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Sego Lily Consulting, Saratoga Springs, UT (2026)

08/31/2026

Working harder and longer than anyone else doesn't always get you the promotion. Chronic overworking, however, will always cause you to give up precious time with your loved ones.

In fact, in my time as a coach, no one I worked with got promoted simply by working every weekend or being a yes-man. Confidence, strong performance, competence, and alignment are far more important. Yes, the occasional busy period does happen. However, if your business or company turns you.into a workaholic, you may lose track of the fact that not everyone does it this way. Sometimes our fear of job insecurity makes us think we have to settle, but I'm giving you permission to think again.

As I've interacted with different large and small businesses in varying sectors, I've learned in many cases that poor work-life balance conditions aren't just to be blamed on the industry. Sometimes it's just bad management. It's about money- making, not accounting for morale costs, or poor policies.

So this is your invitation to start advocating for yourself and family. Life goes by too fast to be married to loyalty, even if a healthy paycheck is involved. And if you need to stay, start asking yourself where you have leverage:

1) Is my leader confident in my performance? If not, how can I improve my performance so I feel comfortable demanding necessary time off?

2) Do I thoroughly understand my company's PTO policies and my entitlements? Am I taking every opportunity to let myself relax and reconnect?

3) If I'm running a business, is there a way to use technology or to trust a part-time assistant to handle basic operations so I'm not tied up in the weeds?

4) If my leader asks for anyone to take on a special project, am I comfortable enough in our working relationship to say, "I'll give that opportunity to someone else?" You don't have to outright say, "no." You just have to communicate your priorities.

If you need to pivot from your current work-life balance issues, feel free to give me a text at 801-361-8478, or send me a DM to set up a chat. You deserve a quality life, and you can do it without compromising your work!

08/27/2026

Sometimes, there's nothing wrong with you.

Sometimes, you need to slow down and appreciate the experience you are gaining right where you are.

I've worked with quite a few professionals and business owners who wonder what's "holding them back." In fact, that's a major selling point for a lot of coaches-we help people identity what's keeping them from their version of success and to strategically create solutions together.

But sometimes, trying to analyze every reason why you aren't where you want to be doesn't help. In fact, it can breed resentment and self-doubt when it isn't warranted.

Recently, I worked with a client who was in turmoil about why his organization didn't craft a specific position a step above his current role. He kept asking what soft skills or expertise he was lacking. From what I could sense, his organization loved him. He wasn't doing anything wrong. He simply needed to persuade his organization that a new role for him was necessary, and that was going to take some time.

If you aren't careful, impatience can influence your resilience, morale, and important relationships with leaders or clients who aren't invested in your pace.

If you aren't experiencing the upward mobility you would like, or making as many sales as you were hoping, tearing yourself apart or overanalyzing isn't going to be productive. Here are more valuable questions to ask yourself:

1. Does my current mode of performance work? Are my leaders or clients happy with what I give them? If so, how can I leverage my current success and incrementally expand my influence? Be reasonable with your goals.

2. What does my visibility look like outside my current circle? Are there people in leadership who are unaware of my individual contributions? How could my reach or marketing expand?

3. Are there more proactive approaches to the way I build relationships with the people around me? Am I leveraging 1 on 1's to create proposals instead of just reporting? Are there more networking opportunities I could take advantage of so people know the value of my business?

As a coach, I have loved helping high-performing professionals and business owners get unstuck from mental loops and self-doubt. Most of the time, it isn't warranted. Sometimes, it's about persisting in and advocating your excellent work.

If you are struggling to know if your sales goals or professional development is reasonable, I can be your sounding board. Reach out at 801-361-8478 to book a free 15-minute strategy call.

08/14/2026

Owners or managers in high-demand spaces (and that can include small businesses) treat work-life balance like it's a luxury or a "want."

But after five years of leadership coaching, I've found that it becomes the tipping point for most employees.

At the end of the day, people want to have a life.

You can throw in thank you baskets, treats, ping pong tables, bonuses, or even business-wide recognition.

After a while it will fall on deaf ears.

I just worked with a high performing client who had a lot of leadership potential. Her team loved her-they said she was indispensable.

But for whatever reason, her business chose poor management, and overworked her and isolated her on a project for three months. Over that time, despite her best efforts, she was crumbling. Luckily for her, an offer with better pay AND weekends off found her. Her company panicked and counter-offered. They couldn't match it.

She is free. Now they're panicking.

I've seen these same practices in small businesses of 2-50 employees. The result is the same- people care more about their family and friends than your company, and they will leave!

If you are scrambling to take care of demands, while also mitigating labor or production costs, you will lose out on good people if you aren't careful. I can work with you to maintain great talent while helping you meet the needs of your business. Reach out to me here or text me at 801-361-8478 for a free 30 minute strategy call.

07/31/2026

Running your business from home can be so convenient, but distractions-especially in cute human form-can be tricky!

How do you maximize your performance remotely when family members or roommates want your attention, or make regular noise? Many of my clients have worked either fully remote or a hybrid model where they share their workspace with family.

Here's 10 great tips on how to stay focused from a helpful article (link below) that have been consistent with my experience coaching remote clients:

https://rosseducation.edu/new-students/ten-productivity-hacks-for-remote-workers.php

1. Establish a dedicated workspace-absolutely. While watching my clients, this is particularly difficult for their children to understand if a clear physical boundary isn't set. It helps you and it also helps them understand when you're not available.
2. Set a routine: Yes. People transitioning to remote for the first time don't realize how their physical schedule from A-B made it easier for them to engage. When it's up to you and your hours are too spontaneous, your family won't know when you're really available and you'll always feel like you are working. That is a recipe for burnout. Stick to a schedule as much as you can.
3. Prioritize tasks: This is a given, but especially important when you're being accountable to your own time.
4. Apps to stay organized: My only caveat on this from experience is to make sure you choose one you'll actually use. The easier for you to use, the better.
5. The Pomodoro Technique: I really like this. Binging work is often counterproductive, even with important deadlines at stake. This approach breaks productivity into 25-minute focused sessions and 5-minute breaks.
6. Minimize multitasking: Multitasking can unfortunately just be split attention and diminished quality, especially if you are working while caring for kids. Find ways to offer full focus to either your family or clients as much as possible.
7. Regularly communicate: I've been surprised with how establishing a cadence of communication is really difficult for some remote professionals, leaving their team, employees, and especially their leaders in the dark. Make regular check-ins a task.
8. Take breaks and move: Blood flow is really important for focus and energy. Use that Pomodoro Technique to walk around.
9. Practice mindfulness: This is one of the key areas I have helped my clients navigate. Finding time to not just take a break-but clear your head and ground yourself when under stress is so important.
10. Set boundaries: What I've found with clients is that this really is up to you. You can't just set boundaries-you have to enforce them with kindness. Clear communication and fairness to yourself is key.

If you need help changing your behaviors to put these tips into actual practice, I'm happy to be in your corner! Send me a message and let's chat about your productivity at home.

07/16/2026

Are your relationships with your family suffering because of your business- or are they stagnant even when you do get time off?

When I coach professionals about their strong desire for a better work-life balance, their main goal is typically to have more time so they can better fulfill their role as parents and spouses.

However, the conversation typically only points to time blocking, delegating, using PTO, and scheduling vacations.

It's obvious that if you aren't ever available for your family, your relationships won't be great.

But time off isn't the only element you should be thinking about.

When you finally do get a day off, most burned out people want to do "nothing." But "nothing" can often mean going home and tuning out those you love, distracting yourself from the root of why you're actually burned out, and going back to work feeling about the same as you did before.

Over the next few weeks, I'm going to be teasing out material I'll be putting in a new e-book about how make the most out of your time off and how to rebuild your relationships. And no, it doesn't include having to get soaked on Tiana's Bayou.

Here's a hint-it starts with real connection.

If you'd like a copy of my new e-book, reach out to me here or at [email protected] to pre-order.

06/26/2026

What top characteristic is necessary for surviving the 2026 market? Adaptability.

I work with a company to coach leaders in the tech field, and with Sego Lily I have had the opportunity to coach small business owners. I primarily work with these people 1:1, or on a very small group basis. Everyone's fears around technological shifts, and what it means for each person's career and livelihood is palpable. But current research, and even anecdotal stories from professionals who "make it" have a similar thread-they embrace the situation and adapt.

This past March, I had the opportunity to present at AIM, Utah's leadership tech group where directors, VPs, and CIOs gather to help each other thrive and develop their teams. What conducted a survey among this group-and they adaptability was the #1 quality that floated to the top.

McLean & Company, one of the foremost experts in HR in the world created a 2026 report. They researched over 1300 high-performing companies to create six major recommendations for companies this year. The surprise? Leadership development as the number one recommendation, stating that leaders have to know how to be carry crises. #2? Learning to embrace of innovation. Fiscal decisions to freeze budgets, and layoff employees, were closer to the bottom.

So what does that mean for you? Here's a few things I tell my clients:

-Adaptability is about embracing a mindset around change and welcoming it. Believe in your capability to learn and have an eagerness for it are the foundation for your future.

-A learning mindset drops perfectionism and it helps you stop pretending that you have to know everything. Everyone I talk is to so worried about being "behind" with AI. EVERYONE is "behind" when it comes to AI capabilities. Rather than letting that put you into a panic, it's about learning what AI can do for you in your particular career and with your bandwidth. Strategic thinking about how AI can help you make money is the key. Stay focused. Be reasonable.

-Entrepreneurs are risk takers, but that must be coupled with a realistic cashflow, or you'll lose your business. That doesn't have to be an oxymoron. Investing time and money into new approaches, while continuing to put out great products that you know will lead to sales, will help you strike a balance.

If you want to talk about how to blend innovation and adaptability into your current work situation, I'm happy to chat. DM me here, text me at 801-361-8478, or email me at [email protected].

06/18/2026

Father's Day talk: Society talks a lot about the pressure to be a "Super Mom," but what about the pressure to be a working "Super Dad?"

This could be an especially complex situation for small business owner fathers, who technically have 'flexible time," but work more than the average W2 employee.

It's a huge win for families that dads are more involved than ever. Millennial fathers spend double the time with their children than their fathers' generation, and even more so than their grandfathers.
Quality of time spent matters more than hours and seconds, but you get the point-dads are culturally expected to do more and be more than ever.

It's common on social media to see dads doing it all-making a lot of money, while also maintaining perfect yards, building playgrounds from scratch, coaching sports teams, taking the kids out on grand adventures, etc. Engaged, involved dads are so beneficial to their children, so this absolutely should be celebrated. But as it is with everything, if reasonable expectations aren't set, burnout is inevitable.

Here's a great article commenting on this current phenomenon: https://smarterbetterdaily.com/kids-family/millennial-dads-modern-parenting/

As a coach, I see a lot of burned-out working dads either pushing through the pain or escaping so much that they create habits they aren't proud of. In the end, it's important to meet your unmet needs while also being present for your family,

Here's my suggestion to fathers who are working full-time (95% of you): structure your time, it's ok to say no to non-essentials, simplify, AND keep saying YES to the essentials.

Here's some examples:

-Review your family's schedule with your partner, and label activities and family responsibilities by need vs. want. (e.g.., if you are both working full time, do you both have to go to every soccer or baseball game, or can you take turns? Can you ask your child which activities mean the most to them? Could someone else coach next year?)

-While it's commendable that some men push an image of masculinity doing grand gestures, most kids would honestly be happy if you just sat down to play a game with them, ask them about their day and joke with them at family dinner, or throw a ball around. Don't let another person's grand project become your guilt-trip or headache. There's a lot of great ways to be a dad.

-One pitfall I've seen with working dads is their "decompression time" is built to drag on too long. Golf games, video game sessions with friends, sports games, fantasy football leagues, etc., and even gym sessions. It's not uncommon to hear these hobbies requiring 3+ hours of time, which can leave partners feeling frustrated and missed opportunities with kids. If you are about to decompress, ask yourself, "Will this make me miss dinner with the family?" "Will this make me miss bedtime with kids?" "Will this make me miss an important game?" "Will this make me unable to help with any household work?" "Will this keep me from spending any time alone with my partner at the end of the day?" If you can say no to all of these, then your free time is probably ok. Open communication and accountability is key.

"Balance" can feel like a myth in life, but if you are intentional and self-aware about your needs, are staying accountable to the time you spend decompressing, and are simply building connection with your family, you are doing enough!

If you need any guidance with how to manage your work-life balance, feel free to reach out for an initial strategy session. DM me here or text me at 801-361-8478.

06/12/2026

Are you unintentionally viewing the people around you as objects?

That's the gist of this wonderful take on human relationships by Arbinger.

This is an oldie I read on a recent trip (so I can spoil the heck out it!) and it made me think a lot about relationships at work. It examined the lives of characters who had to examine their way of being (through the lens of Israeli/Palestinian history, parents of troubled teens, and business owners) and reflect-do poor relationships and conflict continue because of the "facts"- or does it persist because we simply see the people around us (coworkers, vendors, clients, leaders) as resources or obstacles? Do I forget the human motivation for why others do what they do? As I read, I felt the message was more relevant than ever, as society in 2026 fully embraces labels by political affiliation, titles, and stereotypes.

So, what does objectification have to do with small business owners or leaders? I see it unintentionally creep in as frustration is vented to me as a coach about people who become walking and breathing titles- "leadership," "upper management" "the VP," "that team member," "this high maintenance client." Clients can quickly turn into "sales." Of course these can be appropriate terms for simply describing people's roles, but I see labels slowly used as a means to vent frustration and name call. We lose the individuality of people within the context of the problem. Objectification is dangerous because it leads us to self-justification for behavior (less accountability), black and white thinking (hero vs. villain), less collaboration, persistent tension, disengagement, and poor customer service.

Anytime you see yourself reducing others into assets or obstacles, you can ask yourself these questions:

-"What do I actually know about this person? Am I limited in understanding their motivation in this situation?"
-"What could have led [insert individual here] to behave in a way I disagree with? Is there anything about this that I can understand and disagree with respectfully?"
-"What are the unmet needs of the individual that could cause them to be upset? How can I fairly help them meet those needs?"
-"What role do I play in the success or difficulty of this situation with this person?"
-"What is a way forward to solve this problem, where the dignity of all parties can remain intact?"

While none of us are perfect and need to be honest, it's vital to maintain the humanity and individuality of the people we interact with, especially during conflict. I'd highly recommend this read if you are struggling to see others in a respectful light and understand your own humanity and need for growth.

If you need direction for how to navigate a difficult conflict, I'd be happy to chat. I offer 30-minute free consults that you can book with me directly. DM or reach out at 801-361-8478.

05/26/2026

Let's hear it for the dads!

The next few weeks I'm going to be posting work/life family tributes to fathers. As a small business and leadership coach, I work with a lot of fathers. While many more mothers have worked full-time than ever before, fathers have consistently worked full-time despite their partner's workload (statistics for decades still hold at 95% in 2026).

Further, small business owner fathers work more than W2 employees- up 10-20 hours more per week.

I did a master's thesis on father involvement, and while both genders of parents do essential work, fathers make some unique contributions to their kids that aren't always talked about.

Here's fun fact #1: Fathers have a unique impact on their children's social-emotional development.

One recent meta-analysis reiterated from decades of research that involved fathers, when consistently present in play with their children (floor play with toddlers, rough and tumble play, reading with children, pretend play, etc.) had children with greater social competence, peer relationships, and confidence. This was especially true when mothers reported on this type of interaction (we know it really happened :)). https://www.sciencedirect.com/science/article/pii/S0885200625000754

It is tempting to come home from work from a high-stress day and put off interaction with your kids. You may not see the immediate difference you make in your kids when you sit down and play with them, help them with their homework, or become a tickle monster. There's an invisible effect you may not appreciate but it makes a massive difference in your child's brain development and social outcomes later in life.

Decompressing is so important, but you typically have a short window to interact with your kids before they go to bed. Before you spend too much time escaping at the gym, on Discord, or with Sportscenter, ask yourself:

-Did I get on my child's level and understand how their day went? (Family dinner is good, 1:1 time is better).
-Did I take the opportunity to tell them what I love about them and why they're special?
-Did I take at least 15 minutes to engage in some sort of play with each child? (Set a timer if needed!)
-Did I show up to something that means a lot to them (a game, a practice, a performance).

I'm going to reiterate this again: This may seem basic. But what is common sense isn't always common practice to overwhelmed, busy people.

If you need someone in your corner to help navigate work stressors and your responsibility to show up for your family, I'm happy to help. DM me here or reach out at [email protected].

05/20/2026

They say the customer is always right-but what do you do when they're really wrong?

Back in college I had a mentor who taught me an important approach to having tough conversations with people. It has been a vital tool for everyone I've coached in leadership groups, for business owners working with angry clients, or a manager having to let someone go.

It's the simple approach of compassionate truth-telling. Equal weight is given to how people are feeling, and what is fair going forward. And while it may be common sense, most people get it lopsided on one side or the other.

When a difficult situation comes to a head, you can build a conversation (ideally beforehand) with the following steps:

A. Create a sense of safety and empathy

1) Listen to the customer's complaint with no judgment. Actively listen, use reaffirming cues and language, and review their concerns to make sure you are understanding them correctly.

2) Care about the core concerns of the customer and take inventory in your mind about what is true on their end (what was unfair, what didn't go according to their expectations), and reinforce the feelings they may be experiencing. This may seem like human relations 101, but in the heat of the moment, sometimes this step is skipped, and it's often the most important.

B. Create a sense of fairness for both you and the client

1) Then review in your mind what is also true from your business' delivery expectations, policy, and labor value on your end in the situation. Unless you truly underdelivered in this effort, you don't have to give into a discount, or an apology. Stay neutral and engaged.

2) Lead with creating clarity. Sometimes, what feels unfair, unfinished, or undelivered is simply a communication issue. Walk the client through the situation step by step and see if there is a way to reconcile both points of view.

3) Create a plan to move forward. The end goal is the point-they need a valuable deliverable; you need to be fair to your cashflow. Find a compromise and resolution so both parties are satisfied.

Sometimes we panic when an employee, client or supervisor is upset. However, deescalation is possible when people feel valued, clarity is created, and solutions drive the conversation.

If you need any support navigating a tough team member or client situation, I'm happy to lead you through tough calls! Feel free to DM me here or book a quick strategy session at 801-361-8478.

Sego Lily Consulting

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