right things done.” How do you know that you are productive and not just busy?

Prioritize

Are you constantly putting out fires? Then you are prioritizing the urgent over the important. So, consider setting boundaries around your priorities.

How do you know what your priorities are? Read your organization’s vision and/or mission statement. Your goals should align with your company’s vision and your objectives should help your company accomplish its mission.
You will have multiple objectives. Figure out what to do first by using the Eisenhower Matrix. Identify the most important thing to accomplish and calendar time for it.
Then, allocate specific time blocks for different types of tasks. For example, designate focused work sessions for high-priority projects and separate periods for emails and administrative work.
You don’t have to do everything yourself. Concentrate on completing the tasks that require your expertise and delegate the tasks that don’t to capable team members.
Your priorities are constantly in flux. As circumstances change, iterate your task list to reflect the new objectives.

Minimize

Do pings, rings, and dings dictate your schedule? Then you are furthering everyone else’s goals instead of your own. So, eliminate distractions and interruptions as much as possible.

Maintain a daily routine. It trains your brain to be most productive during specific times of the day.
Intentionally arrange your workspace for maximum concentration. Get away from household, office, or personal distractions. Organize your workspace for comfort and ergonomics. Is your desk close to electrical outlets? Are pens, chargers, reports, close by? Are non-essential notifications disabled on all your devices? Do you need to block distracting websites? Would using a time-management app help? Try one of these.
Take regular breaks. Stand up and stretch. Move around for five minutes every hour. Walk away from your desk, find a quiet comfortable corner and box breathe for one minute. You will reduce stress, clear your head, and boost your mental acuity.

Strategize

Are you in a lot of meetings, but not adding any partnerships to your network? Then you are just having coffee with friends. Building and nurturing meaningful connections can provide insights, open doors, and create opportunities for collaboration. So, network strategically.

What are your networking objectives? Are you seeking industry experts, mentors, or potential clients? Make choices that align with your goals, values, and priorities.
Attend the conferences, happy hours, and events that will help you connect with like-minded professionals and gain knowledge from industry leaders.
Remember to follow up with your new contacts after these events to maintain the connections. LinkedIn was built for this.
Are there professional organizations you can join to connect with influencers in your field?
Can you volunteer for projects that will help you establish a strong presence in your industry?

What measures do you take to enhance your productivity? Please share in the comments.

Homing from Work

The term “work marriage” has been around since 1987. If you smoothly run a household alongside your partner, then you’ve mastered skills that can be useful in the workplace. It’s normal to transpose your relationships between home and work, but is it a good idea? Let’s explore how we can transfer the skills we learn during long-term romantic relationships to the workplace in a healthy way.

Communication

In both marriage and the workplace, communication can be as clear as mud. For example:

Your spouse signs all your children’s paperwork for school, so you ignore the permission slip sitting on the dining room table. Two days later you receive an angry text from your spouse because they were called to immediately go to the school and sign an emergency permission slip before your first-grader’s class left for the field trip without them.
Translating this to the workplace, your project manager updates all your team’s workflows, so you ignore the change pending your approval sitting in your inbox. You receive an angry email from your manager because you missed a deadline.

In both scenarios what we have here is a failure to communicate resulting in a conflict. The conflict resolution tactics you use with your spouse are also helpful in your work relationships. Address issues promptly, avoid blame games, and seek solutions. It helps to remember that the goal isn’t to win an argument, but to improve the process. Be candid yet respectful and open to feedback. When you think you are over communicating, that is actually about the right amount of communication.

Patience

When you’ve been married long enough, you’ve weathered storms and sat through endless sports matches, spelling bees, and talent shows. Transfer this patience to the workplace, where tight deadlines and forgotten passwords can test your nerves. Exercise your emotional intelligence by remaining calm, refusing to panic, and offering support to your coworkers. There are approaches you use to soothe your spouse and allow them to both decompress and process stressful situations. You can apply these approaches in the workplace. Knowing when to both actively listen and when to offer advice makes you a valuable asset in any relationship. Professional boundaries differ from personal relationships, so be mindful that a little strategy goes a long way. Best practice? Less counseling and more curiosity.

Teamwork

How many times have you and your spouse had to decide on a restaurant or a movie? You have plenty of experience in the art of compromise. Apply this to your workplace interactions, where differing opinions are as common as casual Fridays. Finding middle ground leads to creative solutions and demonstrates your inclination to collaborate. Marriage is a partnership, and so is your office dynamic. Just as you and your partner tackle household chores together, cooperating with colleagues should lead to smoother projects and better results. You’re all working towards a common goal. Add value where you can, appreciate your coworkers’ contributions, and celebrate even the smallest progress.

The communication, patience, and teamwork skills you hone over years of marriage can be a blueprint for managing relationships at work, but tread lightly. Adapt these skills to fit the unique dynamics of your workplace without turning it into an episode of Friends.

How do the skills you use to get along with your partner translate to your work relationships? Please share in the comments.

Site Inspection

Last week, we looked at some ways employers can begin to solve the working remotely challenge. This week, let’s discuss your role. As an employee, you have a few questions to contemplate. Does your organization consider working remotely a privilege or a right? Are you willing to take a pay cut to work remotely? What message are you sending to your managers? Is it clear, kind, and collaborative?

Both employers and employees require communication, empathy, and flexibility to effectively negotiate. This week, let’s think about what constructive steps employees can take to help build a bridge across the working remotely gap.

Communication

Build your case for working remotely. You can include why it is best for you, but put more emphasis on why it benefits both your manager and your organization. For example, working remotely reduces your commute time. This is good for you because it saves you money. It’s good for your manager and your organization because you can spend that time working instead of commuting.
Provide data that supports your case for remote work. Pull up your Atta Baby file. Do you have any documentation of your increased productivity, successful project outcomes, and positive feedback from colleagues and/or clients from March 2020 to the present?
After gathering your evidence, schedule a meeting with your manager. Clearly and calmly present your case. Give brief illustrations of how remote work has positively impacted your work quality, efficiency, and overall well-being. Then actively listen to your manager’s perspective. Understand their reasons for wanting you in the office full-time. This can help you find common ground and empathize with their concerns.

Empathy

If your manager has specific doubts about you working remotely, address them directly. For example, if they’re worried about collaboration, share how you plan to stay connected with colleagues and contribute to team projects while off site.
Highlight how you’ll maintain accountability and meet your metrics. Describe to your manager how you’ll be available, responsive, and productive. For example, someone who emails you with a simple request on a Wednesday at 8:00am can expect a reply from you within thirty minutes.
Be receptive to your manager’s feedback and open to adjusting your proposal based on their input.

Flexibility

Suggest compromises that address both your needs and your manager’s misgivings. How about a hybrid schedule where you’re in the office for certain days or specific team meetings?
Suggest a trial period for this arrangement and ways to both evaluate its effectiveness and make adjustments as needed.
If the conflict remains unresolved, consider involving Human Resources to mediate. They can provide guidance on the interpretation of your organization’s policies.
If you and your manager come to an agreement, document the details in writing to avoid any misunderstandings later.
If you do not reach an agreement, that gives you valuable data. It shows you what your employer expects. It also reveals the conditions under which you are willing to work. You can use this information to make decisions regarding your future with this organization.

The goal is to find a solution that benefits both you and your employer, and meets the needs of your team and your organization. Effective communication and a willingness to compromise are essential for reaching a resolution that everyone can support.

How is working remotely affecting your work life integration? Please share in the comments.

Build a Bridge

The struggle is still real out here in the workforce. For example, the on-going post-pandemic pushback from workers being pressured to return to the office as well as employers being pressured by city governments worried about losing tax incentives. When there is a gap in employment expectations between managers and workforce, is it possible to communicate messages back and forth across that gap both clearly and kindly?

If you are an employer, you have many questions to consider. What message are you sending to your team? To your recruits? Is your message intentional? Are you in control of the narrative? Do you know what your reputation is in the community? Is it the reputation you want to have?

Both employers and employees require communication, empathy, and flexibility to effectively negotiate. Next week we’ll discuss the employee’s role. This week, let’s look at how employers can begin building a bridge across the working remotely gap.

Communication

Initiate a respectful and open conversation with your employee to understand their perspective and concerns. Create an environment where your direct report can freely express themselves without fear of reprisal. Actively listen to their reasons for wanting to work remotely. Do they have family responsibilities, health concerns, or transportation issues that working remotely would alleviate? Clearly articulate why you need them in the office. Are they a member of a spontaneously collaborative team? Is in-person communication the key to maintaining a cohesive company culture? If you reach a resolution, then document the agreed-upon terms and conditions and give the employee a copy to ensure you are both clear on the arrangement.

Empathy

Address any specific concerns the employee has regarding the office environment. For example, are pandemic-induced safety measures in place? Have they experienced microaggressions in the office? Are the resources they need to do their job available exclusively on site? Involve the employee in the decision-making process to give them a sense of ownership and an opportunity to demonstrate cooperation. Are there advantages to returning to the office for them? For example, do you offer a mentoring program and is it more meaningful in person? If they are on site, will they be more visible to the C-Suite? If you can’t reach an agreement, would they be comfortable with you bringing in someone from HR to help facilitate the discussion and find a compromise?

Flexibility

Consider an arrangement that allows a mix of working remotely and in-office work. For example, could the employee work flexible hours? What about days of the week? Would you be willing to designate specific days for in-person collaboration and meetings? Would you authorize a trial period during which you closely monitor the employee’s productivity, customer service, and well-being? This experiment can help both you and them evaluate the impact of the change and make an informed decision together. You can schedule regular check-ins to review how the new arrangement is working for you, your employee, and your company. Be open to making adjustments based on feedback and fluctuating circumstances.

How is working remotely affecting your organization? Please share in the comments.

Ritual Respite

It’s back-to-school season! One of my friends adjusted her entire family’s bedtimes by fifteen-minute increments to prepare everyone for getting the kids to school on time. She understands the vital role rest plays in productivity. It seems counterintuitive in a society that values busyness. Let’s talk about how rest helps you do more.

Recovery: Rest allows your mind and body to recover from fatigue. Prolonged work without breaks leads to mental exhaustion, reduced concentration, and diminished problem-solving abilities. Rest replenishes your energy levels to improve your mental clarity, focus, and creativity. It also promotes physical recovery, reducing the risk of injuries. Extended rest periods, such as sleep, enable your brain to consolidate and integrate information. This improves your memory retention and decision making. Grabbing a fifteen-minute nap during your daily 3:00pm slump will recharge you more effectively than grabbing coffee, cola, or chocolate. Getting adequate rest regulates your mood, promotes emotional stability, and supports the higher-level cognitive processes you need to be productive.

Performance: Working for extended periods without rest produces diminishing returns. Taking regular short breaks during work helps combat your decline in attention and focus. You can’t work on a project for hours, then collapse at the end of the day to make up for the skipped rest periods. You can’t work at full capacity for weeks on end, then make up the missed rest with a week’s vacation. (Don’t get me started on all the paid vacation time workers have at their disposal and do not take.) Regular rest periods during your work day help you recharge, reboot, and retain high-level performance.

Innovation: Rest encourages your mind to wander, fostering creative problem solving and innovative thinking. Moments of relaxation can generate unexpected insights, connections, and out-of-the-box solutions. When you don’t make time to stop and think, you make mistakes you could have avoided. Stepping away from work and engaging in different activities stimulates new perspectives and brainstorms, ultimately boosting productivity. For example, how many times have new ideas come to you while taking a walk?

Well-being: Rest prevents the chronic stress continuous work causes. Not taking breaks negatively impacts not only your productivity but also your overall health. Rest and relaxation techniques, such as meditation, box breathing, or engaging in hobbies, help reduce stress levels. By managing stress, you can maintain a positive mindset, improve overall well-being, and approach tasks with enthusiasm.

Sustainability: Rest is essential for maintaining capacity and delaying burnout. Pushing yourself to the limit without taking breaks not only exhausts you physically, it also reduces your motivation and decreases your overall productivity in the long run. Incorporating rest into your daily routine optimizes your productivity, helps you achieve your goals faster, and ensures sustainable and consistent work-life integration.

What triggers have you set to remind yourself to take breaks? Please share in the comments.

The Cure

Work standards seem to change daily. For example: Should we go fully remote? Hybrid? Every employee everywhere in the office all at once? But there is a constant; the pressure for perfection. Perfectionism is like a virus spreading through your organization. Let’s talk about how embracing curiosity can help you cure it.

Help Yourself

If you feel like you have to get work done right the first time, every time, then you don’t want to work. Turning projects down puts you on the fast track to unemployment. But adopting a curious mindset puts you on the fast track to continuous improvement. Accept the project. Ask yourself, “What is the worst that could happen?” Then plan for it. Having a plan helps you build confidence and resilience.
It’s likely that the worst will not happen, but a lesser problem will. When it does, be proactive. Demonstrate you can recognize problems, reframe them as challenges and opportunities, and brainstorm ways to move forward.
Perfection is neither necessary nor constructive. If perfection is your goal, then setbacks will emotionally devastate you and eventually lead to burnout. Curiosity, however, helps you bounce back from setbacks by focusing on the learning process rather than the result. You become more adaptable and better equipped to navigate the inevitable challenges.
Curiosity drives you to explore new areas, learn from different disciplines, and consider diverse perspectives. When curiosity is a habit, you perpetually broaden your knowledge base and develop your reputation as a skilled risk taker. Perfectionists often avoid taking risks, because they are afraid they will fail and coworkers will judge them for it.
Curiosity empowers you to step out of your comfort zone and seize opportunities for professional growth. Whether it’s pursuing a new project, volunteering for a challenging task, or taking on a leadership role. This is the type of talent every organization wants.

Help Your Team

If perfection is the standard your organization expects, then your team routinely feels like they failed. Perfectionism stifles creativity and innovation. On the other hand, curiosity sparks new possibilities. When you experiment and question the status quo, you find unique solutions to problems.
You can reframe failure as a learning tool for your team. The next time a coworker is blamed for missing the target, support them. For example, at the next team meeting say to them in front of everyone, “This is great. Thank you so much for bringing this to our attention. Since that piece did not turn out the way we wanted it to, what do you think we should keep and what do you think we should try next to get the outcome the client wants?” This turns the problem into a puzzle. It diffuses embarrassment and redirects thinking toward the next iteration.
A culture that promotes curiosity over perfection encourages open communication and collaboration. When team members are not afraid to ask questions and to seek help from colleagues, it fosters a supportive work environment where knowledge sharing and ideation thrive. In such a workplace, employees are more likely to feel engaged, valued, and motivated.

Focusing on curiosity over perfection is a powerful shift in mindset that can transform your approach to work. By embracing failure as part of the learning process, you build resilience, expand your skills, and create paths for advancement.

When a project at work does not meet expectations, how do you redirect your thinking toward curiosity? Please share in the comments.

An Inside Job

“I know who I am; I know what I can and can’t do. I know what I will and won’t do. I know what I am capable of and I don’t agree to do things that I don’t think I can pull off.”
Dolly Parton

It is very self-aware of Dolly to realize she has many strengths and some weaknesses. She identifies each then chooses to leverage her strengths to her advantage. This ability has served her well both as an entertainer and in business. You can do the same thing. When you understand your values, motivations, and priorities you can intentionally make choices that align with your long-term aspirations. For example, let’s say you are not a fan of cold-calling, but you know making five extra calls a day will help you reach your monthly goal faster. You are a fan of your organization’s product/service and are good at talking about it when you train new coworkers. You write down what you said to your last trainee and use it as an alternate script for the extra five daily cold calls. How else can developing self-awareness help you succeed in your career?

Continuous Improvement

Use self-awareness to help you identify areas for improvement. Feedback from people you trust is a good way to pinpoint what new skills you want to acquire. For example, in your latest 1:1, your manager wants to know why the last three reports you turned in were not formatted correctly. You admit you are struggling with the new suite of office applications. This should spur your manager to support you with training to increase your capabilities. Your willingness to develop a skill that benefits your employer signals to your manager that you are aware your success follows the success of the organization.

Building Relationships

Authentic relationships based on trust, empathy, and mutual understanding help you navigate different work dynamics and collaborate effectively with diverse teams. Self-awareness helps you recognize and manage your emotions. This is key to minimizing conflict and paves the way to more constructive interactions. It helps you recognize biases or blind spots that may influence your decision-making process, allowing you to approach decisions more objectively. For example, by understanding your communication style, strengths, and weaknesses, you can adapt your approach to better connect with coworkers and clients. Self-awareness also allows you to learn from your experiences, including failures, and make adjustments.

Self Care

Self-awareness promotes a deeper understanding of your personal principles, passions, and purpose. Aligning your career choices with your values helps you find fulfillment and satisfaction in your work. Defining your needs and boundaries enables you to establish healthier work-life integration. Self-awareness helps you understand your triggers and how you respond to pressure. When you notice your emotional patterns, you can formulate strategies to effectively manage the stress they cause, maintain focus, and make wise choices during challenging situations.

Cultivating self-awareness is an iterative process. It requires introspection, reflection, and feedback. Paying attention to self-awareness helps you unlock your potential, make informed choices, and thrive.

How has self-awareness benefitted your career? Please share in the comments.

Failure is Fuel

Have you heard phrases like fail forward, fail fast, or fail often? They are meant to redefine what we label as failure. You know setbacks are inevitable, so why do you feel like a failure when you don’t get the results you expected? This mindset makes you afraid to take risks or try anything new. Did you know the Wright brothers crashed eight planes before achieving flight? It isn’t really failure you fear; it’s the judgement of your manager and coworkers. How do you get over that?

Reframe

Instead of viewing failure as a negative outcome, regard it as valuable feedback. Think of every task as an experiment. Analyze your failed results as objectively as possible by asking: Where did the process go off track? What change needs to be made to get the desired outcome? Ask your team for their insights. Set ground rules for constructive evaluation and be open to their perspectives. Inclusion cultivates a supportive environment which is key for building the confidence necessary to take calculated risks. Growth requires stepping outside of your comfort zone. Life-long learners realize the need to reframe perceived failure as a learning tool. When you take on challenges that align with your organization’s goals you either succeed or learn. Think of either result as winning.

Reflect

You may not want to immediately ruminate on a project that spectacularly crashed and burned. So, take a beat then ask your team, what did you learn that you want to repeat? What do you want to eliminate? How can you integrate these changes into the process? Setbacks are building blocks for continuous improvement. Use this new knowledge sharing to adjust your strategies and improve your future performance. This process helps your team build resilience which is essential for bouncing back quickly from failures. Success feels good, but the lessons you learn when calculated risks fail stick with you longer.

Reconstruct

Instead of expecting something to work. Expect it not to. Build margin into your timeline for multiple tries, edits, or iterations. This takes some of the pressure off to get it right the first time. When a project doesn’t work out the way you wanted, take the opportunity to adjust your team’s mindset. It is not a reflection of anyone’s abilities or worth as a person. It is an opportunity to develop skills and perseverance. Begin by breaking the goal down into smaller tasks and tackle each one step by step. Celebrate each successfully completed step, document your progress, then move to the next. You will have a record of both your team’s achievement and history. This is a useful reminder that what you did before, you can do again.

Embracing failure as fuel for improvement is a gradual process. Be patient with yourself, stay persistent, and maintain a positive mindset. Successful people fail. A lot.

What strategy do you employ to learn from perceived failure? Please share in the comments.

I Will Follow

Every year Father’s Day reminds me of my dad’s impact on my leadership journey. Dad is my stepfather. He and Mom married when I was fourteen years old. I was happy Mom found someone to share her life with. I was not happy to add another authority figure to mine. But, Dad rarely told me what to do. His authority and effectiveness depended on his relationship with me. He was an influencer. He still is.

Being an influencer at work, even if you don’t have a formal leadership role, can significantly impact your team’s dynamics and the outcomes of your projects. Here are three ways you can become one.

Communicate

Taking a page from Dad’s playbook, accelerate your influence through active listening. For example, you notice your coworker, Rhonda, is struggling. Use 3P listening to help her.

Ponder: Ask open-ended questions that prompt Rhonda to articulate her struggle.
Posture: Make direct eye contact, uncross your arms and legs, and nod your head. These non-verbals are signals to Rhonda that you hear and understand.
Point: Repeat back to Rhonda what you heard her say. You saying it out loud helps Rhonda put her thoughts in order. Finally, ask Rhonda if you heard her correctly. She now has new options to explore and you to thank for them.

When asked to be a resource, be generous in sharing your knowledge, skills, and experiences. You influence your team through effective communication to foster understanding, collaboration, and trust.

Build Relationships

Speaking of trust, business moves at the speed of trust. Being inclusive is good for you both professionally and personally.

Recruit coworkers to your team who look, think, and act differently than you. In meetings, encourage everyone to contribute to the conversation. Recognize and appreciate them when they do. Provide teammates opportunities to showcase their abilities.
Facilitate collaboration across departments. For example, would it be useful for your team to have an ask-me-anything meeting with someone from Compliance?
When conflict arises, (notice I said when and not if) throw water on the fire instead of gasoline. For example, let’s say your team’s last three projects were precariously close to missing their deadlines. As diplomatically as possible, ask your teammates Rodney, Rhonda, Randy, and Ramona why. You discover problems like: Rhonda couldn’t create the PowerPoint for the client presentation until Rodney wrote the report. Rodney couldn’t write the report until Randy gave him the statistics. Randy couldn’t submit the statistics until Ramona pulled the data. This new information allows the team to adjust the flow so it works for everyone.

Your ability to handle adversity and maintain your composure influences your coworkers to cultivate a cooperative environment.

Change Agent

Exercise your emotional intelligence and lead by example. What behaviors do you want your coworkers to exhibit? Professionalism? Enthusiasm? Follow up? Do you exhibit those qualities? Influencers are dedicated, honest, and optimistic. If you show up and convey these qualities every day, you inspire others to follow suit. For example, at the end of each project, do you have a follow-up meeting for continuous improvement? Do you ask your team, what went well? What didn’t? What do we wish we would’ve done instead? How can we do that instead-thing next time? Offering to streamline processes, suggesting innovative ideas, or encouraging low-risk experiments influence your team to confidently present their ideas to the group.

Leadership is not exclusive to designated positions within your organization. If you influence people, they will follow you. If people follow you, you are a leader regardless of your title.

What do you do to positively influence your work team? Please share in the comments.

Shepherd Not Superhero

Superhero movies are out in full force with more to come. You walk out of the theater and into work ready to be the superhero for your clients, but resist the temptation to swoop in and save the day. You are not the Tatooine farm boy Luke Skywalker. You are the Jedi Master Luke Skywalker. In other words, your role is to guide your clients to make wise choices that make their organization thrive. Here are some key steps you can take to play your role effectively.

Where Are They?

You and your client are on a journey together. Your itinerary starts with where your client is and ideally ends with where they want to be. Conduct a comprehensive analysis. Help your client objectively evaluate their current business situation, including strengths, weaknesses, opportunities, and threats (SWOT analysis). Identify areas for improvement, growth, and competencies to build on.

Where Do They Want to Go?

Your client’s goals represent the destination you want to reach. Work with them to gain a deep understanding of their business objectives, long-term ambitions, and key performance indicators (KPIs). This knowledge helps you narrow all the ways they could reach their goals down to the best ways to reach them.

How Will You Help Them Get There?

Coach – Form a team made up of players from both your organization and theirs. Together, develop a plan that outlines strategic objectives, targets, and action steps. Tailor the plan to their unique situation and align it with both their current and long-term visions. Get as specific as possible with the information you have. Based on your client’s goals and your analysis of their business, come up with a list of customized solutions and recommendations. For example, Do they need to create new products or services? Do they need to expand into new markets? Are there processes they can improve?

Advise – Schedule regular meetings to update the team on industry trends, market dynamics, and competitor activities. This empowers everyone to make informed decisions in real time and stay ahead of your client’s competitors. Earn their trust by being a reliable source of support and guidance. Demonstrating your commitment to their success fosters a strong relationship with your client. When their needs evolve, adapt your approach accordingly. For example, communicate beneficial emerging technology trends or marketing opportunities. Anticipate challenges their growth strategies may cause and help them mitigate the risks. Don’t just have a Plan A. Have Plans B – E ready so you can minimize the impact of inevitable setbacks.

Manage – Establish KPIs and milestones to track their progress. Regularly review the data and provide your client with progress reports. Definitely highlight your successes, but also identify areas of concern. Let your client know you are watching these areas in case an adjustment is necessary. Outline your contingency plan for the possible adjustment. Periodically evaluate the effectiveness of the implemented strategies. Analyze the results. Are there ways to further optimize future outcomes? Seek feedback from your client and align your guidance to their expectations.

Each client is unique, and their business needs vary. By customizing your guidance, staying informed, and being proactive, you can effectively guide your clients to make super-heroic choices that support their business growth and yours.

How do you ensure you are the guide in your client’s story and not the superhero? Please share in the comments.