When to Burn a Bridge

Business consulting strategies

Hi, team! It’s your friend, Mary, with The I in Team series where you can find, be, and build your positive influence. One of the topics we talk about in Be the I in Team is burning bridges, but even though we talk about it in our book, it feels harder to write an advice blog on the topic. I’ve read several other articles and even elicited the opinions of my team. To preface this writing, I will say that burning a bridge is extremely personal and the reasons for doing so are far more diverse than I will be able to mention. Please know that this blog will do its best to give a well-rounded view of when to burn a bridge (or when to let go). Your experience is unique, and my hope is that this blog will provide some guidance on your journey to discover whether or not it’s time to burn a bridge.

Slow Down

We talk about slowing down a lot at The I in Team series, typically because slowing down allows us to gain more control of our emotions and thoughts. When you’re considering whether or not it’s time to burn a bridge, the first step you need to take is to slow down. This can look different for everyone. For some, it may mean taking some space and time away from the person you are considering burning a bridge with. For others, it could just be a night of your favorite activities and showing yourself some love. The biggest thing to remember here is that slowing down means giving yourself time to process your emotions and get to a place where you can think logically.

Once you’ve slowed yourself down enough to think clearly, you can start asking yourself questions to determine if the issue you are experiencing with this person is because of you or them. I know this sounds counterintuitive, but there are times when you will experience issues with others that are not because of them. These are typically due to a fear of intimacy, so you may push others away before they can push you away. These feelings are valid and may be rooted in some trauma, but burning a bridge with someone because of your fears (rather than their behavior) can often deepen and exacerbate those fears and emotions. Regardless of what you discover while slowing down, the best second step after you’ve gained conscious thought is to communicate your perspective.

Communicate

Communicating how you feel to another person isn’t always easy, but it is necessary for your own growth and the growth of your relationship with that person. In most cases, it’s only fair you give this person a chance to change their behavior by being honest about your perspective. However, there are exceptions to every rule. For example, if you’re experiencing physical abuse. There are some times when even communication can’t help you and you need to move immediately to step three (which we will cover in a moment) which is putting yourself first. But, in most cases, communicating and being honest about your perspective of the relationship is the best second step.

Even if you are afraid of intimacy, you should be able to be honest about that. Whatever your reason is for setting some boundaries and having communication with this person, they should respect that. If they don’t, that might be a sign that it’s time to let them go. If you’re discussing an issue you have with how they treat you, you need to give them some time to adjust their behavior. Keep in mind that people will only change if they want to change, but you can’t force anyone to change. If you find that, even after communicating, someone isn’t changing how they treat you, it may be another sign that it’s time to walk away. You deserve to be respected and surrounded by people that give you positive energy more often than not. The life you are living is your experience, and, ultimately, you must always put yourself first.

Put Yourself First

For some, it’s easier said than done. Putting yourself first is the ultimate act of self-love and is necessary, even if it is difficult. Here are some things you might want to be on the lookout for in your relationships when you know it’s time to put yourself first and start letting that other person go (after you’ve tried communicating): they are constantly weighing you down with negativity or drama no matter how much energy and support you give them in hopes they will be content, they are an attention hog and show no interest in you, they lie or withhold information from you, they expect too much from you without giving anything in return, they gaslight or manipulate you, they don’t treat your other friends or family well, they don’t allow you to be yourself in front of them, or they try to hold you back. While this is not an exhaustive list, it’s a good starter list to get you thinking about who in your life doesn’t respect you enough to keep around. Letting someone go, or burning a bridge, is ultimately an act of self-love.

One question that came from my discussion with my team: Is it possible to let someone go without burning the bridge? The consensus was yes, that it is possible. Letting someone go is simply putting distance between yourself and that person. It could mean talking or seeing each other much less, or even not at all. Burning a bridge is ending the relationship forever for good, severing all ties to that person. Sometimes, all you need is some space from someone to slow down, cool down, and evaluate what kind of relationship you want going forward. In the end, you need to do what is best for you. Always put yourself first. If you don’t put yourself first, you can’t be your most positive influence. As we always say here at The I in Team series, your influence is your single greatest responsibility. Treat yourself well and influence responsibly

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How to Mitigate Financial Risk Using the S.M.A.R.T. Management System

June 9, 2025

In an increasingly volatile economy, businesses cannot afford to be reactive when it comes to their finances. Whether you're a startup founder, a growing enterprise, or a seasoned business owner, the risk of financial instability is real—and growing. At IA Business Advisors, we help companies proactively navigate these risks using our comprehensive S.M.A.R.T. Management System . S.M.A.R.T. is more than just a goal-setting acronym. It is a decision-making and execution framework that brings clarity, structure, and alignment to every part of your business. From six-week action plans to one-year targets and long-term strategy, S.M.A.R.T. ensures your financial operations support healthy growth and resilience. Understanding Financial Risk in Today’s Business Climate Financial risk is multifaceted. It ranges from cash flow disruptions and market shifts to internal mismanagement and over-leveraged growth. As Brian Smith shared on a recent Daily Influence podcast episode, unchecked growth can drive a company into bankruptcy. Scaling without intention—chasing fast growth without aligning the internal team and financial resources—leads to diluted communication, quality issues, and operational chaos. Mitigating financial risk begins by understanding that more revenue doesn't always equal more stability. True sustainability comes from building systems that support intentional, well-paced growth. The S.M.A.R.T. Framework in Action: Reducing Financial Risk Our S.M.A.R.T. Management System guides businesses in creating resilient, financially stable operations through: 1. Specific: Build with Intentionality Clarity is power. One of our podcast guests, Mike Heatwole (CEO of The Dala Group), emphasized the importance of sitting down to define what matters most—whether that’s paying down debt, investing in growth, or launching a new venture. When your financial goals are specific, your strategy becomes targeted and less prone to reactive decision-making. “If we don’t know what the goal is, how do we get there?” — Mike Heatwole, CEO of The Dala Group 2. Measurable: Track What Matters Many companies are blindsided not by invisible risks, but by unmonitored ones. We help clients implement tools to track cash flow, margin fluctuations, and budget variances in real time. Visibility into your financial health gives you the power to respond early and course correct as needed. 3. Achievable: Assign Financial Stewardship Risk is reduced when financial responsibility is distributed. Through teamwide financial literacy and clear accountability, we empower organizations to make stronger daily decisions. No individual person should carry the entire burden—and no key area should go unmonitored. 4. Relevant: Make Risk Management a Habit Quarterly or biannual financial health check-ins create a sustainable rhythm. These don’t have to be complicated—they just need to be consistent. Regular reviews embed risk awareness into your company culture and decision-making process. 5. Timely: Foster Honest Dialogue Financial silence is a hidden threat. As Brian noted on the podcast, emotions like fear or shame can prevent businesses from facing financial realities. We encourage honest, blame-free communication around financial performance, creating space for solutions and collective action. Case in Point: Short-Term Action, Long-Term Impact One of our clients, a family-run distribution company, had strong revenue but was bleeding cash due to aging receivables. Together, we built a six-week S.M.A.R.T. Plan focused on accounts receivable recovery. We implemented weekly check-ins, assigned ownership, and used real-time tracking. Within 90 days, their outstanding A/R dropped by 22%, freeing up capital and restoring operational confidence. It’s Never Too Late to Get Financially Intentional Many leaders in their 40s, 50s, or 60s worry they’ve waited too long. But as Mike Heatwole wisely shared: “It’s never too late. Just get started. Do something.” Progress—not perfection—is the goal. Start small. Build momentum. Take the next best step. This mirrors a concept we love from The Gap and The Gain by Dan Sullivan: measure progress based on how far you've come, not just how far you have to go. Final Thoughts: Make Financial Stability a Strategy Mitigating financial risk isn’t about a dramatic overhaul. It’s about consistent action, visibility, and intentional decision-making. With the S.M.A.R.T. Management System, IA Business Advisors helps businesses turn risk into clarity, fear into focus, and instability into opportunity. If you’re ready to start, we’re ready to help. Let’s have a conversation about what matters most to you—and build from there.

Enhancing Interpersonal Relationships for Toxic Workplace Recovery

May 29, 2025

Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.