Success Advice
Little Known Way to Boost Your Client Attraction Results

If you are struggling to prove that you are that expert your leads and prospects are ought to hire, if you are getting hesitation and confusion on your sales calls – perhaps I can show you another way to become magnetic to the right people in your audience.
In over two decades working with business owners from all walks of life, there is one main obstacle I can pinpoint when it comes to client attraction – where everyone who struggled to grow their business and attract more clients had one thing in common.
They were trying to follow marketing strategies that were not aligned with WHO they were as people, so there was no human energy in their marketing materials. It simply felt off – and their audiences could sense it.
People Work With People
People trust personal brands more than they do generic brands.
I always believed it, but I also wondered, “Why is that?” mainly when I lived in the countryside of Ireland, where people are not as open to using technology as in some other parts of the world. Why would Mary rather drive to Joe’s shop than order something online?
The answer was clear. May shopped at Joe’s because she liked him, she trusted him, enjoyed the “vibes,” the little chit-chat she could have when visiting his store, that warm fuzzy feeling that he would look after her.
And at the same time, she would never go shopping at Pat’s, who she thought was a very “difficult” man to deal with.
In other words, we interact with each other’s vibes that invisible energy more than we tend to give it credit. And in our marketing, our vibes play an even more critical role. If we are doing something we do not feel energetically lit up by (and most business owners I know hate anything to do with marketing) – the audience senses that “void” and simply does not respond to the offers.
After a long search through personality assessments and archetype research, I finally discovered an unusual but highly accurate tool. This discovery enabled me to help my clients magnetize their client attraction by mapping out their energetic potential. And it helps define the type of content that is so perfectly aligned with who they are that it feels easy for them to create and enjoyable to publish for the world to see.
That feeling of ease, inner security, joy, and, as a result, boosted confidence and the conviction with which they make their offers completely change the “vibe” of their marketing and, in turn, attracts a flow of great clients who immediately energetically respond in a very positive way.
My compass for achieving that is founded in a recently devised self-discovery and personal development system called Human Design. Some refer to this system as being given a “user manual” for your life. And it is perfect for aligning your business and marketing strategies with how you are designed to operate in the first place.
Your Business Energetics
Here is a little example of how learning about your Human Design Type, Authority (how you are designed to make decisions), and Profile help create a perfectly aligned marketing strategy. (you can get a free Human Design Chart Generated here.)
I am a Splenic Projector 1/3. A Projector is my Type. (There are also Generators, Manifestors, Reflectors & Manifesting Generators). In terms of my energetics, it describes a particular “shape” of my aura and the way I interact with people.
Projector’s aura is focused on the other person, one at a time. It is very penetrative. In other words, Projectors are gifted with seeing deep into the other, and they naturally make excellent guides, managers, organizers as they can see what needs to be aligned for achieving more efficiency and creating systems for doing whatever they see better.
The strategy for a Projector with such a laser-focused aura is to wait for an invitation before giving guidance. If a projector tries advising someone energetically “closed” (who has not “invited” them), it often meets pushbacks and resistance.
A marketing strategy for a Projector would be to focus on building their positioning as an authority expert in their niche and attract those who are open to concepts and ideas that that Projector is so passionate about.
Being seen and “recognized” both energetically and simply as an authority on the subject attracts very aligned kind of people. Clients often come to me already presold, so when I discuss enrolling them, the conversation is never about overcoming objections or persuading them I am the next best thing since sliced bread. My visibility does all the heavy lifting, so I can choose from the opportunities and invitations that it brings to ensure I engage in the most aligned ones.
This has been a winning realization for my own business, and it transformed the way I attract clients and the flow of new leads and new opportunities coming to me.
I tried to follow more traditional marketing strategies with cold outreach and structured sales calls – it felt utterly humiliating. I was forced into “proving my worth.”
I am not meant to operate by initiating action, and I am designed to be invited into interaction. Projectors do not see themselves and their worth the same way they see others, so this was always a very traumatic scenario for me.
Needless to say, it had low conversions too.
And yet, for some of my clients who were Manifestors by Type, cold outreach was perfect because their aura and Human Design are all about igniting the “fire,” starting projects, and initiating others into action.
For them messaging their connections on Facebook with invitations to join their groups and check out their offers worked seamlessly.
For me, it just created tension and even being blocked by annoyed recipients!
So the same activity performed by people with two completely different energetics evoked an opposite response, which is why traditional marketing strategies do not work for everyone. In fact, they do not work for most people, only those who have the same energetic type as those who created these strategies and succeeded in implementing them in the first place.
To my deeply logical mind, this makes perfect sense. I have been experimenting with my design in my own business and helping my clients who have different types of auras to find what works for them and find freedom from the pressure to say yes to offers and strategies that only get them more stuck. And it works every time.
Your Brand Magnetism
Another area of Human Design I am pretty obsessed with is Profiles. The insight into how we can become magnetic to the right people in our audiences is so powerful. I even developed my Marketing Archetypes based on the Human design profile lines to help create a specific type of content that feels truly enjoyable to create. My profile is 1/3 – it is the most introverted, self-absorbed type of energy that is all about getting deep to the core foundation of the topic and then testing it and finding the path through personal experiences to share one’s findings with others.
This is how people with 1/3 profile serve the community, through sharing their unique personal perspectives and letting others feel safe in trying new unknown things and learning from mistakes. We are afraid to embrace this in fear of being labeled selfish or self-centered.
Yet this is not a disadvantage because focusing on self and then sharing what that self sees is how we serve humanity. A very empowering perspective that has changed my life.
The way it shows up in my marketing it allowing me to focus on sharing personal insights in long-form posts on Facebook, my blog, masterclasses I create, publications I write for, and talks I give. It permitted me not to focus on growing a large community inside a free Facebook group- a typical traditional strategy widely advised by social media marketing gurus.
Having spent four years growing the group, I always felt that it was not an enjoyable activity for me to do. I somehow even felt more joy sharing my thoughts in a post on my personal profile than specifically creating a value post around the same thoughts for my group. Do you know that feeling if you do not like being the center of attention and are given a task to organize and host an event? You may do a decent enough job at it, but you will feel dead inside all the way through.
Interestingly, over four years and a couple of thousand total members, I never ever had a client enrolling with me through being “nurtured” in my free group. Most active members were already my clients and had their own exclusive Facebook group, which made me a little annoyed because they were engaging “in the wrong place.” When finally I relieved myself from a need for building a community as it is not where my energy becomes irresistibly magnetic, I felt so satisfied, free, and unstuck. I realized that just because I had this extra task to “post something in my group,” it was toxic for my creativity to write, interview amazing people for my podcasts, share my insights in talks and articles like this. And I did so much less of what brought clients into my business – all those above mentioned activities where I can be sharing what I was so deeply intrigued and excited by, without pressure to hang out, network, and socialize with other people.
By saying that, I am perfectly happy when I interact with people, I need the visibility to be seen and recognized and feel successful, this is also in my design, but I can achieve all that by being who I am, not who those gurus tell me I need to be to attract clients.
All one needs to be is to be themselves, to show up as who they are authentically, and everything else, client attraction, business growth, opportunities, and invitations start aligning and appearing as if out of nowhere.
Human Design is a new concept, it is under 40 years old, but it combines the ancient wisdom of many deep spiritual and practical modalities. What I find fascinating is that, unlike traditional personality assessments, the results do not depend on a bunch of questions that one may not answer while in a fully empowered and authentic state of mind. Hence, the results may not reflect the potential and often have some vagueness in practical application to one’s business strategies. Human Design may be called a pseudo-science by some. Still, I am yet to find anyone who discovered this system, leaned into it, and embraced some of their “user manual” suggestions and had not felt like they were handed permission to be themselves in their business or their lives.
If you need help in realigning your marketing strategies, look me up, but for now, I would love for you to think about all those things that did not work or did not feel right that caused you frustration and burnout. Would you like to never feel that way again in your business? I know I do.
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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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