Goal Setting Strategies

One thing 99% of candidates never do after their interview and it costs them the offer every time… They never send a real, impactful follow-up. My student, a complete fresher, was competing against candidates with more experience. After weeks of rejections and silence, he got his YES from a top MNC. Because he did this ONE thing 99% ignore: he sent a follow-up message that showed genuine interest, real value, and absolute intent. Why does this matter? According to LinkedIn’s research, candidates who follow up within 24 hours are 50% more likely to receive a positive response. But almost no one does it well. 👉 Here’s the exact type of follow-up I teach my students to send (that actually works): Subject: Thank you for the opportunity Hi [Interviewer’s Name], Thank you for meeting with me today. Our discussion about [specific project, e.g., Infosys’ new fintech initiatives] made me even more excited about the possibility of joining your team. I wanted to add a quick thought: Given my experience leading my college’s coding club and developing a payments app for over 2,000 users, I believe I can quickly add value to [Company]’s [specific goal or project]. If there are any further steps I can complete or details I can provide, please let me know. Looking forward to the next steps! Best, [Your Name] Why did this work? 1️⃣ It’s specific (mentions a company project or problem). 2️⃣ It ties the candidate’s unique value directly to the company. 3️⃣ It’s proactive and genuine, not “just checking in.” The post-interview silence is where most opportunities die. But also where a single message can reopen the door. 💡 My tips for you: ➡️ Always send a tailored follow-up within 24 hours. ➡ Reference the interview and your own strengths — show you remember, you care, you fit. ➡ Keep it short, real, and focused on THEM (not just you). If you want to turn interviews into offers, don’t just prepare for the questions. Own the moments after you leave the room. #interview #interviewtips #interviewpreparation #careergrowth

The Real Reasons Women are Exiting the Workforce As a senior leader at the intersection of policy, product, and advocacy, I've witnessed a critical trend that demands our attention. I've witnessed, firsthand, a disheartening trend: accomplished women, poised for leadership, choosing to exit the workforce. This exodus isn't due to a lack of ambition or capability but stems from systemic challenges that remain unaddressed. Top 3 Reasons Women are Quitting: 1/ Burnout Epidemic: Balancing high-stakes professional roles with personal responsibilities often leads to chronic stress and exhaustion. Many women find themselves at a breaking point, questioning whether enduring this relentless pressure is sustainable.The absence of adequate support systems exacerbates this fatigue, making the option to step away seem like the only viable solution. 2/ Comfort Zone Trap: Many talented women are paralyzed between known mediocrity and unknown potential. The fear of breaking away from 'comfort' keeps them stagnant. 3/ Stagnation in Career Advancement Despite their dedication and expertise, numerous women encounter barriers that hinder their progression into senior leadership roles. This glass ceiling not only stifles their professional growth but also diminishes their motivation to remain within organizations that fail to recognize and reward their contributions. I recall a conversation with a mentee—a brilliant product manager and mother of two. Despite her exemplary performance, she felt perpetually on the brink of burnout, unseen in her aspirations, and constrained by an inflexible schedule.Her story is not unique but echoes the experiences of many. The solution I proposed to her focused on three critical strategies: 1/ Speak to your manager about a flexibility and office timings that allow her to balance professional responsibilities with family needs. Manage your time more effectively and wisely 2/ Create a career progression plan in the current job that identifies opportunities available for exceptional impact and a future promotion, to break the stagnation she found herself in 3/ Contribute to organisation wide initiatives that establish open communication channels and implement policies that support work-life balance, in turn helping others through the same dilemma. This demonstrates commitment to her and her organisations collective success. Women aren't just leaving jobs—they're making powerful statements about workplace culture. It's imperative that we, as leaders and organizations, confront these challenges head-on. Creating structured mentorship opportunities can provide women with guidance, support, and advocacy, helping them navigate career challenges and advance into leadership roles. Mentorship isn't just support—it's survival. Your Turn: >> What trends have you noticed contributing to this issue, and >> How can we collaboratively create a more inclusive and supportive workplace for all?

Bad goal setting can cripple your business (I know from firsthand experience). Here's how to set goals that propel your business forward. Step 1: Analyze last year’s performance. You can’t set the right goals without the correct information. So, take some time to gather data from the previous year to find areas of strength and weakness. Look at your: Revenue streams — what are your most profitable areas? Your biggest cost centers? Sales & marketing — can you spot trends in customer acquisition or marketing ROI? Operations — where is your business bottlenecked? Where might you be overstaffed? Employee performance — look at productivity and churn. Which direction are things going? — Step 2: Brainstorm areas for improvement. Write down all the possible things you could work on. This is a great group activity for your leadership team or even the whole company (depending on your size). The data you’ve collected in step 1 should give you some idea of opportunity areas. One tip: don’t discount an idea just because it’s hard. Often the biggest impact things are hard to do. But you should be realistic about the effort required to get something done, and its chances of success. — Step 3: Set SMART goals Specific: Define clear and precise goals. Instead of saying "increase sales," say "increase sales by 12% in the next 6 months." Measurable: Ensure each goal has quantifiable metrics. E.g. "Reduce customer acquisition costs by 15% by the end of the year." Achievable: Set realistic goals based on your resources, budget and other constraints. E.g. if you have limited cash, avoid goals that would severely impact your monthly cash flow. Relevant: Align goals with your overall business objectives. Ensure they address the key areas for improvement identified earlier. Time-bound: Set deadlines for each goal. E.g. "launch a new service by Q3." — Step 4: Develop an Action Plan For each goal, create an action plan that outlines: Steps and Milestones: Break down each goal into smaller, manageable tasks. Set milestones to track progress. Resources: Identify the resources needed (time, money, personnel) and ensure they are available. Responsibilities: Assign tasks to specific employees. Ensure everyone understands their role and what is expected of them. Timeline: Establish a timeline with deadlines for each task and milestone. Doubling down on one point there: always assign tasks to a single person. They can still bring in other people to contribute, but it’s one person’s responsibility to get it across the finish line. — Step 5: Monitor and Adjust Goals are not static. Regularly check your progress, and adjust based on new insights or changing circumstances. Schedule monthly and/or quarterly reviews to keep everything on track. Having a simple KPI tracker is a good way to keep tabs on things. Make sure you’re regularly checking in, and ask people to flag any roadblocks or necessary adjustments as soon as they identify them.

Years ago, I watched one of the best enterprise salespeople I've ever known lose a million-dollar deal simply because "𝗜 𝗱𝗼𝗻'𝘁 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝗽𝘂𝘀𝗵𝘆". This brilliant, capable professional was letting million-dollar opportunities slip away because she was afraid of seeming aggressive. Sound familiar? Here's the reality I've found after analyzing thousands of sales interactions: The average B2B purchase requires 8+ touches before a response, but most salespeople give up after 2-3. 𝗧𝗵𝗲 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻 𝗶𝘀𝗻'𝘁 𝗳𝗲𝘄𝗲𝗿 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽𝘀—𝗶𝘁'𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝗼𝗻𝗲𝘀. Working with clients across industries, I've developed what some have called the "Goldilocks Sequence" – not too aggressive, not too passive, but just right for maximizing response rates without alienating prospects. It starts with how we view follow-ups. Stop thinking of them as "checking in" and start seeing them as opportunities to deliver additional value. For each client, we build what I call a "Follow-Up Content Library" with 5-10 genuinely valuable resources for each buyer persona – a mix of their content and third-party research addressing likely challenges. Having this ready means follow-ups can pull the most relevant resource based on the specific situation. The sequence itself has a rhythm designed to respect the prospect's time while staying on their radar: 𝗗𝗮𝘆 𝟭 is the initial value-focused outreach with a specific insight (never generic "I'd like to connect" language). Around 𝗗𝗮𝘆 𝟯, we send a gentle bump, forwarding the original email with: "I wanted to make sure this reached you. Any thoughts on the [specific insight]?" It's brief and assumes positive intent. By 𝗗𝗮𝘆 𝟱, we shift to an alternative channel like LinkedIn, with a personalized note referencing the insight, but still no meeting request. Around 𝗗𝗮𝘆 𝟴 comes the pure value-add – sharing a relevant resource with no ask attached: "Came across this [article/case study] that addresses the [challenge] we discussed. Thought you might find it valuable regardless of our conversation." 𝗗𝗮𝘆 𝟭𝟮 brings what I call the "pattern interrupt" – a brief email with an unexpected subject line and single-question format that's easy to respond to. Then, around Day 18, we send the "permission to close" message: "I'm sensing this might not be a priority right now. If that's the case, could you let me know if I should check back in the future? Happy to remove you from my follow-up list otherwise." This sequence generated a 34% response rate for an enterprise software client compared to their previous 11% using traditional methods. The key difference? Every touch adds legitimate value rather than just asking for time. And because it's systematic, it removes the emotional weight of deciding when and how to follow up. What's your most effective follow-up technique? I'm always collecting new approaches to share with clients. #SalesFollowUp #OutreachStrategy #PipelineGeneration

I just reviewed a follow up email that made me want to delete my LinkedIn account. After an incredible discovery call where the rep: → Uncovered $500K in annual losses → Identified specific pain points → Built genuine rapport with the prospect He sent this follow up: "Hi John, following up on our conversation. Any thoughts on next steps?" I'm not joking. That was the entire email. This rep went from trusted advisor to desperate vendor in one sentence. Here's what he should have sent instead: "John, Based on our conversation about the $500K you're losing annually due to deployment delays, I've put together a brief overview of how we've helped similar companies reduce this impact by 80%. Given the scope of this challenge, when can we get your CFO involved to discuss the business case? Best regards, [Rep name]" The difference is night and day: ❌ Weak follow up: "Any thoughts on next steps?" ✅ Strong follow up: References specific problem + demonstrates value + advances the sale Your follow up emails should sell, not beg. Every touchpoint is an opportunity to: → Reinforce the problems you uncovered → Show how you solve them → Move the deal forward Stop wasting these golden opportunities with generic, desperate sounding messages. Use what you learned in discovery to craft follow-ups that advance the sale. Your prospects are drowning in "just checking in" emails. Be the one who stands out by referencing real business impact. — Reps! Here’s 5 simple follow up strategies to close seals faster and to minimize ghosting: https://lnkd.in/gJRJwzsN

Why do we so often hear: “𝘐 𝘸𝘪𝘴𝘩 𝘐 𝘩𝘢𝘥𝘯’𝘵 𝘴𝘵𝘰𝘱𝘱𝘦𝘥 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘸𝘩𝘦𝘯 𝘐 𝘸𝘢𝘴 𝘺𝘰𝘶𝘳 𝘢𝘨𝘦”?   If there is one thing that unites women in business, it’s why they put their careers on hold.   And not just that. I'm sure many women have had that same eye-opening moment when they realized they needed to go full speed ahead if they wanted to have a family and remain successful and present in their #careers.   Throughout my career, I've seen countless talented women drop out of their careers shortly after taking on their first #leadership roles or often even before!   And it's no wonder. In fact, women's participation in the mid-career workforce drops from 46% at entry level to just 29% by the time they reach VP status, according to #Entrepreneur.   But why is this? ❌ Women often feel that they cannot live up to expectations. ❌ Women still do most of the care work for children: Destatis found that only 40% of mothers with children under three years are employed, compared to 90% of fathers. ❌ They face the fear of not being able to handle personal and professional life at once. ❌ They face the fear of life choices needing to be made. 𝐀𝐬 𝐦𝐲 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐠𝐨𝐚𝐥 𝐢𝐬 𝐭𝐨 𝐩𝐚𝐯𝐞 𝐭𝐡𝐞 𝐰𝐚𝐲 𝐟𝐨𝐫 𝐟𝐮𝐭𝐮𝐫𝐞 𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬 𝐈'𝐝 𝐥𝐢𝐤𝐞 𝐭𝐨 𝐬𝐡𝐚𝐫𝐞 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮 𝐦𝐲 𝐭𝐨𝐩 6 𝐫𝐞𝐜𝐨𝐦𝐦𝐞𝐧𝐝𝐚𝐭𝐢𝐨𝐧𝐬 𝐭𝐨 𝐬𝐭𝐚𝐲 𝐛𝐨𝐥𝐝 𝐚𝐧𝐝 𝐩𝐫𝐞𝐬𝐞𝐧𝐭 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫:   1️⃣ Reflect on where you want to go in life, what you want to achieve, and what your milestones are.   2️⃣ Find a supportive life partner and don't be too hard on yourself - you can't do it all on your own!   3️⃣ If you want to continue working, define a plan, rely on your partner and network, and ask for help if you feel like it – you shouldn’t be judged for that!   4️⃣ Join a network or find yourself a mentor to share your challenges because open exchanges will help you to overcome them: 67% of women rate #mentorship as highly important in career advancement, according to the Entrepreneur.   5️⃣ Find an employer that embraces diverse leadership and demands flexibility.   6️⃣ Be the change you want to see in organizations! Push the boundaries and demand what you need to balance your career and personal life!   It's time to work together to ensure that women in leadership positions don't have to make an all-or-nothing choice between career and family. Let’s raise transparency for this important topic and discuss what seems unspoken.

As financial planners, we all know the importance of a tailored approach. But when it comes to single and widowed women, that personalization becomes even more critical. When supporting single, widowed clients, here are some questions I consider: ➡️ Has my client been involved in past financial decisions? Understanding their level of experience is crucial for a smooth transition and building trust. ➡️ What is her level of financial knowledge? My goal with widowed or newly single clients (as with all my clients) is to provide clear explanations and empower them to make informed decisions. ➡️ What additional support do they need? Financial planning goes beyond investments. I help my clients identify and build a reliable support network for their long-term wellbeing. Our role as financial planners extends beyond technical expertise. We become decision partners for our clients, walking alongside them through life's changes. By incorporating these strategies and practicing client first financial planning, you can build stronger client relationships and empower your single and widowed clients to achieve their financial goals. What resources can we leverage within our network to further support these clients?

🔔 OpenAI’s hot new usage study surfaced a breakthrough signal for wealth management industry and fundraising Women now make up 52% of ChatGPT users 😎 In the early days up to 80% were men. Usage has also shifted toward practical guidance and writing over coding, and adoption is accelerating across lower income countries. If you are in wealth management the takeaway is clear. Start listening to women more. See them. Make them feel visible. Women already control $10T in U.S. household financial assets. Several firms project that number could approach $30T by 2030 as wealth transfers accelerate. Service must shift from product sales to life outcomes. BlackRock’s guidance is simple. Women prefer goals based conversations over benchmark talk. Translate returns into life plans. What does a 3% drawdown mean for a child’s education or a second home. Plan across generations. Goldman Sachs notes that engaging the next generation early and often builds confidence and keeps families connected to their advisors. They also highlight a stark fact. About 70% of widows change advisors within a year when they never felt included. Make difficult topics standard in your process. Divorce. Death. Caregiving. These are not edge cases. Cerulli Associates estimates $54T will pass first to widows through 2048. Women also live longer and face more career interruptions due to caregiving. Holistic planning is not optional. Elevate values and sustainability in portfolio dialogue. UBS finds 71% of women consider sustainable factors when investing versus 58% of men. Family Wealth Report and UBS also flag a communication gap. Many inheritors have had few real conversations about wealth transfer before it happens. Close that gap with structured family meetings and education. What to change now as I see it 👇🏼 • Reframe reviews around goals, cash flow, and life events, not beating an index • Build a multi generational engagement plan that includes children and next gen decision makers • Add a standing conversation track on estate, trusts, liquidity for life transitions, and preparedness for widowhood • Offer education modules that pair AI assisted research with advisor coaching, so clients can explore and then decide with you • Diversify your advisor bench and client service teams to reflect who actually holds and will hold wealth The headline is not just that women are using ChatGPT more. It is that a new majority of AI native clients are telling us how they want to learn, decide, and plan. Advisors who adapt will capture the next decade of relationships. Those who do not will be replaced. #familyoffice #wealthmanagement #ai #money #investing

Top Financial Planning Tips for Women to Secure Their Future Financial planning is a cornerstone of independence & security. Yet, women often face unique challenges that necessitate tailored strategies longer life expectancies, career breaks, or wage gaps. Whether you're a working professional, entrepreneur, or homemaker, taking charge of your finances is crucial for achieving long-term stability & confidence. >Start With Clear Financial Goals: Define what financial security means to you. Is it buying a home, funding your child’s education, or retiring comfortably? Clear goals act as a roadmap, enabling you to allocate resources effectively. >Build an Emergency Fund: Life is unpredictable,& an emergency fund acts as a safety net during tough times. Aim to save at least 6–12 months of living expenses in a liquid, easily accessible account. >Prioritize Insurance Coverage: Adequate insurance protects you and your family from unforeseen financial strain.Women-specific insurance plans can provide added benefits, such as maternity coverage or critical illness protection. > Invest for Long-Term Growth: Don’t let your savings sit idle. Start investing in instruments like mutual funds, stocks, or ETFs to outpace inflation & grow your wealth. > Take Advantage of Tax-Saving Opportunities: Use tax-saving tools like Public Provident Fund, National Pension System, or equity-linked savings schemes. >Plan for Retirement Early: Women tend to live longer than men, making retirement planning even more critical. Start investing in retirement-focused schemes like NPS or create a diversified portfolio to generate steady income in your golden years. > Address the Gender Pay Gap: If you feel you're underpaid, don’t hesitate to negotiate your salary or explore additional income streams, such as freelancing, consulting, or passive income investments. Financial independence starts with earning your worth. > Educate Yourself About Finances: Financial literacy is a powerful tool. Attend workshops, read books, or use online resources to improve your understanding of budgeting, investments, and wealth management. Knowledge empowers you to make confident and informed decisions. >Consider Estate Planning: Don’t overlook the importance of a will, trust, or power of attorney. Estate planning ensures your assets are distributed as per your wishes and avoids legal complications for your loved ones. >Seek Professional Guidance: If managing finances feels overwhelming, consult a financial advisor. An expert can help you tailor strategies to meet your unique needs, ensuring your financial plan stays on track. Securing your financial future is a journey, not a destination. By starting early, staying disciplined, and educating yourself, you can create a solid financial foundation that supports your aspirations and provides peace of mind. Follow #ROSHAANMAHBUBANI for more insights & updates on #investmentstrategies.

Woman has a baby: “You don’t want that promotion, you need to focus on your family.” Man has a baby: “Here’s your promotion- you need to provide now.” Sadly, I’ve seen this scenario play out quite a few times. The assumption is that women will want to cut back. They get laid off, passed over- 𝐠𝐫𝐨𝐰𝐭𝐡 𝐬𝐭𝐚𝐥𝐥𝐬, 𝐍𝐎𝐓 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐭𝐡𝐞𝐲 𝐝𝐨𝐧’𝐭 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐠𝐫𝐨𝐰, 𝐛𝐮𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐚𝐬𝐬𝐮𝐦𝐩𝐭𝐢𝐨𝐧𝐬 𝐚𝐛𝐨𝐮𝐭 𝐚𝐦𝐛𝐢𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐦𝐨𝐭𝐡𝐞𝐫𝐡𝐨𝐨𝐝, like: -Mothers cannot be ambitious -Mothers cannot show up at work as well anymore -Mothers all secretly want to stay at home -Mothers will be “distracted” -Kids must be cared for by mothers AND, there are assumptions that hurt fathers too, like: -Fathers’ main role is providing financially -Fathers’ presence at home is unimportant -Fathers are not primary caregivers -Fathers are more ambitious These assumptions hurt everyone too 🔹they limit what people get to be at work (and even women who are not mothers get caught up in these assumptions), 🔹they limit what people get to be at home, 🔹 they reinforce the gender gap in both pay and leadership, and, They limit workplaces. Because lack of growth and meaningful work is one of the main reasons that women share for why they leave after having kids. Meanwhile, when we understand that ambition and motherhood co-exist… When we understand that ambition can make me a 𝑩𝑬𝑻𝑻𝑬𝑹 mother, And motherhood can make me 𝑩𝑬𝑻𝑻𝑬𝑹 at my job Then we empower women to make choices that help them excel- at whatever they choose to do. We give them choices. And that benefits everyone.