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?

Being part of a high-performing, effective team feels incredible. When I’m a part of one, I’m engaged, I’m having fun, and I’m completely immersed in the team’s discussions and goals. Even when our work gets challenging, I remain calm and comfortable, knowing that I have everyone’s back, and they have mine. It’s a powerful feeling.

Threats to the success of a small business are ever-present. Yet many financial advisors haven’t developed an adequate plan for managing business risk. They find out the hard way, through personal experience, exactly why they need one. That’s what happened to me.