In the Wings or Out in Front

In our years of experience, we have worked with two types of clients. The first we will call Delores*, the second we will call Helen*. (*Names have been changed to protect the innocent.)

Both clients  invite Reach Partners to help them maximize their ability to complete a project. The difference is in how they  acknowledge our contributions. One treats us as a  publicly visible  partner; the other asks us to do our work more quietly. To be clear, our efforts remain the same whether we work with  Delores  or  Helen. And we are happy to partner with both.

But here’s how the differences may play out:​

For some clients (Delores), it is important that others know Rachel and I are an integral part of their team, even if we’re not employees. Others (Helen) don’t want their colleagues to catch wind of the fact that we have been hired for a specific project.
 
There are many times that people will see Rachel or me in a meeting or at an event and they will assume we are an employee of the client. Sometimes we’ll even wear clothing branded with the client’s name or logo. If you weren’t part of the planning team, you might never know we’re an outside partner.
 
Of course, this leads to some interesting conversations. More than once, I’ve had someone insist that I work for a certain organization. Nope. I don’t, but I totally understand where that idea comes from.
 
We take the lead from our client when it comes to how our contributions are acknowledged. At a large event, Delores will find her boss and make sure to introduce Rachel and me. This is a very kind gesture, and it feels good to be thanked by the top leader of the organization for a job well done.
 
Helen, on the other hand, who is just as grateful for our work, makes it clear that we are not to interact with the top leaders of her organization. She proactivity asks us to slip into the background when her leader’s boss is present.
 
Both scenarios work for us. We understand that work cultures and environments are different. We recognize that both types of leaders have professional autonomy to invest their budgets and resources as they see fit. Sharing the details of who/how/etc. may not be something their boss expects, wants or even values.
 
Understanding these different models is one way we practice client confidentiality, which we’ve  talked about in blog posts about building trust and unleashing verbal  processors.
 
We trust that our clients know best how to partner with us.
 
That said, we are grateful for those clients who publicly acknowledge and promote the partners they work with. (Who doesn’t enjoy a celebratory attagirl!) For example, you’ll find Reach Partners listed as the project manager for the Greater Fargo Moorhead Economic Development Workforce Attraction Campaign for North Dakota’s Region 5:
 
Overall, however, our concern is about successfully completing the job and extending each leader’s reach for the good of the project. And we can do this well as a visible partner or as a leader’s secret sauce.
 
– Anita