The immediate thought is to blame the employee. They were lazy. Or they didn’t listen. Maybe your mind wanders to the thought that they were trying to sabotage you.

The truth is that the employee didn’t fail the assignment. They failed to read your mind.

Photo by Jakub Żerdzicki on Unsplash

Leaders frequently fail to set the proper expectations because they feel others should know what they’re expecting. Your team can’t know what you’re expecting if you don’t set the expectations.

The good news is that you don’t need ten pages of documentation to set expectations. You can set expectations in as little as 30 minutes. What does that look like? Keep reading to find out.

4 Steps To Set Expectations In 30 Minutes

You can quickly set expectations. And not in a lot of steps. Here are the four steps and the time frame to set those expectations.

Step 1: Define the final outcome & metrics (10 Minutes):

Instead of listing tasks, you have to start with the end in mind: Define the outcome. You want to make sure your team member knows what you see as a successful outcome. They also need to know what metrics their work will be measured against.

Here are some things to consider covering:

• What is the primary objective? What does it matter?
• What are the deliverables you expect? Do you need a fully-functional dashboard or a prototype? Is there a report? How many pages?
• How will success be determined? What metrics are you going to use? What is acceptable? What key results are you looking for?

Step 2: Paint a picture of “good.” (7 Minutes):

Your team members won’t know what good is unless you show them what good looks like. They probably have an idea of good in their mind. Their idea probably differs from yours. You have to paint the picture of good.

Here’s what you need to cover in the 7 minutes you have:

• Provide a few examples of past work that was good or acceptable
• Share what made those examples great
• Define acceptable and exceptional

When you paint the picture of good, your team knows what they need to shoot for. Give them the right target.

Step 3: Establish constraints and decision rights (8 Minutes):

Constraints are like boundaries. No one likes them but they make things better.

When you provide constraints, you help prevent wasted effort, micromanagement, and distractions. The constraints put your team members on the right path.

Some things to consider when sharing constraints:

• What’s the budget and resources for the project?
• Who makes the decisions? Can your team members make every decision, or are there aspects you need to sign off on?
• What is off-limits? You may have attempted a similar project. You can put constraints to avoid previous approaches, topics, etc…

Step 4: Set the check-in dates and ask: “What’s your understanding of the first step?” (5 Minutes):

You’ve set the expectations but now you need to set the check-in plan.

Why do you want to do this? If there’s no touchpoint or check-ins before the end of the project, you’ll never see the work until the end. That can create a mess that takes even more work to clean up.

Here’s what to cover:

• What are the milestone dates?
• How should communication be handled?
• When should a problem be escalated to you?

You’ve now got a solid base for setting expectations. Your team members will know what you expect, examples of good, constraints, and a timeline or check-in plan. With these clearly laid out, your team members won’t have to read your mind. They’ll know what you want and be able to execute on it.

Let’s make those expectations clear!

Judge Dredd tells the story of Judge Joseph Dredd (Sylvester Stallone). He’s a street judge in Mega City One, trying to protect the populace. However, there’s a conspiracy brewing.

He’s framed for murder by his clone brother, Rico (Armand Assante), and Judge Griffin (Jürgen Prochnow). Now, he’s on the lamb from the law he’s sworn to protect.

What happens next is chaos. It’s also a storyboard for leadership.

Let’s explore the leadership lessons in the 1995 Judge Dredd movie.

Quotes And Leadership Lessons From Judge Dredd

1. Pay your respects to what’s come before:

Judge Dredd opens with a montage of comic book images. They were from the classic British 2000 AD comic books.

This is where the movie drew its inspiration from. It’s what started the whole thing. They knew they had to pay respect to the OG Judge Dredd.

You’re probably not the first leader in the organization you’re leading. You probably won’t be the last.

Great leaders pay respect to the leaders who have come before them – Leadership lessons from Judge Dredd
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I’ve found it a good practice to pay respect to the leaders who have come before you. Talk about the good they’ve done. Share how they’ve shaped the organization.

Whatever you do, do not badmouth the previous leaders. That’ll leave a sour taste in the mouths of your employees.

2. Your expectations may not align with reality:

Herman ‘Fergie’ Fergusson (Rob Schneider) is released from prison. He’s given his personal effects. Then, he’s told he has a living arrangement in Heavenly Haven.

As he’s being transported to his new home, he sees a beautiful place with a swimming pool. He tells the pilot that it has to be Heavenly Haven. It wasn’t.

The pilot continues to fly. They arrive at Heavenly Haven, a place in the middle of a Block War with rival gangs.

It wasn’t heavenly. It wasn’t a haven. Herman’s expectations were shattered. They didn’t align with reality.

Leadership can mirror this.

You expect compliant employees. You expect things to be running smoothly. You expect an easy transition.

It’s often not.

You’re coming into an organization that’s struggled to find a good leader. You’re finding employees who haven’t truly been led. You’re finding resistance.

It’s okay. Your expectations won’t be met, but you can make them a reality as long as you work with what you have.

3. Judge Dredd:

No, rookie! Hold up.

Judge Dredd enters Herman’s apartment complex. There was a turf war happening, and he needed to clean house. He quickly clears one room when Judge Hershey (Diane Lane) and Judge Brisco (Alexis Daniel) catch up to him.

Both judges are impressed. Maybe even inspired.

Judge Brisco sees what Judge Dredd has done and says he’s got the next room. He rushes out of the room as Judge Dredd calls after him to stop. He opens the door and gets blasted away.

Leaders who have been there and done that have seen a lot. One of those things is how overzealousness can be dangerous.

Great leaders are willing to tell their team members to slow down, hold up… They know that rushing headfirst into situations can cause issues.

Be willing to tell your people to hold up. It can prevent a lot of messiness.

4. Judge Dredd:

You set the standard, sir.

Judge Dredd meets with Chief Justice Eustace Fargo (Max von Sydow). They discuss what is necessary and what is overkill. Chief Justice Fargo even asks Judge Dredd if all of the executions were necessary.

Judge Dredd responded that the Chief Justice would know… if he didn’t spend so much time at the academy teaching ethics. But Judge Dredd did say something critical. He told the Chief Justice that the Chief Justice is the one setting the standard.

You, the leader, set the standards in your organization – Leadership lessons from Judge Dredd
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Guess what? You are the one setting the standard in your organization.

What you tolerate, you get more of. How you act, those you lead will repeat.

You set the standard. Are you setting the standard you want repeated?

5. Judge Hershey:

No one is supposed to be alone all the time.

Judge Hershey and Judge Dredd talk in the department locker room. She’d listened in to Judge Dredd’s speech to the new cadets. It hurt her heart.

What she had heard was that the cadets’ lives were over once they became judges. They would have to give up everything. Even relationships.

He basically told the cadets their roles would be lonely.

Judge Hershey saw it a different way. Her time as a judge hadn’t been lonely. The new cadets didn’t need to be lonely either.

It’s often been said that leadership is lonely. That you’re going to feel isolated. You’re going to feel targeted. You’re going to have fewer friends.

I don’t believe it has to be that way for you. You don’t have to be a lonely leader.

You can form great relationships with people. Whether that’s in your organization or outside is up to you.

Just know that leadership doesn’t have to be lonely. That’s a choice you make.

6. Great leaders will step up for their people:

The Chief Justice and Judge Dredd had a great relationship. One powerful enough to make the Chief Justice do something others would see as crazy.

When Judge Dredd is convicted of murdering reporter Vartas Hammond (Mitchell Ryan) and his wife Lily (Pat Starr), the Chief Justice has a choice to make. He can sentence Judge Dredd to death, or he can resign. He can take the long walk (a journey taken by judges who leave Mega City One and wander the wasteland dispensing justice) and request leniency on the convicted.

The Chief Justice chooses this. He stepped up for Judge Dredd and put his needs aside.

You have great team members. Who you know will do anything for the organization. What you also know is that the organization won’t do anything for them.

This is where true leaders come into play.

Great leaders step up. They defend their employees. They have their backs. They’re willing to go the extra mile.

Know how far you’ll go for your people.

7. Your words can get you in trouble:

Judge Dredd was put on the transport ship to the prison. He’s seated next to Herman, someone he had convicted and sentenced. Herman talks to Judge Dredd and reveals his name to the other convicts. One of those convicts attempts to attack Judge Dredd as the Angel family attacks.

Many of the other convicts are murdered by the Angel family. Judge Dredd and Herman are taken captive.

Pa Angel (Scott Wilson), along with his children, Mean Machine (Christopher Adamson), Junior (Ewen Bremner), and Fink (Phil Smeeton), are talking about religious things. Herman hears this and believes he can convince them to spare his life.

Herman begins talking in the same religious language as the Angel family. Pa looks pleased. He offers to release him.

Be careful what you say. Your words can bite you in the end – Leadership lessons from Judge Dredd
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What happens? The Angel family isn’t the good bunch of people Herman thought they were. They were cannibals, and they were now going to eat him.

Herman’s words got him in deep water.

We’ve got to be careful of what we say. Not because we don’t want to share. But because we may misspeak, be negative, or discourage others.

Make sure your words are positive and uplifting. Make sure they bring life, not death.

8. Experience trumps theory:

Judge Dredd and Herman escape the Angel family. Then they move to getting back into Mega City One.

They’re standing outside the city walls. Flames are shooting out of vents. They’re timed to go off every 30 seconds.

Judge Dredd tells Herman how two refugees had noticed the 30-second gap. The refugees attempted to get through the vents. They could do the same.

Herman speaks up. He asks what happened. Judge Dredd tells him that they did not make it… But the theory is sound.

We live in a world where theory can reign supreme. However, experience will trump theory every time.

Make sure you’re not taking unnecessary risks. If past history shows you that something isn’t right, listen to it.

9. Bad leaders turn on other leaders:

Griffin and Rico had partnered together to reignite the Janus Project. This project was the project that created Judge Dredd and Rico.

After reactivating the Janus Project, Rico turns on Griffin.

It’s the age-old story of bad guy betrays bad guy… But it’s often true.

Bad leaders turn on others… And not just bad leaders but anyone in their path.

Watch out for bad leaders. They’re looking out for their own interests.

10. Know your place and value:

Judge Dredd defeats Rico. It came at a cost, though. The Chief Justice was dead. So were the others on the Council of Judges.

The justice system in Mega City One was decimated. But there was hope. The corrupt had been terminated.

That’s when Judge Olmeyer (Balthazar Getty) talks to Judge Dredd. He tells Judge Dredd that he should consider the Chief Justice position.

Great leaders know their place and their value. Know yours – Leadership lessons from Judge Dredd
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Judge Dredd does something unexpected. He turns down the idea. He tells Olmeyer that he’s a street judge, not a Chief Justice.

He knew his place. He knew his value.

We need to know our place… Our value.

Don’t overstep your responsibilities. Don’t try to be something you’re not.

It’s okay to be where you are. Sometimes, bigger titles aren’t all they’re cracked up to be.

But what happens if you want to hold one-on-one meetings but you have no idea what to do? You have no idea what the agenda should be?

Fear not! I’m bringing you a very effective agenda for one-on-one meetings. One that will serve you well. One that will help you bring out the best in your team.

Photo by airfocus on Unsplash

A Simple Agenda For Your One-on-One Meetings

One-on-one meetings don’t have to be complicated. You can follow the simple agenda for these meetings below.

What’s up:

Starting your one-on-one meetings shouldn’t be about business. The beginning of your meetings should be for connection and learning about your employee.

At the start of every one-on-one meeting, ask the question: What’s up? Let your employee share about their week, family life, and more.

You’ll be amazed at what they’ll share.

Wins and progress:

Now, you’re moving into the business side of your one-on-one meetings. The second part can be about your employee’s wins and progress.

Your employee will share updates on the projects they’re working on. They may even bring up possible new projects they see as beneficial for the organization.

Most importantly, allow your employee the chance to share their wins. This is the time they will share how they’ve been a rockstar in the organization. You may hear stories of how they helped retain a customer who wanted to find a new vendor, going above and beyond by providing a service not normally offered but they saw the need, or finding new ways to get their work done through an AI agent.

Wins and progress allow you to understand what your employee has accomplished and where their projects stand.

Blockers/risks:

What are blockers and risks? These are issues your employee has noticed that are causing them to pause or stop their work.

Some blockers or risks may be:

• Waiting on approvals or resources
• Unclear priorities
• Shifting requirements
• Burnout
• Lack of communication
• Role confusion
• Skill gaps

If you truly take the time to listen, you can learn so much about the challenges your employee is facing. More importantly, you can hear what needs to be done to resolve the issue.

Listen to the blockers and risks your employees share. Then address those issues. The more you address, the more your employee can accomplish.

Future priorities:

Your one-on-one meetings can be a great place to share what you see as possible priorities. I recommend looking 1-2 weeks ahead when discussing future priorities.

These might be tasks the employee needs to accomplish, learning they need to do, or some other task.

Giving your employee insight into what you see as a priority is critical to their success. They understand what you are looking for and can move in that direction.

Skill development:

It’s always fun to close out your one-on-ones with a challenge to develop their skills further. Because you’ve been holding successful one-on-one meetings with your employees, you’ve begun to learn about their skills, struggles, and desires.

Offer up a challenge to work on developing one new skill between now and your next one-on-one. During the next one-on-one, you can discuss how they’ve developed their new skill.

Some skills to think about challenging them to develop are:

• Learning AI Agents
• Improving their Excel spreadsheet knowledge
• Clarifying priorities
• Holding tough conversations

When you begin to work through a proper agenda for your one-on-one meetings, everyone gains something. You gain a better employee. Your employee gains the information they need to improve.

What would you add to the agenda list?

Sometimes, you have to start from the end. That’s where I want to start with Spider-Man: Brand New Day. As the film nears its dramatic conclusion and the credits begin to roll, an almost sold-out theater broke out in cheers and applause. Mind you, there were no live actors there. The applause was for the film itself.

I believe Spider-Man: Brand New Day is THAT good.

In Spider-Man: Brand New Day, the story continues from the previous Spider-Man film, Spider-Man: No Way Home. In it, Peter Parker/Spider-Man (Tom Holland) asks Dr. Strange (Benedict Cumberbatch) to cast a worldwide spell to erase the memory of Peter Parker from every person. The spell worked and Peter Parker’s legacy was erased from the world. He now lives as Spider-Man full-time.

And he’s struggling with his new reality. He misses his friends, MJ (Zendaya and Ned Leeds (Jacob Batalon). He has had to solely focus on his role as Spider-Man for the past 4 years.

It’s taken its toll. He’s at a breaking point.

But a new deadly threat has appeared. He’s also going through another physical change.

What does that mean for you, the viewer? There are plenty of leadership lessons in Spider-Man: Brand New Day. Let’s get to them.

Quotes And Leadership Lessons From Spider-Man: Brand New Day

1. Peter Parker:

You don’t remember me…

The film opens with Peter Parker doing a monologue. He is trying to piece together what to say to his former girlfriend, MJ.

One of the phrases out of his mouth was “You don’t remember me…”

Here’s the thing: people don’t need to remember you for you to have had a major impact on them. You can be a part of their life for a season, leave, and they’ll forget you.

What they won’t forget is the impact you had on their lives. How you cared. How you molded them into the person they’ve become.

It’s okay to be forgotten. Still, make an impact.

2. Peter Parker:

Sometimes, Spider-Man has to do the hard things, even when it breaks Peter Parker’s heart.

Peter chose to do the hardest thing in his life. He chose to have everyone, including his loved ones, forget him. He did this to protect them.

Leaders will have to make hard choices, ones that even hurt them personally – Leadership lessons from Spider-Man: Brand New Day
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His choice wasn’t easy. It was the hardest decision he ever made. But he made it because it was what he believed to be right.

You’re going to have to make hard choices as a leader. They’re not going to reflect who you are as a person. They’re a part of the leadership gig.

Be ready to make hard choices that may break your heart. It’s not easy, but leadership isn’t easy.

3. Remind yourself of what’s important:

We see Peter’s room. It’s a mess. But there’s something important on a noteboard.

There’s a note. The note states:

Great Power

Great Responsibility

It’s a take on the ages-old saying of Uncle Ben in the comics. However, it was Aunt May (Marisa Tomei) who said it in this Spider-Verse.

Peter needed to be reminded that while he has great power, he also has great responsibility.

I think we could all stick a note on our wall that says the same thing. We need to be reminded that we’ve been given great power in our position. With that great power also comes great responsibility.

Use your power responsibly.

4. Ask the important question:

Spider-Man: Brand New Day is packed with villains we haven’t seen on the big screen. There’s Tombstone (Marvin Jones III), Ramrod (Billy Clements), Boomerang, and Tarantula. Then there are the major villains: Mac Gargon/Scorpion (Michael Mando) and the Uncanny X-Man Jean Grey (Sadie Sink). Though this Jean Grey isn’t part of the X-Men. She still has the powers of Jean Grey.

She can mind-control people. In Spider-Man: Brand New Day, we see her power used to jump from one person to another. It was impressive.

At one point, Jean Grey controlled Mac Gargon to try to access Damage Control facilities. Then, she used an old grandmother to drive a tank into another one of their facilities.

As Spider-Man is pursuing her jumps, he doesn’t ask what was in the tank. Jean Grey tells him that he failed to ask the important question: What’s inside the tank?

There was a bomb. He was now too far away to deal with it.

We think we know the questions to ask. Yet, we also miss important questions.

Some important questions to ask your team members are:

• How can I help you with that?
• Are we avoiding an important conversation?
• What do you need more of from me?
• Where do you feel we’re failing?

When you begin to ask the important questions, you can find answers that will truly change things.

5. The impact you’ve made lasts a long time:

Even though the world forgot Peter Parker, they didn’t forget Spider-Man. We see this when Peter follows Ned into a party at his apartment.

Ned has a board tracking Spider-Man.

Ned doesn’t know exactly why he’s trying to track Spider-Man. Still, there’s something there… It’s the impact Peter and Spider-Man had on him and MJ.

So, despite forgetting who Peter was, he had a connection to Spider-Man.

You’re only going to lead your people for a limited amount of time. Then, they’re going to move on.

The impact you make on them will last a long time. A lot longer than you had with them.

Make sure you’re making a positive impact on those you lead. They’ll remember it.

6. Be choosy who you work for:

MJ had a job interview at an organization. Ned asks her how it went.

Ned didn’t get the answer he wanted. MJ was trying to avoid giving him a direct answer.

He eventually gets his answer. MJ tells Ned she got a job offer but that she turned down the role. Ned was confused.

Why did MJ turn down the job? She didn’t want to work for a soulless corporation.

Decide what kind of organization you want to work for. It’s okay to decline a job offer – Leadership lessons from Spider-Man: Brand New Day
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There was a time when people felt as if they had to take a job anywhere. If an organization paid, sign them up!

Times have changed. People are being choosier and choosier about who they work for.

You can be choosy. You can find a place you love to work. You don’t have to work for a soulless corporation.

Find an organization that resonates with you. Find an organization that’s doing good. Make your work about more than the paycheck.

7. New situations can freak people out:

Peter Parker was dealing with something dark. He’d been bitten by a radioactive spider years prior and gained his powers. What he didn’t understand was that he may go through multiple stages, the same as a spider.

Did you know there were 3 stages to a spider’s life?

• Egg: Females lay tens to thousands of eggs protected inside a woven silk sac.
• Spiderling: Tiny hatchlings emerge that look like miniature adults. They shed their hard outer skin (molt) multiple times to grow.
• Adult: The final mature stage where spiders are fully grown, capable of mating, and ready to start the cycle again.

Peter had been in the spiderling stage. He still had more growing to do. And grow he did.

Throughout the film, Peter had been having headaches. One time, he passed out. He woke up encased in a spider-silk cocoon.

It was all new to him. And he completely freaked out.

What new situations are happening in your organization? Is there a corporate takeover? Did someone leave the organization? Did new people come on board?

All of these new situations can freak the people out who are left in your organization. Help walk them through the new changes. The more you help, the less freaked out they will be.

8. Detective Jean DeWolff (Liza Colón-Zayas):

If you act like this again, I cannot protect you.

Spider-Man and Detective DeWolff had been working together unofficially. They would take each other’s phone calls, alert one another to criminal activity, and more. They were unofficial partners.

After Peter woke up in the cocoon, his powers were exaggerated. He gained new powers, like organic webs. But he was unnerved by all of this. And it showed in his next meeting with Scorpion.

Scorpion had attempted to break into another Damage Control facility. Spider-Man stopped him. However, Spider-Man used extreme force and swung Scorpion into a police car.

The police officer in the car was hurt. Badly hurt.

You can protect and challenge the people under you. You can also give them second chances – Leadership lessons from Spider-Man: Brand New Day
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Detective DeWolff warned Spider-Man that he would not be protected if he did something like this again.

There are two things to take from this scene:

• Recognize people make mistakes: Detective DeWolff recognized Spider-Man made a mistake. She warned him. She gave him a second chance. Why? Because everyone makes mistakes. Even ones that can hurt others.
• Offer up a second chance: Detective DeWolff didn’t punish Spider-Man when he messed up. She gave him a second chance. But she warned him it would be the only second chance. If someone messes up, don’t terminate them. Give them a second chance.

9. You can work with people who are polar opposites of you:

Spider-Man was different than his on-screen partner: Frank Castle AKA The Punisher (John Bernthal). Off-screen, Spider-Man had helped save The Punisher’s life.

Now, Spider-Man needed The Punisher’s help. He asked him to protect MJ.

Two different people. Two extremely different styles (One caring and cautious, the other extremely violent and dangerous). They still made a great team.

You may be hesitant to work with someone who is the polar opposite of you. I want to caution you not to dismiss them.

Look for ways the two of you can work together. How do the vastly different styles complement one another?

Find those ways and use them to become a leadership powerhouse.

10. Your past can touch people in ways you never expected:

Jean Grey entered the mind of Spider-Man as she held William ‘Bill’ Metzger (Tramell Tillman), the head of Damage Control, captive. Peter allowed this. He knew just where in his mind to take her.

We see a scene of Peter with Aunt May. She’s telling him about power and responsibility and how scary it can be.

This time, it’s not Peter she’s telling. Aunt May is talking to Jean Grey. The memories of Peter’s past touch her. They change her.

Your past can change people. Let it – Leadership lessons from Spider-Man: Brand New Day
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You may think your past is worthless. There’s nothing good in it. I want to challenge you to look at your past as a way to connect with those you lead.

You don’t need to share every dirty detail. However, if you’re able to open up and share about the people who helped shape you… If you’re able to share how you weren’t always a good leader… If you share your failures and flaws… You’re going to win over difficult employees.

Let your past touch those you lead today.

It’s one of the reasons I share lists of books with you almost every month. I want you to have the best resources to help you and your team grow.

Get ready to find a new favorite read!

5 Leadership Books To Read In August 2026

Team of Teams: New Rules Of Engagement For A Complex World by General Stanley McChrystal:

General Stanley McChrystal quickly realized that traditional military tactics weren’t working when he took command of the Joint Special Operations Task Force in 2004. He knew something had to change. And he was willing to change things.

What does McChrystal teach in Team Of Teams? You’ll find out how to:

• Scale decision making
• Reduce bottlenecks
• Create momentum across boundaries

If this sounds good, grab your copy here.

Multipliers: How The Best Leaders Make Everyone Smarter by Liz Wiseman:

Liz Wiseman believes there are two types of leaders. We’ve all experienced the two types: The drainers and the multipliers.

Wiseman explores the two different leadership styles. More importantly, she shows you how to become a multiplier rather than a drainer.

Her methods include ways to unlock ownership, intelligence, and momentum amongst your teams. It’s a great book you shouldn’t miss.

Get a copy on Amazon.

The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth by Amy Edmondson:

We all know attracting the top talent is key to a successful organization. However, it can be hard to attract and retain top talent for one simple reason: people can’t speak their minds. If someone raises an issue, they’re shut down. Or, worse, they’re let go.

Amy Edmondson knows organizations can do better. They can be a fearless organization where people thrive because they’re able to speak their mind in a respectful way.

When people in organizations are able to ask questions (yes, even stupid questions), share ideas without judgment, and dissent from the leader’s opinion, organizations thrive. They find new ways to do things. They find people who are willing to take risks.

If you want to create a Fearless Organization in your company, pick up a copy today.

Nonviolent Communication: Create Your Life, Your Relationships, and Your World in Harmony with Your Values by Marshall Rosenberg:

We’re not mind-readers, though it may feel as if we need to be. That’s because the communication in our organization is lacking.

What if you could change that? What if you could have an organization where communication flows freely? Even desirably?

It’s possible. Marshall Rosenberg lays out the path to do this through Nonviolent Communication.

Purchase a copy here.

Thinking in Bets: Making Smarter Decisions When You Don’t Have All the Facts by Annie Duke:

Leadership is about guiding your people through uncertainty. You never know what tomorrow will bring. Yet, you know tomorrow will come.

Annie Duke looks at how organizations operate under uncertainty and how you can do it better. It’s time to drop the ego and make better decisions.

You can get your copy here.