Your Career Advice Roundtable
To celebrate Women’s History Month, The O’Daily is tapping into the collective wisdom and badassery of women leaders in the Atlanta startup ecosystem and asking: What’s the best career advice you’ve received?
Read More
To celebrate Women’s History Month, The O’Daily is tapping into the collective wisdom and badassery of women leaders in the Atlanta startup ecosystem and asking: What’s the best career advice you’ve received?
Read MoreTo celebrate Women’s History Month, The O’Daily is tapping into the collective wisdom and badassery of women leaders in the Atlanta startup ecosystem and asking:
What’s the best career advice you’ve received?
“Seek support from the networks you have at every opportunity and build relationships that can be mutually rewarding— you always have meaningful perspective to share up and down the organization ladder!”
-Susan Nethero, Co-Chair of Golden Seeds Atlanta + CEO Emerita of Intimacy
“Always be open to opportunities that don’t fit into your specific line of work. It’s amazing the connections you can make when you are open and not too rigid in life and work.”
- Amelia Schaffner, Founding Director of Emory Goizueta Center for Entrepreneurship & Innovation
“Make choices now based on how you may feel about them in 20 years. It will help you live a life without regrets.”
- Karen Houghton, CEO of Infinite Giving
“Don’t be afraid to ask. The worst someone can do is say no.”
- Jennifer Singh, Co-founder of Understory
“Great leadership starts from within. You have to do the work to authentically stand in your power.”
- Blanca Catalina Garcia, CEO of BCG Innovation
“When you're meeting new people, ask how you can best help them in reaching their goals. Without expecting something in return.”
- Aly Merritt, Managing Director of Atlanta Tech Village
“The first decade or so of your career should be spent collecting experiences and tools for your toolbox. Your first job isn't your last, so don't put pressure on yourself to have the perfect job, performance, or work environment. Your career is a story comprised of many chapters.”
- Sara Saxner-Coughlin, Head of Platform at Overline
“Make your passion your vocation.”
- Jacqui Chew, CMO at Liquid + Licensee of TedxAtlanta
Best of all was the tongue-in-cheek advice from Amy Love, Director at Boomtown Accelerators:
“Be careful who you get career advice from.”
What other great career advice have you gotten? Bonus points if it’s from a woman who is making history!
You’ve found yourself on a startup rocketship ride! Woohoo! Whether you’re the founder CEO or early employee, if you’re fortunate enough to be part of a fast growing company, there’s amazing opportunity ahead. But there’s also doubt, uncertainty, and constant chaos. You’ve never done this before. How do you continue to add value and be the leader or employee your company needs as it continually evolves?
Read MoreYou’ve found yourself on a startup rocketship ride! Woohoo!
Whether you’re the founder CEO or early employee, if you’re fortunate enough to be part of a fast growing company, there’s amazing opportunity ahead.
But there’s also doubt, uncertainty, and constant chaos. You’ve never done this before. How do you continue to add value and be the leader or employee your company needs as it continually evolves?
Give Away Your Legos and Other Commandments For Scaling Startups is one of the best articles on the mental game of scaling.
Giving Your Legos = handing off your current responsibilities so you can take on new challenges.
Sometimes that means trusting a junior person to take over (and supporting them as they make mistakes and learn!) Sometimes it is bringing in someone who is more experienced and qualified than you.
Both scenarios take trust, low ego, and a willingness to put company over self.
At Rigor, “Legos” became a safe code word to check-in with each other:
“Is it time for me to give up my Legos?
“Am I holding on to my Legos too much?”
Talking about “Legos” openly and frequently, including in a team setting, enables people to prepare and be comfortable with the process.
Kyle Porter, CEO of Salesloft, shared this advice at Salesloft in the Studio (43:00) and David Cummings’ also recounted it.
How do you do this?
It’s easy to get bogged down with problems, Imposter Syndrome, or non-stop stress.
How do you keep perspective?
Want specifics? Have fun in <1 minute per day:
Maintaining your physical and mental health is key for the long haul. How do you stay with the company over many years? Don’t burn out!
You also have to be in a good place personally to be a good leader. Staying positive, maintaining composure, and making thoughtful decisions require a strong foundation.
This means taking care of your body, mind, soul, and relationships.
Figure out what your personal anchors are and stick to those consistently.
I know CEOs who:
…all while running a company.
Do they do all of these at once? Nope. Do they pick the most important ones and protect them in their schedule? Absolutely.
And if a CEO can do it, so can everyone!
Being part of a startup journey over many years is an incredible experience. You meet fantastic people, no day is the same, and you learn even more than you realize!
What have you noticed about the people that grow with the company, including the founders? Any suggestions from personal experience?
The Atlanta tech scene is booming. With thousands of startups, 10+ unicorns, and more funding than ever before, it’s a great time to be an entrepreneur in Atlanta. Entrepreneurs are scrappy, always learning, and keep an eye on budget. That’s why I pulled together some great *FREE* resources for the Atlanta-preneurs out there.
Read MoreThe Atlanta tech scene is booming. With thousands of startups, 10+ unicorns, and more funding than ever before, it’s a great time to be an entrepreneur in Atlanta.
Entrepreneurs are scrappy, always learning, and keep an eye on budget. That’s why I pulled together some great *FREE* resources for the Atlanta-preneurs out there.
What’s an entrepreneur’s favorite price?
Free.99
With no further jokes (ever), here’s 4 fantastic free resources for entrepreneurs in Atlanta.
A digital guide to learn about Atlanta-based:
This is the go-to resource for if you’re wondering what is “out there” or looking for a directory of options.
A 9-week course to learn how to launch a startup. Topics include:
Each class is taught by an industry expert with many years of startup experience. It’s a fantastic primer and overview.
The Atlanta Tech Village has other great programs and events too. All open to the public at low or no cost.
A database of Atlanta’s tech ecosystem with a focus on specific companies.
…with powerful search, data visualizations, and filtering.
By WEI Atlanta
A platform with learning content, recorded roundtables, and resource lists for areas like:
Focused on women but open to all!
With Atlanta’s dynamic tech scene, it’s helpful to have great options and resources for Atlanta-based entrepreneurs.
But wait. There’s more!
Next up: *FREE* resources for all entrepreneurs, homegrown in Atlanta.
Think:
Please shoot me a note if you have one in mind!
You’ve moved beyond the super early stages of your Customer Success team. You’re planning for the future. The company is growing quickly with aggressive sales targets this year. How do you plan your hiring for Customer Success?
Read MoreYou’ve moved beyond the super early stages of your Customer Success team. You’re planning for the future. The company is growing quickly with aggressive sales targets this year.
How do you plan your hiring for Customer Success?
Sometimes Customer Success means “Customer Success Managers (CSMs)” but for many startups, it includes a range of roles: onboarding/implementation, technical support, professional services, and account managers (aka CSMs).
It’s a complex equation with nuanced variables. What’s the right number of people to hire and when do you bring them on?
Here are 6 factors to consider when planning your hiring and growth strategy for Customer Success.
When deals get to the demo stage, how many are likely to close? Once you have a proposal sent to a customer, what % of those convert to new business?
The goal is to understand when new customers are (most likely) coming on board and what the impact will be to Customer Success.
Ways to track this:
Make sure you have key information like:
**BONUS** Keep an eye on the sales hiring.
Hiring sales reps directly impacts hitting sales targets. If there’s a big lift or lag in sales hiring, expect to see that downstream in a few months with customer count and Customer Success hiring.
How many customers or how much renewal revenue can one team member handle? If you have implementation separated from technical support, what are the ballpark ratios for each role?
Example:
An implementation specialist has 20-30 dedicated accounts they’re onboarding at a time, while a support team of 3 can handle tickets from 300 accounts.
A sales rep quota is 6 accounts per quarter so 1 implementation specialist per 4 sales reps is about right.
For support, add one support rep per 100 customers. If you have 15 sales reps each adding 6 customers per quarter, hire a new support person per quarter. This will be a moving target as the sales team grows.
Start with a guess - ahem - I mean, scientific hypothesis based on your unique business and customer. Adjust over time as you learn more.
Use the Customer-Success-to-Customer ratio plus the sales hiring, targets, and pipeline to estimate your team growth needs.
Have you filled your open roles? Amazing! Keep having conversations with great candidates.
Be transparent that you’re not hiring now so you set expectations and build long term trust. Emphasize that you’re growing quickly, hiring will ramp again soon, and their resume looked great so you wanted to talk to them asap!
Things change pretty fast at a startup. You never know when you’ll need 10 people yesterday so keep the pipeline full.
I’m not saying only have one person when you need 12. And definitely DO NOT scrimp or wait to hire Customer Success. (Saastr says so, too.) But if you’re not sure if you need 8 or 10, hold at 8.
When your team is a tad small, you can:
If you hire to the max and sales numbers come up short, you are in layoff territory which sucks personally and for team morale. It’s way better to be stretched because of growth!
Building a great customer experience and Customer Success team is not just about the people. Continually evaluate repetitive or manual tasks. What could be automated? Should this be self-serve within the tool? Do we need to update our internal tools or documentation?
Examples:
Would customers buy more if they could upgrade within the app instead of going through an account manager?
Could Calendly save 30 minutes per day scheduling client meetings?
What about a Zapier Zap to push usage info to CRM so we can proactively reach out to at-risk accounts?
Keep a running list of ideas to improve your team’s output and efficiency, quantifying the time spent and revenue implications of improvements.
Then spend time thinking through or discussing the budget, time, and impact tradeoffs of different solutions. Some common approaches are:
Over time, your Customer-Success-to-Customer ratios should improve as you gain more efficiency and automation in your processes.
If you have seasonal busyness or you need help today but aren’t sure of the long term picture, can you go with a more flexible option than a full-time hire?
Examples:
Your team is writing help articles and blogs → hire a part-time copywriter.
Making custom training slide decks for each client → engage a contractor or design freelancer.
Booking travel to client sites takes up several hours per week → outsource to a virtual assistant.
Updating metrics manually on a spreadsheet → Interns to the rescue. (Who will promptly figure out how to automate because they are smart like that! 🤯 )
I love this idea from Levels where “part of onboarding is finding a part of one's job and delegating it to a VA.”
Scaling a Customer Success team is both art and science. You’re looking at your company, team, customers, business economics, and trajectory, while juggling the day-to-day, and watching the chess board and pieces change constantly. There’s no perfect formula. It’s a fun process of tweaking and learning as you go.
What lessons or insights have been helpful as you’ve planned hiring and growth for Customer Success?
Acquisitions and mergers create amazing opportunities for all involved. They also bring a lot of change, uncertainty, and compromise. If you have an acquisition now, soon, or one day, here are 6 strategies to maximize the opportunity ahead.
Read MoreThis awesome Linkedin post from Laura Horton triggered a trip down memory lane. Pardot early days → growing like crazy → being acquired by ExactTarget → being acquired by Salesforce 10 months later.
We were fortunate to be acquired by two great companies, and Adam Blitzer, Pardot COO, was a tremendous leader throughout the experience. It was a wild ride with tons of learning along the way.
Acquisitions and mergers create amazing opportunities for all involved. They also bring a lot of change, uncertainty, and compromise.
If you have an acquisition now, soon, or one day, here are 6 strategies to maximize the opportunity ahead.
Don’t fight the wave! Lean into the opportunities afforded by a big company.
There’s more resources: people to help, budget for hiring or special initiatives, business infrastructure, global reach, potential to scale quickly.
And more expertise: financial gurus, product geniuses, business veterans, industry thought leaders.
It’s easy to say, “Our way has been working. Leave us alone.” But then you miss out on the advantages of the acquisition!
Adam Blitzer embraced and articulated this approach within Pardot and it created more openness and collaboration. It felt better and drove better results.
Use your time as the “new kid” to connect with anyone and everyone. People are eager to learn what you do and understand your company and product.
Dave Duke shared this advice during the ExactTarget acquisition. He was right and I’ve shared it many times since.
Even at the largest companies, relationships are key. Build those relationships early and often. Go for quantity to start and meet people at all levels, in all departments.
To share about yourself:
To build rapport:
Don’t be shy about reaching out to people more senior than you, especially one level up. I was hesitant to “bother” certain folks and missed out on building key relationships. A lesson I learned so you don’t have to!
Figure out as quickly as you can:
Observe, ask questions, and compare notes with others. Meeting lots of people will help with this.
Who is well-respected and a top performer? Who is awesome at getting shit done despite big company pace and politics? Who do you want to learn from? Who has been there a long time and knows everyone? Who can give you the backstory when something seems odd?
Find these people! Hitch your wagon to them. Meet with them regularly. Learn everything you can.
Some people will love and thrive in the new environment. Others will get frustrated and want to get back to startup life.
Each of those things is okay. Yes, we always want to retain top talent but the most important thing is that people are happy in their careers, wherever that may be. It’s also playing the long game since you may work with them again one day.
Adam Blitzer would jokingly say, “If it stinks, don’t stay. I’ll help you find something else. I’ll also leave if it stinks.” (He stayed 8 years. 😀)
Giving people freedom and support instead of hollow claims of “nothing will change” was powerful. Those that moved on left on great terms and many Pardot alums stay in touch or work together today.
Yes, there was autonomy, camaraderie, ping pong tournaments, and hoodies.
But there was also constant worry over the competitor with 10x more funding, an infinite product backlog, and only one marketing person.
If the company had grown organically, things would have changed anyway. Bigger teams, more rules, slower pace, and more structure come with scale. Also, good things like new roles, better benefits, more office locations, and more stability. It’s the nature of growth.
Have you been through an acquisition? What advice or learnings do you have?
You’ve brought on your paying first customers. Woohoo! You’re a dream team of one: sales rep, implementation specialist, and technical support combined. Things are going great. So great, in fact, it’s time to make “Customer Success” an official thing. Where do you begin??
Read MoreYou’ve brought on your paying first customers. Woohoo! You’re a dream team of one: sales rep, implementation specialist, and technical support combined. Things are going great. So great, in fact, it’s time to make “Customer Success” an official thing.
Where do you begin??
Here are 4 great resources to help you start your Customer Success department with confidence.
This article from Atlanta Ventures (written by yours truly 😉) covers:
Why this book is great:
Hundreds of Customer Success hires at Pardot, Salesforce, Rigor, and beyond have been trained from variations of this deck. It’s fun, practical, and specific.
Feel free to copy and make it your own!
It covers:
This podcast is a perfect overview for someone who likes to understand the big picture before diving into details.
Francis Cordon is a Customer Success visionary whose philosophy and tactics apply to all companies, big and small. (He’s been wildly successful at both.)
Learn why Francis advocates for:
Any other recommendations for founders who are ramping up their Customer Success function? What else should be included in this Customer Success Starter Pack??
In this undefined world, how do you know if you’re on track? What’s a normal ramp time at a startup and how long does it feel “overwhelming” before it becomes “hectic-but-manageable”? If you’re the manager of a rockstar new hire, how can you support them and set their expectations? Here are the 4 stages I’ve seen many teammates go through or have even experienced myself on the startup journey!
Read MoreYou get a job offer from an awesome, early stage company. You’re pumped to get in there, learn a bunch, and make an impact.
The company has been clear – it’s a little chaotic right now. But that’s also why they need you so desperately! There’s no job description, performance metrics, or 90 day plan. It’s a “get in and figure it out” scenario.
Or maybe there’s some general guidance but no training, systems, or documentation. Information on customers or the product? It’s passed down from generation to generation, ahem, person to person, via Slack messages or meetings.
In this undefined world, how do you know if you’re on track? What’s a normal ramp time at a startup and how long does it feel “overwhelming” before it becomes “hectic-but-manageable”?
If you’re the manager of a rockstar new hire, how can you support them and set their expectations?
Here are the 4 stages I’ve seen many teammates go through or have even experienced myself on the startup journey!
📅 Month 0-3
You were hired to do customer success but what exactly does that mean? There’s 500 things that need attention! As you talk to different people around the company, they offer differing advice or priorities. New caveats and resources are shared daily. “How will I ever learn it all,” you say.
Never fear. IT’S TOTALLY NORMAL! It’s not a reflection on you or the company. Onboarding at even the most organized startups feels chaotic. Lean into the learning and enjoy the new relationships and knowledge!
#ManagerTip
Set expectations that it’s normal for things to feel hard or confusing at first. They will get more clear over time! Top performers are always eager to make an impact. Point out wins or things they are doing well to emphasize that. If there’s any behavior isn’t aligned with company values, correct it kindly and immediately.
📅 Month 3-6
You’ve figured out the elevator pitch and maybe had a small win or two. You’ve listened, learned, and assimilated info for 3 months. And you finally feel like you know what your job is! Yay! Time to start focusing on the priorities and honing your skills in those areas.
#ManagerTip
Now is a good time to revisit early expectations on performance or priorities. Your new hire will still be asking a lot of questions but they should be “new” rather than “repeat” ones. If they’re struggling with the same things over and over, review their learning and documentation strategies.
📅 Month 6-12
You’re starting to get an effective playbook in place, official or unofficial. You’re getting good feedback from customers or teammates. You look back and say, “Wow, I can’t believe how far I’ve come since 6 months ago! It feels like a lifetime.” You’re in a groove and it feels so good. 💃🏻
#ManagerTip
Evaluate the first six months. If you’re not really excited about this person, give specific feedback on how to improve. They’re over the early learning hump and should be contributing. If they’re crushing it, think about what’s next for them. What will keep them engaged? How can they add even more value?
📅 Month 12-24
You feel pretty confident in your current skills and want to expand further. Whether it’s training new hires, taking on special projects, testing new strategies, or moving into a new role, you’re ready for the next challenge.
Now is when you’re SO GLAD you joined a startup! The early uncertainty was worth it. Fast company growth means lots of personal and professional opportunity. Make the most of the rocket ship. 🚀
#ManagerTip
Have conversations about areas of interest and growth. Brainstorm ways someone could spread their wings. Are they interested in managing? They could mentor or train new hires. Do they want to try a new role? Have them do special projects with a different team to explore the work and potential fit.
Joining a startup is tremendously fun and rewarding. Knowing what to expect can be helpful as you jump in the deep end and learn to swim at the same time. Be kind to yourself, stay positive, and embrace the opportunity before you!
Do these stages resonate with you? What other stages have you experienced when joining startups?
It’s hard, near impossible, to find an excellent, experienced, affordable startup COO for a company at this stage. Do not despair! You don’t need to find your magical once-in-a-lifetime unicorn on day one. Here are 3 strategies to fill a COO role at an early stage startup.
Read MoreI frequently talk to founders who are looking for a Chief Operations Officer (COO). These are early stage companies – 5 to 20 employees, $0 to $1,000,000 in revenue, 5 to 50 customers, bootstrapped or small seed funding.
The founder is looking for:
It’s hard, near impossible, to find an excellent, experienced, affordable startup COO for a company at this stage.
Do not despair! You don’t need to find your magical once-in-a-lifetime unicorn on day one.
Here are 3 strategies to fill a COO role at an early stage startup.
Why buy a sledgehammer when a heavy duty fly swatter does the job? Yes, the very junior folks haven’t worked out. But the range between entry-level ops and COO is vast.
Is there someone smart, hungry, and operationally-minded in your network that could start as an ops manager and grow from there? COOs are hard to find but everyone knows an up-and-coming ass kicker, I mean, operator.
Think: project manager, exec assistant, event planner. Look for a few years of experience in a logistics-heavy role with people or vendor management experience. They will be well-respected, highly recommended, and have moved up quickly. You’ll hear people say, “I trust them to get shit done.”
What area of your business could use a leader or more experience? Don’t hire a general COO. Hire a VP of Sales, Head of Marketing, Finance Manager, or Business Development Lead. Pick someone who thinks about systems, processes, and playbooks.
You’ll acquire deep expertise in an area where you need it today AND the potential to develop a COO from within your organization.
If someone was managing your calendar, paying invoices, following up on client to-dos, designing marketing materials, running your social media, buying groceries, setting meeting agendas, onboarding new hires –OR WHATEVER ELSE YOU NEED– how much time would that give you?
Not sure what could be delegated? Levels CEO Sam Corcos has 56 tasks that are handled by a virtual assistant. Read this amazing Sam Corcos Starter Pack for inspiration.
Is this blasphemy coming from a former startup COO?
Spoiler alert. I was Option #2. I started as the head of Client Success and moved into the COO role after a year. I was motivated, well-prepared, and had deep knowledge of the team and business. The company knew my strengths (and weaknesses - ha!) and moved me into the role with confidence. It was a win-win.
Do you have an awesome story about how you found (or developed) your COO? Other tips for startup founders looking for COOs? Please share!
Your Startup Is Growing. Your company is in the Wild West phase. You’re moving fast and breaking things. The idea of documenting something is laughable. Your process changes daily and you’re the only person doing this work anyway. Then things start to change…
Read MoreYour company is in the Wild West phase. You’re moving fast and breaking things.
The idea of documenting something is laughable. Your process changes daily and you’re the only person doing this work anyway.
Then things start to change…
You start wondering, “Is now the time to start documenting stuff? Maybe define a workflow or add a Zapier integration?”
Speed is your competitive advantage. You want to stay lean and nimble. But also, stuff is starting to break.
How do you know when it’s time to add structure, playbooks, automation, tools or guidelines??
One customer renewal overlooked, no problem. Two or three? → Okay, let’s add a weekly email report.
Forget to send invites to an event? → Time for a checklist.
The dollar amount is wrong on a contract because of a manual error…for the third time this month. → Do we upgrade our e-sign tool to get pricing configurations?
You’ve added several new hires who aren’t “getting it.”
What resources are available to them to understand the company, job, tasks, or internal quirks? Do you have recordings of a product demo, a plan for call shadowing, and some documentation about how to use the CRM?
You don’t need an LMS on day one. Start simple and build it out over time.
I love to get in the middle of employee conflict
…said no CEO ever
It usually happens first in sales because commissions are at stake and sales folks, by definition, are great at making the ask and pushing boundaries.
It’ll overflow into a fun game of “Whose job is it anyway?”
Clarifying roles or putting rules of engagement on (digital) paper will help alleviate this. Creating technology-enabled guardrails with in-app automation or user permissions is phase two.
You realize it’s quicker to put instructions in a Google Doc than to sit down for a 30 minute walk through of <insert your fave startup workflow here>.
If you’re an engineer, you’d rather write a script or create a widget than do that manual data pull again.
Ask me once, it’s a one off. Ask me twice, I notice. Ask me three times, I’ll answer you with a canned response or link to doc. Ask me twenty times, I’ll spend money or time on a longer term fix.
Things are changing fast and getting more complex. What are all the steps to send a customer email again? Do you pull the list from the CRM or the Marketing Automation tool?
You designed the workflow but can’t remember it. Whomp whomp! It’s only happened to me 100x. Time to document, automate, or both.
It’s a common and important question - when is the right time to add internal process?
Add too much, it will slow you down, create unnecessary expenses, and be out-of-date before it’s done.
Add too little, your customers, employees, and growth trajectory will pay the price.
It’s a delicate balance that you’ll continually refine. Look for the signs and adjust as you go.
Growing pains are a fantastic “problem” to have! 🚀
The Journey. I love the process and journey of pursuing big things. It’s goal setting. It’s planning. It’s incremental progress applied to all aspects of life. We do it year-round but the start of a new year is a natural time to reflect and refocus. Here are several specific strategies to lay a foundation for success for 2022 and harness the energy and motivation of the new year!
Read MoreI love the process and journey of pursuing big things.
It’s goal setting. It’s planning. It’s incremental progress applied to all aspects of life.
We do it year-round but the start of a new year is a natural time to reflect and refocus.
Here are several specific strategies to lay a foundation for success for 2022 and harness the energy and motivation of the new year!
What is within your control, that you can execute daily, that will move you towards your goal?
Sometimes this is identified as Leading vs Lagging Indicators. In sports, you’ll hear Trust the Process.
Want to complete a marathon? Follow a workout plan with daily runs.
Want to be the top sales rep? Identify daily meeting goals to hit pipeline targets.
Work backwards from the end goal to understand what needs to happen monthly, weekly, and daily. Then focus on consistent, steady execution every day.
Human brains are weird. We hear “don’t do that” and it makes us want to immediately do that. Just ask my kids!
How do you work within our crazy brains? Flip it to what you can do.
Goal: Lose weight.
Positive framing: Eat more vegetables.
Goal: Decrease social media usage.
Positive framing: Call friends IRL.
Everyone likes MORE of something. How can you turn your goal into addition instead of subtraction?
Time is our most valuable resource. And often the biggest obstacle to your positive, specific, actionable intentions.
You want to go to the gym 4 times per week. Cool.
You’re also working 50 hours per week, getting 6 hours of sleep, and have a 5am wake up to pack lunches, get ready, and commute.
You have a specific, positive daily action…BUT NO TIME TO DO IT.
How to ✨magically✨ create more time:
Get a weekly meal delivery service. Respond to emails in 48 hours instead of 24. Turn a work meeting into a walking catch up.
Get specific with your plan of “when” and how to realistically fit it in.
If you can’t find the time, that’s okay. That means you have other priorities. Acknowledge that and table the goal for now.
Best. Book. Ever.
4.8 out of 5 stars from 50,000+ people so I’m not the only fangirl.
Comprehensive, clear, and actionable.
I had several eye-opening takeaways even though I “knew it all already.” (Lolz.)
Any #protips on dominating goals? Everyone is different! What’s been effective for you?
Reminder: If anyone needs help on specific daily actions, how to reframe something in the positive, or where to find time, shoot me a note. I love this stuff!
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