latest additions to the Twennie library

The Senior Project Coordinator oversees project coordination across a business unit or region, establishing standards that improve clarity, predictability, and delivery performance. This role partners with project managers and leadership to identify risks early, reduce rework, and protect schedules and margins without undermining technical authority. Through coaching, system design, and governance, the Senior Project Coordinator strengthens how projects are planned, communicated, and executed. The result is fewer surprises, healthier teams, and more consistent project outcomes across the portf

Proposal and marketing professionals work in ambiguity, supporting technical teams with widely varying levels of business development maturity. Without clear empowerment, they’re forced into reactive roles — proofreading, formatting, and following instructions that may miss the mark. This video examines the tension that arises when non-technical professionals challenge assumptions, deadlines, or strategy, and how easily those moments are misread as overstepping.

Rage at work doesn’t appear out of thin air, and it’s rarely caused by “difficult people.” For leaders, rage is almost always feedback about how power, accountability, safety, and fairness are functioning fora team. This video helps leaders recognize the workplace conditions that quietly generate rage, even in high-performing, well-intentioned environments. We’ll examine how leadership behaviors, structural decisions, and unexamined norms contribute to anger that eventually surfaces as disengagement, conflict, or burnout.

The Workplace Rage Reference is a practical tool for employees who feel stuck, angry, or emotionally overloaded at work but need clarity instead of escalation. It helps you name the specific condition driving your rage, separate what you’re responsible for from what you control, and document patterns without venting. The steps guide you toward constructive action—whether that’s initiating a productive conversation, setting boundaries, reducing emotional exposure, or recognizing when rage is signaling that the environment itself may not be fixable.

Rage at work rarely comes out of nowhere. It’s usually the result of chronic powerlessness, unclear expectations, disrespect, or psychological unsafety that builds over time. This video is for employees who feel that simmering anger—whether they express it outwardly or swallow it quietly. We’ll unpack what workplace rage actually is, why it’s so common in high-pressure professional environments, and how it can quietly derail your reputation and health if left unaddressed.

Not every project should become a business development story — but some should. This prompt set walks you through identifying the right projects, clarifying what makes them noteworthy, capturing their human impact, and thoughtfully sharing that story with the audiences who care. Rather than treating projects as endpoints, you’ll learn how to document, educate, and engage in ways that build trust and visibility over time. The result isn’t promotion for its own sake, but a repeatable approach that turns meaningful work into sustained business development momentum.

Some projects are more than successful deliveries — they’re platforms for sustained business development. This video shows how to recognize those projects early and intentionally build momentum around them. You’ll learn how to identify work with broader relevance, define the audiences that will care, capture the human story, engage media thoughtfully, and invest in documentation that lasts. Rather than treating projects as endpoints, this approach turns them into living case studies that educate, build trust, and generate visibility for years.

Writing a winning engineering award submission isn’t about documenting a project — it’s about strategy, alignment, and storytelling. This video breaks down how to choose the right project, understand the purpose behind an award, follow judging criteria precisely, and translate technical excellence into a compelling, evidence-based narrative. Using a real award program as an example, you’ll see how the same project can be framed very differently depending on what judges value.

Hiring a project coordinator isn’t about finding someone who already knows everything — it’s about identifying potential and creating the conditions for that person to grow. This unit helps leaders clarify what the role actually requires, what skills can be taught, and where early support matters most. It explores how to recruit with intention, evaluate candidates beyond resumes, and set realistic expectations during onboarding. Done well, hiring a project coordinator becomes an investment in future project managers, improved team capacity, and smoother delivery.

Fast-tracking means overlapping project phases to compress schedules, but it’s often misunderstood as simple speed. Research shows it increases uncertainty, reduces predictability, and relocates risk downstream, where corrections cost more. While the term signals urgency and responsiveness in proposals, it frequently outpaces operational clarity. Used intentionally, with experienced teams and explicit risk management, fast-tracking can work. Used reactively, it creates project debt—rework, burnout, and loss of trust.

Mentoring and succession planning aren’t tasks to complete—they’re long-game leadership habits woven into daily work. The most effective learning happens through real-time involvement, spontaneous exposure, and explaining the “why” behind decisions. Leaders must tolerate discomfort, adapt to different learning styles, and gradually let go as others grow. Mentoring expands when responsibility is shared, motivations are understood, and honest conversations guide development paths.

A good win theme facilitates a decision-making process in the client’s mind. That decision might be to entrust you with a project that could define their career. It might involve working side-by-side with your project manager for two years or inviting your team into their office space for six months. Whatever the case, the client is making a high-stakes choice and your job is to help them feel confident in it. This 10 step process helps you do it comprehensively and persuasively.

Workplace culture isn’t defined by productivity metrics or stated values—it’s defined by what happens after something goes wrong, goes right, or challenges the status quo. How leaders respond to missed deadlines, mistakes, success, dissent, or creative risk teaches employees what’s safe and what isn’t. Those moments shape long-term engagement, trust, and loyalty far more than policies or slogans ever will. This video explores how culture is learned through experience—and how leaders can begin shaping it deliberately instead of accidentally.

This video walks you through a practical exercise for planning pursuit programs—before individual pursuits begin. Rather than focusing on one proposal at a time, the exercise helps teams step back and look at patterns: where effort is concentrated, where it’s wasted, and which pursuits truly support long-term goals. You’ll learn how to prepare for the exercise, who should be involved, what information to gather, and how to use the results to guide smarter go/no-go decisions, resource allocation, and pursuit timing.

Most firms track marketing activity without tracking visibility—and wonder why it doesn’t translate into work. This video breaks down the metrics that connect marketing, visibility, and business development outcomes. You’ll learn how to measure whether the market actually sees you, remembers you, and associates you with the right problems. More importantly, you’ll see how visibility metrics feed pursuits, influence go/no-go decisions, and reduce proposal risk.

Most firms track pursuit metrics without understanding the program behind them. This video explains how business development programs and individual pursuits connect—and why measuring both is essential. You’ll learn which metrics expose the strength of your long-term BD engine, which reveal pursuit readiness, and how to spot breakdowns before they show up as losses or write-offs. Instead of treating pursuits as one-off events, this approach helps you see patterns, allocate resources intelligently, and build programs that consistently produce better proposals, stronger client relationships, and

Most technical firms obsess over proposal outcomes while ignoring the business development behaviors that drive them. This video breaks down the proposal-stage metrics that actually matter—and explains how to use them to diagnose your BD engine. You’ll learn which numbers reveal pursuit quality, team discipline, client readiness, and strategic fit, and which metrics are just noise. Instead of treating proposals as isolated events, you’ll see how to measure patterns, predict outcomes, and make smarter go/no-go decisions that improve win rates, margins, and long-term portfolio health.

When someone tells you “you need to learn to let go,” they’re usually reacting to how you handle ownership, delegation, or uncertainty—not your commitment to quality. This video unpacks what that phrase can mean in real workplace contexts: unclear roles, over-checking, rescuing others, or holding responsibility without sharing authority. You’ll learn how to ask clarifying questions, decide what truly must stay in your hands, and set delegation structures that protect outcomes. The goal isn’t to stop caring—it’s to lead with trust, boundaries, and sustainable control.

“You’re a micromanager” is usually a signal about control, trust, and communication—not just personality. Sometimes it means you’re stepping into details because expectations aren’t clear; other times it means your team feels watched instead of supported. This video breaks down what micromanagement typically looks like in real projects, how to identify the specific behaviors causing friction, and how to respond without getting defensive or swinging to the opposite extreme. You’ll learn practical ways to set outcomes, create check-in rhythms, and maintain quality while giving people real owner

“So-and-so doesn’t like you” is one of the most destabilizing messages at work because it’s vague, secondhand, and loaded with social risk. This video helps you avoid the two common traps: panicking and people-pleasing, or becoming defensive and retaliatory. You’ll learn how to clarify the source and impact, decide whether it requires action, and address the situation professionally if needed. The focus is on protecting your credibility, keeping the work moving, and handling workplace dynamics without letting rumor or personality politics run your decisions.

“You take everything too personally” is often a signal that emotions, tone, or feedback conversations are getting tangled—but it’s usually vague and unhelpful on its own. This video breaks down what people may actually mean when they say it, how to separate legitimate feedback from deflection, and how to respond without spiraling into self-doubt or defensiveness. You’ll learn practical questions to ask, language to use in the moment, and small adjustments that preserve your credibility while protecting your confidence and the working relationship.

“ You’re too nice” can feel flattering—and confusing—because it rarely means kindness is the problem. It often means people experience you as hesitant to set boundaries, slow to escalate issues, or unwilling to deliver hard messages when stakes are high. In this video, you’ll learn what that comment typically signals, how to ask clarifying questions without sounding defensive, and how to keep your empathy while adding firmness. The goal isn’t to become harsh; it’s to stay respected, protect outcomes, and lead with both warmth and authority.

When someone says you have an “edge” to your personality, it’s often a blurry mix of feedback about tone, directness, boundaries, or how you show up under pressure. This video breaks down what that comment typically means, why it can be so destabilizing, and how to respond without becoming defensive or over-correcting. You’ll learn how to ask clarifying questions, separate style from substance, and choose adjustments that protect your credibility while keeping your voice and standards intact.

Being told you’re “not a team player” is rarely about teamwork alone. It’s often a vague signal that expectations, boundaries, or priorities are misaligned. This video breaks down what that statement usually means, why it’s so destabilizing, and how to respond without becoming defensive or over-accommodating. You’ll learn how to ask the right questions, clarify what’s actually being asked of you, and reframe the conversation in a way that protects your credibility, your workload, and the outcome everyone claims to want.

In consulting, progress often starts with an uncomfortable sentence: a client pushes back, a leader challenges you, or new information disrupts your plan. The What To Do When You’ve Been Told series focuses on those moments. Each video breaks down a common statement or situation that catches consultants off guard and walks through how to respond thoughtfully rather than reactively. The goal isn’t perfection or compliance—it’s maintaining credibility, protecting outcomes, and making smart decisions under pressure when circumstances change.

This video reframes the first ten days of a project as a leadership moment, not a checklist exercise. Beyond schedules and risk registers, it focuses on setting tone—how fast the team moves, how generous to be with scope, and how seriously the work is taken. Walking day by day, it shows how project managers establish authority, assess program potential, manage burn rates, prevent early drift, and create communication systems that protect margins and morale. Get the beginning right, and the rest of the project becomes easier, calmer, and more strategic.

Traditional training teaches tools, tasks, and procedures, but rarely explains why people behave the way they do. This video introduces Twennie’s approach to emotional intelligence, showing how fear, pride, belonging, insecurity, and other emotional drivers quietly shape decisions, conflict, and habits at work. By examining the “why” behind behavior—rather than ignoring emotions or defaulting to HR-approved responses—you gain the ability to change how situations feel and how you respond to them. Understanding emotional logic doesn’t weaken performance; it strengthens it by addressing the real

The First 10 Days Project Communication Rulebook reframes communication as a project control mechanism, not an administrative task. Built to accompany Twennie’s project management videos, it guides project managers through the critical moments that determine success: setting tone, establishing cadence, documenting decisions, resetting scope, managing crises, protecting teams from burnout, closing phases cleanly, and capturing post-project intelligence. Used intentionally, the rulebook reduces drift, protects margins, strengthens client trust, and turns projects into platforms for future work—h

When projects go sideways, relationships fail not because of the problem—but because of how consultants respond to it. Using a real bridge project scenario, this video contrasts contract-defensive behavior with professional relationship leadership. You’ll learn how defensiveness, silence, and scope-shielding quietly erode trust, and how experienced consultants prevent or repair damage by acknowledging client experience, owning their part, making visible internal adjustments, and taking small, decisive actions that restore confidence. Handle the moment after the problem well, and clients stay.

This video reframes scope management as a leadership problem, not a documentation problem. Instead of more tools, it focuses on the human forces that quietly allow scope to take over: creative momentum, optimism bias, misplaced generosity, and passive meetings. You’ll learn five core strategies for staying in control—assertive leadership, setting the right burn rate, managing based on long-term project value, resetting course before drift becomes damage, and leaving every client meeting with something tangible. When the project manager doesn’t lead, scope always volunteers.

Most consultant–client meetings feel chaotic and reactive, but they don’t have to. This video shows you how to walk in with purpose and collect the five categories of intelligence that transform small talk into strategic planning: upcoming work, key technical issues, organizational or political changes, actual consulting spend, and personal preferences. These questions help you pursue the right work, write responsive proposals, and deliver projects without burnout or rework. Stop tiptoeing. Start asking directly.

This first video in the Client Interactions series shows consultants how to replace selling with meaningful connection. You’ll learn why the instinct to impress clients with binders, slides, and credentials backfires — and why clients tune out the moment they feel “sold to.” Instead, you’ll follow a structured, no-sell meeting plan based on asking better questions, listening for real problems, reflecting clearly, and helping clients articulate what they value. These skills build trust faster than any resume ever could.

Avoiding difficult conversations causes delays, frustration, and reputation damage. This video teaches how to “eat the frog” — addressing issues early, honestly, and respectfully with clients, colleagues, contractors, the public, and even the media. You’ll learn how proactive communication prevents problems, strengthens relationships, and keeps momentum where it belongs: moving forward. Candid communication isn’t bluntness; it’s action. Say what needs to be said now, not later.

This article summarizes Twennie’s Client Interactions Series, a practical toolkit for mastering non-project client conversations. It unpacks the four essential meeting types—connecting without selling, gathering intelligence for planning, repairing strained relationships, and ending engagements professionally—and shows how each is supported by Twennie’s detailed Client Interaction Template and 20-scenario prompt set. Together, these tools help consultants replace improvisation with confidence, structure, and strategic clarity.

This prompt set gives you 20 realistic client interaction scenarios drawn from Twennie’s four-part video series on connecting, gathering intelligence, repairing relationships, and firing clients. For each scenario, you’ll decide what kind of meeting is truly needed, plan your reset statement and key questions, and define what you must leave the room with — from market intelligence and emotional context to next steps and hard decisions. It’s designed to shift you from improvising in client meetings to walking in with purpose, structure, and confidence you can use in real projects.

This comprehensive client-interaction workbook gives you everything you need to plan and conduct high-impact client meetings with clarity and confidence. It covers four essential meeting types—connection, knowledge-gathering, relationship repair, and professionally ending an engagement—each supported by guidance, preparation worksheets, reset statements, question banks, cadence planners, and “go-home-with” summaries.