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5 Ways For Entrepreneurs To Stand Out And Get Clients

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Many entrepreneurs feel like they’re invisible to their potential clients. They work hard, but clients are few and far between, and they aren’t making the difference or enjoying the income that they dreamed they would.

If you’ve found yourself in that position, your business is probably missing one or more of five key elements that entrepreneurs need in order to stand out from the crowd and become magnetic to their clients.

If you want to stop feeling invisible, and start attracting more clients and wealth, I have listed a few techniques you can use TODAY to catch your clients’ attention, build their trust and their desire for your product, and start making the income and impact you went into business to make.

Here are 5 techniques you can start using today to stand out from the crowd and get more clients:

1. Know exactly what you do and who you do it for

While common sense may seem to say that “the wider the net you cast, the more fish you’ll get”, the truth is that trying to market to everyone at once will actually decrease the number of clients you attract.

If your area of expertise is a vague blur of “I help everyone to succeed in every area”, you’ll probably encounter three problems:

  1. Because you don’t paint a clear picture of your ideal client when you talk about your services, people probably won’t be able to think of anyone who fits your nebulous description. As a result, you’re less likely to have clients referred to you.
  2. Your vague message won’t attract many clients, because it won’t inspire the “That’s exactly the problem I have, and exactly the solution I need!” response that makes people want to buy from you.
  3. People won’t put much faith in you as an expert. If you needed surgery on your heart, who would you trust more and pay more? A general practitioner, or a heart surgeon? Obviously, you’d trust the person who specializes in the specific area in which you need help.

Because of this, it’s important to have a specific type of client you want to attract, and to be clear about what problem you solve and what benefit you offer them.

 

2. Let your personality shine

If you try too hard to be stiff, perfect and professional, you won’t be very memorable, and people won’t connect with you as a person.

So in your marketing, your presentations, and your interactions with potential clients and business contacts, let your quirks, style and personality show. Don’t be afraid to use your sense of humor, admit to your flaws, be open about the things you enjoy, and turn your mistakes into teaching points.

When you’re authentic and unique, people will connect with you, trust you and remember you, and they’ll be more eager to work with you.

“Be happy with being you. Love your flaws. Own your quirks. And know that you are just as perfect as anyone else, exactly as you are.” – Ariana Grande

3. Go where your ideal clients are, and be attentive and enthusiastic

Where do your ideal clients hang out? What forums, social media sites, events and locations do they frequent? Find out where your ideal clients already are, and go there regularly.

While you’re there, don’t prioritize getting sales or pushing an agenda. Instead, focus on building relationships by asking questions, showing interest in people’s lives, acknowledging their accomplishments, and offering value in the form of introductions or advice.

Make a point of remembering their names and the things they said during the conversation. After events, follow up promptly, and mention some of the things that were said in your initial meeting, to show them that you were listening.

Also make a point of thanking people for likes, shares and retweets, and replying to mentions and comments. If you don’t have time for all of this, get an assistant and delegate it. There’s no point in building connections for your business if you allow them to go cold afterward.

 

4. Talk about the results, not the process

How many times have you heard people promise things like “I’ll clear out your mental blockages”, “we’ll get your marketing system in place”, or “you’ll create good success habits”?

When you heard things like that, did your heart leap with curiosity and hope? Or did you think something along the lines of, “That sounds good, but I don’t really want it THAT badly right now”? People may recognize that the process is necessary, but it’s the RESULTS that make them burn with desire.

When you’re creating your marketing materials or talking about your product, focus on the specific, day-to-day benefits that it will create in your clients’ lives, and on the negative experiences that they’ll finally stop having.

“Leadership is not about a title or a designation. It’s about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire team-mates and customers.” – Robin S. Sharma

5. Tell a story your clients identify with

People love stories – especially stories about people they can identify with, overcoming obstacles that they’ve personally experienced, and enjoying the kind of happy ending that they themselves desire.

On your website’s about me page, in your talks and presentations, in the introduction to your book if you choose to write one, and any other time when you want to connect with your audience, share a brief version of your story.

Tell people how you used to struggle with the same challenges they are dealing with, describe your darkest hour, tell them what gave you the push you needed to succeed, and then describe your journey to success and the good things you’re experiencing now.

Stay concise, but give them enough detail that they can clearly picture the emotions and events, and give them specifics about the good things you’ve created in your life by using the same methods or tools that you’re going to offer them.

Did any of these tips help you? Do you have any advice on how to stand out in your industry and attract clients? Leave your thoughts in the comment section!

Stephanie O’Brien is a copywriter and business coach. She specializes in helping coaches to create customized client attraction plans and put them into action, so they can help more people, make more money, and have more free time. To learn more about her, and to discover how to attract more clients and change more lives, visit www.coachclientconnection.com.

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Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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