Partnership Management Essentials

In the last 10 years, I managed over 100 accounts myself and probably interacted with over 2000 that my team manages. After building 100s of relationships, I've discovered something surprising. Trust isn't built through grand gestures or perfect presentations. It's built through consistency. Research shows when B2B customers view a vendor as a trusted adviser, they generate 1.5x greater revenue and are 2.5x more likely to repurchase. But here's the shocking part: only 31% of B2B customers believe their vendors truly understand their needs. This gap isn't just concerning, it's a massive opportunity. There are four pillars that transform ordinary vendor relationships into unbreakable partnerships. 1 - Competence Not just expertise, but applied knowledge that solves real problems. As Samuel☔️ Thimothy wisely noted, "Your goal as a business is to prove to your customers that you're their best shot." 2 - Integrity In B2B, where multiple stakeholders are involved, ethical consistency isn't optional, it's essential for survival. 3 - Reliability Meeting deadlines isn't just about calendar management, it's about proving your client can build their success on your foundation. 4. Empathy Understanding your client's business as if it were your own. This isn't just good service; it's good business. I recently read the story of a global packaging supplier who revolutionized their approach by creating a dedicated insights department. Instead of just delivering products, they delivered market intelligence. The result? Their customers now view them as indispensable partners, not interchangeable vendors. Building trust isn't an event, it's a daily practice. It's delivering slightly more than promised, consistently over time. It's acknowledging mistakes quickly. It's celebrating your clients' wins as if they were your own. Kelly Van Arsdale put it perfectly: "The more reliable and professional you can be, the more likely someone is to continue being a customer." What's one small consistency you could implement tomorrow that would build trust with your clients? Share in the comments, I'd love to learn from your experience. __ ♻️ Reshare this post if it can help others! __ ▶️ Want to see more content like this? You should join 2297+ members in the Tidbits WhatsApp Community! 💥 [link in the comments section]

If you don’t trust the expert, why hire one? You don’t need a strategist, consultant, coach, or designer. You need an employee. Micromanaging clients are rarely spoken about but they silently kill creativity, trust, and outcomes. You hire an expert for their clarity, vision, and years of experience. Then you try to steer every move. Correct every detail. Override their direction. Second-guess their decisions. That’s not collaboration. That’s control. And control without trust is not a partnership it’s a power struggle. 💥 Micromanaging: – delays execution – dilutes the original idea – demotivates the expert – and worst of all, damages the relationship The best results come when you lead with trust, not fear. When you say: “I chose you for a reason. Now show me how you’d do it.” If you’re constantly holding the pencil with them, Don’t be surprised when the line doesn’t turn out the way you imagined. Let the expert do what they do best. #Micromanagement #ClientCommunication #TrustTheExpert #Leadership #CreativeProcess #StrategicPartnerships

#ThrivingToGetWorkDone Post 9 of 9: Building Strong Relationships: The Foundation of Effective Collaboration Strong relationships are the foundation of successful collaboration, especially when working with people who don’t directly report to you. These relationships foster trust, open communication, and mutual respect, which are essential for getting things done effectively. Here are two short use cases on how to activate this skill in routine work within the hospital industry: Use Case 1: Building Trust with the Nursing Team Imagine you’re working closely with the Nursing team on a new patient care protocol. To build a strong relationship, you take the time to understand their challenges and listen to their concerns. You say, “I know that implementing this new protocol might be challenging with your current workload. Let’s work together to find a way that integrates smoothly into your routine without adding extra stress.” By showing empathy and a willingness to collaborate, you build trust with the team, making it easier to implement the new protocol successfully. Use Case 2: Strengthening Ties with the Facilities Management Department In another scenario, you’re involved in a project to upgrade the hospital’s infrastructure. The Facilities Management team is key to the project’s success, but they’ve been hesitant due to past experiences with other departments not respecting their input. You reach out to them and say, “Your expertise is crucial to making this project a success. I want to ensure that your insights are fully integrated into our plans and that you have a say in key decisions.” By valuing their expertise and including them in the decision-making process, you strengthen your relationship, leading to better collaboration and project outcomes. #My2Cents: Building strong relationships is the key to unlocking collaboration and productivity. When people trust you and feel valued, they are more likely to go the extra mile, even if they don’t report directly to you. Let’s prioritize relationship-building as the cornerstone of effective teamwork. These posts aim to invoke a better overall environment by sharing practical ways to enhance workplace collaboration and productivity. How do you build strong relationships in your workplace? Share your tips and experiences in the comments! #Leadership #Relationships #WorkplaceCulture #Trust #HealthcareLeadership #ThrivingAtWork #Collaboration #HospitalAdministration

Without trust, even the best contract fails. I’ve seen it happen. In EPC, we talk a lot about foundations. Steel and concrete hold a solar farm in place. But the real foundation-what keeps the project standing when things get rough-is trust. Between developer and EPC. Between EPC and subcontractor. Between site manager and every person on the ground. Every project starts with a contract. Pages of rights, obligations, scope, timelines. You need it-no question. But let’s be honest: After the ink dries, the contract goes into a drawer. It only comes out when something has already gone wrong. I’ve managed projects across six continents. Different languages, different rules, same pattern: You keep working with the same partners, not because the contract forces you, but because you trust each other. You know they will deliver. You know you will get through the hard parts together. Sounds great, but here’s the reality: - When trust is missing, even a perfect contract can’t save you. Deadlines slip. Problems get hidden. People stop talking. No one takes real ownership-everyone points to the contract and waits. - When trust is there, you solve problems before they get big. You pick up the phone, not the contract. You know the other side will not let you down. You finish, even if it gets messy. Bottom line: Contracts set the frame. Trust gets the job done. For me, every successful project I’ve seen stands on this invisible foundation. Not the paper, but the people. What’s your experience? Where did trust make the difference-or where did its absence sink the project? Contract or trust-what carries your projects? #AndreasBach #SolarEnergy #Renewables #EPC #BESS #Trust #Leadership #ProjectManagement #Construction #Collaboration

🤝 After 10+ years in partnerships and thousands of calls, emails, and meetings, I realized one fundamental truth 💡: → The most important foundation of any successful partnership is RELATIONSHIP and TRUST. This realization led me to rethink how we build partner relationships and trust—starting from day-one. And that’s where it gets interesting. There are many critical factors in a partnership: ✅ Product fit ✅ Mutually beneficial value creation ✅ Overlapping ICP and potential to scale ✅ Professional expertise ✅ Education opportunities (for clients and team members) But here’s what often happens—partner managers focus so much on these, they underestimate the power of trust and relationship-building as the ultimate success factor. I’ve seen hundreds of partnerships fail despite a perfect product fit. And I’ve seen companies with average products build hundreds of partnerships, driving >45% of their ARR—just because they mastered relationship-and-trust-building. So how do you accelerate relationship and trust-building in partnerships? PUSH vs. PULL Partnerships: A Game Changer Most partner managers focus on PUSH partnerships—outbound outreach, warm intros, and cold calls (don’t get me wrong, these are needed too in order to scale). At Mailability.io, I’ve discovered a new model that naturally pulls partners in. 🔹 PUSH partnerships: Require effort to convince and convert partners. 🔹 PULL partnerships: Happen organically because they’re needed. This happens more often with marketing and email agencies. Why? Because clients need both the agency and Mailability.io to optimize their performance. Instead of pushing for a partnership, we’re pulled into collaboration with the partner, initiated by the client, to form a natural triangular relationship: ➡️ Client ➡️ Agency ➡️ Tech Partner And the results speak for themselves: 🚀 Faster trust and relationship-building through real-life collaboration (client onboarding and optimization) 🚀 No pitches—partners see real results from day one 🚀 A referral flywheel—as value is proven, agencies bring in their next clients The Question for You: Are you relying on PUSH partnerships—or are you creating PULL? Drop a comment below—what’s working for you? Here's to relationship building legends 🍷 - John-David Klausner, Alexander Lazoff, Itay Vladomirsky, Ben Kadory, Gal Deitsch ✨, Sean Last, CFA #eCommerce #emailmarketing #klaviyo #partnerships #ai

Everyone says they want a partner — but most behave like they’re hiring a vendor. When companies look for a partner, the instinct is often to stay in control: to define every step, every task, every “how.” But if you’ve done the hard work of defining the why and the what — shouldn’t you want a partner who knows how better than you do? Real partnerships are built on clarity and trust: – You align on outcomes, not micromanagement. – You measure success by results, not activity. – You create freedom for experts to do their best work. That freedom doesn’t mean loss of control — it means shared ownership, faster learning, and stronger results. The best outcomes happen when both sides stop trying to “control” and start focusing on what success looks like — together.

When you are gearing up for an important venture, choosing the right service partners to bring your vision to life is everything. That’s been my focus these past few weeks, and I’m drawing on my years of experience being on both sides of the service table. I’ve been the partner delivering results under pressure and also been the partner expecting excellence at every step. This 360 lens taught me what real partnership looks like, founded on trust, ownership, and shared intent. How do we build that partnership? Here are a few reflections that I hope serve both sides: When you’re the service partner: Own it like it’s yours. Clients notice when you care more about outcomes than invoices. Invest in their success. The most valuable feedback to hear is, “You get me.” That comes when you listen deeply and grasp the “why” behind every ask. Be the Calm in their chaos In moments of uncertainty, clients value someone who brings skill, clarity, and a steady presence to move things forward. Give them the confidence that you can solve their problem. Stay flexible, hold your standards. Clients love a partner who show flexibility but not at the cost of integrity or quality. Stretch, adapt but never cut corners. Be consistent. Credibility is built on reliability. Show up every time. Follow through on promises. Over time, that steady dependability becomes your greatest asset. Leverage technology. Don’t just deliver, harness the right tools and elevate your impact. AI dashboards, automation, and real-time data to share progress, highlight challenges, and offer forward-looking insights. When you’re the client partner: Treat them like partners, not vendors. Invite service providers into your mission. Share the full picture, the story, the stakes, the dreams so they can rise to meet your goals. Treat your partners with the respect, collaboration thrives where there’s mutual dignity and trust. Empower their expertise. You hired them for a reason. Resist micromanaging. You’ll be surprised by what they can achieve when given space. Invest in their growth. Great clients build great partners. Give constructive feedback, celebrate wins, and help them do their best work. Remunerate fairly and recognize even more. Keep the rhythm alive. Don’t disappear after onboarding. Maintain a steady cadence of check-ins, honest conversations, and shared dashboards. That alignment keeps energy high and everyone moving in sync. Be open to learning. Your partners will bring cross-industry insights, and patterns you may not see from the inside. When clients stay curious and open, they gain not just a service, but a strategic edge. Choosing the right partner is one thing but investing in that relationship is what creates genuine, lasting collaboration. Here’s a question I often return to and one I invite you to consider: "Are you someone people are proud to work with, no matter which side of the table you sit on?" If the answer is yes, you’re doing something right!

𝗧𝗼𝗼 𝗺𝘂𝗰𝗵 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝗸𝗶𝗹𝗹𝘀 𝗰𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆. 𝗧𝗼𝗼 𝗹𝗶𝘁𝘁𝗹𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝗰𝗵𝗮𝗼𝘀. The sweet spot, where advocacy thrives, requires careful balance. Finding the balance between creativity and control is the heart of social media governance. It gives structure without stifling authenticity. Many employee advocacy programs fail because the policies behind them do one of two things: ❌ 𝗢𝘃𝗲𝗿-𝗿𝗲𝗴𝘂𝗹𝗮𝘁𝗲, turning employees into cautious messengers. Or they don’t share at  all. ❌ 𝗨𝗻𝗱𝗲𝗿-𝗴𝘂𝗶𝗱𝗲, leaving them confused and at risk. Let policies empower, not act as barriers. Done right, policies build confidence, not control. This approach makes advocacy sustainable. Here are 𝟰 𝗴𝘂𝗮𝗿𝗱𝗿𝗮𝗶𝗹𝘀 that support creativity without chaos: 1️⃣ 𝗖𝗹𝗮𝗿𝗶𝘁𝘆, 𝗻𝗼𝘁 𝗰𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆. Simple, clear rules are most effective. Replace lengthy policy documents with short, visual do’s and don’ts. If people can’t remember it, they won’t use it. A short-form video or training snippet works well. 2️⃣ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿, 𝗱𝗼𝗻’𝘁 𝗿𝗲𝘀𝘁𝗿𝗶𝗰𝘁. Give employees permission and encouragement to share in their own voice, not just copy corporate posts. Provide guidance, not scripts. Prompts or starter posts can help them overcome fear. 3️⃣ 𝗦𝗮𝗳𝗲𝘁𝘆 𝗯𝘆 𝗱𝗲𝘀𝗶𝗴𝗻. Train employees on what not to share (confidential info, sensitive topics, client data, or privacy details). Include compliance essentials such as copyright, royalty-free visuals, and photo permissions. Confidence reduces risk far better than fear. 4️⃣ 𝗦𝘂𝗽𝗽𝗼𝗿𝘁, 𝗻𝗼𝘁 𝘀𝘂𝗿𝘃𝗲𝗶𝗹𝗹𝗮𝗻𝗰𝗲. Provide tools, coaching, and recognition, not constant monitoring. Employees need to feel trusted, not watched. Advocacy grows faster in cultures built on confidence, not control. Ultimately, the strongest advocacy cultures don’t rely on rules. They rely on 𝘁𝗿𝘂𝘀𝘁, 𝗰𝗹𝗮𝗿𝗶𝘁𝘆, 𝗮𝗻𝗱 𝘀𝗵𝗮𝗿𝗲𝗱 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆. 💬 𝗝𝗼𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻: How do you balance creativity and compliance in advocacy? What’s truly made a difference in your organization? Your experience might inspire others.

Leaders launching programs without trust are building dream homes on unstable ground. Trust forms the solid foundation that makes all other leadership efforts possible. Without it, every program—no matter how innovative—collapses under pressure. Think of trust as your organization's shock absorber. When market conditions shift, strategies pivot, or difficult decisions arise, trust ensures your team adapts rather than fractures. Without established trust, even your best initiatives quickly lose credibility: • An innovative employee-experience project feels superficial. • Conscious leadership training is dismissed as performative. • New DEI efforts are viewed cynically as compliance exercises. Building trust doesn't require complex theories—just consistent, predictable actions: • Clearly outline what's coming next quarter, and then deliver exactly as promised. • Regularly communicate updates, maintaining transparency even during quiet periods. • Address unavoidable changes openly, providing clear context and sufficient notice. I've seen this approach succeed repeatedly. One executive team facing significant distrust after leadership turnover made three clear promises for Q1. They met each commitment exactly as promised and communicated the results transparently. Within two quarters, their trust metrics improved by 12%. Start simply: Commit to one concrete action your team can count on in the next month—and follow through precisely. Invest first in trust. Every other initiative depends entirely upon it.