Out of sight? Out of mind. Out of money.

 

1. Forgetting kills more deals than competition.
   If people don’t remember you, they can’t refer you.

2. Follow-up isn’t nagging.
   It’s showing up consistently so people know you’re serious.

3. Trust is built in the small touches.
   Calls. Texts. A handwritten note. The little things add up.

4. Visibility equals credibility.
   Out of sight? Out of mind. Out of money.

Many people ask for social media reshares the wrong way.

 

They make it about themselves:

“Help me sell my product.”
“Help me promote my thing.”

That’s not inspiring. That’s not worth doing.

If you want people to amplify your message, you need to flip the script.

You’re not asking them to help you.
You’re inviting them to share in something bigger.

Think of it like this:
– A doctor urging people to take charge of their health isn’t begging for attention. He’s speaking truth to power.
– The strongest messages aren’t about plans or promotions—they’re about beliefs people want to stand behind.

A reshare happens when your words become someone else’s rallying cry.

That’s the secret: it’s never about you.
It’s about them—the belief they get to stand behind when they hit repost.

Sloppy with time?

 

Trust is fragile. 

1. Show up late once, and people wonder if they can count on you again.

2. The most disciplined people win by default. 
   Because others are too busy apologizing for being late.

3. Habits leak. 
   If you’re sloppy with time, you’ll be sloppy with deals, money, and leadership.

4. Your standards set the tone for your team. 
   If you treat time casually, so will they.

Do you cut corners on time?

Being late is not about the clock. 

1. It is about the value you place on your own word.

2. Excuses fade. 
   Traffic. Kids. Calls. Nobody remembers the excuse, only that you didn’t deliver.

3. Punctuality compounds like interest. 
   Each time you show up when you said you would, you stack credibility.

4. Character shows in the small things. 
   If you cut corners on time, where else are you cutting them?

Finance roles are evolving.

Traditional, full-time chief financial officers (CFOs) and finance directors (FDs) are seen a little differently to how they once were. They have more responsibilities and different expectations placed on them, and are considered a co-pilot in moving a business forward.

However, it’s also a position that is adapting to the rise of fractional finance leadership.

There’s been a big scale of change since the pandemic.

Many working in finance feel overwhelmed in their roles, given the backdrop of change and uncertainty they’re working against, as well as the need to be technically on top of changing regulations.

We’ve seen quite a lot of that this year and they also got all of the global economic shocks, which are causing businesses to have to be much more robust in their forecasting and be able to have more scenario planning.

That means they’ve got to have the ability to do that, but also have the right data in the first place.

This shift is well underway, with an expectation for the CFO to play a strategic role in everything from HR to the digital roadmap.

And in finance, they need to verify everything and have to prove that it’s gone through a good audit trail and they’re comfortable with everything – all the data that’s being used and how it’s being used.

What is a H2B employee?

 

An H-2B employee is a foreign worker who comes to the United States on an H-2B visa. This visa is designed for non-agricultural temporary workers. Employers in the U.S. can sponsor foreign nationals to fill seasonal or peak-load jobs in various industries, such as hospitality, construction, and landscaping.

Key points about H-2B employees include:

• Temporary Nature: The H-2B visa is for temporary work, typically valid for up to one year, with the possibility of extension in certain circumstances.
• Job Offer Requirement: Employers must demonstrate that there are not enough qualified U.S. workers available for the job and that employing foreign workers will not adversely affect the wages and working conditions of U.S. workers.
• Cap on Visas: There is an annual cap on the number of H-2B visas issued, which can affect availability.

The H-2B program is a way for U.S. employers to meet short-term labor needs while providing foreign workers with job opportunities.

They can be screened, and do qualify for WOTC.  The Workers Opportunity Tax Credit is a collection of qualifiers.  Several of the qualifiers a H2B candidate could not meet the criteria for (i.e.: they cannot be recipients of SNAP or TANF, so therefore wouldn't meet that area of qualification for WOTC), however, there are several categories H2B employees may still fall under (i.e.: credits based on where they live, age, or having an address in a Designated Community Resident category).

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