Numerous studies suggest that women often defer to their spouses when it comes to making long-term financial decisions, a choice that can put them at a distinct disadvantage in the event of divorce or death of a spouse. Our posts today and tomorrow will focus on the role financial advisors can play in helping their female clients successfully navigate these life transitions.

As advisors often experience, introducing change to clients can be a struggle, especially when money—an emotionally charged topic—is involved. Financial decision-making is not always, or even typically, rational and reasonable. Although most of us think we’re capable of making rational choices, only part of the mind has the capability to analyze a problem and come up with a rational solution, and this process can be slow and inefficient.

Pursuing a goal with intention is more effective than approaching it without a plan. If you want to run a marathon, you won’t get there by running a few miles every so often. If you want to lose weight, trying a different diet each week likely won’t yield the desired results. And if you want to optimize your workflow and attract your ideal clients, accepting any clients that come your way may hinder your success. That’s where intentional prospecting comes in.

Culture is a critical component of a company’s infrastructure. It’s a powerful tool that leaders can use to maintain organizational viability and effectiveness. It’s also the fundamental characteristic that makes an organization distinct, binds a community together, and showcases its values. As such, culture is what ultimately enables the attraction and retention of talent, as well as clients.

Even leaders who don’t intrinsically value diversity and inclusion have learned that they improve corporate resiliency and help the bottom line. In fact, McKinsey, Deloitte, and BCG have all published quantitative research on the benefits of diversity. The results suggest that having employees and clients with different perspectives helps companies endure and even thrive in changing times. So, why is diversity and inclusion in the workplace still an issue—and how do we go about building a true meritocracy?