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The #1 Way Coaches Are Pushing Clients Away

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Congratulations! You posted your latest offer on social media (along with some other top-notch content). You’ve been working on this idea for weeks, and now the moment has arrived. You sit back and wait for the messages to pour in—only, nothing happens. No pings. No comments. Barely even a like if it weren’t for your best friend and that creepy guy who stalks your profile.

After a few days of putting your offer out there and having zip for sales, you question everything. 

“Did I say the right thing?”

“Is something wrong with my offer?”

“Do people just not want what I have?”

“Does my audience not like me or trust me?”

These are just a few of the questions that can take coaches down a dark spiral because they miss an important but simple truth.

Owning a coaching business is tough. Having an excellent service isn’t enough to drive sales. As a coach, you have to learn the business side of things so that you can do the actual coaching with real clients. That’s why you have to know what draws your people in and what pushes them away. Your messaging is the key to this.

Messaging is the most important and powerful component of your business outside of the results that you deliver. This is what separates you from every other coach, and what tells your audience that they can trust you. There’s just one problem—most coaches get this completely wrong.

Speaking to a disempowered version of your client

When you talk directly to the version of your ideal client that’s living in survival, using words that perpetuate any victim mentality they may have doesn’t allow your prospect to step into their possible future. It scares them to try to run from their present. 

If you speak to the parts of your prospect that feel like they’re in victim mode, it’s difficult to get them to make an empowered decision to change their life for the better. This pushes away sophisticated, high ticket clients. 

Instead, you want to be speaking to your prospects in an empowered state. They may have problems, but your people have a certain degree of belief that things can be different. They believe that the result they want is possible for them which is why they’re looking for help. These types of buyers make decisions in trust more than engaging in skepticism when you speak to their empowered sense of self.

“A coach is someone that sees beyond your limits and guides you to greatness.” – Michael Jordan

Unconsciously using Bro-marketing 

Bro-marketing consists of the old school rules of marketing that teach scarcity, false urgency, and codependent feelings in the prospects to drive conversions. These methods focus on the pain of the prospect and make them think, if I don’t have this I won’t be successful. The problem is this doesn’t work for the sophisticated buyers in the coaching space. Premium coaching clients need to be in a more empowered place. Bro-marketing is really victimhood snatching. It speaks to people who are in so much fear or pain, that they’re motivated by the chance of something changing for the better. These are often the people digging into the couch for quarters when things go wrong—they’re not clients who pay a premium for coaching.

However, premium coaching clients think differently. They’re aware of their problems, but they’re not motivated by fear tactics (AKA: the threat of staying where they are). Instead, you want to speak to the empowered version of your ideal client to inspire them to become more. Victimhood messaging attracts clients who struggle. Empowered messaging attracts premium clients willing to do the work and get the results.

Be consistent

If you feel like you’re repeating yourself over and over again and it almost feels boring, it’s a good sign. When you change your messaging over and over again, you don’t let your audience catch up with what you’re doing. 

What gets repeated gets remembered.

What gets remembered is what people trust. 

Repetition in your messaging creates trust and stability in your business.

Imagine if someone you were dating changed their feelings for you every week or every month. It would be hard to trust them. If you change your message every month, you break your audience’s trust. 

The more you repeat your message, even though you may feel like a broken record, the more they’ll trust you. They’ll think of you as the go to person for your area

Juliana Garcia is a Latina online entrepreneur who has created a $2.5 million dollar business helping skilled coaches clarify their marketing message to attract premium clients. She has pioneered a cutting-edge, client-centric approach that breaks the old-school marketing rules and focuses on selling through intimacy, integrity, strong mindset tools, and zero BS. Juliana’s early marketing career involved working on the launch of the movie Think & Grow Rich: The Legacy, and Napoleon Hill’s work has had a strong influence on her approach. Juliana’s company is focused on helping coaches set new standards for what’s possible in the coaching industry so they can create a rich, fulfilling, and sustainable business without the burnout. Juliana’s insights have been featured in Forbes and more.

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Business

The Entrepreneur’s Reading List That Transforms Ideas Into Empires

These must-read titles and writing insights reveal how entrepreneurs turn bold ideas into empire-level success.

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top entrepreneurship books for business growth
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Entrepreneurship is powered by stories—of accomplishment, failure, and decision moments that define businesses. Books are maps, providing insight from individuals who’ve traversed the road ahead. (more…)

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

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

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Bridging the gap between employees and employers
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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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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Entrepreneurs

Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs

Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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how to build a business empire
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Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)

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