Success Advice
3 Ways to Make Yourself More Marketable Overnight

In today’s business world, your personal brand is everything. It is the first impression you leave with colleagues, superiors, partners, clients, and friends. It can make or break your opportunities while opening new doors and potentially shutting others. Most importantly, it is one thing that you have the power to control.
Whether you’re on the hunt for a new career, launching down the path of entrepreneurship, or just wanting to make sure that you are prepared for any new opportunity crossing your path, a strong personal brand can set you apart from the crowd.
Making yourself marketable means that you are “findable.” It also makes you definable and gives you something that allows people to understand what you are about.
Ready to make yourself more marketable and attractive? Here are three super easy but highly effective ways to get yourself started:
1. Optimize Your LinkedIn Presence
In today’s digitally-forward business environment, your LinkedIn page is truly your virtual resume. It will often be one of the initial points of contact with a potential employer, of which will certainly check out your past skills and education. So it is important that you take the time to make your profile impressive.
Simply entering in your past jobs and a few skills won’t cut it if you want to stand out. While it seems completely unfair (and maybe impossible) to express all of your best qualities on your LinkedIn page, it is still necessary to do if you are going to make yourself marketable. Take the time to talk about what you really did in all of your past work positions.
What did you learn? What were your main responsibilities? What aspects of those positions are most relevant to the type of work you want to do in the future?
Nicole Strecker, the managing director of a large recruitment agency, put it best when she said, “Most people spend so much time crafting their pitch, they forget about how they appear in a search result. It’s the first thing that recruiters look at.”
This means that it’s super important that you optimize your use of keywords throughout your profile. LinkedIn even offers a guide to help you find the best buzzwords to communicate your qualities and skills to recruiters. Do your research and see what types of skills and keywords are trending on the job market and be sure to incorporate them accordingly.
“The best way to start connecting with everyone is to import your entire contact list and ask them all to connect with you…once you start receiving 10-20 inbound invitations to connect on a daily basis, then you know your doing a good job marketing yourself.” – Lewis Howes
2. Flex Your Strengths
It’s one thing to say what you’re good at, but it’s another thing to show it. While you may consider yourself a great speaker, writer, or leader, it won’t mean much to other people if you don’t have the content proof to back it up.
While it certainly takes time to establish yourself as a thought leader or build up a following on social media that “proves” your expertise, there is no reason why you can’t get started today. You can easily launch a blog to share some of your writing pieces on whatever your strengths are, or you can start a video channel on YouTube.
You can even reach out to niche blog websites and submit content for publication to start building your name’s searchability (a huge part of making yourself more marketable).
Of course, social media plays a huge role in thought leadership and personal branding these days – as those platforms are excellent tools for reaching wide audiences. But, they can also be highly influential in your professional career. In fact, 70% of recruiters admit that they do look into candidate’s social media activity when considering them for a position. Be sure that your social presence is beneficial to your personal brand.
3. Take Industry-Specific Online Courses
Your education shouldn’t stop after you get your diploma. While you certainly don’t need to have an exhaustive list of degrees to succeed as a thought leader or an entrepreneur, the important thing to remember is that you should never stop learning.
There are plenty of online resources that can help you stay up-to-date with the latest technology and advances in your industry or help you discover new areas of interest. You can even check out some informative videos on YouTube to see if anything piques your interest.
If you prefer a more traditional classroom environment, you can contact local universities or community colleges and see if you can sit in on lectures, or ask about free educational workshops they may offer.
An ambitious learner is extremely attractive to recruiters and professionals. Plus, adding a list of certifications and course completions can certainly boost your resume and provide you with even more skills to market yourself with.
“Shall I tell you a secret of a true scholar? It is this: every man I meet is my master in some point and in that I learn from him.” – Ralph Waldo Emerson
You need to make your personal brand marketable if it is going to attract opportunities, just like you would with a business. Make sure that you are offering a remarkable and memorable first impression with a LinkedIn profile that accurately reflects what you have to offer. Establish your reputation online by making your skills and strengths highly marketable through published content on personal and professional websites. And finally, never stop learning. There are plenty of ways to keep your skillset sharp and learn new things.
Your personal brand could be the vehicle that propels you towards your goals. But you have to remember that success doesn’t just come to those who patiently sit and wait for it; you need to take action.
Do you have any tips on how to build your personal brand? Share them with us below!
Image courtesy of Twenty20.com
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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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