Success Advice
3 Red Flags That Your Energy Is Repelling Coaching Clients

You’ve had a big sales month, maybe even a few, and now it’s time to put your nose to the grindstone and deliver. However, there’s one small problem. You’re so busy doing client delivery, you don’t have the space to market, sell, and onboard new clients.
This means your cash dries up and it’s only a matter of time before that feast and famine feeling hits you again. Leaving you with the very real problem of wanting to bring on new clients, but not being available for it.
The worst part? This is only one scenario where you’ve become energetically unavailable for more clients. If you’re not sure whether or not this common challenge is affecting you, here’s the litmus test.
If you have an offer that you know your audience needs and desires—especially one that’s converted in the past—and the clients aren’t showing up, closing, or converting, there’s an energetic discrepancy between what you want (AKA: more clients) and what you’re available for.
What you want and what have the space to receive are two different things. You can desire something deeply but not have the ability to receive it because there’s no space for it.
For example, you can want a gazebo for your home, but if you don’t have a yard to put it in, you can’t actually have one. The same goes when your mind and energy are unavailable.
Here are 3 red flags that your energy is repelling coaching clients.
1. Overwhelm
When your mind, emotions, or body are overwhelmed, you send out a signal of “I have too much”. This creates a massive discrepancy between I want more clients and I’m overloaded and overwhelmed. If you’re feeling overworked, overtired, or overwhelmed, signing new clients only represents more of that burden. While new clients will lift the financial burden, your mental, emotional, and physical burden (which are more closely related to your survival instincts) are still heavy. It’s because of this perceived threat to your well-being that energetically you will become unavailable for more clients.
The good news is that overwhelm is often solved by implementing simple systems or bringing on team members that you can delegate to. When you’re no longer responsible for accomplishing every task in the business, you’ll find that you have more energetic availability to sign new clients.
2. Fear of results
Have you ever worried that your clients won’t get results? Even the most talented, skillful, and revered coaches have felt this fear at some point in their careers. Why? Because this fear taps into imposter syndrome, making you doubt your ability to support your clients in getting results.
Left unchecked, this fear will repel new clients. Doubt is contagious—and so is confidence. When you believe in your ability to get results for people, your potential clients step into that same energy. It makes the vision of what’s possible clear, helping them make their buying decision. Likewise, if your potential clients sense your fear or doubt in helping them create change, it will tap into their fear of failure.
If you want to sign new clients, you have to believe in your core that you provide a solution that is of high value and provides powerful results for the clients who put in the work. When you show up with that unshakeable energy, people start lining up for the chance to work with you.
3. Identity mismatch
How you see yourself shapes how the world feels about you. While other people likely see you differently than you see yourself, your perception of you will impact the way you’re perceived by potential clients. More importantly, your identity will dictate what opportunities you notice and the conversations you have.
If you don’t believe that you’re the type of person who signs high-end clients (or any clients for that matter), then you won’t consistently sign clients. If you don’t believe you’re the type of person who is worthy of attention, you’ll continue to be the best-kept secret. If you don’t believe that you have the qualifications to support clients, you’ll subconsciously push them away to protect them.
When your identity does not align with your desires, you cannot achieve the goals that you have because you’re not the type of person who creates that level of success. The key here is understanding that your identity is flexible. It’s not set in stone. You have the ability to shift your identity. So if you find yourself saying things like, “people like me don’t do xyz,” or “I’m not capable of xyz,” understand that those statements are only as true as you allow them to be. You have the power to change your identity and open yourself up energetically to more clients.
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
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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