Professionals talking at work using radical candor

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Culture &amp; Workplace

Culture &amp; Workplace Archives

Culture &amp; Workplace | SUCCESS | What Achievers Read

Privacy is a policy <a href="https://hbr.org/2022/02/the-new-rules-of-data-privacy" target="_blank" rel="noreferrer noopener">ingrained in corporate America</a>. Issues individual employees have, performance reviews and difficult discussions tend to happen behind closed doors. Communication can be compartmentalized, leaving some team members in the know and others unsure of what's happening within an organization.



A new workplace communication strategy is becoming more common and shifting the traditional way information is shared. Radical candor is a management policy in which 100% open and transparent communication is a company-wide policy—no matter how uncomfortable the conversation is.&nbsp;



Billionaire CEO Ray Dalio founded Bridgewater Associates. In his book Principles, <a href="https://hbr.org/2017/10/radical-transparency-can-reduce-bias-but-only-if-its-done-right" target="_blank" rel="noreferrer noopener">he talks about bringing "radical transparency" into the firm</a> to create a workplace culture where candor could reduce conflict and build trust, even when there are "thoughtful disagreements."



Honest communication is an important leadership trait, but is there a point where communication can be too honest? Here's what you need to know about radical candor in the workplace, some companies that practice it, and what experts say about its effects on workplace culture.







<h2 class="wp-block-heading" id="h-radical-candor-policies-explained">Radical candor policies explained</h2>



Kim Scott popularized the idea of radical candor in her 2017 New York Times bestselling book <a href="https://amzn.to/3E53ApR" target="_blank" rel="noreferrer noopener">Radical Candor</a>. In the workplace, office politics and inconsistent communication policies can create friction. Radical candor policies open communication to make it more transparent and reduce the feeling of secrets. The communication is direct—but not mean.&nbsp;



<a href="https://www.linkedin.com/in/dr-jackie-%E2%80%9Cjp%E2%80%9D-phillips-69147035/overlay/about-this-profile/?trk=public_post_main-feed-card-text" target="_blank" rel="noreferrer noopener">Dr. Jackie "JP" Phillips</a>, founder of the Unheard Empire, Unheard Media LLC, has a radical candor policy in her company. She says it's helped <a href="https://successcom.wpenginepowered.com/how-to-maintain-employee-retention-in-2025/">increase employee retention</a>.&nbsp;



"I am a huge fan of radical candor, even before I knew what the phrase was. When I realized what radical candor did for me, I knew that it was a tool that I needed to use to keep my teams focused, excited… it just brought a different energy, a different level of engagement," says Phillips.&nbsp;



She says there is a learning curve for new team members, but 90% of people fall into radical candor and are excited about it.



"[They are] honest conversations that are built on <a href="https://successcom.wpenginepowered.com/accountability-quotes/">accountability</a>… It has brought everyone closer. I think a lot of times in the workplace, especially if you're working in teams and groups, there are a lot of assumptions. And so, instead of assuming, we just sit down and [talk]… So I think it's brought us closer. It's definitely revealed how we can care and protect one another and deliver great service to our customers," says Phillips.



Garner Health, a 300-person health tech company, is using radical candor in employee reviews. They allow coworkers to write other employee's performance reviews and the reviews are public for everyone in the company to see.



"Call it radical candor with high standards," Valentina Gissin, chief people officer of the 300-person health tech company, <a href="https://fortune.com/2025/03/24/performance-review-process-company-allows-all-workers-read-garner-health-workplace-culture/" target="_blank" rel="noreferrer noopener">told Fortune</a>. "We want to create the conditions for people to do the best work of their lives and a big part of that is this notion of courageous communication."&nbsp;&nbsp;



<h2 class="wp-block-heading" id="h-open-communication-can-increase-employee-retention">Open communication can increase employee retention</h2>



In partnership with The Harris Poll, Grammarly's "<a href="https://go.grammarly.com/2024-state-of-business-communication-report?utm_source=PR&amp;utm_content=download-report&amp;utm_campaign=2022-GB-Harris-Poll-Report&amp;utm_medium=article&amp;utm_term=cta" target="_blank" rel="noreferrer noopener">State of Business Communication</a>" report estimates that up to $1.2 trillion is lost annually among businesses due to ineffective communication. An organization's communication policies have a direct impact on its bottom line.&nbsp;



<a href="https://successcom.wpenginepowered.com/6-communication-skills-that-will-make-you-a-better-leader/">Clear and open communication</a> is a leadership trait that helps leaders lead. Radical candor could be an elevated version of communication as it's direct and more open about what's happening within an organization.



"It [radical candor policy] started as an extension of my own personal beliefs that I didn't want to live with the idea that I was trying to remember what this person knew, what that person knew, that I was sort of tired of living with that kind of management in my life," says <a href="https://www.linkedin.com/in/janice-carte-3810ab137/overlay/about-this-profile/" target="_blank" rel="noreferrer noopener">Janice Carte</a>, founder and CEO of Tiny Spoon Chef, Inc.



She sees honest conversations as a core value within her company, making radical candor the next natural evolution.&nbsp;



"There have been many positives. We've incorporated a radical level of financial transparency with our entry-level associates. So within the first quarter of their employment, we have a meeting with all of them talking about where the money comes in, what we charge for our personal chefs... where the money goes, and how we can better manage that and create trajectories for sustainable achievement... which is not something any of them have ever really experienced before. I think it sets a path for them to let them know that we're a different kind of company, and we're not afraid of having... difficult conversations" says Carte.



<h2 class="wp-block-heading" id="h-radical-candor-goes-hand-in-hand-with-an-open-door-policy">Radical candor goes hand-in-hand with an open-door policy</h2>



Carte says she's established an open-door policy where associates can book time with her whenever they want to chat. As the company has scaled, associates have booked time to get their questions about promotions answered.&nbsp;



"I think it takes very little effort to actually clarify and realign, and in that way we can move on in a much healthier way... What I have seen is people stay for a longer period of time than they've ever stayed before in an organization… It's led to associates who feel more supported. We've created an environment where people know that they can have challenging conversations and move forward... It's been really healthy," says Carte.&nbsp;



<h2 class="wp-block-heading" id="h-decide-if-radical-candor-is-right-for-your-workplace-long-term">Decide if radical candor is right for your workplace long-term</h2>



Having a communication policy that's this direct and open may not feel right for every employee—there may be some bumps if you add the policy. But long term, it can be a policy that ensures everyone within your organization is informed and clear.



"I could see it [radical candor] improving <a href="https://successcom.wpenginepowered.com/how-to-build-a-thriving-culture-at-work/">workplace culture</a> because it's about intention... "Communication is everything and radical candor is about giving people the hard truth where they can hear it and still feel respected in the workplace. It's not that people necessarily need more feedback, they need more feedback that helps them grow and not shrinks them," says <a href="https://www.linkedin.com/in/melaniekhalllcpc/" target="_blank" rel="noreferrer noopener">Melanie K. Hall</a>, a licensed clinical professional counselor, therapist and coach.



<a href="https://www.linkedin.com/in/deirdre-e-orr/" target="_blank" rel="noreferrer noopener">Deirdre Orr</a>, an HR consultant and CEO of Deirdre Orr Consulting, says in the long run, she believe radical candor would affect the workplace positively.



"I think that is going to end up being… very good… for organizations, for leaders, especially because it also holds like their employees accountable. So it's like, 'Hey, we… gave you all the information. We told you everything, and the reason why we're doing this is… to make sure that everyone is… on the same page and… understands what's going on and what we [want to] make sure we have that buy-in...', says Orr.&nbsp;



She continues: "And then at that point if someone isn't in alignment with what's going on.. they can decide what they want to do for their personal self… If an organization is leaning towards… making it... a policy… [be] honest and transparent, and [make] sure everybody understands what's going on and leaving the room for people to feel comfortable to receive and give feedback. I think it's gonna be amazing."&nbsp;



<h2 class="wp-block-heading" id="h-some-radical-candor-policy-considerations">Some radical candor policy considerations</h2>



Radical candor can be an elevated version of an open communication policy—it's a policy that requires clarity and training. Your organization's version of a radical candor policy can vary, but here are some factors to consider:



<ul class="wp-block-list">
<li>What parts of company policy are included in radical candor (I.E., performance reviews, conflict resolution, company changes, etc.)</li>



<li>Ensure proper training on how to have direct communication among employees.</li>



<li>Train leaders on how they can help teams transition and implement radical candor in the workplace.</li>
</ul>



Photo by Drazen Zigic/iStock.com.

This new approach to workplace culture is being implemented at more organizations—and it’s changing team communication, radically.

This new approach to workplace culture is being implemented at more organizations—and it’s changing team communication, radically. | SUCCESS

Is Radical Candor the Best Workplace Culture Policy? These Organizations Think So

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What You Need to Know About Radical Candor | SUCCESS

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Leadership professor and former hostage negotiator George Kohlrieser speaks on stage at an event, teaching audiences how to negotiate

Professional Growth

Professional Growth Archives

Professional Growth | SUCCESS | What Achievers Read

Communication is an important skill that helps leaders achieve success in their careers, businesses, and personal lives and navigate conflict. Strong leaders use <a href="https://successcom.wpenginepowered.com/best-books-on-communication-skills/">communication</a> to influence those they lead without micromanaging their actions.



Former hostage negotiator George Kohlrieser witnessed this firsthand in his career, which has involved being held hostage, having scissors held to his throat, being shot at and having two knives drawn on him. “Thank God I'm alive, and that’s because of language. That’s because of words,” he says.



Kohlrieser used words intentionally throughout his first career and now uses them to teach communication skills to leaders, both as a distinguished professor at the <a href="https://www.imd.org/faculty/professors/george-kohlrieser/" target="_blank" rel="noreferrer noopener">International Institute for Management Development</a> business school and as the author of <a href="https://a.co/d/a6Hs85j" target="_blank" rel="noreferrer noopener">Hostage at the Table</a>. His experiences have taught him that communication skills are essential for advancing in life and business, creating success, building teams and not becoming a psychological hostage.



Here are seven tips from a former hostage negotiator on how to build trust, decrease conflict and <a href="https://successcom.wpenginepowered.com/communication-skills/">develop communication skills</a> that can help you negotiate advancement, build relationships and create success in your professional and personal life.







<h2 class="wp-block-heading" id="h-1-observe-others-to-communicate-more-effectively">1. Observe others to communicate more effectively</h2>



Observation is an essential leadership skill that can help you pick up on nonverbal communication cues, understand others better and communicate from an informed place. Taking a few moments to observe your emotions before communicating can also help you address conflict internally and externally. 



Kohlrieser grew up on a farm and often watched his father and grandfather start conversations with anyone. “They would talk to people of different political persuasions, different ideas, and I grew up wanting to be a peacemaker [as a result],” he says. He started mediating at a young age, observing and asking himself questions about the people and situations around him. Through this, he observed effective communication.



When Kohlrieser grew up, he took his observations with him to college, first at the University of Dayton and then at The Ohio State University, where he received a doctorate in psychology and mediation. He then became a psychotherapist, focusing on violence and conflict management.



He was later hired as a hostage negotiator for the Dayton, Ohio, sheriff's department and worked there for 10 years, which is where he was held hostage four times. Through this experience, Kohlrieser witnessed the power of effective communication and its connection to <a href="https://successcom.wpenginepowered.com/5-tips-for-recognizing-and-regulating-your-emotions/">emotions</a> and conflict.



“Emotions are such a part of conflict—it's incredible. So that became my focus: conflict management,” Kohlrieser says. “I realized hostage negotiators are really good leaders…  because they influence. They don't tell people that they have to give up their hostages, and they get a 95% success rate by the FBI measurements.… That's a pretty good success record [for] not telling people what to do but giving them [a] choice.”



<h2 class="wp-block-heading" id="h-2-create-a-bond-look-for-the-pain-point-and-offer-concessions">2. Create a bond, look for the pain point, and offer concessions</h2>



Kohlrieser uses this three-step framework to build trust, decrease conflict and negotiate anything:



<ol class="wp-block-list">
<li>Create a bond: Bonding creates an emotional attachment and a place where negotiation is possible, both professionally and personally. This is true “even if they’re an enemy, even if they’re an adversary,” Kohlrieser says.</li>



<li>Understand the pain point: To resolve conflict and enable negotiations, you also have to “talk about pain,” he says. “Happy people don’t take hostages. It’s people who have a grievance [who do this].”</li>



<li>Find a concession: According to Kohlrieser, concessions lead the way in finding hope.</li>
</ol>



“Through that three-step approach—bonding, looking for the pain point and being able to offer concessions and find hope—you get a 95% success rate,” he says.



<h2 class="wp-block-heading" id="h-3-learn-how-to-listen-by-paraphrasing">3. Learn how to listen by paraphrasing</h2>



Paraphrasing is repeating what you heard in your own words. For example, you might say, “I understand that you’re saying this. It seems to me that you sound angry.” 



Learning to label emotions helps other people recognize when they’re experiencing an emotional trigger. Paraphrasing also helps them understand what they’re feeling and how you can help. Kohlrieser adds that showing interest in the other person tends to de-escalate them. 



Paraphrasing as part of effective communication demonstrates good leadership in a professional setting as well. For example, you might experience conflict with a coworker or tension with a manager in your workplace. In moments when emotions are running hot, taking the time to speak less, listen more and paraphrase what you heard can help you clarify misunderstandings and de-escalate tension.



<h2 class="wp-block-heading" id="h-4-use-your-tone-to-your-advantage">4. Use your tone to your advantage</h2>



“Hostage negotiators go through a lot of training for voice,” Kohlrieser says. “[This includes] how to use… words, how to get out of a negative mindset, and how to be able to play, to win, or have a positive mindset to get into the right state.”



Your tone of voice plays a large role in communication. For instance, being intentional with your tone can de-escalate conflict in personal settings, such as when communicating with your children or partner. It can help in a professional setting as well, like when you're speaking with coworkers or negotiating a promotion or business deal. 



Your tone can also show authority and help you lead when others are looking for guidance and feel unsure. Think through your tone in each conversation and adjust it accordingly to achieve your desired result.



<h2 class="wp-block-heading" id="h-5-feel-compassion-and-empathy-for-others">5. Feel compassion and empathy for others</h2>



According to Kohlrieser, leaders should realize that people were not born a certain way. “Serial killers, as evil as [they are], are not born that way—they became that way because of what happened to them,” he says.



Kohlrieser advises exploring what happened to others so you can better understand them and the particular situations that shaped how they became the way they are. Doing so can help you become a better leader.



He adds that leaders become toxic because they focus so hard on the outcome that they forget how to lead people. Instead, results come from inspiring others and fully engaging with them from a place of compassion and <a href="https://successcom.wpenginepowered.com/why-is-empathy-important/">empathy</a>. 



<h2 class="wp-block-heading" id="h-6-build-trust">6. Build trust</h2>



Humans are motivated and inspired by leaders they trust. As a leader, you should be a secure base for others—your employees need you to be reliable and trustworthy. This kind of trust depends on clear, direct communication.



“Leaders use terrible language,” Kohlrieser says. “[They] say the truth by being kind but respectful, but [they] put the fish on the table and go through the bloody, smelly mess of cleaning it for the great fish dinner at the end of the day. So many teams, so many leaders, beat around the bush [and] sugarcoat. They don't say it directly.”



You can build more trust by speaking clearly, paraphrasing when you don’t understand someone, being intentional with your tone and always being honest, even when it’s hard. 



Building trust can also encourage others to give you more responsibility in the workplace or clients to trust you in a business setting. The result is more opportunities for growth because of the trust you’ve built by being honest and authentic.



<h2 class="wp-block-heading" id="h-7-don-t-let-emotions-sabotage-your-path-to-success">7. Don't let emotions sabotage your path to success</h2>



These skills can help you decrease conflict, negotiate what you want and become a strong leader, not a psychological hostage. Without them, "you can be[come] a psychological hostage… to externals, like bosses, colleagues, situations or [your] emotions,” Kohlrieser says. “You can be hostage to yourself.”



He adds that if you struggle with shame, guilt, grief or mental health, you need to find a way to get out of those states. A great place to begin is talking to a licensed professional. To get started, you can inquire about options for therapy or other mental health help with your employer’s <a href="https://www.hr-brew.com/stories/2023/05/10/how-hr-can-help-workers-access-mental-healthcare" target="_blank" rel="noreferrer noopener">HR department</a>, search for <a href="https://www.psychologytoday.com/us/therapists" target="_blank" rel="noreferrer noopener">mental health help online</a> or ask for recommendations or referrals from someone you trust. 



You don’t have to battle emotions and mental health challenges in silence. In fact, addressing them can help you become a stronger leader.



Photo courtesy of George Kohlrieser

Leadership professor and former hostage negotiator George Kohlrieser shares how to build trust, decrease conflict, and negotiate anything.

Leadership professor and former hostage negotiator George Kohlrieser shares how to build trust, decrease conflict, and negotiate anything. | SUCCESS

How to Negotiate Anything With George Kohlrieser

How to Negotiate: Tips from a Former Hostage Negotiator | SUCCESS

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Blood sample tube for analysis of PSA Prostate Specific Antigen profile test in laboratory. Prostate Cancer Screening

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Longevity &amp; Performance

Longevity &amp; Performance Archives

Longevity &amp; Performance | SUCCESS | What Achievers Read

Bravo TV and The Real Housewives of Atlanta star Dwight Eubanks <a href="https://people.com/dwight-eubanks-diagnosed-with-prostate-cancer-exclusive-11746180" target="_blank" rel="noreferrer noopener">announced</a> he was diagnosed with prostate cancer in April 2025, raising awareness of an important issue: Black men have a higher incidence of prostate cancer and prostate cancer mortality, according to <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC8987139/" target="_blank" rel="noreferrer noopener">data from the World Journal of Men’s Health</a>.



Post-diagnosis, Eubanks is advocating for Black men to get screened and championing awareness through an ambassadorship with <a href="https://zerocancer.org/" target="_blank" rel="noreferrer noopener">ZERO Prostate Cancer</a>. 







<h2 class="wp-block-heading" id="h-what-are-the-chances">What are the chances? </h2>



“I discovered it by accident.” Eubanks says. “We hosted a health fair at my church in January, and I just happened to go over and get a PSA done. And it came back high, elevated.”



Eubanks says he was shocked because he had frequently visited the doctor, and his doctor never mentioned an<a href="https://my.clevelandclinic.org/health/symptoms/15282-elevated-psa-prostate-specific-antigen-level" target="_blank" rel="noreferrer noopener"> elevated PSA</a> (prostate-specific antigen). Eubanks’ story is common and highlights the likelihood of men being diagnosed with prostate cancer. 



Research shows that <a href="https://www.cancer.org/cancer/risk-prevention/understanding-cancer-risk/cancer-facts/cancer-facts-for-men.html" target="_blank" rel="noreferrer noopener">one in eight men will get prostate cancer</a>, and <a href="https://www.linkedin.com/in/jude-emokpare-4a27541a9/" target="_blank" rel="noreferrer noopener">Jude Emokpare</a>, a physician and oncology hospitalist, confirms the data. He sees prostate cancer patients and is part of an advocacy organization called <a href="https://www.instagram.com/strada_foundation" target="_blank" rel="noreferrer noopener">The Strada Foundation</a>, which helps promote prostate cancer screening for Black men.



“The current numbers that we work with estimate about one in eight men will be diagnosed with prostate cancer in their lifetime, and in Black men, it’s actually one in six,” Emokpare says.&nbsp;



“Unfortunately, for Black men, the odds are stacked against us. We tend to have a higher risk of multiple kinds of diseases, including <a href="https://successcom.wpenginepowered.com/dkms-blood-cancer/">cancers</a>,” he explains. “Our genetic makeup alone is a factor that you don’t have control over.”&nbsp;



Emokpare says socioeconomic status is also a factor in why more Black men get prostate cancer. If they live in an under-resourced neighborhood, their <a href="http://success.com/ai-health-care-movement/">access to health care</a> services is limited. They are either not screened at all or screened late in the disease process.&nbsp;



“There’s lots of men… in their 50s and 60s who haven’t even had a PSA test done,” Emokpare says.&nbsp;



Eubanks says it's essential for Black men to visit the doctor and undergo screenings. “It’s really crucial… particularly in the African American community,” he says.



<h2 class="wp-block-heading" id="h-when-should-you-get-screened-for-prostate-cancer">When should you get screened for prostate cancer?</h2>



Getting screened for prostate cancer may help you catch it early. The five-year survival rate for localized prostate cancer that hasn't spread beyond the prostate is 99%, <a href="https://www.webmd.com/prostate-cancer/prostate-cancer-survival-rates-what-they-mean" target="_blank" rel="noreferrer noopener">according to WebMD</a>. Regular PSA blood tests combined with <a href="https://my.clevelandclinic.org/health/diagnostics/24212-digital-rectal-exam" target="_blank" rel="noreferrer noopener">digital rectal exams</a> are a common screening method. 



“Men should get screened at least once a year, and the recommendations vary,” Emokpare says. “Typically, we say every man 50 years old and above should get screened. But we get more specific for [high-risk] individuals, and we say, ‘You start screening as early as 40 years.’”



According to the <a href="https://www.cancer.org/cancer/types/prostate-cancer/detection-diagnosis-staging/acs-recommendations.html" target="_blank" rel="noreferrer noopener">American Cancer Society</a>, men should be screened starting at age 50 if they’re of average risk and expected to live at least another 10 years. If they’re Black or have a first-degree relative (father or brother, for example) who was diagnosed with prostate cancer at an early age (younger than 65), they should start screenings at 45. 



If a man has more than one first-degree relative who had prostate cancer at an early age, he should be screened annually starting at age 40.&nbsp;



<h2 class="wp-block-heading" id="h-how-to-lower-your-risk-for-prostate-cancer">How to lower your risk for prostate cancer</h2>



Although prostate cancer can’t be prevented for sure, according to the <a href="https://www.cancer.org/cancer/types/prostate-cancer/causes-risks-prevention/prevention.html" target="_blank" rel="noreferrer noopener">American Cancer Society</a>, men can take action to lower their risk, including: 



<ul class="wp-block-list">
<li>Maintaining a healthy weight</li>



<li>Being <a href="https://successcom.wpenginepowered.com/13-ways-to-take-care-of-yourself-every-day/">physically active</a></li>



<li>Maintaining a healthy diet including a variety of fruits and vegetables and whole grains while avoiding or limiting red and processed meats, sugar-sweetened beverages and highly processed foods</li>
</ul>



Emokpare also recommends men quit smoking. “We counsel people a lot about the risks of tobacco use,” he says. “It increases your risk of so many things: heart disease, strokes and several [types] of cancer.”



Eubanks says he encourages men, especially Black men, to get screened and get information about prostate cancer. “The stigma of having to go up the rectum to check the prostate—those days are over with,” he says. “It’s a simple process, a matter of just giving blood and getting your results.”



Photo by angellodeco/Shutterstock.

Black men are twice as likely to die from prostate cancer. Here’s why you should get screened and how to lower your risk.

Black men are twice as likely to die from prostate cancer. Here’s why you should get screened and how to lower your risk. | SUCCESS

Prostate Cancer: Why Black Men Should be Screened

Prostate Cancer: Why Black Men Should Be Screened | SUCCESS

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Waymo self-driven taxi

Business &amp; Branding

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At the Future Investment Initiative conference in February, <a href="https://www.businessinsider.com/uber-ceo-wants-tesla-robotaxi-elon-musk-waymo-2025-2" target="_blank" rel="noreferrer noopener">Uber CEO Dara Khosrowshahi said</a> he wanted a Tesla collaboration but CEO Elon Musk was unwilling to do it. Khosrowshahi said he spoke with Musk about offering Tesla’s upcoming autonomous robotaxi service through Uber’s ride-hailing platform, but Musk declined. 



“I’ve had conversations with [Musk]. At this point, they want to build it alone,” <a href="https://www.youtube.com/watch?v=xZzvgwMP6oY" target="_blank" rel="noreferrer noopener">Khosrowshahi said</a>. “Life is long, but we would love to partner with them.”&nbsp;



A collaboration could make sense for Tesla and Uber. For Uber, collaborations with autonomous robotaxi providers are a way to diversify from its human driver-heavy business model. For Tesla, collaboration could mean access to a new customer base and an expedited launch of its autonomous robotaxi service, since Uber has the infrastructure. But this collaboration doesn’t seem likely to happen at this stage, Khosrowshahi indicated.&nbsp;



As a business owner, you may be watching the Uber-Tesla saga or other collaboration conversations happening in the news with big-name companies and are considering&nbsp; one to accelerate business growth.



Here’s how to think about <a href="https://successcom.wpenginepowered.com/this-is-my-key-to-a-successful-partnership/">business collaborations</a> as well as some expert advice on the factors that should go into your decision-making process.&nbsp;







<h2 class="wp-block-heading" id="h-1-evaluate-if-a-potential-collaboration-offers-an-equal-value-exchange">1. Evaluate if a potential collaboration offers an equal value exchange</h2>



Despite not successfully collaborating with Tesla, Uber has partnered <a href="https://investor.uber.com/news-events/news/press-release-details/2025/Ride-Into-the-Future-With-Waymo-on-Uber-in-Austin/default.aspx" target="_blank" rel="noreferrer noopener">with Alphabet-owned Waymo</a>. The partnership allows Uber passengers to hail autonomous Waymo robotaxis in <a href="https://waymo.com/blog/2024/09/waymo-and-uber-expand-partnership" target="_blank" rel="noreferrer noopener">Austin, and soon in Atlanta</a>. Waymo started out offering autonomous robotaxis without partners and has grown to 200,000 paid weekly trips across Los Angeles, Phoenix and San Francisco, according to <a href="https://x.com/sundarpichai/status/1895188101645082980" target="_blank" rel="noreferrer noopener">Alphabet CEO Sundar Pichai</a>. (Alphabet is the parent company of Google.) The Uber partnership expands the autonomous robotaxi service.



<a href="https://investor.uber.com/news-events/news/press-release-details/2024/Uber-and-Waymo-Expand-Partnership-to-Bring-Autonomous-Ride-Hailing-to-Austin-and-Atlanta/default.aspx#:~:text=Through%20this%20expanded%20partnership%2C%20Uber,and%20certain%20rider%20support%20functions." target="_blank" rel="noreferrer noopener">Uber says it will manage fleet services</a>, which include cleaning and repair. Waymo’s responsibility is managing autonomous vehicles and focusing on the Waymo Driver technology. This collaboration is an example of an equal value exchange.&nbsp;



When it comes to any potential business collaboration, you have to evaluate whether there’s an equal value exchange and whether the <a href="https://successcom.wpenginepowered.com/how-to-partner-with-a-rival-for-a-win-win/">partnership</a> makes sense for your strategic growth plan and initiatives. Ultimately, as a business leader, you need to make the decision and own up to the responsibility for it.&nbsp;



“I’ve had many opportunities to have collaborations both paid and free,” social media and digital marketing strategist <a href="https://www.linkedin.com/in/themrspedersen/" target="_blank" rel="noreferrer noopener">Rachel Pedersen</a> says. “Generally, the collaborations I’ve done have been good. I love partnering with tools and resources that support my existing audience of marketers and business owners.”



For example, she partnered with Dollar Eighty, a social media marketing software company that identifies which posts users should comment on to grow their own traffic. “They shared that one single video I created about their software increased their user base by 15%,” she says.



And how did Pedersen benefit? “I was able to serve my audience in meeting a pain point that they have with a solution that saves them time.”



She recommends that before you say “yes” to a collaboration, make sure the collaboration is beneficial to your audience as well.&nbsp;



“Don’t say yes just because a collaboration has a big name or a big brand behind it,” she says. “If it’s the wrong fit, it’s going to detract in terms of the trust that you’ve built with your audience.”



The second thing is to check whether the collaboration is focused on something that has a proven track record. “So, for example, if the collaboration opportunity is for a new product or a new division, I would recommend being careful about saying yes,” she adds.



<h2 class="wp-block-heading" id="h-2-think-about-the-possible-logistics-challenges">2. Think about the possible logistics challenges</h2>



A business collaboration may sound exciting when you initially hear the offer, but the logistics of implementing it may be challenging. There may be a lot of monetary, time and labor costs.&nbsp;



“I’m a huge fan of making sure to not accept too many collaborations in any given year,” says Pedersen. “Each collaboration is going to take a lot more time than you initially planned for, so I recommend making sure you have the resources, the time and the ability to give it your all without it detracting from your existing business and brand.”



During an earnings call, <a href="https://www.youtube.com/watch?v=Gub5qCTutZo&amp;t=967s" target="_blank" rel="noreferrer noopener">Tesla CEO Elon Musk told investors</a> the company would begin its own autonomous robotaxi service using its self-driving-equipped consumer models in June 2025. There may be a consideration of the logistics involved in a collaboration, or maybe Musk doesn’t think it makes sense. Either way, only time will tell if this was a good decision for Tesla.



A business collaboration should aim to accelerate or enhance growth, so you’ll want to ensure the logistics don’t impede those goals.&nbsp;



<h2 class="wp-block-heading" id="h-3-do-your-due-diligence-thoroughly">3. Do your due diligence thoroughly</h2>



Business deals require due diligence, and a collaboration is no different. You’ll want to verify the numbers, logistics involved, time needed and several other factors to evaluate whether a potential collaboration is aligned with your goals.&nbsp;



“I believe collaborations [are] one of the most powerful ways to grow your network and to grow your business,” says <a href="https://www.linkedin.com/in/shamecatankerson/" target="_blank" rel="noreferrer noopener">Shameca Tankerson</a>, founder and CEO of Shameca International.



Tankerson says she first looks at whether a company’s values align with hers when deciding on a collaboration. Most of the collaborations she’s done have accelerated the growth of her business, she says.



“The second thing that I look at [is] opportunity… Do we have [an] aligned client base.… A big part of business is living and learning, trying things, and failing fast,” she says. “I have had some collaborations that didn’t quite work out as I intended.... However, even in those, there was a learning lesson that…also catapulted the growth of my business.”&nbsp;



<h2 class="wp-block-heading" id="h-4-hire-professionals-to-help-navigate-collaborations">4. Hire professionals to help navigate collaborations</h2>



The right professionals can be the key to success or failure in a business, especially in matters involving due diligence. A business attorney, certified public accountant, strategic financial adviser and other licensed professional should be considered in a business collaboration.&nbsp;



<a href="https://www.linkedin.com/in/sidpeddinti/" target="_blank" rel="noreferrer noopener">Sid Peddinti</a> has been a business attorney for 15 years and says hiring professionals to evaluate a collaboration reduces risks and surprises. He uses collaborations to <a href="https://nonprofitx.org/" target="_blank" rel="noreferrer noopener">secure new business</a> by partnering with other attorneys and nonprofits to get them grants and, in return, receiving a percentage of the money he secures.



He says before you collaborate, you should ask yourself:&nbsp;



<ul class="wp-block-list">
<li>Does the collaboration add inherent value to your company, to the customer you’re serving and to the other company?</li>



<li>Does the collaboration decrease your overall operational inefficiencies, perhaps even fixed expenses, by offloading or leveraging the other company’s resources? That could be capital, technology, human resources, intellectual ideas or intellectual property.</li>



<li>Are you solving a problem in a better and a deeper manner?</li>
</ul>



Evaluate all the factors, talk to professionals and stay true to your company’s vision. Only you can decide if a business collaboration is worth pursuing, but choose it from an informed place.



Photo by Marc Dufresne/iStock.com

Uber CEO says Tesla is unwilling to make planned robotaxis available on his company’s platform. Here’s how you should think about business collaborations.

Uber CEO says Tesla is unwilling to make planned robotaxis available on his company’s platform. Here’s how you should think about business collaborations. | SUCCESS

When Should Business Owners Consider a Collaboration?

How to Think About Potential Business Collaborations | SUCCESS

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Trends &amp; Insights

Trends &amp; Insights Archives

Trends &amp; Insights | SUCCESS | What Achievers Read

One of the best ways to improve at something is by learning from someone who's already done it. <a href="https://successcom.wpenginepowered.com/what-is-a-mentor/">Mentorship</a> can be a cheat code to accelerate growth, especially within an organization's team—top performers can mentor others and thus create a high-performing workplace culture.&nbsp;



Mentorship <a href="https://hbr.org/2023/06/a-better-approach-to-mentorship" target="_blank" rel="noreferrer noopener">in corporate America</a> is not new, and companies such as T-Mobile understand the importance of mentorship and use it to increase employee retention, as highlighted in a <a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener">recent Fortune article</a>. When the telecommunications company <a href="https://www.t-mobile.com/news/un-carrier/t-mobile-sprint-one-company" target="_blank" rel="noreferrer noopener">merged with Sprint in April 2020</a>, human resources leaders from each organization knew it could be a chaotic transition. They decided to use mentorship as a way to help employees learn from each other and create a smoother merger, Cathy Nelson, senior manager of talent management at T-Mobile, <a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener">told Fortune</a>. The results from their mentorship program efforts provide an example for growth-focused organizations.



T-Mobile's mentorship program is designed to allow early-stage employees to learn from employees with more experience.<a href="https://www.benefitnews.com/news/how-chronus-helps-t-mobile-connect-and-engage-its-workforce"> </a>A<a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener">s told to Fortune</a>, t<a href="https://www.benefitnews.com/news/how-chronus-helps-t-mobile-connect-and-engage-its-workforce" target="_blank" rel="noreferrer noopener">he company found</a> that the mentorship participants were 26% more likely to change job levels in the previous 12 months. The program has fostered a success mindset and led to an increase in <a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener">employee retention by 37%</a>, according to Fortune’s reporting.



Here's a look at successful organizational mentorship programs, how businesses can model mentorship within their company, examples of thriving organizations thanks to mentorship and advice from workplace culture experts.&nbsp;



<h2 class="wp-block-heading" id="h-mentorship-creates-high-performing-teams-and-intrapreneurship">Mentorship creates high-performing teams and intrapreneurship</h2>



T-Mobile leadership knew mentorship was important, but what they didn't expect was how the program would affect employee retention. Those who participated in the mentorship program had a 78% retention rate, while those who did not only had a 41% retention rate, as reported by<a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener"> Fortune.</a> Mentorship played a key role in bringing together over 70,000 employees into cohesive teams, Nelson <a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener">told Fortune</a>.



Melanie Hall, a licensed clinical professional counselor, therapist and coach, says that one of the best reasons to create mentorship programs is to help boost confidence and encouragement for employees.



“It gives them good problem-solving skills,” Hall says. “It also helps them move up within the company. It gives them a middleman between the job that they're doing and leadership. Most people want upward mobility. This often helps them with that upward mobility… and it helps them assimilate to the culture a little bit better as well.”&nbsp;



T-Mobile isn't the only organization that has leveraged the effectiveness of mentorship programs. As one of the world's largest organizations, Google offers a<a href="https://buildyourfuture.withgoogle.com/programs" target="_blank" rel="noreferrer noopener"> variety of mentorship programs</a> that help its teams immerse themselves in Google's culture, learn and develop as team members.



Mentorship programs foster <a href="https://online.stanford.edu/what-intrapreneurship-and-how-can-you-cultivate-it-your-company" target="_blank" rel="noreferrer noopener">intrapreneurship,</a> meaning career professionals think and act like an entrepreneur within their role at a company. Intrapreneurship creates a high-performing workplace culture as individuals take more responsibility for the success of an organization.



Tech giant Apple has a mentorship program called<a href="https://www.apple.com/careers/us/dna.html" target="_blank" rel="noreferrer noopener"> Diversity Network Associations</a>, which has 67 employee-led chapters and 55,000 members worldwide. Amazon is another organization<a href="https://www.aboutamazon.com/news/workplace/amazon-beth-galetti-employee-mentorship" target="_blank" rel="noreferrer noopener"> using mentorship programs</a> to create high-performing teams and increase employee retention.



Mentorship programs foster an entrepreneurial mindset and intrapreneurship as employees work together to grow and create performance-focused teams.&nbsp;



<h2 class="wp-block-heading" id="h-leverage-software-to-streamline-mentorship">Leverage software to streamline mentorship</h2>



<a href="https://chronus.com/resources/how-t-mobile-is-tackling-the-employee-connection-crisis" target="_blank" rel="noreferrer noopener">According to Fortune’s reporting, T-Mobile used Chronus software</a> to manage its mentorship program. This technology allowed T-Mobile to bring people together virtually and make connections with mentors, Nelson <a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener">told Fortune</a>.



Much of what we do for work these days is online, and software makes it easier to create mentorship relationships that can work in any setting. You can use a range of software products for your organization without purchasing a software company. In recent years,<a href="https://www.skool.com/" target="_blank" rel="noreferrer noopener"> Skool has become popular</a> for creating communities—including mentorship programs. Other options include using the<a href="https://chronus.com/software/mentoring-software" target="_blank" rel="noreferrer noopener"> Chronus platform</a>,<a href="https://www.qooper.io/mentoring-software" target="_blank" rel="noreferrer noopener"> Qooper</a>,<a href="https://www.togetherplatform.com/" target="_blank" rel="noreferrer noopener"> Together</a> and a host of other available software.&nbsp;



Nelson told <a href="https://fortune.com/2024/12/30/t-mobile-mentorship-program-employee-retention/" target="_blank" rel="noreferrer noopener">Fortune</a> that employees build profiles on the software, which can then match them with mentors throughout the company across various teams and departments. In the case of T-Mobile, roughly 7,000 employees have profiles on the mentorship software they use, and about 2,000 have used it to make mentoring connections.



<h2 class="wp-block-heading" id="h-set-clear-goals-and-boundaries-for-your-mentorship-program">Set clear goals and boundaries for your mentorship program</h2>



According to Gallup, U.S. employee engagement improved slightly in 2024, <a href="https://www.gallup.com/workplace/647564/employee-engagement-inches-slightly-year-low.aspx#:~:text=U.S.%20Employee%20Engagement%20Inches%20Up%20Slightly%20After%2011%2DYear%20Low,-by%20Jim%20Harter&amp;text=After%20hitting%20an%2011%2Dyear,being%20fully%20engaged%20at%20work." target="_blank" rel="noreferrer noopener">rising from 30% to 32%</a> after hitting an 11-year low in the first quarter of 2024. Disengaged employees affect team performance and ultimately affect an organization's bottom line.&nbsp;



Mentorship programs effectively engage employees and give them the professional development tools they need to thrive in the workplace.



Your mentorship program will need clear goals for your organization and for employees to set. You'll need to know what you hope to achieve from the program and be able to suggest goals for those participating in mentorship, as this may be their first experience with professional development.&nbsp;



Your mentorship program will also need boundaries. You'll want to ensure the level of involvement, access and contact between employees is safe and doesn't feel like a burden. Boundaries also help combat employee disengagement.&nbsp;



<a href="https://www.linkedin.com/in/deirdre-e-orr/" target="_blank" rel="noreferrer noopener">Deirdre Orr</a>, an HR consultant and founder of Deirdre Orr Consulting, says that organizations should start with the end goal in mind and think outside the box with pairing.



“A lot of mentorship programs try to pair people together that are in like fields or like interests,” Orr says. “But what I encourage my clients to [do is] kind of think outside the box as well to provide developmental opportunities for people.”



She advises pairing up employees with different learning opportunities because it broadens their horizons and allows them to utilize other skill sets, gain experience in other roles and learn different ways of thinking about the organization and its growth.



“Another tip for a very successful mentorship program is aligning it with [the] company goals, initiatives [and] mission, because in order to get people to participate in [a] mentorship program, it really helps to kind of have something to back it to where they know that they're influencing something or they're adding value to… the organization,” Orr says.



<h2 class="wp-block-heading" id="h-employee-mentorship-creates-organizational-growth">Employee mentorship creates organizational growth</h2>



<a href="https://www.linkedin.com/in/shanthomasbiz/" target="_blank" rel="noreferrer noopener">Shan Thomas</a>, a business consultant, says employee mentorship is hugely important.



“No one really trains you on how to navigate corporate spaces, and corporate just works a little differently,” Thomas says. “You come straight out of school, you go to college and then you think you have the skills and the tools and the techniques to go and be successful in corporate. But every company has a different culture. They have different norms. There are different soft skills that need to be honed.”



If your organization doesn't have a mentorship program, this can be a great addition to your workplace culture initiatives. Mentorship helps give everyone within your organization their best opportunity to thrive.&nbsp;



Photo from fizkes/Shutterstock.com.

T-Mobile’s mentorship program increased employee retention and engagement. Here's how you can start your own.

One of the best ways to improve at something is by learning from someone who's already done it. Mentorship can be a cheat code to accelerate growth, | SUCCESS

T-Mobile’s Mentorship Program Increased Employee Retention by 37%. Here’s How You Can Model Mentorship for Your Organization

How to Start an Employee Mentorship Program | SUCCESS

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Personal Development

Personal Development Archives

Personal Development | SUCCESS | What Achievers Read

I’ve been working for most of my life. I got my first official job at age 15, cleaning churches on a janitorial crew. I remember how good it felt to get a paycheck after working hard. I went to the bank with my mother to cash the check and had a mini shopping spree at Toys “R” Us.



As I grew older, life took an unexpected turn when, at 17, I ended up homeless in a shelter. I dropped out of high school, got three fast-food jobs and focused on survival. Work was my lifeline at that stage—my escape from reality and the only way to create a better life.&nbsp;







I eventually left the homeless shelter and got my apartment. At one of the jobs, I met the woman who would become my wife, and we got married the day after I turned 18.



My work history continued with jobs in retail and getting my CDL at 18. With each new job, my salary was higher, and I felt more accomplished. It felt good to support my wife and my first child at age 19.&nbsp;



Whenever I met someone new, they’d ask, “What do you do?” I was happy to tell them about my job and my high salary as a 19-year-old. Without knowing it, I was tying <a href="https://successcom.wpenginepowered.com/how-to-separate-your-work-from-your-identity/">my identity</a> and measure of success to my work.&nbsp;



This pattern and mindset of work being my everything would continue to build over 20 years. It wasn’t until my children started entering the workforce that I realized my identity was ingrained in my work. My Gen Z children taught me lessons about work that my generation didn’t, and it has changed me. Here’s how.



<h2 class="wp-block-heading" id="h-growing-up-in-an-immigrant-household-meant-a-focus-on-work">Growing up in an immigrant household meant a focus on work</h2>



My mother is an African woman from Mombasa, Kenya, and my stepfather is from the Democratic Republic of the Congo. I’m a first-generation African American who grew up with two parents who often talked about the struggles our family faced trying to make a living in Africa.



My mother would tell us that a good job was the key to a successful life. The importance of work was cemented in my mindset. As an adult, I felt so proud to be able to name-drop well-known companies like Pepsi or QuadGraphics when telling others about my work.



At 19, I had the opportunity to start my first business, a vacation-relief service for independent bread vendors. The company cost $100 to start, had low expenses and quickly grew into a highly profitable business. My family was proud.



My identity and how I saw success was deepened toward my work. When my business revenue increased, I was the happiest person you’d ever met; when sales were slow—I felt like a loser.



<h2 class="wp-block-heading" id="h-i-learned-there-s-more-to-life-than-work">I learned there’s more to life than work</h2>



When my Gen Z children started working, I would ask them about their jobs. I was often surprised at <a href="https://successcom.wpenginepowered.com/work-life-balance-tops-pay/">how they viewed work</a> and what their jobs meant to them. I have five Gen Z children who work traditional jobs, and our oldest owns a business.&nbsp;



My Gen Z children see their jobs as a way to earn money to live and do things outside of work. They work to live—not live to work.



They don’t buy into the belief that you work hard for most of your adult life to enjoy the last few years. They told me they use their sick days and other company benefits, such as vacation time, mental health days and discounts offered for employees on merchandise and stays (one works at a hotel). They don’t see this as being a bad or uncommitted employee.



Much commentary is offered about Gen Z. What I see missing from this conversation is that Gen Z is the first generation that doesn’t tie their identity to their work, and to see there’s more to life than work.&nbsp;



“(Gen Z’s) attitude is slightly different because they come in without all the baggage that other generations have carried. (Gen Z) cares more about their life balance than other generations have, and they’re not willing to sacrifice their time like other generations have,” says Melanie K. Hall, a licensed clinical professional counselor, therapist and coach.



<h2 class="wp-block-heading" id="h-tying-your-identity-to-work-can-be-unhealthy">Tying your identity to work can be unhealthy</h2>



I can’t tell you how often someone has told me they feel Gen Z is lazy and doesn’t care about their jobs like previous generations have. However, many previous generations aren’t aware how unhealthy it can be to tie your identity to your work.



Charese L. Josie, a licensed clinical therapist and leadership development trainer who’s worked with different generations in the workforce, says we don’t realize that work has an end date—there’s an achievement wall.&nbsp;



“When we get to that job that we long for, even if we get a promotion, there’s an end date. We have now achieved that goal. And then what we’re not taught is, then, who are we now once that end date has [been] achieved?... We have no idea what’s next for us and who we are, and what’s the next thing for us to grab onto,” says Josie.&nbsp;



I’m 44 years old, and that’s not what my immigrant parents taught me about work growing up. These conversations with my Gen Z children made me realize how much of my identity I had attached to my work.



When I noticed how work was affecting my mindset, I knew I needed help. I decided to get therapy. I’ve had therapy regularly over the past six years, and it’s helped me see that success, growth and who I am are more than what I do for work.&nbsp;



“I not only think it’s unhealthy, I think it’s dangerous to tie our identity to work because work is ever evolving,” says Josie.&nbsp;



<h2 class="wp-block-heading" id="h-creating-a-work-optional-life-is-my-goal-now">Creating a work-optional life is my goal now</h2>



My Gen Z children in the workforce helped me understand lessons about life and work that my generation didn’t. I’ve seen them work and earn money to travel, take time off, not work as much as possible, and fund their retirement accounts in earnest so they may retire early and create a life where work becomes optional. Work isn’t the first or main thing they discuss when meeting someone new; it’s how they enjoy life. I’ve seen two of my kids quit jobs that didn’t align with their values and take less pay for jobs that do. I’ve seen them ignore work communication outside of working hours and watched them stick to the strong boundaries they’ve set for their work parameters.



Their outlook, along with therapy, changed my mindset and helped me detach work from being a major part of my identity.



My goal is to spend my working time only on things that contribute to my personal and professional development, and to use my businesses to build financial independence. I’m taking what I earn and investing as much as possible into assets that make my money work for me. 



I aim to create a work-optional life that allows me to spend my time, attention and energy living a life of freedom where I don’t have to work if I don’t want to. I used to work seven days a week, but now I take off every weekend. I don’t answer client correspondence outside of normal business hours, and I don’t take meetings anymore.&nbsp;



My wife and I get massages, enjoy fancy meals and spend hours in our favorite place, bookstores, every weekend. I spend more time on my personal development, reading books, watching YouTube videos and listening to fiction audiobooks. I’ve set a goal to take more vacation time than work days, and I understand now that how I achieve success is much broader in scope than what I do for work.



Photo from Kimanzi Constable

Life is about more than work. Learn how one entrepreneur’s outlook on work and success changed when his Gen-Z children entered the workforce.

I’ve been working for most of my life. I got my first official job at age 15, cleaning churches on a janitorial crew. I remember how good it felt to get a | SUCCESS

I Have 5 Gen Z Children in the Workforce. They Taught Me Not to Make Work My Identity

What Gen-Z Can Teach Us About Work-Life Balance | SUCCESS

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Jenny Groberg started her first business out of necessity. She was the CFO of a company that dissolved, and her husband was a full-time medical student. Groberg needed to work.



With small children at home, Groberg was limited in where she could work as the family had no child care options. Groberg needed to earn money remotely at a time when remote work wasn't yet common.&nbsp;



She turned to consulting small businesses since she had a background in finance and accounting. What started as a few clients grew into <a href="https://booksmartspro.com/" target="_blank" rel="noreferrer noopener">BookSmarts Accounting &amp; Bookkeeping</a>, which is now a seven-figure, all-women business.&nbsp;



Then, Groberg suffered a traumatic brain injury in 2018. Her doctor said she had to give up running her business. Devastated, Groberg stepped away from her company.&nbsp;



But after years of enduring a profoundly challenging quality of life, Groberg ultimately re-emerged as the CEO of her company.



Here's how.



<h2 class="wp-block-heading" id="h-solving-her-own-problem">Solving her own problem</h2>



Groberg’s business stemmed from solving her own problem—a task that has catalyzed many other successful companies. In Groberg’s case, the problem was her lack of child care.&nbsp;



“I needed to work. I didn't have any child care options…. I was constrained by the fact that I had… little kids… and so I had to do something remotely,” Groberg says. “And so I used my skills as a CFO and my background in finance and accounting, and started consulting with small businesses on improving their accounting systems…. Oftentimes, the business owners would just say, ‘Jen, this is just so much more efficient if you do this for me.’”







Groberg knew she needed a way to acquire new clients consistently, so she turned to QuickBooks' ProAdvisor platform, which allows advisors to connect with new clients. “I didn't even have $500 to pay for it,” Groberg says, “but I called another pro advisor and said, ‘Hey, is this worth the money?’ And he said, ‘Absolutely, you'll get a lot of good referrals from it.’”



Groberg signed up, leveraged the platform and received 100 five-star reviews. Her advantage was that she was among the few women on the platform. “I could see that I stood out in the industry and I was different,” she says. “So I think that really was an advantage.”



The first year, her business brought in $30,000, which helped her family, as her husband hadn’t started making money yet.&nbsp;



<h2 class="wp-block-heading" id="h-growing-pains">Growing pains</h2>



A few years into the business, Groberg had three kids, stayed up until 2 a.m. every night and had more work than she could handle, which all felt overwhelming.



“I was drowning, and I just said, ‘I cannot sustain this; I have to sell,’” Groberg says. “I had somebody that I thought might work, and then that fell through, and then I pivoted to hiring my first employee…. That was kind of the first real catalyst for growth.”



The employee eventually came on full time, and still, the work was more than they both could handle between them. Her business continued to grow, and Groberg hired more full-time employees.



By 2017, she had 13 employees and was feeling more comfortable. “That was a lot to manage: all the clientele, all the people, all the things—and then I got hurt.”



<h2 class="wp-block-heading" id="h-pushing-through-the-pain">Pushing through the pain</h2>



Groberg's injury happened by chance. She was grabbing something on her bathroom counter, and when she went to step down, she slipped on some water. She fell and hit her head on their travertine floor.



“I didn't really realize how catastrophic that fall was…. When I went to get up the next morning… I couldn't even stand up,” Groberg says. “I couldn't blow-dry my hair, and it really felt like I was in a coma for months—years, honestly.”



Groberg says she was surrounded by medical professionals who didn't think the injury was that bad, but also notes that you can't see a brain injury. After months, Groberg was not getting better. She spent hundreds of thousands of dollars on various therapies, including brain rehab, but none of them worked.&nbsp;



“After I got hurt, I couldn't even do my hair. I [couldn’t] take my kids to run an errand…. The basic tasks, I was unable to do,” Groberg says. “I would try to invoice my clients… and it would take me hours to try to key in an invoice, and then the others, I would just put off.”&nbsp;



<h2 class="wp-block-heading" id="h-seeking-help-after-injury">Seeking help after injury</h2>



After two years, a doctor and a neurochiropractor told Groberg she'd never get better because the more stress she had, the more taxed her brain was. Her business was a stressful activity. She tried to sell her business to an employee, but got a lowball offer of $300,000—her business was valued closer to $700,000.&nbsp;



Groberg decided instead to keep her business, and made the employee her manager, offering her a profit-sharing arrangement—the business grew 400% over three years. Groberg took this time to give her brain a rest.



“My headaches were 10 out of 10. My vision was blurry. I was nauseated all day, so I would go from my couch to my sofa to my bed, and then, if I had to do something, I would just be like, ‘OK, I’m going to push through this and do it because of guilt,” Groberg says. “My husband just kept saying, ‘Hey, Jenny, this is fine. This is why we have a family, we can do this, I can step in.’”



At the four-year mark after the accident, Groberg learned about an eye doctor in Chicago who makes special eyewear for people with brain injuries. Groberg went to see the doctor, who told her each of her eyes was working independently and that that was why she was so nauseated, dizzy and getting bad headaches.



“She made me these eyeglasses, and that was the turning point,” Groberg says. “I had to go back every quarter to get an updated prescription. I still am wearing them, and I feel so much better. So after the first year, my headaches started to stop.”



Delegation and trust are Groberg's best tips for managing a business when you have health issues. She says every entrepreneur tries to do everything, and delegating is the best way to avoid burnout—especially when you have health issues. “The key is to have checks and balances in place so that your time is freed up so that you can actually grow your business,” she says.&nbsp;



<h2 class="wp-block-heading" id="h-paying-it-forward">Paying it forward</h2>



Groberg’s initial decision to hire only women was intentional—it’s one of her business’s core values. “I feel a [sense of] stewardship to offer <a href="https://successcom.wpenginepowered.com/women-in-trades/">work to women</a>,” she says. “I know how hard it is to be a mom. I know how hard it is to not have any money, and so that's kind of what the business model is built upon.”



Her instincts and personal development work have paid off. BookSmarts Accounting &amp; Bookkeeping has been featured in the media multiple times, and the firm has been recognized as one of Utah’s top 100 companies championing <a href="https://successcom.wpenginepowered.com/how-women-are-rising-in-business/">women in business</a>.



Photo courtesy of Jenny Groberg

Jenny Groberg was growing her business when she suffered a serious brain injury. Here’s how she healed—and built a thriving company.

Jenny Groberg was growing her business when she suffered a serious brain injury. Here’s how she healed—and built a thriving business. | SUCCESS

How Entrepreneur Jenny Groberg Built a Thriving Accounting Firm After a Traumatic Brain Injury

How to Run Your Business While Coping With Health Issues | SUCCESS

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