When you’re gunning for a high-stakes role – whether it’s in tech, finance, consulting, or government – the interview is about a LOT more than just showing up and answering questions.
It’s about separating yourself from the pack.
Remember: The competition is fierce, and the margin for error is razor-thin.
In this context, mock interviews (when done right) can become your secret weapon. They can help you master not only what you say, but how you say it – under pressure.
They can help you win.
They are the difference between being average and standing out as an elite candidate.
Let’s show you how…
Why Mock Interviews Are Essential for High-Stakes Roles
The Stakes Are Higher: Why Preparation Must Match
High-stakes roles like C-suite positions, tech leadership, and consulting jobs are tough. They’re demanding, both in workload and expectations. In fact, high-value and executive jobs are some of the most challenging positions out there (source).
But they’re also extremely rewarding. Top executives in the U.S. earn a median salary of $206,680, according to the U. S. Bureau of Labor Statistics (source). And as we tell our students… If you have to have a job, it might as well be an executive job.
Of course employers, especially boards, owners, and investors – the people who have a vested interest in executives – know all of this…
They know how much they are paying. They know how critical these roles are. They know how much the applicants want these jobs.
Many professionals work for decades to end up in that interview room. Professionals are dying for a shot at these roles.
They know all of this.
And as a result, they don’t mess around when it comes to hiring for these roles.
Harder to Find Opportunities
Make no mistake: Even 50 years ago, interviews for these positions were brutal. They have always been brutal. The trouble is, nowadays, they’re not only more brutal, but they are also harder to find…
High-value employees and executives aren’t job-hopping as much anymore. They’re staying put, and openings are drying up. Executives now tend to stick with their companies longer (source).
On top of that, the bar to even be considered for an executive role has gotten higher. Executives now average 12 years with their current company, and bring an extra 15 years of experience from other roles (source).
This means fewer openings on top of the cutthroat competition.
Which also means, simply put: you can’t afford to walk in unprepared.
So… Given the escalating difficulty and the need to prepare… What exactly does preparation look like?
Preparation = Technical + Behavioral Mastery
There are two parts to being fully prepared for a high-stakes interview: technical mastery and behavioral mastery.
Technical Mastery
You have to be great at the technical aspects of the job – at least as far as talking about the job is concerned.
Whether you’re aiming for a CTO role, a leadership position in finance, or a high-stakes consulting gig, your hard skills must be – and more importantly appear – on point.
This means mastering the core competencies of your profession. It also means understanding your industry’s specific interview frameworks. (For example, in consulting, you’ll likely face case interviews, where you’re asked to solve real-world problems on the spot. In tech, you may be hit with technical whiteboard challenges. Across many industries, you’ll be hit with the STAR method – Situation, Task, Action, Result. Government is a whole different can of worms.)
Technical mastery takes professional exposure. There’s no other way around it. You need to have had experience in the industry, or personal guidance through a mentor.
But… Chances are, your technical mastery is already going to be on point, if you are being considered for a high-stakes role, and is therefore much less of a concern than the behavioral side of things…
Behavioral Mastery
For high-stakes roles, beyond the technical mastery, you also need to be flawless in how you present yourself during the interview.
And when we say flawless, we mean flawless!
This means both your verbal and non-verbal communication, including but not limited to aspects like your tone, how you answer questions, the specific words and phrases you pick, your facial expressions and gestures, your body language, and even your outfit.
EVERY DETAIL MATTERS! (We can tell you stories about how “who gets that mid-six figure salary” is routinely decided by obscene factors like the color of a tie, or ideas expressed through sentences like “the answer was correct, but, you know… the way he answered that question made me think…”)
Don’t let the smiles and the professional courtesy fool you. From how you walk into the room to how you handle the most trivial of questions… Everything is under scrutiny.
Behavioral > Technical
Style matters more than substance, especially early on in human interactions, and double especially during job interviews.
This is because, ultimately, whether you get hired or not often boils down to a feeling…
Remember: People make emotional decisions first, and then, they rationalize them with logic afterward. Research from psychology and behavioral economics confirms this.
Neuroscientist Antonio Damasio, in his landmark work Descartes’ Error, demonstrated that emotions play a critical role in decision-making. His studies found that people who suffered damage to the emotional centers of their brain struggled to make even simple decisions, despite having intact logic and reasoning abilities. Marketing research aligns with this as well, showing that 95% of purchasing decisions are made subconsciously, driven by emotions, according to Harvard Professor Gerald Zaltman (source).
Of course, this emotional bias applies to recruitment as well – hiring managers make gut-level decisions before justifying them with “objective” criteria. (See Launch Your Career for the full explanation of this mechanism and how to generate this “gut impulse” to hire you through the use of language.)
Ultimately, to get high-stakes roles, while your technical mastery needs to be on point, your behavioral mastery during the interview must be more than on point. It must be flawless.
But How Do You Get To Flawless?
Of course, the biggest factor in behavioral mastery isn’t about memorizing your responses or trying to control every move. That makes you look robotic and even untrustworthy…
Instead, you need to enter a state of mind and generate the embodied feeling that allows you to flow into rapport and harmony with your interviewers, generating the perception of naturally flawless behavior.
Once you do that, you automatically and effortlessly present behavioral mastery. And while the nuances of this process literally fill books (including some of ours), let’s start with what not to do:
Do NOT let anxiety dominate you!
Anxiety is the interview killer, especially in high-stakes situations.
Anxiety Destroys Performance
Whether you’re giving a speech or interviewing for a top job, anxiety drags down everything from your verbal responses to your non-verbal cues. Researchers found that higher anxiety led to worse performance across the board (source). Other researchers showed that interviewees with high anxiety performed worse, and their anxiety was obvious to observers (source).
Non-verbal cues suffer too. Anxiety messes with your body language, which sends the wrong signals to interviewers. This is backed up by yet another study in the Journal of Personnel Psychology, which found that anxious non-verbal behavior directly harms interview ratings (source).
Keep in mind, this type of anxiety can cost you a job that you’re perfectly qualified for! In fact, one study found that managers tend to overlook anxious candidates, despite the fact that anxiety has no bearing on actual job performance (source).
Most hiring managers – including top executives and wealthy investors – don’t know any of this or care to listen, so if they see anxiety – they’ll just write you off.
Ultimately, you need to completely eliminate anxiety to pass interviews for high-stakes roles. That is the first step to behavioral mastery.
The Psychological Advantage of Mock Interviews
Well crafted mock interviews help you with is anxiety.
This has to do with systematic desensitization, a psychological method developed by Joseph Wolpe, which involves exposing yourself to anxiety-inducing situations in a controlled, repetitive manner. By gradually becoming accustomed to these scenarios, anxiety naturally diminishes over time. It is effective for situations like interviews or public speaking, and it can even be used to overcome phobias (source). This does not need to be an in person mock either, a study on virtual mock interviews during the COVID-19 pandemic found that virtual worked well (source).
You just need to start somewhere… Just as pictures of spiders can be used as a starting point to counter arachnophobia, even mock conversations with your friends can be used as a starting point to eliminate the natural anxiety candidates feel when they walk into a high-stakes interview. (Trust us: when you walk into a boardroom for the first time with $700k on the line, you’re going to be nervous.)
In short:
- Anxiety is natural in high-stakes interviews
- Anxiety destroys your chances
- Mock interviews diminishes or eliminates anxiety
- Without anxiety, you have an unnatural advantage
- Behavioral mastery becomes possible
(Special Note: Lack of anxiety is a necessary but not sufficient condition for behavioral mastery. We start with anxiety when discussing mock interviews, because this article is about mock interviews, and mock interviews are the only method which makes complete elimination of anxiety possible. Beyond that, you still need soft skills such as active listening, empathy, rapport building, facial discipline, value signals, control over body language, voice tone, cultural competence, as well as common sense social graces to master your behavior in high-stakes interviews. See Launch Your Career and Executive Ascent programs for a complete coverage of these topics.)
Structuring Your Mock Interviews for Maximum Impact
We are going to assume you’re familiar with the structure of high-value and executive interviews and get right to the meat of it. (The article says advanced, and you clicked on it for a reason. If you need the basics: start here to learn about job interviews.)
At a very basic level, for a successful mock interview, you will need to:
- Gather intelligence about the role
- Create the mock interview brief based on your research
- Get questions created based on this brief (you can hire professionals, have your friends and colleagues, or even AI prep these questions)
- Conduct the necessary rounds of interviews (we recommend 2 rounds)
- Have your interviewers fill in a score card and give post-interview feedback
(Note – See our mock interview cheat sheet for further guidance.)
Your mock questions need to be sharp, detailed, and specific. You need to be asked these questions by a third party where you don’t have control over the timing or topics of conversation. Make sure you record yourself on video to analyze your behavior after the mock is done. Video doesn’t lie – watching yourself back will help you see behavioral patterns you need to fix.
Let’s get into the details…
Gather Intel About the Role
For a mock interview to truly work, it has to be based on the role you’re aiming for. C-suite and executive-level positions require proof that you can handle decision-making under stress. You need to have stories where you’ve navigated crises, made big calls, or solved deeply technical problems.
Your mock interviewer will need to grill you based on the specific challenges of that role, not just generic questions…
Start with the job description. Look beyond the fluff and focus on repeated keywords and specific requirements. What technical or leadership skills are emphasized? That’s a clue to what they really care about.
Talk to current or former employees. LinkedIn is great for this. Reach out to people who’ve worked in similar roles at the company. Ask about the biggest challenges in the role or what management values most. (You can literally pay people for their time, or trade other favors for this intel – it’s worth it.)
Check competitors’ job listings. Often, competing companies will reveal industry trends or role expectations that aren’t as clear in your target company’s description.
Look for industry trends. Check if the company has made any public announcements, partnerships, or launched new initiatives. Their current projects reveal what’s urgent for them and could be their focus.
Lastly, study the company’s earnings reports or press releases. If you’re applying for an executive role, these documents are a goldmine. They highlight financial pressures, strategic direction, as well as key areas where they’ll want immediate impact. (It’s also an incredibly valuable resource for identifying pressure points for negotiation – but that’s a different topic.)
All in all, the more you understand the key competencies required, the more targeted and effective the mock can be.
Gather Intel About the Company
Learn about the company. Read earnings reports, shareholder letters, and industry-specific news about the company. For public companies, SEC filings can be a goldmine. What investments have they recently made? What strategic moves are they planning? These reports often outline growth opportunities, regulatory hurdles, or financial risks.
You need to know exactly what the company is about. This is basic interview prep. But… Of course… It’s just the first step.
The next step is learning about the personality of the company…
Every company has a personality. When you’re preparing for a mock interview, you also have to know who you’re dealing with. Is the company formal or more laid-back? What values do they promote, and what do they hate? What’s their reputation, and do they have internal taboos?
Research the company’s public communications, reviews from current employees, online resources like Glassdoor, and even press coverage.
Every company has cultural norms, key values, and stories they tell. You need to shape your responses to align with that culture. Your mock interviewer should create questions based on these specifics, allowing you to practice responding in a way that shows you fit in without trying too hard or being fake.
Gather Intel on the Interviewers
Knowing the people across the table is just as important, if not more important than understanding the job or the company. Roles and companies don’t make decisions – people do…
The more you know about the panel or key decision-makers, the better you can answer.
As you might expect, social media is your friend here. Check out LinkedIn to see what interviewers share and follow their online activity. Observe them on other platforms. Analyze their personal brand. Try to find public speaking engagements, interviews, articles, or even unrelated videos or social media clips. (Video is extremely valuable for this purpose.)
To do further research on them, you can also use open source intelligence tools. Some professionals even go as far as hiring private investigators to gather intel, though that’s an extreme approach. You can find useful intel on practically everyone you’ll interact with through basic and free online tools.
And why are you gathering this intel? And isn’t this a bit creepy?
Second question first: No it’s not creepy, it’s business. They are doing it to you too.
As to the why: You’re collecting all this intel, because you are building a profile of the interviewer(s). Ideally, you are using tools like the Big Five personality model or the Keirsey Temperament Sorter to build that profile. Understanding these personality traits can help you develop rapport in a much faster way and frame your responses to resonate with them (check out Launch Your Career for a step-by-step deep dive on how to do this.)
By the way, this way of catering to the interviewer isn’t about deception. It’s about improved communication: You’re not telling them what they want to hear; you’re speaking their language using words and phrases they naturally understand, so that you can communicate more effectively, and help them better understand why you’re the right fit.
Your mock interviewer should keep the personality profile(s) in mind throughout the mock interview. It should be top of mind while filling your scorecard.
Using Real Scenarios from the Role
To really nail your mock interviews, it’s crucial to be specific in your mock scenarios and match the exact challenges you’d be facing in the role. It’s all about digging into the specifics of the job you’re targeting and proving you can handle them under real pressure.
Here’s how you can find specific scenarios to base your mock questions on:
Identify “Top Of Mind” Challenges
Let’s say you’re interviewing for a CTO position. Go beyond generic tech questions – what real challenges is the company facing right now? Are they scaling their platform? Struggling with technical debt? Moving into AI or machine learning? Have your interviewer create questions that revolve around how you’d handle these specific issues. For example:
- Scaling Challenges: “The platform is seeing a 30% annual increase in traffic. How would you ensure that the current infrastructure scales without significant downtime?”
- Tech Debt: “You’re taking over a team that has accumulated tech debt over several years. How do you prioritize fixing it without stalling product development?”
How about a CFO role? You’ll obviously dig into P&L management, but make it specific. Perhaps the company is expanding globally – how would you navigate currency risks or taxation issues in multiple jurisdictions? Use real-world situations from their industry to make it clear that you’re capable of thinking strategically. Here’s an example:
- Global Expansion: “The company plans to expand into two new countries over the next 18 months. How would you manage the financial risks related to currency fluctuations, tax law differences, and operational setup?”
Or, if the company recently announced they’re acquiring a competitor, a good scenario might be:
- Acquisition Scenario: “We’ve just acquired a major competitor, but their product line overlaps with ours by 60%. How would you consolidate the offerings without alienating customers?”
Consult Industry-Specific Case Studies, White Papers & Industry Media
Top of mind challenges should not be important sounding made up wild fantasy challenges!
Be grounded in reality. Review case studies or white papers in your industry to understand common pain points and most recent, most popular solutions.
For example, in tech roles, it’s common to find writeups (or even YouTube videos) on DevOps case studies or AI adoption reports. Go through some of these. Then, frame your mock interview scenarios around a similar initiative, like:
- DevOps Transformation (in response to a new popular fad about devops culture): “You’re tasked with implementing a company-wide DevOps culture. Where would you start, and how would you measure its impact over the first six months?”
Simulate Crisis
High-level roles often involve crisis management. Incorporate real-world crisis scenarios in your mock interviews. For example:
- Cybersecurity Breach: “Last night, the company was hit by a cyber attack, exposing customer data. As CTO, how do you manage the immediate response, and what’s your long-term strategy to rebuild trust?”
- Regulatory Investigation: “The company is under investigation for a regulatory violation. As CFO, how do you manage the financial implications and protect the company’s reputation?”
Incorporating role-specific, real-world scenarios into your mock interviews not only makes the process feel more relevant but also puts you in the mindset of solving their actual problems.
Solving actual problems = value
We cannot emphasize this enough…
Having practiced your answer to real-world scenarios as opposed to generic questions gives you a tremendous advantage in the content of your answers. Your answers will be categorically better.
But that’s not all.. Perhaps more importantly, your delivery will be an order of magnitude better as well.
The more natural and flowing your responses to real-world scenarios are, the faster you respond, the more well thought and coherent your answers are – the more of an industry insider you appear to be. That in turn leads to greater rapport, greater credibility, greater trust, and ultimately better job offers.
Simulating Multi-Stage Interviews
High-stakes roles often have multiple interview rounds: HR screens, peer interviews, technical assessments, and executive panels. To ace each stage, you need to rehearse for all phases, not just the final one.
What’s the trick? Consistency.
Most candidates underestimate the importance of keeping your story consistent across these different stages while knowing how to pivot based on who’s asking the questions.
For the HR screen, focus on your ability to communicate your career narrative (see Launch Your Career) and cultural fit. Rehearse simple but polished answers that convey why you’re a long-term asset for the company.
For peer interviews, expect competency-based questions that test your metal, as well as fit questions that test how you collaborate with others. Practice adapting your answers to highlight team-based successes and your leadership style – peers will want to see how you’ll integrate and contribute to their daily work. (They also want to make sure you will not be a threat to their career – you must diffuse and disarm conflicts at first sign. Again, see Launch Your Career for the full breakdown of personality red-flags and disarms.)
In technical rounds, the pressure will be on problem-solving under scrutiny. Rehearse answers to technical questions, but also practice explaining your reasoning aloud as if teaching it to someone less experienced. Hint: it’s OK to ask for help for about 20% of the problems you face and solve those problems together with your interviewer or panel, as long as you take a collaborative approach and make your interviewer feel respected.
Executive panels are a different beast. Above all else you need to preempt power dynamics in the room. Research the executives’ personalities, relationships, and roles. Use your mock interview to practice catering to executive personalities.
The real key: you must be consistent. Throughout every stage, your answers should weave together into a coherent story (career narrative) that highlights your expertise, values, and the unique value you bring. Each mock phase should feel like “you’re saying the same thing, but at different levels of resolution and catered to different personalities”.
Advanced Feedback Techniques: What Elite Candidates Use
Peer Reviews vs. Expert Reviews
This is obvious but often overlooked: Not all feedback is created equal.
Peer reviews can be helpful for getting a sense of your performance from people at your level or slightly above. They can tell you what you’re doing well and what’s missing compared to their own experiences. However, expert reviews are essential if you want to reach the top tier of performance.
And who exactly are the experts? They are industry insiders, executive-level mentors, or career coaches who can spot gaps you won’t see, especially in areas that matter most at high-stakes roles: leadership presence, strategic thinking, and decision-making under pressure.
For example, a career coach or mentor with executive experience could provide insights into how you come across in a mock CEO interview: Are you displaying enough executive confidence? Do your answers reflect deep strategic thinking? Peers can’t give you that level of feedback.
Expert reviews often provide actionable, high-level critiques that go beyond surface-level comments and dig into how you’re aligning with leadership expectations.
We teach our students to pay for at least one expert review outside of their network before their first executive interview. The outside of their network piece is crucial because the relationship will not be tainted by personal history, and blunt feedback will not hurt feelings. And paying for it makes it a professional trade rather than a favor – favors tend to be much more expensive in the long run.
Behavioral and Soft Skills Feedback
Behavioral feedback is essential for mastering your non-verbal cues, body language, and executive presence.
Your body speaks louder than your words. People make snap judgments based on how you hold yourself, how confidently you speak, and whether you seem relaxed under pressure.
Mock interviews are an ideal time to practice and get feedback on these soft skills. Have an expert critique not just your answers, but your tone, posture, and delivery. Are you coming off as a leader or as someone still trying to prove they belong? Are you maintaining positive eye contact and controlling nervous movements and ticks? Are you balancing confidence with humility?
A big word of warning: When you ask random, untrained people for behavioral or soft-skills feedback, they will make stuff up and give you their opinion.
Opinions are not facts. If your mock interviewer is not an expert, take their behavioral and soft-skills feedback with a grain of salt. By all means, it’s another point of data, and even untrained individuals can give you insights into how you make others feel. But it may not be relevant, important or actionable.
In other words, do the best you can with your mock interviewer, but be clear eyed about their competence. Seek better trained and more experienced mock interviewers, and above all else, get behavioral and soft-skills feedback from at least one expert.
Data-Driven Feedback: Using Technology
You can also leverage AI-driven tools to analyze your performance in mock interviews. These tools can break down your speech patterns, track your pauses, analyze filler words, and even assess emotional tone. Programs like Otter.ai and Grammarly’s tone detector are already used for these purposes.
These tools can give you hard data on:
- Speech speed: Are you talking too fast or slow?
- Pauses: Are you pausing too much or too little?
- Fillers: Are you using too many “um’s” and “uh’s” that diminish your confidence?
- Tone: Does your speech sound assertive and confident, or does it come across as unsure?
You can also use AI-driven video analytics (like HireVue) to analyze facial expressions, eye movement, and body language to see if you’re coming across as open and confident – or defensive and uncertain.
AI can also help pinpoint where you’re losing your audience, giving you granular feedback to improve. This is very valuable for panel interviews or interviews where you are expected to give speeches and/or presentations.
Record your mock interviews and replay them. Even without AI tools, reviewing the video will allow you to identify weak spots. But use AI tools to make the most of it (of course, be careful about their privacy policies and opt out of features that leak your personal data.)
High-Pressure Role Play: Simulating Stressful Scenarios
To succeed in high-stakes roles, you need to prove that you can maintain your composure and perform under pressure. Mock interviews can help simulate stressful situations.
Design mock scenarios that force you to deal with:
- Hostile questioning: Create an environment where your interviewer takes an aggressive or confrontational tone, challenging your ideas or leadership. This helps prepare for board-level interviews, where dissent and sharp questioning are common.
- Conflicting feedback: Simulate situations where different interviewers give you opposing views or advice. Practice how you handle navigating these contradictions, without getting defensive or losing track of your message.
- Silent treatment: Some interviewers intentionally give little to no verbal or non-verbal feedback, leaving you in awkward silences. Practice staying calm, reading the room, and confidently continuing your narrative.
To push this even further, responding to unexpected or ambiguous questions is a very valuable tool.
Have someone throw extremely weird curveballs – questions with little context or questions unrelated to the role – to see how quickly you think on your feet. This type of situational training boosts your ability to stay calm and deliberate, traits highly valued in leadership roles.
Remember: in some companies, entire interviews hinge on a specific, deliberately created stressful situation. Imagine, for instance, having an interview where the most important interaction is when, during your interview lunch, the waiter deliberately brings you the wrong entree, just so that the leadership team can see how you react. (A bit of a cliche but relatively common technique.)
Common Pitfalls and How to Avoid Them in Mock Interviews
Over-Practicing to the Point of Rigidity
In a mock interview, it’s easy to fall into the trap of rehearsing your answers so much that you lose the natural flow of conversation. The goal of mock interviews is to practice adaptability rather than perfecting specific answers.
It’s about training the muscle, not lifting as much as you can…
Over-rehearsal can make you sound mechanical and rigid, which limits your ability to respond to unexpected questions or changes in tone.
To avoid rigidity during your mock interview:
- Change up the questions every time. Ask your mock interviewer to challenge you with different phrasing or additional questions that push you to think on your feet.
- Change the order of questions: Not as important as changing the questions, but still helpful.
- Avoid rehearsing word-for-word responses. Instead, focus on key talking points and frameworks you want to hit, leaving room for spontaneity during the mock.
- Review your performance for adaptability. When watching the video back, look for moments where you seem robotic or overly polished. Did you leave space to react naturally to questions or comments? Were you quick to adjust when something unexpected came up?
Neglecting the Importance of Active Listening
One of the biggest traps in mock interviews is focusing too much on your own answers and neglecting to practice active listening. Not demonstrating active listening in a mock setting means you won’t be able to do it in the real thing.
To sharpen your active listening skills:
- Instruct your mock interviewer to change the tone mid-answer or throw in a follow-up question you weren’t expecting. This will force you to slow down and process before responding.
- Practice asking clarifying questions. For example, have your mock interviewer deliver vague or ambiguous questions, pushing you to ask for more context or detail.
- Make a note of how often you interrupt or miss cues. Watch the video recording, and look for moments where you didn’t pause to fully absorb the interviewer’s input before replying.
Focusing Too Much on Technical Skills
Mock interviews often fall into the trap of being too focused on technical expertise, especially when the mock interviewer is from the same industry. As we’ve explained above, the real value of the mock interview is related to your soft-skills and delivery.
To shift the focus to behavioral mastery:
- Set up scenarios that test both technical and behavioral skills. For example, have your mock interviewer assess how you explain a complex concept to a non-technical audience or handle pushback from a stakeholder.
- Incorporate leadership and decision-making questions. Ask your mock interviewer to focus on questions related to team dynamics or high-pressure decision-making.
- Evaluate how well you communicate complex ideas. After the mock, review how clearly you communicated. Think about teaching a newbie – would they get it?
Conclusion: The Ultimate Edge in High-Stakes Interviews
Mock interviews are essential for securing high-level roles…
For anyone striving to move into leadership or specialized positions, the ability to rehearse answering questions, building rapport, and winning people over – under interview conditions – is critical.
Remember: The most successful candidates – the ones you are competing with – are continuously refining their approach, integrating feedback and evolving. And that’s not all…
Many you are competing with also have additional unfair advantages such as insider contacts, elite credentials, proven pedigree, and even a touch of nepotism.
To win against them, you can’t leave anything to chance!
Every time you have a job interview, assume you’ll need to have at least one mock interview in preparation. Make this into a habit. This habit will in turn give you the resilience, adaptability, and executive presence required to make it to the top.
And to take it to the next level, learn The Language of Value. This will give you the ability to easily express your worth in high-pressure scenarios.
In combination with everything we’ve covered in this article, using the Language of Value will give you the ultimate edge in your career.
Preparation is the key to mastery.
It IS in your hands.