Entrepreneurs
The One Relationship Strategy You Can Count on to Satisfy New and Existing Clients
Who doesn’t love new clients? They’re the lifeblood of your organization because they write your paycheck. More than any other time in history, today’s business climate demands solid working relationships. It’s not just a trend, it’s here to stay.
The fact is, when clients hire you, most start out with a healthy dose of skepticism. They may not show it, but it’s there because you’re an unproven entity to them.
What if you aren’t what they thought? What if they hired the wrong guy? How do they know you didn’t just present a great dog and pony show and now they’re about to find out your “true colors?” They’ve been burned by a bad relationship in the past and don’t want to repeat it.
Ironically it’s a good thing. Why? Because that’s not you. There are enough shady businessmen and women out there to create an abundance of opportunity for you. You’re the real deal, nothing snake oil about you.
The question is, how can you break through the clutter and prove to your client you’re not just another Schmoe? Here’s a golden nugget that will change everything. It’s a simple method I use to stand out in a bold way. I offer every new client my three “Count-Ons,” which are the key values that matter most to me.
What this means is a simple, two or three minute conversation, by phone or in person. As soon as a deal is struck and you know you’ll be working together, you have the following conversation with your new client.
- Express gratitude for doing business together.
- Tell your new client there are three specific things she can count on from you. I like working with a set of three; it’s a nice easy number we can wrap our minds around.
- List them one by one and explain what they mean to your client.
- Let your client know that if ever they question something in the relationship that they have your permission to address it directly.
- Follow it up in writing with an email and ask them to save it.
- Hold yourself to these standards.
“The way we communicate with others and with ourselves ultimately determines the quality of our lives.” – Tony Robbins
As an example, my three Count-Ons are: first, you can count on me to be dependable. From the initial phone call through the presentation and the follow up phone call, I’ll do what I say and I’ll say what I do. And I’ll do it in a professional manner.
Second, you can count on me to be honest and ethical. Even when it’s not in my best interest, you’ll always count on getting the truth from me in all transactions and financial matters.
And third, you can count on me to do my best. I’ll never give you anything but the best I’ve got. Whatever your needs are for working with me, I’ll do everything in my power to see that they are met.
You can present these either personally, or representing key values your company has. If you choose to implement this as a team, decide together what the three values are and get everyone on the same page to ensure brand consistency.
Imagine the impression you make on your client when you start off with a conversation like this. What a way to stand out! But even more important than the words is the way you say them. Say this with conviction, from your heart.
By articulating these values up front, you managing your client’s expectations, you plant the seeds for them to notice as you perform and set yourself up to be accountable for a higher level of performance. As we all know, when goals are measured, you’re much more likely to accomplish them.
Create your own set of “Count-Ons” and make them part of who you are. Keep them posted somewhere as a reminder of who you are at your core and what you’ve promised your clients and catch yourself before they do. Try it with your next onboarding call and notice the reaction from your client.
“You don’t build a business, you build people and then people build the business.” – Zig Ziglar
The last and final step is the most important. Make sure you deliver after you’ve promised. The promise alone is impressive, it’s bold and confident, it cuts through the clutter, it gets you started off on the right foot, but if you don’t back it up with action, the whole thing will backfire on you.
Business and marketing today are all about relationships and more than anything, clients crave trust.
How are you making sure your relationships are your priority in life? Comment below and let us know!
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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.

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:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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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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