Success Advice
5 Publicity Secrets From World Leading Media Experts
6 Months. That’s how long it took me to get on HuffPost. 2 years for my first podcast interview. 1 year until I became a guest in a WebTV show. You can guess, I didn’t know what I was doing. And most of the time I was too scared to get rejected. Rejection feels like physical pain.
Then I saw these people that are constantly getting featured. Like 100 times in 6 months. What are they doing differently from the rest? And what are the editors, producers and podcast hosts looking for in their guests? How can I make it as easy as possible for them to say “Yes!” to me?
These questions inspired me to seek out 20 high-profile entrepreneurs and DIY-PR experts to have them reveal their secrets to me. Here are 5 of them:
1. Build Your Personal Brand Now
Look at your Facebook, Twitter and Instagram account. What kind of person would post things like you do? How does this person see the world? How do you want to be seen by your target audience?
Add a relevant aspect of your story to that answer, and that’s your personal brand. Of course, there are many more elements to a personal brand, but to get started, this is all you need.
“Branding is what people say about you when you are not in the room” – Jeff Bezos
2. Get Your Media Page Up Fast
The people who decide whether they will invite you to their show need to listen or watch you in action. They want to know what you sound like and how you appear on camera. It doesn’t matter so much what you say, but how you say it.
Usually, you put your past media features on your media page. If you don’t have any interviews, just record yourself talking about your favorite topic. And put your bio on this media page as well. Make it short (50 – 100 words) and keep it relevant.
3. Create a Pitch They Can’t Turn Down
There is only one question you need to answer with your pitch: How can I make it as easy as possible for them to say “Yes!” to me? All a producer wants is to provide value to their listeners and viewers. And, of course, look good to their higher-ups.
Tell them who you are and how you can help their audience. Avoid words such as “I”, “my”, “me” in your pitch and instead use as much “you”, “your” as possible. List the points you can help their audience with. Or, questions that you know their viewers want answered. Something like this:
“I know your listeners are people who [insert struggles/problems] so I know that this [insert what you can provide] will be valuable.” At the bottom of your pitch, put the link to your media page.
4. Be a Dream Guest
This is more a mindset thing rather than a performance issue. Being an amazing guest means respecting the other person’s time and effort. The media gatekeepers told me that they’d rather have someone fairly unknown who is a dream guest, than someone who is more high-profile, but a pain to work with.
This means showing up on time and having your sh** together. Let them know how much you loved the interview. Share your interview on social and give them public appreciation. And continue to add value to them and build the relationship, because that’s the most valuable thing you get – not the exposure – but the relationship with the host and their audience. This will get you ongoing media attention in the long term.
“Success to me is being a good person, treating people well.” – David LaChapelle
5. Leverage Your Features Into Bigger Opportunities
Add your features to your media page and go bigger with each pitch. Your first interview will not be perfect and just a few people will listen. The podcast listeners, TV viewers and magazine readers are craving for your story, service or product. It’s your job to get up and give it to them.
What tips would you give to help with publicity? Please leave your thoughts below!
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…)
Success Advice
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.
Entrepreneurs
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
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