If your profile is full of jargon, overly “clever” phrases, or generic descriptions, it might be working against you rather than for you.

No one knows that like me! Back in January 2022 I decided to launch a high ticket marketing coaching business. I used LinkedIn to recruit my clients but it took so much effort. At the time I was following a "it's a numbers game strategy" and it just didn't align with my values or my busy life!

I kept going and signed a couple more clients, until in 2023 I slowed down and rethought everything. I put time aside to work on my messaging, nailed my niche. And relaunched my new offer. It paid off. It was clear. And now both clients and opportunities started to come my way with so much more ease.

So... Here’s the thing: while being clever might feel creative, clarity is what truly connects with your ideal clients. A clear LinkedIn profile doesn’t just look good; it attracts the right people, communicates your value, and makes it easy for clients to say, “Yes, I want to work with her.”

Why Clarity Beats Clever Every Time

When your LinkedIn profile is clear, it helps potential clients:

1. Find You
   LinkedIn is a powerful search engine. If your profile includes the right keywords and phrases, it increases your chances of appearing in search results when clients are looking for someone with your expertise.

2. Understand You
   A clear, client-focused profile helps people immediately grasp who you are, what you do, and how you can help them.

3. Trust You
   Clarity builds credibility. When your profile is well-written and easy to understand, clients are more likely to trust you with their business.

3 Questions to Ask About Your LinkedIn Profile

To ensure your profile is working for you, ask yourself:

1. Do you have your central message sorted?
   Does your profile clearly communicate who you are, what you offer, and who you help?

2. Are you clear on what you offer and how to communicate that?
   Does your profile explain your services in a way that’s easy to understand?

3. Does your profile make it easy for clients to say, “Yes, I need her!”?
   Are you speaking directly to your ideal client and giving them a clear next step?

If you hesitated on any of these questions, it’s time for a refresh.

3 Tips to Improve Your LinkedIn Profile Messaging

Here’s how you can make your LinkedIn profile clear, compelling, and client-focused:

1. Speak Directly to Your Ideal Client

Your LinkedIn profile isn’t about you, it’s about your client. Write your profile with their needs in mind, and show them how you can solve their specific problems.

Example:

• Instead of: “I’m a business coach with 10 years of experience.”
• Try: “I help women entrepreneurs scale their service-based businesses to consistent 5-figure months.”

2. Focus on Results, Not Responsibilities

Highlight the transformation you provide. Clients want to know how working with you will benefit them, so focus on outcomes rather than tasks.

Example:

• Instead of: “I provide marketing strategies.”
• Try: “I help coaches and consultants double their leads through strategic LinkedIn marketing.”

3. End with a Clear Call-to-Action

Don’t leave your audience guessing about what to do next. Tell them exactly how they can work with you.

Example:

• “Message me to learn how I can help you grow your business through LinkedIn.”

If you want to understand how LinkedIn can turn your expertise into real business opportunities, you can learn more here: www.elainewalshmcgrath.com/linkedin

If you started your business because you were very good at something, you may already have noticed something nobody warned you about.

The skills that built the thing are not the same skills that grow it. The depth of expertise, the reliability, the willingness to take on more, the ability to outwork most people in the room – all of it earned you the right to do this on your own terms. And all of a sudden, you might reach the point where you realise the rules have, somehow, changed.

Just as being great at your craft does not automatically make you good at running every area of the business around it, being great at a job does not automatically make someone a great leader of the people doing it. This is what makes the transition from expert to leader one of the most significant challenges in a career, and one of the least supported.

This is the work I do. I coach high-performing professionals as they step into their first significant leadership roles, and partner with businesses developing their next generation of executive talent. 

I care about this work because the difference between a supported transition and an unsupported one is far bigger than most people realise – and can shape someone's career trajectory for years afterwards, as well as the performance of the teams and businesses around them.

Leadership is still treated as just another promotion

One of the most common things I see is leadership being handled as the next rung on the ladder, rather than a meaningfully different job. Someone is excellent at what they do, and they are rewarded with a team, a bigger title, and the assumption that they will figure the rest out. There is rarely a plan, a conversation about what the role will actually ask of them, or the time and space to develop the relevant skills before the responsibility arrives.

Up to this point, success has been a function of personal output: deep expertise, attention to detail, consistent delivery, a roll-up-your-sleeves instinct that gets the work done. The reward for being excellent at the job was being given more to deliver. A leadership role asks for something different: less about how much someone can produce on their own, and more about the clarity they create, the judgement they bring, and how well the people around them can do their best work. 

Where the cost actually lands

When someone steps into a leadership role without preparation, the cost rarely shows up in one obvious place – it tends to spread.

The new leader often feels it first: the instinct is to work harder, on the assumption that more effort will close whatever gap they sense. Confidence quietly erodes, and asking for help feels harder than it should. The team feels it next: direction becomes less clear, work that should be shared stays held by the leader, and motivation starts falling across the board. Over time, this is how good talent pipelines lose momentum, and how organisations end up replacing the same role twice in a too short space of time.

Burnout sits inside this picture too –  not always the dramatic kind where you can’t get yourself out of bed (though I have lived that version myself and know how easily it happens). More often it is the slower kind: a tiredness that does not pass with a good nights’ sleep, and a flatness creeping into work and colleagues interactions that used to feel meaningful.

What actually helps

The good news is that the skills required at this level can be learned, with the right support at the right time. The harder part is that many organisations still introduce this support too late, after the trial and error has already started doing damage.

The most successful transitions I see are the ones that start well before the title does. People are given the chance to perform the behaviours of the role they are growing into, with honest feedback and a clear picture of what is expected. Expectations are set transparently, in both directions, before the move rather than after it. By the time the promotion happens, very little of it is a surprise.

Alongside that, two more things can significantly help:

• Open career conversations. Progression does not always mean upward – sometimes the answer is lateral move to acquire a different kind of expertise, or staying in role and going deeper. Leadership is one path among several, and not always the right one for the person, the moment, or the organisation. The teams that make the most of their people are the ones that have these conversations openly, rather than defaulting everyone toward the same shape of career.

• Working from strengths. People perform at their best when they are using what they are naturally good at. Leaders who know their own strengths make better calls about where to spend their time and are also able to confidently communicate these to other to improve collaboration. Leaders who know their people's strengths build teams that produce more without grinding harder, and also teams that are stronger together because of the diversity and complementarity of its people’s strengths. Both take a bit of time to develop self-awareness around, and that time is very much an investment into performance that is sustainable in the long-term.

A few questions worth sitting with

If any of this is landing, whether for you, someone in your team, or someone in your network, I’ll offer 2 questions to reflect on:

• What are the patterns that got you here that you are starting to suspect will not carry you forward?

• Who in your network models the kind of leadership you actually want to grow into?

The leap from expert to leader is one of the most rewarding moves in a career, when it is prepared for. It is also one of the most costly, when it is not. The difference is rarely talent –  it is whether someone is given the chance to grow into the role before they are asked to perform it.

About me

I'm Valeria Collu, founder of Coaching Stream. I coach high-performing professionals as they make the move from expert to leader, and partner with organisations developing the executive teams of tomorrow. The people I work with want to lead without losing themselves – to do work that matters, while having a life that is bigger than their job.

Over more than a decade in financial services – across investment banking, private equity, and regulation, in four countries – I made this transition myself, moving from specialist roles into leading cross-functional teams. As an EMCC Practitioner and Strengthscope® practitioner, I combine self-awareness with practical skill-building, so what gets learned actually sticks.

Whether for yourself or someone you know, my free Leadership Readiness Quiz is a good place to start. And if you'd like to explore working together, you can book a call.

We've all been there. You craft what you think is the perfect LinkedIn post, hit publish, and then... crickets. Or maybe you get a handful of likes but no real business comes from it.

If LinkedIn feels like a waste of time for your business, you're not alone. But before you abandon the platform entirely, I want to share three powerful strategies that transformed my own approach to LinkedIn - and have helped countless business owners turn their LinkedIn presence from frustrating to fruitful.

As a former advertising executive who worked with major brands for over 20 years before pivoting my career, I've learned what works and what doesn't when it comes to attracting real clients on LinkedIn. Today, I'm pulling back the curtain on the three most effective strategies:

Strategy #1: The Client Mirror Method

Most people approach LinkedIn with the wrong mindset. They think about what they want to say instead of what their audience needs to hear.

The Client Mirror Method (or "what's in it for me, but for them") flips this approach on its head. Instead of focusing on what you do, focus on what your service means for your clients.

Here's how to implement it:

Instead of saying: "I create social media content for coaches."

Try saying: "One of my clients went from struggling to post on LinkedIn to signing their first high-ticket client all by using this one content shift."

See the difference? The first statement is about you. The second statement shows potential clients what's possible for them. It helps them see themselves in your content.

When you make your content about your audience's dreams, challenges, and desired outcomes, they naturally think, "I need to work with this person." This simple shift can dramatically increase your conversion rate without changing anything else about your approach.

Strategy #2: Be Wildly Visible (To The Right People)

Here's a secret that most LinkedIn "gurus" won't tell you: You don't need thousands of followers to find clients on LinkedIn.

Being "Wildly Visible" isn't about going viral - it's about depth, not breadth. It means being consistently visible to the right audience.

Here's how to be Wildly Visible:

1. Use LinkedIn search strategically to find your ideal clients
2. Comment thoughtfully on their posts to get on their radar
3. Tag and mention key people in your value-driven content
4. Think adjacently about who might be connected to your ideal clients

For example, if you're a virtual assistant for coaches, don't just post your own insights. Go comment on posts from business coaches so their audience starts noticing you. If you're a money coach, engage with content from financial advisors or mortgage brokers.

This strategy works because it creates meaningful connections through your consistent presence. It's not about broadcasting to everyone - it's about being visible to the people who matter most to your business.

Strategy #3: Connection Over Engagement

This might be the most counter-intuitive strategy of all: stop chasing likes and focus on starting conversations.

Posting for engagement is one of the biggest mistakes I see on LinkedIn. Remember: you don't want just likes - you want leads.

Here's how to implement the Connection to Client method:

1. End your posts with a direct, simple question that's easy to answer
2. Reply to comments in a way that invites deeper conversation
3. Follow up with engaged commenters via DM  but not in a salesy way

For example, instead of posting "Here's my tip for getting better at LinkedIn," try "Have you tried this approach before? What's worked for you when posting on LinkedIn?"

When someone comments, don't just say "Thanks!" Instead, ask a follow-up question that keeps the conversation going. Then, when appropriate, move to DMs with something like:

"Thanks so much for commenting on my post about [topic]. I'd love to know more about how you came to think that way or what experiences you've had with this in the past."

This approach turns casual interactions into real conversations - just like you would at a networking event. And real conversations lead to real clients.

The Surprising Truth About LinkedIn Content

Most people overthink their LinkedIn content strategy. Here's what you need to know:

• Comments are content too - LinkedIn even measures comment reach now
• Photos still work well on LinkedIn (unlike other platforms)
• Sharing articles with your perspective builds authority
• Even simple text posts can be effective

Remember: content is just the bridge from their problem to you as their solution. How can you fill that gap with answers?

What's Holding You Back?

After working with hundreds of business owners on their LinkedIn strategy, I've found that most people struggle because:

1. They treat LinkedIn like Instagram (it's not)
2. They post without a conversion strategy
3. They don't leverage their existing connections

But the good news is that you don't need to post daily or go viral. You just need a content strategy that makes you visible to the right people.

If you want to understand how LinkedIn can turn your expertise into real business opportunities, you can learn more here: www.elainewalshmcgrath.com/linkedin

Photo Credit: Elaine Walsh-McGrath

You're posting consistently. You're sharing your expertise. You're offering valuable tips and insights.

Yet still... crickets.

If this sounds familiar, I have some good news for you: the problem isn't that you're not good enough, knowledgeable enough, or posting enough.

The problem is that your potential clients can't see themselves in your content.

The "What's In It For Me?" Dilemma

Let's be honest: most people scrolling through LinkedIn are thinking one thing: "What's in it for me?"

They're not thinking about your services, your skills, or even your story. They're thinking about their challenges, their goals, and their needs.

This is where most service providers go wrong on LinkedIn. They focus on sharing what they do rather than showing clients what they'll experience.

Enter: The Client Mirror Method

The Client Mirror Method is something I developed after years of struggling to get traction on LinkedIn. It's a simple yet powerful shift in how you create content.

Instead of thinking, "I do this," think, "This is what my clients experience."

Let me show you how this works with a real example:

Before (focused on you): "I create social media content for coaches."

After (focused on them): "One of my clients went from struggling to post on LinkedIn to signing their first high-ticket client after using this one content shift."

See the difference? The first statement is about you. The second shows potential clients what's possible for THEM.

How to Implement the Client Mirror Method

Here's a step-by-step process to transform your LinkedIn content using this approach:

Step 1: Identify Client Outcomes

What results have your clients actually experienced? Don't just think about what you delivered – think about the impact it had on their business or life.

For example:

• Did they save time?
• Did they sign new clients?
• Did they get more inquiries?
• Did they raise their prices?
• Did they feel more confident?

Real outcomes create compelling content.

Step 2: Translate Features into Experiences

For every service you offer, ask yourself: "What does this mean for my client?"

Feature: I provide website copywriting Experience: My clients get websites that convert visitors into paying customers

Feature: I offer virtual assistant services Experience: My clients win back 15+ hours every week to focus on business growth

Feature: I teach LinkedIn strategy Experience: My clients start getting inquiries in their DMs instead of having to chase leads

Step 3: Use Client Language

This is crucial: describe outcomes using the exact words and phrases your clients use.

How do you know what language they use? Listen to them!

• Pay attention to comments on your posts
• Note what they say in discovery calls
• Review testimonials and feedback

When you mirror their language back to them, they instantly recognize themselves in your content.

Example: The Client Mirror Method in Action

Let me share a real example from one of my clients, a VA who was struggling to get traction on LinkedIn.

Her original post: "As a virtual assistant, I help busy entrepreneurs manage their email, calendar, and admin tasks so they can focus on growing their business."

Her post using the Client Mirror Method: "'I finally took a full weekend off without checking my inbox once – first time in three years!' – This is what my client told me last Monday after just two weeks of working together. If you're an entrepreneur who hasn't had a proper break in months (or years), let's talk."

The results? Her revised post got 3x more views, 5x more comments, and led to two inquiries in her DMs.

Why? Because other overwhelmed entrepreneurs could see themselves in that story. They could imagine what it would feel like to take a weekend off without worrying about their business.

Common Mistakes to Avoid

When implementing the Client Mirror Method, watch out for these pitfalls:

1. Being too vague about outcomes Instead of "My clients get great results," say "My client increased her email open rate from 15% to 32% in just one month."

2. Using industry jargon Speak your clients' language, not your industry's terminology.

3. Making it about you again Watch for subtle ways you might redirect the focus back to your expertise rather than their experience.

The Bottom Line: It's Not About You

Here's the harsh truth that transformed my LinkedIn presence: nobody cares about what you do. They care about what you can do for them.

When I shifted from talking about my LinkedIn expertise to showing people what was possible for THEM on the platform, everything changed.

I started getting client inquiries in my DMs. I got invited to speak at events. I was able to work less while earning the same (or more).

And it all started with this simple mindset shift: make your content about THEM, not you.

Ready to Put This Into Practice?

Take a moment to review your last 5 LinkedIn posts. How many focused on what you do versus what your clients experience?

Try rewriting one using the Client Mirror Method, and I'd love to hear what results you see.

If you want to understand how LinkedIn can turn your expertise into real business opportunities, you can learn more here: www.elainewalshmcgrath.com/linkedin

The Initial Win (That Didn't Last)

Within just one month of strategically using LinkedIn to promote my marketing coaching services, I landed my first high-ticket client. The momentum continued, and three more clients followed in quick succession.

I was ecstatic. This was working! Or so I thought.

What I didn't realise was that I hadn't built a sustainable foundation. I hadn't done the internal work necessary to truly believe in my value as a coach. When challenges inevitably arose - a client ghosted me before reappearing, another fired me then rehired me - my confidence crumbled.

The Detour

Instead of pushing through, I retreated to what felt safe. I took a digital marketing contract while I "licked my wounds."

The irony wasn't lost on me. I delivered massive results for this organization - growing their social following and successfully promoting their signature event (the delightfully named "Totally Terrific Tomato Festival"). I was great at marketing... for others.

But I had taken my eye off my own business. When the contract ended in August, I realised my coaching leads had dried up completely. I was back at square one.

The Turning Point

This time, I did something different. Instead of trying to figure it all out alone, I invested in a coach for myself. Someone who could help me refine my networking strategy, improve my sales calls, and - perhaps most importantly - rebuild my confidence.

This was the game-changer.

I realised that sustainable success on LinkedIn isn't about quick wins or overnight success stories. It's about:

1. Clarity of message - Knowing exactly who you serve and how
2. Consistent visibility - Showing up regularly, even when client work gets busy
3. Strategic networking - Building meaningful connections, not just collecting contacts
4. Setting boundaries - Carving out dedicated time for business development, even when client work is demanding

The Framework That Changed Everything

After much trial and error, I developed a system for LinkedIn that transformed it from a sporadic lead source to a consistent client attraction tool. Here's what made the difference:

1. A Headline That Stops the Scroll

Your LinkedIn headline isn't just a job title - it's prime real estate to communicate the specific outcome you help clients achieve. When prospects are searching for solutions, your headline should instantly signal that you have what they need.

2. An About Section That Magnetically Attracts Your Ideal Clients

The best About sections aren't just professional biographies - they're strategic tools that speak directly to your ideal clients' pain points and desires. By incorporating relevant keywords and speaking directly to your audience's challenges, you make yourself easily discoverable.

3. Experience That Demonstrates Credibility

Your work history needs to do more than list job titles - it should highlight the specific results you've achieved that position you as the expert your prospects need. When optimised correctly, this section becomes a powerful credibility builder.

4. Visual Branding That Makes You Memorable

In a sea of generic headshots and default banners, thoughtful visual branding sets you apart instantly. Your profile photo and banner should work together to reinforce your personal brand and make you recognisable.

The Reality Check

I'll be honest - implementing these changes wasn't always easy. There were days when imposter syndrome crept back in. Moments when I questioned if I was on the right path.

But having accountability and support made all the difference. No more:

• Wasting time on generic advice that wasn't tailored to my business
• Feeling paralysed by not knowing which actions to take next
• Struggling to justify investing in myself and my business
• Pursuing strategies that weren't aligned with my strengths

The Results Speak for Themselves

Today, my LinkedIn profile doesn't just look better - it works harder. It attracts qualified prospects who already understand my value before we even speak. My connection requests come with messages like "I've been following your content and would love to learn more about working together."

The feast-or-famine cycle that plagued my early days is gone. I've built a sustainable client acquisition system that delivers consistent results.

If you want to understand how LinkedIn can turn your expertise into real business opportunities, you can learn more here: www.elainewalshmcgrath.com/linkedin

“Say yes to every LinkedIn event invite.”
“Comment on 20 posts a day to beat the algorithm.”
“Join 3 engagement pods to boost your reach.”

Let’s just pause for a second.

You didn’t become a coach or service provider to become a robot. You’re not here to play the LinkedIn lottery, hoping that if you just message enough people, someone will finally bite.

I’ve tried that approach - and it doesn’t feel good. It didn’t lead to meaningful relationships. And it certainly didn’t result in the kind of aligned, high-value clients I wanted to work with.

What worked? Building connections with intention.

• Find people who are genuinely aligned with what you offer

• Start conversations that don’t feel pushy or awkward

• Create a connection strategy that works because it’s built on trust

You don’t need hundreds of new connections. You need the right ones - the people who get what you do, need what you offer, and are ready to say yes.

Why the numbers game doesn't work

The problem with the numbers game is that it’s impersonal. You’re chasing volume instead of value.

When I first started reaching out on LinkedIn, I followed the advice: connect, pitch, invite. I burned out quickly. People ignored me. And I felt like a fraud.

It wasn’t until I shifted gears and focused on connection over conversion that things changed.

I:

• Slowed down

• Reached out with a genuine interest

• Focused on what the other person needed

And guess what? People responded. Conversations happened. Clients came my way.

Your network is already more valuable than you think

One of the most surprising things I discovered?

Some of my best opportunities came from people already in my network. Old colleagues. Past clients. People who already knew and trusted me.

But I had to reintroduce myself. I had to show up with clarity and confidence. I had to update my profile and start sharing content that reflected where I was now.

Here's what you need to work on:

• Creating content that makes you visible and credible

• Showing up in your messages with warmth, not worry

• Using tools like Trello to stay consistent without burning out

Think of LinkedIn like a networking event (not a cold call list)

Would you walk into a real-life event and pitch the first person you met?

Of course not.

You’d smile, introduce yourself, ask questions, and build a rapport.

That’s how LinkedIn works too - when you do it right. You connect. You engage. You follow up. And yes, you invite someone to work with you when the time is right.

You don’t need to fake it on LinkedIn. You don’t need to follow shady scripts. You don’t need 1,000 connections.

You just need the right approach, a clear message, and a willingness to connect.

If you want to understand how LinkedIn can turn your expertise into real business opportunities, you can learn more here: www.elainewalshmcgrath.com/linkedin

Photo credit: Elaine Walsh-McGrath

It focuses on: 
• Managing exam anxiety 
• Reducing perfectionism 
• Strengthening confidence under evaluation 
• Protecting wellbeing during high-stakes academic periods 
This isn’t therapy for crisis situations, It’s preventative psychological training for bright students who want to feel steadier and perform at their best.
The programme consists of 4, one hour sessions over a 2 week period and the cost is £197. 

As this is our first launch, places are intentionally limited to keep the group small and focused. 

If you’re: 
– A parent navigating A-level stress or supporting your child at university  
– An educator watching capable students buckle under pressure 
– Or a student who recognises this pattern in yourself 
If you have a child, or know a family, who might benefit from this support during exam season, you can find full details here: 

https://feelwelltherapy.co.uk/academic-performance-exam-resilience-programme/ 

And on a last note, I think it’s important to say, this isn’t just about exams, it’s about changing the relationship young people have with self care and performance under pressure for life. This should be important for all of us. 
Best regards 
Michelle 
Clinical Lead/ Director Feel Well Therapy 

You’re happily wandering round the board, collecting your little £200 like a responsible adult… and then suddenly:

• they’ve quietly bought the best streets

• they’ve built houses while you were “just having a look”

• and you’re paying rent so often you start wondering if you are, in fact, the entertainment

It’s not because you’re clueless.

It’s because you’re playing a modern game with an outdated rulebook.

And this is exactly how money feels right now for so many brilliant women.

The board has changed (and nobody sent a memo)

Most of us were taught the sensible route:

work hard → save steadily → pension will sort it out.

But inflation doesn’t care how sensible you are.
And “I’ll be fine” isn’t a strategy when costs rise faster than confidence.

Meanwhile, the financial system is quietly layering in a new rail:
digital assets, tokenisation, blockchain, Web3.

You don’t have to love crypto.
You just have to understand the board you’re standing on.

Because whether we like it or not…

the game is moving.

“But crypto feels male… and a bit scammy…”

Yes. And yes.

Crypto has been marketed like a stag do with WiFi: loud, flashy, and full of people who appear to have skipped Year 9 maths but somehow own four watches.

It puts sensible women off for good reason.

There are too many entry points, too much jargon, and more bad actors than a soap opera Christmas special.

And that’s why my approach is the opposite of hype:

Education first. Action second.

No ego. No pressure. No gambling your future because someone on the internet yelled “BUY NOW”.

The Banker always wins (unless you learn the rules)

Monopoly is a brilliant metaphor because it reveals something most adults don’t want to admit:

Money isn’t just earned. It’s structured.

The person who understands:

• how assets work

• how risk is managed

• how the rules reward certain behaviours

…doesn’t need to be the hardest worker in the room.

They simply make better moves.

So if you’ve spent years being brilliant at earning, and still feel unsure about investing, it’s not because you’re behind.

It’s because you weren’t taught the game.

A quick word from one of my graduates (Deborah)

One of the loveliest things I hear is when someone goes from “I don’t get this” to “Oh. I can actually explain this now.”

Deborah recently completed the Academy and said the course was really well-structured — and that Module 9 was the one that helped it all “click” because it made the learning feel practical and usable, not just theory.

She also shared that it helped her understand why blockchain matters and where Web3 is heading — to the point she’s been trying (bravely!) to explain Web2, Web2.5 and Web3 to family members… with varying levels of success. 😉

That’s exactly the point of what I do:
not overwhelm you with tech — but give you enough clarity that you can actually use what you’ve learned.

Why I built CryptoGran (and why it’s not what you think)

I didn’t build CryptoGran to encourage women to punt money into random coins and hope for the best.

I built it because I kept hearing the same quiet sentence from smart women:

“I feel like I’m missing something.”

Not because they’re financially chaotic.
Because they’re financially awake — and can see the pension story isn’t as reassuring as it used to be.

CryptoGran exists for people who want to understand digital assets calmly, clearly, and without hype.

It’s for the sensible ones.
The “I’d rather learn properly first” ones.
The ones who think they might be too old, too late, or too technophobic.

Spoiler: you’re not.

PASS GO: the WIBN offer

Right now, I’m running a WIBN-only offer called PASS GO.

In Monopoly, passing Go gives you momentum — a little boost that helps you make your next move.

This offer is designed to do the same.

✅ WIBN Offer: CryptoGran Academy

• The Academy is £1000 (usually £1997)

• PLUS £300 cash back if you graduate before 31 March

• Think of the £300 as your Pass Go money — your “right, now I can actually play” pot for getting started once you’ve learned the rules.

This isn’t about getting rich quick.

It’s about getting clear — so you can stop feeling like everyone else knows something you don’t.

What you’ll learn (without needing a tech personality transplant)

Inside the Academy we cover:

• what crypto actually is (plain English, not jargon soup)

• how scams work (and how to spot red flags early)

• exchanges and wallets (with safe, step-by-step set-up)

• how to build a calm starter portfolio (not a casino bet)

• how to make decisions without panic

• how to understand the “new money rails” so you can invest with confidence

And because I’m me, you’ll get metaphors, stories, and simple frameworks — because nobody learns well when they feel intimidated.

If you’ve been hovering on the sidelines, this is your nudge

If you keep waiting until you feel “ready”… you may still be waiting when the next shift is already underway.

The confident investors aren’t always the cleverest.

They’re the ones who:

• learned the rules early enough to take calm action

• got support instead of guessing

• didn’t let fear disguise itself as “being sensible”

You don’t need to be fearless.

You need to be informed.

That’s why CryptoGran exists.

Want the details?

If you’re a WIBN member and you want to see the PASS GO offer, head to the hidden WIBN page on the CryptoGran website for the full details.  Link is HERE

And if you’re thinking, “I’m not ready for a full course, but I know this matters…” — message me anyway. I’ll point you to the most sensible next step.

Because I don’t want you walking round the board for the next decade collecting £200… while someone else buys the streets.

Yvonne - AKA CryptoGran

Pass Go, Yvonne-style. Calm. Clear. No hype. Just smart moves.

The Initial Win (That Didn't Last)

Within just one month of strategically using LinkedIn to promote my marketing coaching services, I landed my first high-ticket client. The momentum continued, and three more clients followed in quick succession.

I was ecstatic. This was working! Or so I thought.

What I didn't realise was that I hadn't built a sustainable foundation. I hadn't done the internal work necessary to truly believe in my value as a coach. When challenges inevitably arose - a client ghosted me before reappearing, another fired me then rehired me - my confidence crumbled.

The Detour

Instead of pushing through, I retreated to what felt safe. I took a digital marketing contract while I "licked my wounds."

The irony wasn't lost on me. I delivered massive results for this organization - growing their social following and successfully promoting their signature event (the delightfully named "Totally Terrific Tomato Festival"). I was great at marketing... for others.

But I had taken my eye off my own business. When the contract ended in August, I realised my coaching leads had dried up completely. I was back at square one.

The Turning Point

This time, I did something different. Instead of trying to figure it all out alone, I invested in a coach for myself. Someone who could help me refine my networking strategy, improve my sales calls, and - perhaps most importantly - rebuild my confidence.

This was the game-changer.

I realised that sustainable success on LinkedIn isn't about quick wins or overnight success stories. It's about:

1. Clarity of message - Knowing exactly who you serve and how
2. Consistent visibility - Showing up regularly, even when client work gets busy
3. Strategic networking - Building meaningful connections, not just collecting contacts
4. Setting boundaries - Carving out dedicated time for business development, even when client work is demanding

The Framework That Changed Everything

After much trial and error, I developed a system for LinkedIn that transformed it from a sporadic lead source to a consistent client attraction tool. Here's what made the difference:

1. A Headline That Stops the Scroll

Your LinkedIn headline isn't just a job title - it's prime real estate to communicate the specific outcome you help clients achieve. When prospects are searching for solutions, your headline should instantly signal that you have what they need.

2. An About Section That Magnetically Attracts Your Ideal Clients

The best About sections aren't just professional biographies - they're strategic tools that speak directly to your ideal clients' pain points and desires. By incorporating relevant keywords and speaking directly to your audience's challenges, you make yourself easily discoverable.

3. Experience That Demonstrates Credibility

Your work history needs to do more than list job titles - it should highlight the specific results you've achieved that position you as the expert your prospects need. When optimised correctly, this section becomes a powerful credibility builder.

4. Visual Branding That Makes You Memorable

In a sea of generic headshots and default banners, thoughtful visual branding sets you apart instantly. Your profile photo and banner should work together to reinforce your personal brand and make you recognisable.

The Reality Check

I'll be honest - implementing these changes wasn't always easy. There were days when imposter syndrome crept back in. Moments when I questioned if I was on the right path.

But having accountability and support made all the difference. No more:

• Wasting time on generic advice that wasn't tailored to my business
• Feeling paralysed by not knowing which actions to take next
• Struggling to justify investing in myself and my business
• Pursuing strategies that weren't aligned with my strengths

The Results Speak for Themselves

Today, my LinkedIn profile doesn't just look better - it works harder. It attracts qualified prospects who already understand my value before we even speak. My connection requests come with messages like "I've been following your content and would love to learn more about working together."

The feast-or-famine cycle that plagued my early days is gone. I've built a sustainable client acquisition system that delivers consistent results.

Ready to Transform Your LinkedIn Profile?

If you're nodding along to this journey, then my 5 Star LinkedIn Profile Self-Paced Course is just for you! Inside the course you'll learn:

✅ How to create a show-stopping LinkedIn headline that clearly communicates the biggest outcome you help clients achieve

✅ Techniques for crafting a magnetic About section that helps you get found easily by prospective clients

✅ Strategies to showcase your work experience so it stands out in online searches

✅ Tips for creating a personal brand with the right profile photo and LinkedIn banner that differentiates you from competitors

Sign up now and let's turn your LinkedIn profile into a client attraction magnet that reflects your unique value!

I can't wait to help you increase your visibility on LinkedIn and connect with more of your ideal clients!

Photo credit: Elaine Walsh-McGrath

Why and what to outsource to a Virtual Assistant. 

If your profile is full of jargon, overly “clever” phrases, or generic descriptions, it might be working against you rather than for you.

No one knows that like me! Back in January 2022 I decided to launch a high ticket marketing coaching business. I used LinkedIn to recruit my clients but it took so much effort. At the time I was following a "it's a numbers game strategy" and it just didn't align with my values or my busy life!

I kept going and signed a couple more clients, until in 2023 I slowed down and rethought everything. I put time aside to work on my messaging, nailed my niche. And relaunched my new offer. It paid off. It was clear. And now both clients and opportunities started to come my way with so much more ease.

So... Here’s the thing: while being clever might feel creative, clarity is what truly connects with your ideal clients. A clear LinkedIn profile doesn’t just look good; it attracts the right people, communicates your value, and makes it easy for clients to say, “Yes, I want to work with her.”

Why Clarity Beats Clever Every Time

When your LinkedIn profile is clear, it helps potential clients:

1. Find You
   LinkedIn is a powerful search engine. If your profile includes the right keywords and phrases, it increases your chances of appearing in search results when clients are looking for someone with your expertise.

2. Understand You
   A clear, client-focused profile helps people immediately grasp who you are, what you do, and how you can help them.

3. Trust You
   Clarity builds credibility. When your profile is well-written and easy to understand, clients are more likely to trust you with their business.

3 Questions to Ask About Your LinkedIn Profile

To ensure your profile is working for you, ask yourself:

1. Do you have your central message sorted?
   Does your profile clearly communicate who you are, what you offer, and who you help?

2. Are you clear on what you offer and how to communicate that?
   Does your profile explain your services in a way that’s easy to understand?

3. Does your profile make it easy for clients to say, “Yes, I need her!”?
   Are you speaking directly to your ideal client and giving them a clear next step?

If you hesitated on any of these questions, it’s time for a refresh.

3 Tips to Improve Your LinkedIn Profile Messaging

Here’s how you can make your LinkedIn profile clear, compelling, and client-focused:

1. Speak Directly to Your Ideal Client

Your LinkedIn profile isn’t about you, it’s about your client. Write your profile with their needs in mind, and show them how you can solve their specific problems.

Example:

• Instead of: “I’m a business coach with 10 years of experience.”
• Try: “I help women entrepreneurs scale their service-based businesses to consistent 5-figure months.”

2. Focus on Results, Not Responsibilities

Highlight the transformation you provide. Clients want to know how working with you will benefit them, so focus on outcomes rather than tasks.

Example:

• Instead of: “I provide marketing strategies.”
• Try: “I help coaches and consultants double their leads through strategic LinkedIn marketing.”

3. End with a Clear Call-to-Action

Don’t leave your audience guessing about what to do next. Tell them exactly how they can work with you.

Example:

• “Message me to learn how I can help you grow your business through LinkedIn.”

If your LinkedIn profile could use a glow-up, I’ve got something exciting for you.

Your LinkedIn profile isn’t just a place to list your work history - it’s a powerful tool that can attract your ideal clients and build your business. A clear, client-focused profile helps you stand out, build trust, and showcase the unique value you bring to your industry.

That’s where I come in.

With the How to Create a 5-Star LinkedIn Profile course, you’ll learn how to optimise your LinkedIn profile, make it clear, compelling, and client-focused, and ultimately attract the right people to your business. From crafting an engaging headline to creating a magnetic About section, I’ll guide you through the steps to create a profile that stands out.

Photo Credit: Elaine Walsh-McGrath

What’s your name and where do you come from?

A networking event is a room full of people trying to work out who might be a good person to talk to. To do that, you need to know who you might want to connect with and why. At most events you have less than 1 minute to say something interesting about yourself to convince other people that you are worth having a longer chat with, so the first thing you say needs to be impactful.

The introductions that I remember are the ones who do something a bit different. Take the hotel procurement business owner I met through an online networking group. They would say their name then tell us “If you took a hotel and tipped it upside down, everything that falls out is what we source.”  It was such a brilliant and engaging introduction. Everyone in the room knew what they did in less than 10 seconds. I’ve never worked in any capacity with this person since, but their introduction stood out because it was so unusual.

Passionate people also stand out for me. There is a divorce solicitor in my current networking group who believes mediation is the best way for married couples to separate. I am not married, so again her services are irrelevant to me, but I know that if you are going through a divorce mediation is cheaper, much more emotionally supportive for all involved, and some courts are now even mandating it. I have retained all this information because the person delivering it is truly passionate about what she does which makes her interesting to listen to.

The final approach that stands out to me, and one that I use, is when people say something useful. It might be the wellbeing practitioner who does a short breath exercise to help the room to focus, or the accountant who shares a tip about doing your tax return that saves you money. I will often pose a question that I use with my coaching clients to help people to think about their development. This approach works because you are engaging a room full of people who may well have switched off listening to 10 boring introductions before you.

Tell me what you want

Once you have got the attention of the room and people know what you do, the next thing to tell them is what you are looking for. It sounds obvious, but so many people I meet at networking events don’t say who they want to connect with. People go to networking events for lots of different reasons, and just because you work in a certain job, doesn’t mean it is clear to people who you might want to connect with.

If you are looking for business, then you need to tell people who your customer is and invite them to come and talk to you. You could be looking for people who are in a similar industry as you to discuss a latest trend or change in legislation, you need to let people know that is what you are looking for. If you are embarking on a new project, you might be looking for recommendations for suppliers or advice on what to do, so you need to tell people.

Telling people what you are looking for makes it easier for people who might be a good connection for you to seek you out.

I have two main asks that I use…

“If you or anyone you know is unhappy at work, feeling stuck, and would like some help to change your career, then I’d love to chat.”

And

“I’m looking to connect with HR and L&OD professionals who want to support their staff with their career development.”

If there are people in the room who meet these criteria, they often come up to me, but what also happens is that I get introduced to people who are not in the room. Someone who I have met can’t help, but they know someone who does. The clearer you are about what you are looking for and who you want to connect with, the easier it will be for people to find you. Most people at networking events find them awkward, so if people have a clear reason to talk to you, it makes it so much easier for them to come and say hello.

Making an impactful introduction at a networking event will help you to stand out. Given that most people do it badly, you don’t have to come up with a big crazy idea to be remembered.  Thinking about what you can say that is either unusual or helpful, and delivering it in a passionate way can help you grab people’s attention. And don’t forget to say who you want to connect with, you never know who in the room might be a good connection, and you have a greater chance of finding them if you are vocal about what you want.

Laura Cloke is a career fulfilment coach helping ambitious professionals to create a career they love by defining success on their own terms. This article was first featured in her newsletter The Inbox Coach, a weekly dose of career development straight to your inbox on a Monday morning.

You're in the room negotiating the acquisition. Deal terms, valuation, transition timeline - the big pieces are coming together. Then the conversation shifts to post-acquisition structure. What role will you play in the combined entity?

And suddenly, you realise: they're not seeing you accurately.

They're positioning you for an operational role when you've been thinking strategic leadership. Or they're discussing transition timelines that suggest they see you as temporary, when you've been exploring how you could add value long-term. Or the conversation reveals they view you primarily as the person who built the systems, not the leader who could scale them across a larger organisation.

This isn't about whether you want to stay or exit. This is about negotiating from a position where the acquiring company actually sees your capability and potential - not just your current positioning.

And here's the problem: by the time you're in acquisition conversations, your positioning is already set.

Your LinkedIn profile has been public for years. Your board knows you in a particular way. The acquiring company did their research before approaching you.

The positioning work needed to happen before this conversation started.

When Your Positioning Doesn't Match Your Capability

Most CEOs evolve faster than their positioning catches up. You're navigating investor relations, scaling operations, expanding into new markets, building teams for growth - and somewhere in that intensity, you shift from one type of leader to another.

Perhaps you built your reputation as a Rescuer or Turnaround CEO. You were brought in when companies were struggling. You made the tough decisions, stabilised operations, restored profitability. Your track record is solid. You're known for walking into crisis situations and getting businesses back on track.

But somewhere through that work, you evolved. You realised that what you actually enjoy - and what you're truly exceptional at - isn't rescuing struggling businesses. It's building and scaling them. You've become what's known as a Builder CEO.

The Builder CEO is distinct from the Rescuer or Turnaround CEO. You're not brought in during a crisis to make high-impact decisions and save a failing business. You're focused on taking a solid concept and scaling it. You create systems and processes to manage growth complexity. You build teams and infrastructure. You turn vision into scalable reality. You thrive in dynamic environments, navigating change and disruption to drive transformation. You empower people and create capability as the company expands.

This evolution can happen remarkably fast - especially under the pressure of potential acquisitions, operational expansion, board management, and leadership team development happening simultaneously.

But if your positioning still reflects the Rescuer CEO you used to be - your LinkedIn profile highlighting turnaround achievements, your reputation built on crisis management, your network knowing you as the person to call when there's trouble - then nobody sees you've evolved. Not your board. Not your team. Not the companies evaluating what role you'd play in their organisation.

So when opportunities arise, you keep getting offered struggling businesses that need rescue when what you actually want is a growth-stage company with solid fundamentals where you can build something significant.

The Friction Shows Up Everywhere

The positioning gap doesn't just affect acquisition conversations. It creates friction across every relationship.

Your board meeting starts with growth targets. You're measured on revenue expansion, new market entry, strategic positioning. But within minutes, you're pulled into operational problem-solving, stakeholder management, execution details. Your objectives point one direction. The questions point to another. This isn't poor prioritisation. This is a positioning problem - when the board sees you primarily through an operational lens, they pull you into execution even when they're measuring you on strategy.

This cascades into your team. They escalate decisions to you because you're still positioned as "the person who handles everything." You want to delegate, but your positioning hasn't given them permission to see you differently. When you're not involved, things stall. When you are involved, they move. That's not a team capability issue. That's a positioning problem that prevents them from stepping up.

Then acquisition or merger conversations begin. The acquiring company evaluates you based on your public positioning - your LinkedIn profile emphasising processes and systems, your visibility focused on company execution, your board interactions that position you operationally. Nothing in your external positioning signals who you've actually become.

So when discussions turn to your role in the combined entity, they're responding to how you're currently positioned. And if that positioning doesn't match your actual capability, you're negotiating at a disadvantage - whether you want to stay on in a strategic capacity, exit cleanly with proper valuation, or explore something in between.

What You're Not Sharing Publicly

You have the stories that would reposition you. The moment you prioritised business needs over investor timelines. How you navigated board dynamics when strategic priorities conflicted with shareholder expectations. The decision that looked risky but proved essential for scaling the organisation.

But there's hesitation. Concern about being too vulnerable publicly, revealing too much about the complex reality of leadership, crossing some invisible line between professional and personal.

Here's what's actually happening: your current positioning - heavy on company, light on leadership - means when you do speak publicly, it sounds like corporate communications. Your marketing team could have written it.

The executives who get approached for the strategic roles you'd actually want? They're sharing leadership perspective. Not complaints. Not private details. But abstracted insight: "Here's the strategic decision I made when competing priorities collided, and the thinking behind it."

That's the difference between thought leadership and corporate speak. And it's the difference between being positioned as who you've become versus who your LinkedIn profile suggests you are.

What Changes When Positioning Aligns

When your positioning catches up with your evolved expertise, the friction resolves - and your negotiating position strengthens.

In acquisition or merger conversations, the acquiring company sees your strategic capability, not just your operational execution. This fundamentally changes discussions about your role in the combined entity. Whether you want to stay on in strategic leadership, transition over a defined period, or exit cleanly - your positioning affects your negotiating power, how you're valued in the deal structure, and what options are genuinely available to you.

Your board dynamics shift. The questions change from operational problem-solving to strategic input. They stop pulling you into execution because your positioning finally makes your strategic value visible. The misalignment between what you're measured on and what you're asked to do - that resolves.

Your team steps up. Not because they suddenly became more capable, but because your positioning as a leader who creates capability gives them permission to take ownership. The dependency cycle breaks. Projects move forward when you're not in the room because people see you as the leader who empowers teams, not the operational hero who handles everything.

Future opportunities - whether internal evolution, acquisition retention, or external approaches - come at the level that matches your capability. Your name comes up for the roles you actually want because that's how you're positioned, not because someone had to look past your old positioning to see your potential.

And perhaps most tangibly: you stop working 16-hour days. Not through better time management, but because your positioning creates the structural space for others to step into responsibilities you've been covering.

The positioning work happens before the acquisition conversation heats up. By the time you're negotiating deal terms, your positioning is already set. The acquiring company has already formed their view of your capability and potential role.

This is why CEOs navigating growth, potential exits, or market transitions need to reposition proactively - while they still have time to shift how they're seen, before the conversations that will determine their next chapter begin.

About Elaine Walsh-McGrath

Elaine Walsh-McGrath is an Executive Positioning Strategist and Visibility Expert who helps CEOs, MDs, NEDs, and senior consultants close the gap between who they've become and how they're currently positioned. After 25+ years in media strategy with L'Oréal, Colgate, Volkswagen, and Ryanair, Elaine now works with executives whose expertise has evolved beyond how they're currently described.

Through her Executive Visibility Framework, she helps senior leaders reposition proactively - so when acquisition conversations, board opportunities, or strategic transitions arise, their positioning reflects their actual capability.

Work with Elaine

If you're a CEO navigating growth, potential acquisition, or strategic transition - and you recognise the gap between your evolved expertise and your current positioning - let's talk about closing that gap before it costs you negotiating power.

Book a positioning conversation here, or email hello@elainewalshmcgrath.com to discuss your specific situation. I help senior executives close the gap between their evolved expertise and current positioning - so when acquisition conversations, board opportunities, or strategic transitions arise, your name comes up for the right reasons.

Photo Credit: Elaine Walsh-McGrath

Big goals don’t have an expiry date.

The idea of running a marathon first appeared when my sister-in-law and I entered the ballot for the London Marathon. We didn’t get in. Life moved on. A few years later, we tried again, still unsuccessful. But even as priorities shifted, the goal never fully left. It was hidden, but not forgotten.
Over the years, that quiet ambition resurfaced in different forms: a 10k here, a half marathon there. Each race gently nudged the thought back into my mind, a quiet “maybe one day.”

So why now?

Why and what to outsource to a Virtual Assistant. 

You're exceptional at mediating between difficult stakeholders. You've built that skill over twenty years in corporate environments where strong personalities clashed and someone needed to find common ground. It's on your LinkedIn profile. It's in your conversations about what you bring to boards.

Here's the problem: What kind of boards need someone to mediate between difficult stakeholders? Boards with difficult stakeholders.

After 25+ years working with L'Oréal, Colgate, Volkswagen, and Ryanair, I've learned something that most executives pursuing board advisory roles miss entirely: The skills you advertise determine which opportunities find you. And if you're not careful, you'll position yourself perfectly for exactly the boards you want to avoid.

The Strategic Filtering Problem Nobody Discusses

When you're targeting board advisory positions—whether as a non-executive director, board advisor, or senior consultant—your LinkedIn profile isn't a catalogue of everything you can do well. It's a filter. Every skill you highlight, every strength you emphasise, creates an invitation to organisations that need exactly that capability.

You're brilliant at crisis management? You'll attract organisations in crisis. Excellent at turning around underperforming divisions? You'll hear from boards whose divisions are underperforming. Experienced at mediating boardroom conflicts? Every dysfunctional board in your network will suddenly remember you exist.

Let's be honest about what's happening here. You didn't spend two decades building expertise to waste it on nightmare board situations. You want to work with well-run organisations that value oversight and governance. But your positioning is calling in the opposite.

Here's Where It Gets Interesting

The skills that made you valuable in corporate—the ability to handle difficult personalities, navigate political environments, steady the ship during turbulence—are genuinely impressive. You're good at these things because you've had to be. Corporate environments demanded it.

But now you're pursuing board roles. And the question isn't whether you can handle dysfunction. The question is whether you want to spend your board advisory career doing it.

I see this pattern constantly working with executives across the UK, the US, and Australia. Someone completes their NED certification or starts positioning for board advisory roles. Their LinkedIn profile lists "experience mediating complex stakeholder relationships" or "steady hand during organisational change" or "skilled at driving alignment in challenging environments."

All accurate. All demonstrating capability. All attracting exactly the boards they're trying to avoid.

The Mediation Trap

Here's a concrete example of how this plays out. You include "mediation between board members" in your positioning. You've done it. You're good at it. It feels like a valuable skill to advertise.

Then a board finds your profile. They're looking for a new NED. Their current board has two members who haven't spoken civilly in eighteen months. Every meeting devolves into tension. They need someone who can "help with board dynamics."

You get the call. Initially, it sounds interesting—established company, decent sector, appropriate compensation. Then you dig deeper and realise you've been recruited as the board therapist. Your expertise in governance, financial oversight, or whatever your actual strength is becomes secondary to managing personalities.

That's not a board advisory role. That's a mediation contract disguised as a board position.

The Crisis Management Problem

The same pattern appears with "steady hand in crisis" or "experienced in organisational turnaround." Both valuable skills. Both potentially attractive to the right organisation. Both absolute magnets for perpetual dysfunction.

Organisations in genuine one-off crisis situations—a leadership transition, a market disruption, a regulatory challenge—can benefit enormously from experienced advisory oversight. But organisations in perpetual crisis mode? They don't need a steady hand. They need to fix their fundamental problems. And they'll consume your advisory capacity dealing with the latest emergency while the underlying issues remain unaddressed.

If a crisis energises you, brilliant. Position yourself accordingly. But if you're thinking "I've done my time in crisis mode, I want to work with organisations that have their fundamentals sorted," then advertising crisis management skills is positioning malpractice.

What "Collaborative Leadership" Actually Signals

Here's another common positioning mistake. Executives who prefer collaborative environments—and who wouldn't?—position themselves as experienced in "collaborative leadership" or "building consensus in complex environments."

Sounds positive. Sounds like the kind of culture you want to work with. But here's what boards hear: "This person can handle our dysfunctional team dynamics."

Genuinely collaborative boards don't need someone to build collaboration. They're already collaborative. The boards searching for someone with "experience building collaborative cultures" are boards where collaboration has broken down. You're not being recruited to join a collaborative environment. You're being recruited to create one from dysfunction.

The Implementation Support Paradox

Then there's the executives who position themselves as offering "hands-on implementation support" or "practical guidance on execution." They're trying to signal that they understand operational realities, that they won't be the board member who proposes strategy with no consideration for implementation.

What they actually signal: Available for operational work at board-level day rates.

The boards who respond aren't looking for governance oversight. They're looking for someone to roll up their sleeves three days a week and sort out their operational challenges. You've positioned yourself out of an advisory role and into an interim executive position.

What Actually Needs to Change

You're not building new expertise. The mediation skills, the crisis management experience, the ability to navigate complex environments—these capabilities are real and valuable. The question is whether you want to deploy them.

After working for global brands where board dynamics and executive positioning were carefully managed, I've learned this: Your LinkedIn profile should advertise what you want to do, not catalogue everything you can do.

If you want to work with well-governed boards that value financial oversight, talk about financial governance and audit committee experience. If you want advisory roles focused on growth, talk about evaluating expansion opportunities and market positioning. If you want to work with collaborative boards, talk about enhancing board effectiveness in high-performing environments.

Stop advertising the skills that attract dysfunction. Start positioning for the boards you actually want.

The Strategic Visibility Gap You're Creating

Here's what I recommend: Go through your LinkedIn profile. Every skill you've highlighted, every strength you've emphasised, ask yourself one question: What kind of board needs this?

If the answer is "a board in crisis" or "a board with difficult dynamics" or "a board that needs someone to fix their operational problems," and you don't want to work with those boards, take it out.

Your positioning isn't neutral. Every phrase either attracts or repels opportunities. Right now, you might be perfectly positioned for exactly what you want to avoid.

The executives I work with aren't lacking expertise. They're exceptional at what they've done. But when they transition to board advisory roles, they often position themselves for dysfunction out of habit. They advertise the crisis management and mediation skills that corporate demanded, not realising those same skills attract exactly the board environments they're trying to escape.

You know what kind of boards you want to work with. Organisations with strong governance, collaborative cultures, clear structures. But if your positioning emphasises your ability to handle the opposite, those aren't the opportunities that will find you.

Your expertise deserves recognition at the level of boards you want to join. The positioning just needs to filter for them, not against them.

About Elaine Walsh-McGrath

For over 25 years, I've worked with global brands including L'Oréal, Colgate, Volkswagen, and Ryanair, developing strategic communication that positions leaders for the recognition their expertise warrants. I built this business where work didn't just come to me—I understand establishing visibility independently and positioning strategically for the opportunities you actually want.

If you're targeting board advisory roles but attracting the wrong opportunities, let's talk. My Strategic Visibility for Ambitious Leaders service helps established CEOs, MDs, NEDs, and senior consultants position their expertise to attract the right boards, not just any boards. This isn't about building a personal brand from scratch—it's about strategic positioning that filters for the opportunities that match your goals. Book a strategic consultation here.

Photo credit: Elaine Walsh-McGrath

You spent three months preparing. Travelled to deliver it. Nailed it. Several executives connected with you on LinkedIn before you left.

And your pipeline looks exactly the same as it did before you left.

At the conference dinner, you're seated next to a senior executive running precisely the type of organisation your service is designed for. The conversation flows—market challenges, industry shifts, the usual conference talk.

Then they say something revealing. A passing comment about their scepticism regarding solutions in your category. Or what they wish existed but doesn't.

That executive just told you exactly why they won't buy. And you smiled and changed the subject.

You're Treating Market Research Like Small Talk

Here's what I see working with senior consultants and MDs: They treat conference speaking as separate from business development. Deliver the keynote. Network professionally. Go home.

What they don't do is ask the strategic questions before accepting that speaking gig: Who's in the audience? What networking opportunities exist? Is there a chance to learn something I can't normally access? To build relationships with decision-makers who won't take my calls?

Let's be honest: This isn't a holiday. You're there for business.

After 25+ years working for global brands like L'Oréal, Colgate, Volkswagen, and Ryanair, here's what I learned: The consultants who generate real business from speaking aren't better networkers. They recognise they're doing market research—and they ask the questions everyone else is too afraid to ask.

What That Dinner Conversation Actually Gave You

When that executive mentions their challenge or reveals their scepticism, here's what you're being offered:

Access to a decision-maker who doesn't take your cold calls. Who doesn't respond to LinkedIn messages. Who wouldn't give you fifteen minutes if you asked.

But they're sitting beside you now. Away from operational firefighting. In the mindset to discuss strategic challenges. And they've just told you how they actually think about your category.

Most consultants avoid the next question because of a story in their head: "If I ask them to expand, they'll think I'm selling."

Here's the truth: They wouldn't have mentioned it if they didn't want to discuss it. Senior people don't make casual conversation about business problems for entertainment. When they bring up a challenge, they're signalling it's active.

It's not salesy to say: "That's interesting—what's driving that scepticism?" or "What would need to be different for you to feel confident about solutions in this space?"

That's strategic curiosity. And it's exactly what senior people expect from other senior people.

The Language You're Not Capturing

Your marketing talks about "solutions" and "frameworks." They talk about being "burnt before" or "sceptical of consultants who overpromise." They describe their problem in words you'd never use on your website because you're trying to sound professional.

But those exact words? That's what makes every other prospect in the same situation think "This person understands my reality."

That executive might not be the decision-maker. But they know who is. The Head of HR. The COO. Someone on their board. A peer dealing with the same challenge.

The follow-up isn't "Can I sell you my services?" It's "Who typically handles this in your organisation?" or "Would it make sense for me to grab a coffee with them while we're here?"

You're worried about looking salesy. They're worried about solving their problem. Those aren't the same thing.

What Changes When You Ask the Question

Here's what I see with consultants who understand this:

Their positioning becomes bang on because they stop guessing at objections. They know exactly what prevents buying decisions. Which benefits actually matter versus which ones just sound good in marketing.

Their website copy lands because they're using the actual language prospects use to describe their problems—not the sanitised professional version.

Their conversion improves because when someone talks to them, they're thinking "This person gets it."

That's the difference between consultants who generate business from speaking and those who generate LinkedIn connections.

About Strategic Visibility for Ambitious Leaders

After 25+ years managing high-stakes negotiations and strategic campaigns for global brands, I learned something critical: Everything is business development. The keynote positions you. The dinner conversation is where you learn what actually drives decisions. The follow-up is where you convert that intelligence.

My Strategic Visibility for Ambitious Leaders service works with senior consultants and MDs who recognise they're leaving opportunities unconverted. This isn't about building a personal brand from scratch—it's about systematic approaches to positioning your existing expertise where it deserves recognition.

Ready to stop treating market intelligence like small talk? Book a strategic consultation.

Photo credit: Elaine Walsh-McGrath

Why Qualified NEDs Aren't Getting Board Roles They Deserve

Someone asks what you do. You've got decades of commercial experience, a fresh NED qualification, proven track record at board level.

And somehow, your answer sounds vague.

Or worse—they nod politely and change the subject. No follow-up questions. No "tell me more." Just that expression that says they're not entirely sure what a non-executive director actually does.

Here's what I've learned after 25+ years working on strategic communication for brands like L'Oréal, Colgate, Volkswagen, and Ryanair: When smart, experienced people can't articulate what they do clearly, it's not because they lack capability. It's because their messaging is confused.

And confused messaging creates one of two problems for NEDs: Either nobody approaches you for board roles. Or the wrong organisations approach you for the wrong type of roles.

Both problems stem from the same issue—people can't see what you actually offer.

Why Your Track Record Sits There Silent

Board opportunities go to other people. Not because you're not qualified—because your positioning doesn't make it crystal clear what type of NED you actually are.

You've got the experience. You understand governance, you've delivered commercial results, you know how boards function. But when someone's looking for a challenger, they don't think of you. When an organisation needs commercial expertise, your name doesn't come up.

Are you governance-focused? The challenger who asks difficult questions? The mediator who builds consensus? Deep sector expertise or broad commercial perspective?

If that answer isn't immediately obvious, you've got a positioning problem. And positioning problems show up as business problems—the wrong opportunities or no opportunities at all.

Your track record only speaks for itself if people know how to interpret it. Most don't. You need to connect the dots for them.

The Networking Trap That Wastes Your Time

I worked with one NED who was spending hours every week in formal networking meetings and felt incredibly busy, but wasn't getting the roles he wanted.

We traced back where his previous board positions came from. Every single one: existing contacts who'd referred him. Not one from the networking groups consuming his calendar.

We systematically mapped where his best opportunities had actually originated. Ditched the formal meetings. Within weeks, the right conversations started happening—with the people who'd already delivered results for him in the past.

Networking isn't about being visible to everyone. It's about being visible to the people who actually refer board opportunities at the level you operate.

That's rarely the local business networking group where companies have 10-50 employees and have never considered a non-executive director. That's your existing contacts—the people who've already seen you operate at board level and know exactly what you bring.

The contacts who referred you for previous roles. The board members you've worked alongside. The sector specialists who understand the value of what you offer.

Network maintenance doesn't have to consume your life. It's reaching out for coffee. It's updating people on what you're doing. It's staying visible to the connections that have actually delivered results.

But it does require being systematic about it rather than hoping someone will remember you exist when an opportunity arises.

Are You Building Your Business or Someone Else's?

Before you say yes to any board opportunity—paid or pro bono—ask yourself: Is this building my business or someone else's?

Will this role connect you to other opportunities? Will the organisation talk about your contribution? Does this position you for the work you want? Or will you spend months contributing behind closed doors?

Not about money. About positioning.

Here's what I learned building my own business after leaving the corporate world where work came to me: You can't say yes to everything just because you have capacity. Because if you fill your calendar with opportunities that don't lead anywhere, you won't have capacity when the right roles surface.

At NED level, you should never give time away for free unless you have genuine capacity for pro bono work, you're passionate about the cause, and it connects you to something else.

And you absolutely should not try to convince organisations that don't use NEDs to consider it by offering reduced fees. They haven't made the leap to valuing the service yet. They won't suddenly value you just because you're cheaper.

Every board role you take should lead somewhere. Should position you for something. Should build visibility with the audiences that matter for the type of work you want.

If it doesn't, you're growing someone else's business while yours stays static.

Why Boards Remember Some NEDs and Forget Others

Most NEDs try to appeal to everyone and end up clear to no one.

You can be governance-focused, bringing deep expertise in compliance and risk. You can be the challenger who asks the uncomfortable questions executives need to hear. You can be the commercial strategist who's scaled businesses through specific growth phases. You can be the sector specialist with unmatched industry knowledge.

You cannot be all of these things to all organisations.

When a board is looking for a challenger, they need someone who'll push back on strategy. When they're looking for governance expertise, they need someone who understands compliance inside out.

Trying to position yourself as "flexible" or "broad-ranging" just makes you forgettable. Boards remember specialists. They remember the NED who's clearly the governance expert or clearly the challenger or clearly the commercial growth specialist.

Strong positioning isn't about limiting your capability. It's about making your primary value immediately obvious so people know exactly when to think of you.

That means spending time getting your messaging right. Not dabbling with it between other priorities. Actually investing the time to ensure your LinkedIn profile, your website, your networking conversations all communicate the same clear message about what type of NED you are and what problems you solve.

Your LinkedIn profile should make it clear. Your conversations at conferences should make it clear. When someone asks what you do, your answer should make it unmistakable what type of NED you are.

The NEDs who get approached for the best roles aren't just the most qualified. They're the most clearly positioned.

They've done the work to ensure that when someone thinks "We need a challenger on this board" or "We need governance expertise" or "We need someone who understands scaling in this sector," their name comes to mind immediately.

That doesn't happen by accident. And it doesn't happen just because you completed a qualification. It happens because you've been systematic about positioning yourself clearly and maintaining visibility with the people who actually refer board opportunities at your level.

What's Actually Stopping You

Your expertise is real. Your track record is solid. You know how boards work because you've operated at that level for years.

But if people keep asking "what exactly do you do?" and you can't answer clearly, that's not an elevator pitch problem. That's a positioning problem.

And if the phone isn't ringing with the right board opportunities, the issue isn't your qualifications. It's whether your positioning makes your expertise impossible to miss.

The question isn't whether you're ready for board roles. The question is whether the people making board decisions know what type of NED you are and when to think of you.

That clarity doesn't emerge naturally from experience. It requires the same strategic thinking you bring to board-level decisions—applied to your own visibility.

After 25+ years developing strategic communication for L'Oréal, Colgate, Volkswagen, and Ryanair, I learned how to make value propositions unmistakable. Then I built my own business and learned what it takes to attract the right opportunities when you're no longer in a corporate structure where work comes to you. My Strategic Visibility for Ambitious Leaders service helps established NEDs position themselves for board roles their experience warrants. This isn't about transformation—it's about making your existing expertise and track record impossible to miss. Book a strategic consultation to discuss how clear positioning can change which opportunities come your way.

Photo Credit: Elaine Walsh-McGrath

View our Autumn Budget Summary and start a conversation via my adviser profile HERE

Approver Quilter Financial Services Limited. November 2025.

You attended that conference last month. The one packed with investors, fellow CEOs, and exactly the calibre of people who could transform your business trajectory. You delivered insights during the panel discussion. Made valuable connections over coffee. Observed patterns emerging across conversations that clarified where the market's heading.

You left energised. Clear on your next moves.

But here's what probably didn't happen: Nobody outside that room has any idea you were there or what you learned.

Not the board evaluating candidates for that NED position you're qualified for. Not the partners who'd value your perspective on market shifts. Not the decision-makers who should know you're operating at this level.

They're not in those rooms. And unless you're amplifying what happens inside them, they never will be.

The Recognition Gap Nobody Talks About

Working with CEOs across the UK, the US, and Australia, I see the same pattern: You're not lacking the right opportunities or connections. The problem is you're not leveraging what happens in those rooms in front of a wider audience.

You're in the right rooms. You're making valuable connections. You're demonstrating the kind of thinking that commands respect in person.

The CEOs who get recognised? They're not necessarily in better rooms than you. They're just better at bringing others into theirs.

Why This Matters More Than You Think

Here's the reality most established leaders don't want to acknowledge: You may not be at your current company forever.

Companies merge. Competitors make acquisition offers. Boards decide the next phase requires different leadership strengths. The landscape shifts in ways that change your role entirely.

The CEOs who navigate these transitions successfully? They've been raising their profile with the right audience long before they needed to. When the acquisition happens, when the board decides it's time for different leadership, when the next opportunity emerges—they're not scrambling to build visibility. They're recognised.

When your next opportunity emerges—and it will, whether through choice or circumstance—the decision-makers evaluating you won't be in the rooms where you currently demonstrate your expertise. They'll be looking at your track record of thinking made visible. Are they seeing evidence that you operate at the level they need? That you're connected in the right circles? That you'd add value at their level of decision-making?

Your visibility should be working as hard as you are—before you need it to.

What Actually Creates Recognition

There's a fundamental difference between being IN rooms where decisions happen and being KNOWN for your thinking beyond them.

The gap isn't access. The gap is that the people evaluating you for opportunities aren't seeing evidence of what you demonstrate in person. They're not seeing the patterns you're recognising across market conversations. The relationships you're building with industry leaders. The insights shaping your business decisions.

Take that conference you attended. You could post: "Valuable day at the International Conference on Artificial Intelligence. Great insights and connections."

Or you could share what you learned:

"Three conversations at the International Conference on Artificial Intelligence this week clarified where the market's heading in 2026. The CEOs making moves now are focused on the urgent need for governance. Here's why that matters and what we're doing differently as a result."

See the difference?

The first tells people you were there. The second demonstrates how you think about what you observe. It gives decision-makers access to insights they wouldn't have without you. It positions you as someone operating where decisions happen.

You're gathering this intelligence. You're having these insights. The question is whether you're leveraging them beyond the rooms where you're welcome.

You're Already Time-Poor - Here's the Solution

Here's where most CEOs get stuck: They recognise visibility matters, but they're time-poor. The last thing you need is another responsibility competing for bandwidth.

I get it. You're running a serious business. Marketing yourself gets pushed down the priority list because there's always something more urgent demanding attention.

But here's what leading CEOs understand: This isn't work you should be doing yourself.

Before the event: Prepare a simple capture plan. What key messages should be documented? What insights could be amplified afterwards? Who's attending that you should connect with? If your team isn't available or is stretched thin, investing in a photographer or videographer for high-ROI events is a wise business decision.

During the event: You focus entirely on delivering value and building relationships. Meanwhile, someone—whether that's a team member or hired support—captures your key insights, notes the questions that generated most discussion, documents the connections made.

After the event: Those insights are transformed into highly engaging content. The question about market consolidation that sparked intense discussion? That becomes a LinkedIn article. The pattern you noticed across three CEO conversations? That becomes thought leadership content. The connections made? They're systematically followed up. Whether you or your team handles this transformation, the captured material makes it straightforward.

For senior consultants building their practice: If you don't have an existing team, investing in this kind of support becomes a business decision rather than an operational expense. The cost of missing recognition opportunities far outweighs the investment.

This is about leverage, not addition. You're gathering intelligence. You're demonstrating expertise that deserves recognition. The solution isn't to add "content creation" to your workload. It's to systematise amplifying what you're doing.

About Strategic Visibility for Ambitious Leaders

After 25+ years working for global brands like L'Oréal, Colgate, Volkswagen, and Ryanair, I know what separates leaders who get recognised from those who don't: it's not expertise—it's systematic visibility.

My Strategic Visibility for Ambitious Leaders service works with established CEOs, MDs, NEDs, and senior consultants to ensure the right people know what you're capable of—before your next opportunity emerges. This isn't about building a personal brand from scratch. It's about positioning your existing expertise for the board roles, partnerships, and recognition your track record deserves.

Book a strategic consultation to ensure your next opportunity finds you.

Photo credit: Elaine Walsh-McGrath

Some common Homeopathic Remedies for Anxiety; 

Aconitum napellus:  for sudden intense panic or fear, often after a shock or fright. The person may feel that they are in danger or fear death.

Argentum nitricum: for anticipatory anxiety, nervousness before public speaking or travel. Symptoms might include digestive upsets or impulsiveness.

Gelsemium sempervirens: for trembling, weakness and performance anxiety. Feeling dull, heavy and wanting to be left alone.

Ignatia amara: for grief, emotional ups and downs, or nervous tension after a loss or disappointment. Sighing, a lump in the throat and mood swings are common.

Kali phosphoricum: for long term stress or nervous exhaustion. Ideal when anxiety leads to fatigue, poor concentration or sleeplessness.

Please note, if you try one or more of these remedies and the symptoms do not subside, consult a homeopathic practitioner who will pinpoint a more closely aligned remedy.

Seek professional help if your anxiety is severe, persistent or affecting your daily life.

Further Holistic Tips:

- Practice breathing exercises or mindfulness
- Limit caffeine and sugar
- Get enough rest and hydration
- Spend time in nature
- Practice journaling or gentle yoga

From Clinical practice:

As an independent HR consultant, our primary goal is to work in your business’s best interests and help you to achieve your business goals too.

When we start working with you as a Strategic HR Business Partner, we need to understand how your business ticks, the risks it faces and the opportunities available to you.

And the most powerful tool we can use to help us do this, is an HR Audit.

What is an HR Audit?

An HR Audit is a comprehensive review of your company through the lens of an experienced HR expert. Once we understand your goals and what you’re trying to achieve, we follow a structured approach to look at everything from a people perspective in your business.

We have three different levels of Audit to ensure we can meet your goals;

Our HR Manage Audit reviews your contract of Employment and Employee Handbook or HR Policies only, so this audit covers what you need to have in place legally as an employer. We will provide you with a comprehensive report regarding your contract and handbook/policies, which will detail clearly if you are failing to meet employment legislation in any areas, and what you need to do about it. If you need a new contract of employment or Handbook/polies, these can then be provided with a 10% discount as part of the Audit.  Cost £495 plus VAT.

Our HR Grow  Audit reviews your contract of Employment, Employee Handbook/policies and your key people processes; Recruitment, On-Boarding, Probation and Performance Management to ensure that you have the key people processes in place to ensure you can grow a great team and help you to manage and motivate your people.  If you need us to work with you on improving any of these key documents or processes, these can then be provided with a 10% discount as part of the Audit. Cost £995 plus VAT.

Our HR Maximise Audit. This covers absolutely everything that you do in relation to your people. We review all paperwork and documentation that relates to your people; from recruitment of an employees to the exit of employees and everything in between! We provide you with a detailed report and using a simple traffic light system, identify where you are not meeting employment legislation; RED, areas which you could improve upon to ensure you are able to attract and retain the best people for your business and GREEN for areas where you are doing just fine. We will then meet with you to discuss your report in detail and then create your people strategy to help you meet your business goals. If you need us to work with you on improving any of these key documents or processes, these can then be provided with a 15% discount as part of the Audit. Cost: £1,995 plus VAT.

What are the main benefits of having an HR Audit?

1. Peace of mind

We’ll ensure your company is legally compliant and protected against costly employment tribunal claims.

2. Data-driven decision making

HR can often feel intangible. That’s why we’ll create a RAG-rated priority list of actions we need to take to help you ensure compliance, create a great place of work for your employees and help you to achieve your business goals.

 3. Customised and cost-efficient support

Once we know what needs to be worked on, we can provide you with the best possible support and transparent costings to make it happen within an agreed timeframe.

If you’d like to discuss which Audit is best for you, please get in touch with us for a confidential chat today. Any Audits booked in with us for completion in December or January will be discounted by 11% to celebrate our 11th Birthday here at Meraki HR. 😊

Get in touch by emailing help@merakihr.com or BOOK A CALL with us.

Many businesses use the same outdated, time-consuming tests that frustrate applicants and lead to high drop-out rates.

When hiring takes longer and candidates disengage, you miss out on top talent and waste valuable time, something we know you don’t have in abundance! So, we want to work with you to help you create an efficient but engaging recruitment process, that makes sure you are hiring the best talent! 

What happens when assessments are too long or unengaging?

Even big names like Rolls-Royce faced this issue. Their assessment process was causing candidate dropouts, meaning they were losing great applicants before they even got to the interview stage.

In the end, they created a shorter, more engaging pre-assessment stage which, in turn, increased their completion of applications from 74% to 96% for business roles and 81% to 95% for engineering roles.

What can small businesses learn from this?

 You don’t need a huge budget to improve your assessment process, just a smarter approach.

Here’s how:

✅ Keep it relevant

Only test for the skills that truly matter in the role. Avoid unnecessary hurdles.

✅ Make it engaging

Boring, repetitive tests lead to disengagement. Use realistic tasks that people will actually be doing in the job, or interactive assessments.

✅ Cut the length of your process

The longer the process, the more dropouts you’ll have. Keep assessments/or the number of stages in the recruitment process to the minimum. 

✅ Give clear instructions

Confusing or vague assessments create frustration. Ensure that candidates know exactly what to expect.

✅ Test for potential, not perfection

Focus on a candidate’s ability to learn and adapt, rather than just their past experience.

Better recruitment process and skills/potential assessments = better hires

If you’ve ever lost a great candidate mid-process, it might be time to rethink how you assess talent.

A streamlined, engaging approach doesn’t just improve the candidate experience – it helps you to attract, assess and hire the best people faster.

Not sure where to start? Let’s have a conversation about how to make your hiring process work for you. You can book a meeting with us here; BOOK A CALL.

You've just had a brilliant conversation with a potential client. They loved what you do, they clearly need your expertise, they even told you they felt energised by the call.

You sent the proposal that evening.

Then... silence.

Here's what I've learned after 25+ years in high-stakes negotiations with brands like L'Oréal, Ryanair, and Volkswagen: The conversation wasn't the problem. It was probably the timing.

The Heart Makes the Decision. The Brain Kills It.

I was working with a consultant recently who'd just had one of those calls. You know the ones—where everything clicks, the prospect is practically signing up verbally, and you can feel the momentum building.

She did what felt right: sent a beautifully crafted proposal and gave them space to think about it.

Here's what actually happened in that space: the prospect went back to their desk, opened seventeen emails marked urgent, took three calls about operational fires, and suddenly that clear-as-day decision they'd made on the call became just another thing on their list.

The energy that made the decision obvious? Gone.

When we buy something—whether it's a £15,000 consulting engagement or a £50 pair of shoes—we make the decision emotionally. Then we use our brain to rationalise it. That's fine when the rationalisation happens immediately. It's fatal when you insert time and distance between the two.

Because here's the thing: your prospect isn't rethinking whether you're the right consultant. They've already decided that. They're now weighing your proposal against every other demand on their attention, budget, and time. And those operational urgencies? They always feel more pressing than the important work you're offering.

When Prospects Are Actually Buying (And When They're Not)

I see this pattern constantly. A consultant tells me about a "warm lead" who needs to think about it. But when we dig into what actually happened on the call, it turns out the prospect never articulated why they needed help in the first place.

The consultant did all the talking. Explained their process beautifully. Demonstrated clear value. But never got the prospect to say out loud what problem they were trying to solve.

Compare that to the consultant who asks the prospect what's at stake if this problem doesn't get resolved. Who gets them talking about what they've already tried and why it didn't work. Who creates space for the prospect to convince themselves.

One conversation ends with "let me think about it." The other ends with "when do we start?"

The difference isn't the quality of what you offer. It's whether you've uncovered a problem the prospect can feel, or just presented a solution they can intellectually appreciate.

The Words No Consultant Wants to Hear on a Sales Call

"I need to think about it."

Most consultants hear these words and back off immediately. Send the proposal, follow up politely, wait for the prospect to come back.

But here's what those words actually mean: there's something you haven't addressed yet. A concern they haven't voiced. A piece of information they don't have.

The consultants who convert these moments don't steamroll forward. They pause and ask: "What specifically would help you make this decision?"

Then they listen. Really listen.

Sometimes it's budget timing. Sometimes it's uncertainty about the process. Sometimes it's a previous bad experience with a consultant that they haven't mentioned. But whatever it is, you can't address it if you don't know what it is.

And you definitely can't address it in a follow-up email three days later when the momentum has completely dissipated.

What Actually Converts Opportunities

I'm not suggesting you pressure anyone. That's not what this is about.

What I am suggesting is that you recognise when someone is ready to commit and create the structure for them to do so while that clarity is present.

If someone has told you they want to work with you, that's not the moment to send them away. That's the moment to say "let's get our first session in the calendar" and handle the administrative details afterward.

If someone says they need to think about budget, that's not the moment to end the call. That's the moment to understand what the actual concern is. Are they worried about cash flow timing? Are they unsure about ROI? Do they need to discuss it with a business partner?

Different concerns require different responses. But you can't respond to a concern you haven't uncovered.

Three Things That Change Everything

1. Ask questions that make prospects convince themselves. Don't tell them what their problem is. Create space for them to articulate it. When someone tells you what's at stake, they're simultaneously making the case for working with you.
2. Recognise when you've already closed the deal If someone explicitly tells you they want to work with you, you have agreement. The question then isn't whether to move forward—it's what structure makes that possible. Get the first session booked while the decision is clear.
3. "I need to think about it" means you're missing information. Don't accept these words at face value. Ask what would help them decide. Sometimes it's a simple clarification. Sometimes it's a deeper concern. But you can't address what you don't know about.

Your Expertise Isn't the Problem

You're already having these conversations. Prospects are already recognising your expertise. The question isn't whether you're good enough—clearly you are, or they wouldn't be on the call.

The question is whether you're structuring these conversations to convert the opportunities you're creating.

Because here's what I know after watching brilliant consultants leave money on the table for decades: your expertise absolutely deserves recognition. But more than that, it deserves to be properly converted into the clients and business outcomes that expertise warrants.

Ready to stop watching opportunities slip away after perfect conversations? My Strategic Visibility for Ambitious Leaders service helps established consultants, CEOs, MDs, and NEDs convert their expertise into the business outcomes it deserves. This isn't about sales training—it's about understanding how high-stakes conversations actually work. Book a strategic consultation to discuss how proper positioning changes everything.

About Strategic Visibility for Ambitious Leaders

After 25+ years developing communication strategies for global brands like L'Oréal, Colgate, Volkswagen, and Ryanair, I've learned that the most successful leaders aren't just excellent at what they do—they're excellent at converting opportunities when they appear. My experience in high-stakes negotiations and award-winning campaigns has taught me that visibility isn't about personal branding—it's about positioning that ensures your expertise translates into the recognition and business outcomes your track record warrants.

Photo credit: Elaine Walsh-McGrath

Scary I know, but the Worker Protection Act came into effect on 27th October 2024, that’s almost a year ago!

And like many employers, you may have had this on your “To Do” List for some time! But you really shouldn’t put this off any longer. While specific cases are emerging, the first notable example is Lidl GB, which entered into a legal agreement with the Equality and Human Rights Commission. (EHRC). The EHRC is Britain’s independent regulator for equality and human rights, responsible for upholding the laws that prevent discrimination and promote fairness for everyone. Lidl GB entered into an agreement with the EHRC,  after an employment tribunal found it had not taken reasonable steps to prevent sexual harassment in a specific case. If an employment tribunal finds that an employer has breached this duty, it can order a 25% uplift in compensation for the worker, and the EHRC can also take enforcement action itself.

All Employers in the UK have a legal duty to take “reasonable steps” to prevent sexual harassment of their employees. This demonstrates a significant shift from ‘reactive’ to ‘proactive’ measures, as the new Act places a duty upon employers to take “reasonable steps” to prevent sexual harassment in the workplace upfront, rather than just dealing with a complaint if and when it arises.

And I can already hear you saying, so what are these reasonable steps? Key elements to note at are:

• It advocates a risk assessment approach: assessing the risks for particular industries, employers and job roles and considering and implementing steps that are appropriate in those contexts.
• It makes clear that it considers the duty to extend to preventing sexual harassment of workers by third parties (e.g customers). Individuals still do not have the right to bring a standalone claim against their employer for third party harassment, but the employer is under a duty to take reasonable steps to prevent third party harassment and a failure to comply with that duty could lead to the employer having to take action to prevent such harassment.

Here’s some proactive steps you could be taking now:

1. Conduct a Risk Assessment for your business

As noted above, it’s important that you understand the risks of sexual harassment in your business, as you can then work out a plan to minimise or address these issues. You can also then tailor any training to deliver to your managers based around your specific risks.  If you’d like our help to conduct a risk assessment then get in touch via help@merakihr.com.

2. Create and support an inclusive and psychologically safe culture

Creating an inclusive culture where people feel psychologically safe to rise issues is key and will be needed to underpin the processes and policies mentioned below.

Senior leaders and managers have a fundamental influence on the working culture of their organisation and set the tone and expectations around workplace behaviour, specifically how employees should act towards one another. Leaders will need to visibly show that they buy into a culture of respect and support zero tolerance of any form of harassment.

As part of this inclusive culture, psychological safety is crucial, and employees should be encouraged to partake in a ‘speak up and speak out’ ethos. All employees should be advised on how to raise concerns and be assured they will not suffer any adverse consequences if they do speak up. Where possible, involving employees of all levels in developing these policies will also help to get greater buy in. Likewise, establishing an employee forum can also help to give employees greater autonomy and the opportunity to speak up safely about what is important to them.

3. Run training regularly 

Training for all employees, specifically for line managers, will be paramount, so that employees understand what sexual harassment is and what their role is in preventing it or, indeed, dealing with it when it happens and also if a complaint is raised.

Managers will need clarity on what constitutes bullying, harassment and sexual harassment, and should know exactly what to do if an employee reports a case to them. Our Preventing Sexual Harassment at work training is ready to go and we have already delivered this successfully for a number of clients. Book a call with Emma to discuss your training needs.

Managers must be mindful that there is no ‘one size fits all’ and understand that the experience of each victim will be different. Bullying and sexual harassment rarely happens in plain sight; this means they will need to familiarise themselves with the signs and symptoms of victims. This might include increased time off work, a refusal to work with certain colleagues, a change in behaviour, more requests to work from home or reduced engagement. Companies should run regular training for all employees, so they understand there is a zero tolerance when it comes to sexual harassment and bullying.

Finally, when new employees join, line managers and HR will need to ensure any induction programme reinforces the company’s expectations in terms of culture, behaviour, zero tolerance to harassment of any kind and explain the policies and procedures in place should anyone have a complaint to make. Making sure that people feel safe to do so from day 1 of their employment will also be important.

4. Create a sexual harassment policy

It’s vital to have a written anti-harassment policy, and its often included with an anti-bullying policy. This policy should be available for all employees to access at any time. The policy should define what sexual harassment is and stress the sheer breadth and complexity of this issue. All policies will need to document a manager’s responsibilities for preventing and tackling sexual harassment. Education is key and the more information a company can equip its managers with, the better.

HR professionals must also carefully assess the effectiveness of their current protocols in preventing and addressing instances of sexual harassment, identifying any gaps or shortfalls that need to be addressed. If you need an updated Anti-Harassment Policy, get in touch with us at help@merakihr.com.

5. Manage all complaints effectively and appropriately

Having a clear complaints procedure, usually called a “grievance procedure” that all employees understand is critical. It should be simple for employees to report any inappropriate behaviour. Line managers should offer regular check-ins with their team, alongside multiple opportunities for their team to raise anything. This might include team meetings, one to ones, exit interviews and so forth. Employers may also wish to consider the use of an anonymous app for employees to raise any grievances.

All grievances or complaints should be responded to promptly and comprehensively. Any evidence of discriminatory behaviour or harassment will need to be investigated and acted on quickly. Companies may wish to use an external HR consultancy to handle these investigations and/or support employees during this time. They may also wish to consider using emerging technology to record, monitor and report on complaints.

6. Monitor and evaluate

Employers will need to ensure they are well informed about what is going on at their organisation. Part of this will be to understand their existing culture, such as looking at available data including exit interviews, Glassdoor reviews, market perception of the business.

Likewise, if any formal or informal complaints about individuals or departments have been made previously, they should probe deeper into these to understand all the complexities, ensuring bias doesn’t creep in.

Working with your HR Team or an HR consultancy, means you can also undertake “stay interviews” which help you to get a good view of what’s going on in the business and how people feel about work/their environment etc. All of this will create a wealth of data that the company can harness in the longer term.

7. Ensure the tone is set from the top 

The values of a business should be clear, and role modelled at every level. Senior management must build a zero-tolerance culture and live and breathe this themselves. This includes taking prompt action if any concerns are raised, and ensuring all complaints are investigated and handled professionally and all employees feel valued and safe.

What are the consequences of not meeting your legal obligation to prevent sexual harassment? 

The consequences of non-compliance are substantial. Not only will they impact a business financially, there will be reputational damage issues too. After all, gaining a reputation for a non-inclusive environment will damage a company’s brand and make it harder for them to hire good people and find or keep good customers!

This new Act will put responsibility firmly on to the business to take action proactively in advance, rather than to wait and see if any complaints or grievances arise. This will require new training, robust policies, greater monitoring and a truly inclusive, values-based culture underpinning everything the company does.

How can we help?

Worried about any of this, then book a call with us here and we can chat about an audit, training, your policies, and your culture.

1. Should an employer deal with an employee's poor performance through its disciplinary or capability procedure?
2. Can an employer ask a prospective employee to fill in a medical questionnaire?
3. How long must an employer consult with employees for when seeking agreement to change their contracts?
4. If a third party harasses an employee, will the employer be liable for the third party's actions under the Equality Act 2010?
5. My team are asking me about what we are doing this year for our Christmas Party, and I am worried that as usual it will all “kick off” at the party when everyone has had too much to drink! How can I make sure our Christmas party isn’t carnage this year?  
   

2 October 2025

*images Pexels royalty free images Oct 2025

I see this pattern constantly. A CEO posts something on LinkedIn that gets proper traction. Multiple comments from exactly the people they want to work with. Someone even mentions a specific pain point their business solves.

And then... nothing. The conversation dies in the comments. All that effort creating the post, getting the engagement - left sitting there like someone who knits half a jumper and leaves the arms off.

The Gap Between Visibility and Business Outcomes

You're already in the right rooms. You're posting content. You're getting engagement. You're doing all the LinkedIn things.

But here's what you're probably not doing: converting that activity into the calls, partnerships, and opportunities that actually grow your business.

Your expertise deserves better execution than this.

The Moment Most Executives Miss

Here's what typically happens:

Someone comments publicly on your post about a problem your business solves. A genuine pain point. The perfect opening for a conversation.

But you treat it like a social media moment instead of a business development opportunity.

Here's what you should do: reply publicly with something brief - "That's interesting... I'm messaging you" - then move the conversation private. Because that's where the real discussions happen. That's where you build relationships. That's where you book calls.

Instead, the conversation stays public, goes nowhere, and eventually dies. The opportunity sits there unconverted.

Three Things You're Missing (That Are Costing You Real Opportunities)

1. You're Not Following The Trail

You post content. It performs well. People engage. And then you move on to creating the next post.

Meanwhile, the people who engaged with your content - the ones who took time to comment, to share, to react - they're sitting there. Some of them would genuinely love to talk to you about working together.

But you're not following up because you think it would be "pushy."

Here's the truth: reaching out to someone who engaged with your content isn't pushy. It's professional. It's what serious business leaders do when they understand that public posts build visibility, but private conversations build business.

Set aside 15 minutes on a Monday. Connect with new people. Another 15 minutes on Wednesday - go and like one of their posts. Not randomly. Strategically. The people who could be clients, partners, referral sources.

This isn't networking for the sake of it. It's business development with a system behind it.

2. You're Treating LinkedIn Like A Performance, Not A Platform

I see this constantly with the CEOs and MDs who come to me. They nail the content creation. They show up. They share insights.

But when I ask "are you following up with the people who engaged?" - that's where the system has been breaking down.

They've been treating the post as the finish line. Once it goes live and gets engagement, they think the work is done.

But that's actually when the real work starts. That's when you see who's in the room. Who's paying attention. Who's raising their hand by engaging with your content.

Your existing clients would be genuinely impressed by what you're sharing. Potential clients would find it valuable. But if you're not actively connecting that content to conversations, you're leaving those opportunities completely unconverted.

The executives who get this right? They use public content to attract attention, then strategically move qualified conversations to DMs, emails, calls - wherever the real business discussion can happen.

3. You're Missing The 'Why' Behind Everything

Why are you posting on LinkedIn? Why are you connecting with people? Why are you creating content?

If your answer is anything other than "to create relationships that lead to calls, referrals, and business opportunities," then you're doing it wrong.

Every single action should have a business purpose. High-reach content builds your audience. Sales-focused content converts that audience. Outreach and follow-up turns engagement into revenue.

But here's where it gets interesting - most CEOs do one or two of these things brilliantly. Then completely ignore the others.

You can't do one without the other. Otherwise you end up with great content, solid engagement, zero conversion. You're doing half the work and wondering why you're not seeing the business outcomes your expertise warrants.

The Pushback I Hear Most Often

"I just don't want to seem disingenuous."

And I get it. We've all been socialised to think that reaching into the DMs is somehow sleazy.

But here's the thing - we've all had conversations that we didn't enjoy at one time or another. A sales call that was over the top. A pitch that felt pushy. But that doesn't make us stop having conversations.

When someone engages with your professional content about a topic you're expert in, and you follow up professionally to continue that conversation? That's not disingenuous. That's business.

The cost of not doing it? You're leaving your own opportunities unconverted. You're making it harder to hit your revenue targets. You're working twice as hard because you're not following through on the visibility work you've already done.

What Changes When You Get This Right

The fix is simpler than you think:

• Diarise 15-minute slots for LinkedIn activity (not content creation - follow-up and outreach)
• Create a lead bucket in Sales Navigator for people worth connecting with
• Set a goal: one meaningful business conversation per week from LinkedIn activity
• Stop treating engagement as the end goal and start treating it as the beginning

When CEOs implement this properly, they start booking consultations from people who'd previously engaged with their content. Qualified prospects. Conversations that would never have happened if they'd kept treating LinkedIn like a performance rather than a platform for business development.

Your LinkedIn Activity Should Be Working As Hard As You Are

You're already in the right rooms. You're already creating content. You're already getting engagement.

The question isn't whether you have the expertise or the opportunities. It's whether you're systematically converting them into the business outcomes your expertise deserves.

You're doing the hard work of building visibility. Now it's time to build the conversion system that turns that visibility into actual business results.

That's not a visibility problem. It's an execution problem. And execution problems have systematic solutions.

Ready to ensure your visibility translates to business outcomes?

After 25+ years developing strategic communication for global brands like L'Oréal, Colgate, Volkswagen, and Ryanair, I've learned that successful leaders aren't just excellent at creating visibility - they're excellent at converting it into business results. My Strategic Visibility for Ambitious Leaders service helps established CEOs, MDs, NEDs, and senior consultants build systematic approaches to ensuring their expertise generates the recognition and opportunities it deserves. This isn't about building a personal brand - it's about creating the infrastructure that converts your existing visibility into tangible business outcomes. Book a strategic consultation to discuss how systematic conversion processes can transform your LinkedIn presence from activity to revenue.

Photo Credit: Elaine Walsh-McGrath

National Menopause Day in the United Kingdom is an annual event that takes place on October 18th. This day is dedicated to raising awareness about menopause and highlighting the importance of supporting women through this significant stage in their lives. The menopause experience is unique to each woman, and providing the right support and information is crucial to ensuring that they can navigate this transitional phase with confidence and comfort.

Understanding Menopause:

Menopause is a natural biological process that marks the end of a woman’s reproductive years. It typically occurs in a woman’s late 40s to early 50s, though the age at which menopause begins can vary. During menopause, a woman’s body undergoes hormonal changes, which can lead to a range of physical and emotional symptoms. These can include hot flashes, night sweats, mood swings, and changes in sleep patterns.

Supporting Women at Every Stage:

1. Education and Awareness: The first step in supporting women through menopause is to raise awareness and provide accurate information. This not only empowers women to understand the changes happening in their bodies but also helps dispel myths and misconceptions about menopause. It’s essential to educate women about the physical and emotional aspects of menopause and its potential impact on their overall health.
2. Access to Healthcare: Women should have access to healthcare professionals who can provide guidance and medical options to manage symptoms. Doctors can help women make informed decisions about hormone replacement therapy, lifestyle changes, and other treatments that may alleviate menopausal symptoms.
3. Workplace Support: Employers can play a significant role in supporting women going through menopause. This includes offering flexible work arrangements, providing access to cool and private spaces, and promoting a culture of understanding. Addressing menopause in the workplace not only benefits women but also contributes to overall employee well-being.
4. Emotional Support: Menopause can bring emotional challenges, such as mood swings and feelings of anxiety or depression. Friends, family, and support groups can offer a crucial emotional support system. It’s essential to create an environment where women feel comfortable discussing their experiences and seeking help when needed.
5. Self-Care and Lifestyle Changes: Encouraging women to adopt healthy lifestyle habits can significantly impact their menopause experience. Regular exercise, a balanced diet, and stress-reduction techniques can help manage symptoms and improve overall well-being.
6. Community and Advocacy: Events like National Menopause Day are important for fostering a sense of community and solidarity among women experiencing menopause. They also serve as an opportunity for advocacy, drawing attention to the need for better understanding, research, and support for menopausal women.

National Menopause Day in the UK serves as a reminder of the importance of supporting women at every stage of the menopause experience. By providing education, healthcare access, workplace support, emotional assistance, and encouraging self-care, we can help women navigate this significant life transition with confidence and dignity. It’s a time for everyone to come together, raise awareness, and ensure that menopause is not a taboo subject but a natural part of a woman’s life journey that deserves respect and understanding.

How can we help?

If you’d like to request a FREE Menopause Policy please get in touch with us: help@merakihr.com with MENOPAUSE in the subject line.

Or if you like us to deliver some Menopause Awareness Training for your team, then please get in touch with Emma directly; emma@merakihr.com

If you’re a small business owner or founder, you’ve likely been told to “speak to your accountant” when reviewing your year-end accounts. But here’s the truth:

Your annual accounts tell you what happened. Your strategy tells you what to do next.

And confusing the two? That’s a dangerous trap, one that could stall your growth, delay key decisions, and ultimately cost you more than just tax.

🧾 What Annual Accounts Are (and Aren’t)

Annual accounts are a compliance tool. They summarise your business activity for the previous year, packaged for HMRC and Companies House. They tell the story of what already happened.

But they do not:

• Show you where money was wasted
• Predict when cash will run dry
• Identify profitable services or clients
• Help you plan for investment or exit

That’s not a flaw, it’s just not their job.

🧠 Strategy Is About Looking Forward

A strong finance strategy goes beyond historical reporting. It helps you ask (and answer):

• Where is the business leaking profit?
• When should we invest vs. hold cash?
• What does ‘ready for funding’ really look like?
• Can we afford to hire? Or expand?

Without this lens, you’re running your business through the rearview mirror.

🚨 5 Signs You’re Relying Too Heavily on Annual Accounts

1. You only speak to your accountant once a year
2. Your forecast is a copied spreadsheet with guesswork
3. You don’t know your breakeven point
4. You’re unsure if VAT registration helps or hurts
5. You’re not planning for tax, just reacting to it

Sound familiar? You’re not alone. Most early-stage and growth business owners start here — but the ones who scale up? They move on from it.

🎯 Strategic Finance in Action

Imagine this instead:

• You meet quarterly with a finance partner who stress-tests your decisions
• You receive forward-looking insights that guide pricing, hiring, and investments
• You track KPIs aligned to your goals
• You make tax-planning decisions before the deadline

This isn’t about spreadsheets. It’s about visibility, control, and purposeful growth.

📅 When Should You Shift from Compliance to Strategy?

If you’re:

• Making over £100k in revenue
• Hiring or outsourcing
• Seeking funding or thinking of selling
• Launching a new product or service

…then you’ve outgrown “just annual accounts.”

You need someone who’ll look forward with you, not just backward at what’s already filed.

🛠️ How Hawkhurst Accounting Helps

At Hawkhurst Accounting, we offer:

• Annual compliance filing done right (no missed deadlines or surprises)
• Quarterly strategic finance check-ins
• Forecasting and budgeting resources tailored to growing SMEs
• Delivered with a clear, direct approach that cuts through complexity

Whether you’re a founder in Woburn Sands, an SME in Milton Keynes, or a business on the path to investment, we’re here to help you run smarter, not just stay compliant.

📩 Ready to Upgrade Your Financial Strategy?

Don’t wait for your next set of accounts to tell you what already happened.
Let’s build a plan for what happens next. 

👉 Book a strategy call now

*Image Credit ChatGPT

You're delivering exceptional results. The 70% growth in market reach. The 30% increase in operational efficiency. The partnerships that transformed your competitive position. Your board presentations are flawless, your team respects your judgment, and your clients see genuine value in what you deliver.

But here's what keeps you up at night: the opportunities you want—the board positions, the key partnerships, the investor meetings—aren't materialising at the pace your track record warrants.

Why CEO Visibility Doesn't Match Results

Here's what I've learned after 25+ years working with global brands: there's a fundamental difference between having excellent results and having executive visibility.

You can achieve remarkable outcomes, but if the right people don't see them in the right context, those achievements remain operationally valuable rather than competitively advantageous. Your competitors with half your experience are securing opportunities because they understand something you might be missing about executive presence.

The kicker? This isn't about your capabilities. It's about positioning.

Why Recognition Doesn't Follow Results

Most established leaders assume that excellent work automatically translates to recognition. Here's the reality: in today's business environment, visibility requires the same systematic approach you apply to every other critical business function.

Your results speak for themselves—but only to the people who are already in the room to hear them.

The opportunities you want to attract operate on a different level entirely. Board positions aren't filled by the most qualified candidates; they're filled by the most visible qualified candidates. Speaking engagements don't go to experts; they go to recognisable experts. Investment opportunities don't flow to the best businesses; they flow to the most well-positioned businesses.

Executive Visibility Strategies That Actually Work

Here's what visible leaders do differently: they treat their expertise as an asset that requires systematic positioning for industry recognition.

When you deliver that 30% operational improvement, visible leaders don't just report it—they leverage it. That achievement becomes a case study for industry publications, a speaking opportunity at key conferences, a thought leadership article that positions them as operational excellence experts.

When you close that complex deal, visible leaders document the approach and share the frameworks that made it possible. Not the confidential details—the thinking that demonstrates their methodology.

When you solve that challenging business problem, visible leaders position themselves as the expert who understands that specific challenge better than their competitors.

CEO Visibility as Competitive Advantage

Let's be honest: you already have the expertise. You already have the results. What you need is executive presence that ensures the right people recognise what you've achieved and understand what it means for their opportunities.

This isn't about personal branding or content creation. It's about thought leadership communication that positions your existing expertise for the industry recognition it deserves.

The CEO who leverages their turnaround expertise into executive visibility becomes the go-to advisor for similar challenges. The MD who positions their growth methodology becomes the obvious choice for board positions in scaling businesses. The senior consultant who demonstrates their frameworks becomes the preferred partner for high-stakes projects.

Your results should be opening doors to opportunities. If they're not, the issue isn't your capability—it's your executive visibility.

Making Executive Recognition Inevitable

CEO visibility isn't about getting lucky with recognition. It's about systematic positioning that makes industry recognition inevitable.

The leaders who attract the right opportunities understand that their expertise deserves amplification. They invest in executive presence and thought leadership with the same rigour they apply to any critical business function.

Because here's what I've learned working with L'Oréal, Colgate, Volkswagen, and Ryanair: the most successful leaders aren't just excellent at what they do—they're excellent at making their expertise visible to the right people at the right time.

Your track record has earned you opportunities. Executive visibility ensures you actually secure them.

About Strategic Visibility for Ambitious Leaders

My experience in high-stakes negotiations and award-winning strategic campaigns has taught me that visibility isn't about personal branding—it's about strategic communication that positions leaders for the recognition their expertise warrants.

Ready to stop watching less qualified competitors secure your opportunities? My Strategic Visibility for Ambitious Leaders service helps established CEOs, MDs, NEDs, and senior consultants translate their offline success into online authority. This isn't about building a personal brand from scratch—it's about communication that matches your business calibre. Book a consultation to discuss how proper positioning can level the competitive playing field.

Photo Credit: Elaine Walsh-McGrath

The Crucial Difference 

What is an SAR and what do we need to include in it?

As an employer, do we have responsibilities at he Christmas party?

If an employee is sexually harassed by another employee, will the employer be liable for their actions under the Equality Act 2010?

A grievance has been raised by an autistic employee and I’m not sure how to manage this

At Hawkhurst Accounting, we strip the fluff out of finance. Here’s the no-nonsense guide to corporate gifting so you can reward your people, impress your clients, and still keep HMRC happy.

The Rules in Plain English

Trivial Benefits – What Counts and What Doesn’t

A trivial benefit is HMRC’s way of saying “small, non-cash perks that don’t need to be taxed.” But there are rules:

• The cost must be £50 or less per person.
• This limit is measured including VAT if you can’t reclaim it.
• It can’t be cash or a voucher that can be swapped for cash.
• It can’t be provided in recognition of work done or as part of a contract.
• Think bottles of wine, flowers, birthday cakes, or staff lunches.

Employees vs Directors:

• Employees: No overall annual limit. As long as each gift meets the £50 test, you’re good.
• Directors of close companies (typically SMEs where five or fewer shareholders control the business): Capped at £300 per tax year total trivial benefits per director (and family members).

Staff Parties and Socials

• HMRC allows £150 per head per year for staff parties.
• Go over it, even by £1, and the whole amount becomes taxable.
• The exemption covers employees and their guests (e.g. partners). The cost is calculated on a per-head basis so a staff member and their partner together count as two people with two allowances (£300 combined).
• VAT on staff entertaining is reclaimable, but only for employees. If clients or suppliers attend, their share must be stripped out.

PSA (PAYE Settlement Agreement)

Sometimes you want to give perks or gifts that don’t fit neatly into the trivial benefit or staff entertaining exemptions. A PSA allows the business to settle the tax and NI on behalf of employees.

• It covers things like bigger gifts, one-off treats, or mixed events that don’t qualify for other reliefs.
• Good for morale, but remember: it costs the company extra, since you’re grossing up the tax.
• Use it strategically, not as a blanket solution.

Clients and Suppliers

• Branded promotional gifts under £50 (pens, mugs, diaries) are deductible for corporation tax, and VAT is reclaimable if they’re genuine promotional giveaways.
• Unbranded gifts, alcohol, hampers, or entertainment? No tax deduction, no VAT reclaim.
• Rule of thumb: only branded, low-value promotional items pass both the tax and VAT test.

Vouchers and Gift Cards

• HMRC is crystal clear: cash or cash-redeemable vouchers never qualify as trivial benefits.
• Broad-use cards (like Visa prepaid or Amazon vouchers) are treated as cash so fully taxable.
• A restricted-use voucher (e.g. only usable at a single retailer) might qualify if it’s under £50 and ticks the trivial benefit rules.
• There is no government scheme that overrides this. Vouchers are always a grey area, so proceed with caution.

Where Businesses Go Wrong

• Mixing up trivial benefits with taxable ones — e.g. assuming all gift cards are fine.
• Forgetting the director cap — leaving small companies with surprise tax bills.
• Over-spending on parties — losing the whole exemption.
• Not accounting for partners at parties — miscalculating the total cost per head.
• Trying to reclaim VAT on client entertainment — which HMRC blocks.

How to Play It Smart

• Plan ahead: budget gifts with tax rules in mind.
• Stick to £50 trivial benefits for employees; track director totals.
• Use the £150 per head allowance carefully, including partners, and watch the totals.
• Consider a PSA for awkward or higher-value perks.
• Keep client gifting simple: branded, under £50, and promotional.
• Don’t assume vouchers are trivial. Always check first.

The Bottom Line

Generosity is good business. It boosts morale, strengthens relationships, and shows appreciation. But without tax-savvy planning, it can turn into an expensive mistake.

At Hawkhurst Accounting, we help SMEs gift wisely, save tax, and stay compliant. No jargon, no dull seminars, just clear advice that saves money.

Final Word

Before you splash out this season, ask yourself:
Is this gift tax-smart, or just another donation to HMRC?

*Image credit ChatGPT

In April 2024, Jo was delivering mental health training courses in a local hall. Seventeen months later, she's designing bespoke content for the CEO of Europe's largest vertically integrated digital car marketplace.

Here's what changed everything.

The Tool vs. Strategy Revelation

When Jo first reached out, she had one specific request: "Can you teach me Canva so I can create better images for my mental health training courses?"

It seemed straightforward enough. But during our first session, I asked a different question: "What contacts do you have?"

Her answer was telling: "They're all my husband's friends or colleagues. Nobody I could really use for business."

Here's what Jo didn't realise: she was dismissing a goldmine of potential pathways to opportunity.

Every single contact—even her husband's friends and colleagues—could be one or two degrees away from exactly the person she needed to meet. You never know who in your network knows someone at a major corporation, or has a connection to a CEO looking for training or consultancy solutions.

The Evaluation Sheet Breakthrough

Jo had incredible testimonials from her training sessions—genuine praise from participants who'd experienced real transformation. But she was posting the evaluation sheets exactly as they were: formal, corporate, impersonal.

Nobody was engaging.

The solution was devastatingly simple: "Take the same evaluation sheet, sit in a chair reading it, and take a staged photo. Then write what they said in the caption."

That single change transformed everything.

Suddenly, her LinkedIn exploded with engagement. The same testimonials that had been ignored as corporate documents became powerful, personal endorsements when Jo put her face to them.

Behind-the-Scenes Content That Built Authority

We started documenting Jo's business journey authentically:

• Videos from her trip to Leeds when she landed a training contract

• Walking through her local high street, announcing free training partnerships

• Showing the reality of consultant life—the travel, the preparation, the client meetings

Each piece of content positioned Jo not as someone asking for work, but as someone actively delivering value to serious clients.

The Credibility Cascade Effect

Here's where strategic visibility becomes exponential growth:

When Jo started posting about working with high-end clients like Rolls Royce—maintaining privacy while sharing credibility—something fascinating happened. People who had met her previously began commenting on her increased visibility.

She was being taken more seriously in meetings. Her phone started ringing with referrals. Prospects could see exactly what she delivered before they even spoke to her.

From Local Hall to European Marketplace

The transformation speaks for itself:

April 2024: Delivering courses locally and struggling to see how the business could possibly scale September 2025: Designing bespoke stress resilience content following direct discussions with Avril Palmer-Lavery, CEO of Constellation Automotive Group—Europe's largest vertically integrated digital car marketplace

The company includes Cinch, We Buy Any Car, Marshall Motors, and British Car Auctions. Jo now has training sessions booked across UK and European locations.

I have to pause here to congratulate Jo properly. What I admire most about her is how passionate, talented, and driven she is. This has been central to her success. Jo doesn't stay in her comfort zone. When I'd make a suggestion for a post, she'd try it. When she got an opportunity to network, she'd take it. Her willingness to act on strategic advice and push beyond what felt safe made all the difference.

Why This Transformation Happened So Fast

Jo's success wasn't about creating content from scratch. It was about leveraging what already existed:

• Her expertise was real—she just needed to make it visible

• Her testimonials were powerful—they just needed the right format

• Her client wins were impressive—they just needed strategic sharing

• Her personality was engaging—it just needed the right platform

The irony? We never did get around to that Canva training. When I realized Jo's potential, it became clear she should outsource design work and focus entirely on what only she could do: sharing her story and building relationships through authentic content.

The Strategic Visibility Formula for Consultants

Jo's journey reveals three critical elements that transform consultant businesses:

Leverage existing credibility: Your past clients and testimonials are your strongest marketing assets—when presented strategically.

Document the journey: Behind-the-scenes content builds trust faster than polished corporate messaging.

Make referrals effortless: When prospects can see exactly what you deliver and how you work, referrals become natural conversations rather than awkward asks.

The Compound Effect of Strategic Visibility

Here's what most consultants miss: visibility isn't just about attracting new clients. It's about making everything else in your business easier.

When Jo walked into meetings, people already knew her work. When she pitched for contracts, prospects had already seen her expertise in action. When satisfied clients considered referrals, they could point to specific content that demonstrated Jo's capabilities.

Strategic visibility transformed a training consultant working from a local hall into a specialist designing content for European marketplace leaders—in less than eighteen months.

The expertise was always there. The difference was making it impossible to ignore.

After 25+ years developing strategic communication for global brands like L'Oréal, Colgate, Volkswagen, and Ryanair, I've learned that the most successful leaders aren't just excellent at strategy—they're excellent at making their expertise visible to the right people at the right time. My experience in high-stakes negotiations and award-winning strategic campaigns has taught me that visibility isn't about personal branding—it's about strategic communication that positions leaders for the recognition their expertise warrants.

Ready to stop losing opportunities to more visible competitors? My Strategic Visibility for Ambitious Leaders service helps established CEOs, MDs, NEDs, and senior consultants leverage their expertise into the online authority it deserves. This isn't about building a personal brand - it's about strategic communication that ensures your visibility matches your professional success. Book a strategic consultation to discuss how strategic positioning can transform your competitive advantage.

Image Credit: Elaine Walsh-McGrath

They were great at their old job, got promoted… and now you’re left dealing with:

• Team issues that land in your lap and mean you spend your weekends doing work you could have got done in the week!
• The consequences of bad hires, increases your staff turnover, costs you more money and erodes your reputation as a good employer
• The fallout from poor communication from your managers which is getting you into ‘hot water’ and costing the business time and money to resolve
• Demotivated teams who are dragging down the performance of others
• And good employees walking out because no one tackles poor behaviour

Does this sound familiar?

👉 That’s exactly why I’m running a free online masterclass:

“Tired of managing your managers and your business?” on Tuesday 7th October at 11am.

In 45 minutes, you’ll discover why managers keep getting it wrong—and what you can do instead.

REGISTER YOUR PLACE HERE

* image credit Emma Browning, Meraki HR

Anxiety about weight is increasing

Anxiety affects millions of people world wide. It’s experienced as feelings of fear, worry, and unease. Increasingly more people are experiencing anxiety about their weight.

In fact, anxiety does have an impact on weight and eating habits. And certainly, weight and eating issues can contribute and worsen existing anxiety. A recent study found that people who struggled with their weight were more likely to experience anxietyi.

Weight anxiety is a particular type of anxiety that’s defined as excessive worry and stress about weight, shape, and appearance. It can show itself in various ways, such as constant body checking, obsessive thoughts about weight, or feelings of guilt and shame related to eating.

Why weight anxiety?

You can feel under pressure about your weight, shape and appearance for a number of reasons:

Social Pressure
Society as a whole promotes unrealistic beauty standards that are impossible for most people to reach. Thinness, in particular, is aligned with success. When you can’t reach these impossible ideals, you can end up feeling inadequate or ashamed about your body
Media Influence
The media bombards us with images of “perfect” bodies. They’ve often been, airbrushed to fit an unattainable ideal. If, like most of us, you’re being constantly exposed to these pictures, you can’t help but compare yourself unfavourably to all the images you’re consuming. It’s easy to see how you can end up feeling dissatisfied with your own body which in turn can lead to weight anxiety.
Personal Experience
People often feel that’s it’s ok to make comments about your weight or appearance. If you’ve had negative comments or experiences about your size or shape from family, friends or doctors, it can affect how you feel about your body. In the long term, this can play a part in you developing weight anxiety.

Weight anxiety and disordered eating

Weight anxiety often leads to disordered eating patterns and impacts body image. This can set up a vicious cycle where anxiety triggers unhealthy eating patterns, such as extreme dieting, binge eating, purging, or taking diet pills. This, in turn, reinforces the anxietyii.

Research indicates a link between anxiety, depression, and binge eating. People with higher levels of anxiety and depression are more likely to engage in binge eating. The binge eating makes the anxiety and depression worse. which, in turn, increases the anxiety and depression symptomsiii.

Higher levels of anxiety are also associated with greater weight gain over time. A study following 6,695 adults over four years found those with the highest anxiety gained more weight than those with lower anxiety. This was found to be true, even after controlling for other factors such as age, sex, and physical activityiv.

This cycle can be challenging to break. It’s important to consider all the factors that may be contributing to a person’s anxiety and disordered eating patterns and to develop the strategies that will help them to tackle weight anxiety.

Breaking the cycle
It’s crucial to take a holistic approach to managing weight anxiety and reduce its impact on wellbeing. There is no one-size-fits-all solution.  By providing the right support for each client, new ways of thinking and acting can be learned with time. Working to address your weight anxiety can help you to stop fighting with your body and help you to find the courage to try new things and to live a life you enjoy.

When I work with clients with weight anxiety, we work in partnership to find ways for them to manage their anxiety and change the way they feel about their body. Together, we look at how they can spend less time worrying and more on living the life they want.

Have a look at https://www.blossomhypnotherapy.com/five-ways-to-boost-self-esteem/and https://www.blossomhypnotherapy.com/breaking-free-from-the-anxiety-emotional-eating-and-weight-cycle/ for more ways to help with weight anxiety.

Client story

Jocelyn’s problem

Take Jocelyn (not her real name) for instance, a retired 62 year old GP and married mum of three.

When I first met Jocelyn she was fed up of her lifelong battle with weight. She’d had enough of thinking about food all the time and constantly worrying about her weight. It had left her unhappy, exhausted and unable to enjoy her retirement with her husband.

Jocelyn had researched weight loss jabs such as Ozempic, Monjaro and Wegovy. But, she was concerned about the side effects and long term implications. She approached me as she hadn’t tried hypnotherapy and wanted a more gentle and long term approach.

As we explored what was going on for Jocelyn, it became clear that she spent a lot of her time battling food and her weight. She described thinking about food as being “all consuming’. The more she tried to control thinking about food, the more she’d think about it and the more she would eat. By the time I met her she was avoiding eating meals and instead grazing all day long.

Jocelyn would quickly eat on the go. She couldn’t allow herself to stop and sit and give herself time to eat. Then, she’d criticise herself for her food choices and couldn’t understand why she felt so out of control.

It was particularly bad for her around chocolate, sweets, cheese and crisps. If she ate these foods she would eat far more than she wanted. Then she would become annoyed with herself and think about food even more.

She was feeling sad and depressed about her weight and how out of control it felt for her.

Jocelyn wanted to understand how she could change how she felt about herself and stop the constant food noise. She wanted to be able to look after herself better as she got older.

Jocelyn’s results

I worked with Jocelyn to help her to manage her stress and anxiety around food.

Together, we gently explored her childhood eating patterns and how they still impacted her today. Jocelyn began to realise she didn’t allow herself to take time to enjoy food because she felt she didn’t deserve it. We worked together to help Jocelyn feel that she could eat whatever she weighed.

As she began to let go of her past patterns, she started making more choices for herself. Jocelyn began to see that food isn’t a reward that has to be earned. She started to appreciate her body and began to lose her “food noise”.

Jocelyn discovered how to become aware of when she’d eaten too much. She realised it made her feel sick. As we worked on developing more skills, Jocelyn made the decision that she didn’t want to feel like this anymore. She had now had a toolbox of skills and techniques to help her to make the changes she wanted..

She learnt to tune into her body’s signals and recognise when she was hungry and when she felt anxious. Jocelyn realised she’d cofused anxiety and hunger signals and used food as a way of managing her anxious feelings. She no longer felt afraid when she was hungry as she understood it was her body telling her it was time to eat.

Jocelyn discovered foods such as chocolate, sweets, crisps and cheese are just another food and they lost the hold they had over her.

As we worked together, we practised tools and techniques to help Jocelyn to manage life’s stresses differently. Being able to manage stress meant she became less focused on food as a way of coping. With practice, Jocelyn became better at handling stressful situations in her life. She noticed her sleep improving too. She stopped grazing and started to eat regular meals.

In Jocelyn’s words

I’ve struggled my whole life with food and my weight and it’s always bothered me. I can vividly remember my mum telling me I shouldn’t eat so much and being taken to Weight Watchers meetings. I’ve never felt happy with myself even though the rest of my life is really good. I’ve tried so many times to change things but nothing’s ever really worked.

What was different this time was understanding how much anxiety is behind my eating habits. This was a revelation to me as I thought I just didn’t have enough self control. I now understand that when I feel better about myself my eating habits are better.

I really liked all the little experiments we did together and they really helped me to understand what was going on with my eating habits. I started to notice what I was doing and see how I could make changes.

As I worked with Celia, I came to understand that I didn’t value myself enough to allow myself to eat well. Celia showed me ways to value myself that weren’t based on my weight and what I ate and now I don’t allow the negative thoughts about food to take over my mind. I’ve learnt how to let them go.

I’ve now got so many skills to help me and I’m going to continue to use them and listen to the recordings. Now I’m living a happier life. I don’t criticise myself all the time any more and I’m so proud of the changes I’ve made so far and looking forward to continue to make even more as I go along.

I’ve even got chocolate left over from Easter still in the house. That’s never happened before.

Here are my top five practical ways to help you to manage weight anxiety. Beating anxiety can take time. Each step can be learnt and built upon. By taking these steps one by one, you can start to live your life on your own terms.

1. Shift your focus away from weight
Recognising your weight anxiety is the first step towards breaking the cycle and embracing a healthier relationship with your body. One way to do this is to try and take your attention away from focusing exclusively on your weight. Instead, it’s helpful to focus on a healthy lifestyle that includes balanced and gentle nutrition, regular exercise, and self-care. This can help you to feel better about your body, improve your physical and mental health, and reduce anxiety about your weight.

2. Don’t listen to your thoughts
Start to notice how often you have negative thoughts about your body, food and eating.  Anxiety around food and eating is often fed by critical thoughts, such as “I can’t eat that, it’s too fattening” or “I’m going to gain weight if I eat this.” Learn to challenge these thoughts by questioning how true they are.  You may also be able to find evidence to contradict them. For example, you could focus on things you like about yourself that are not related to your weight, or remind yourself that people come in a range of sizes and shapes.

3. Curate your social media
If you’re like most people, you spend a lot of time on social media. You may not realise it, but the images you’re consuming affect how you feel and can lead to increased weight anxiety.

Try and remind yourself that what you see on social media is a carefully curated image and has often been edited to make the person look good. Rather than having a steady diet of unrealistic images that make you feel anxious, surround yourself with people who promote realistic images of the human body. This can help you to improve how you feel about your own body and make you less anxious about your weight. It can support you towards finding it easier to accept yourself.

Take the time to find and engage in social media platforms and communities that emphasise diverse body shapes, sizes, and beauty. After a few weeks, don’t forget to check in and see if it makes a difference to how you feel about yourself.

4. Learn to experience your body from the inside out
This sounds a bit strange but it can really help you to change how you experience your body and reduce your anxiety about your weight.

You can learn how to do this by starting to shift your attention from the outside of your body and how your body looks – to the inside and how your body feels. Women especially have been taught to go through life looking at their body from the outside in, observing it as if it is an object. It then becomes second nature to pick apart the bits you dislike. Instead, see if you can start to experience your body from the inside. You can do this by focusing on sensations that you can notice.

Rather than judging how a part of your body looks and if you like or dislike it, try and sense into this area and notice whether it feels warm or cold, soft or sharp, tense or relaxed, etc. Changing how you relate to your body in this way by sensing into the body instead of only looking at it can help you to understand your body as a living, breathing being that communicates with you, rather than an object in need of changing.

5. Practice mindfulness
Mindfulness can help reduce anxiety by helping you stay present in the moment. Take a few deep breaths before you eat, and pay attention to the taste, texture, and smell of your food. Incorporate mindfulness practices into your daily routine to manage anxiety and increase self-awareness. Techniques like meditation, deep breathing exercises, and body scans can improve your overall well-being and help you develop a more positive relationship with your body.

For more go to https://www.blossomhypnotherapy.com/the-benefits-of-body-awareness/

Would you like to make living life easier, right now? Get your free Live Life on Your Terms recording here and begin to live your life with confidence.

If you believe you or someone you care about has an eating disorder rather than weight anxiety you can get help from Beat, the eating disorder charity

iAmiri S, Behnezhad S. Obesity and anxiety symptoms: a systematic review and meta-analysis. Neuropsychiatrie : Klinik, Diagnostik, Therapie und Rehabilitation : Organ der Gesellschaft Osterreichischer Nervenarzte und Psychiater. 2019 Jun;33(2):72-89. DOI: 10.1007/s40211-019-0302-9. PMID: 30778841.

iiNeumark-Sztainer, D., Paxton, S. J., Hannan, P. J., Haines, J., & Story, M. (2006). “Does body satisfaction matter? Five-year longitudinal associations between body satisfaction and health behaviors in adolescent females and males.” Journal of Adolescent Health, 39(2), 244-251. doi.org/10.1016/j.jadohealth.2005.12.001.
iii Grilo, C. M., Reas, D. L., & Hopwood, C. J. (2014). “Prevalence and Correlates of Binge Eating Disorder in a Community Sample of Female Adolescents.” International journal of eating disorders, 47(4), 397-402. doi.org/10.1002/eat.22245.

ivFaith, M. S., Butryn, M., Wadden, T. A., Fabricatore, A., Nguyen, A. M., & Heymsfield, S. B. (2011). “Evidence for prospective associations among depression and obesity in population-based studies.” Obesity Reviews, 12(5), e438-e453. doi.org/10.1111/j.1467-789X.2010.00847.x.

*Image credit Celia Griver

And yet, you still may not be sure what hypnotherapy is.  Read on and all will become clear.  Hypnotherapy in real life is very different to what you see on the screen. It’s simply a way of harnessing the power of your imagination to make lasting and powerful changes in your life.

What is hypnotherapy?

Hypnotherapy is psychotherapy combined with hypnosis. It’s a way of using the power of your mind so that it works for you and takes you forward in life, in the way you choose.

As a result, this means you no longer have to feel stuck in your life, making the same mistakes again and again. Using the power of your own mind through hypnosis you get to experience what it would be like if things were different. So, you can start to think, feel and act in the way you choose.  Hypnotherapy gives you the chance to imagine your life without the need to struggle. Instead, you get to focus your attention on a positive future for yourself. Hypnotherapy is a potent tool to help you to be your best version of yourself.

It’s a therapy based on empowering you to discover new ways of thinking and acting. Hypnotherapy equips you with a different, better view of yourself and the world. In addition, its a way to support yourself to take action to solve your problems and change your life for the better.

What is hypnosis?

Hypnosis enables you to access the power of your own mind. So, as you go into hypnosis you access a helpful, deep form of attention you can use whenever you want. Once you’ve learnt how to do hypnosis for yourself, it’s something you can harness again and again.

Each time you go into hypnosis, you find it easier and you get better results, similar to how muscles become stronger the more you exercise. You may notice you’re getting better at coping with life’s challenges and start to feel more confident. As you practice hypnosis, you start to realise you are making more and more changes. You may even notice each time it’s becoming easier. You no longer feel as if you’re getting in your own way, but as if you’re the one driving positive change in your life.

Can I be hypnotised?

Almost everyone can be hypnotised. Hypnosis is about developing the tools to empower yourself. It’s a safe treatment without side effects. Hypnosis isn’t something that’s done to you. Rather, it’s a skill which you learn in your hypnotherapy sessions. You’re then able to take control and use it whenever you need it.

Where’s the evidence?

There have been thousands of research studies published on hypnosis over many years. To summarise, they show hypnosis is effective for reducing anxiety, managing pain, improving sleep, for managing weight, and treating stress related illnesses such as migraine and irritable bowel syndromei.

Hypnotherapy for weight and eating

Many people associate hypnotherapy with weight and eating. Research shows greatly improved outcomes for weight loss, when CBT was combined with hypnosis rather than CBT alone. And in 78% of people studied, the weight loss had been sustained and improved months latervi. And, another study, of diabetics, found that those who had hypnosis lost the most weightvii

You can find out more about how hypnotherapy helps with binge eating, disordered eating and other weight and eating issues, including anxiety about your weight and shape.

Hypnotherapy for pain

Hypnosis is often used to help people cope better with pain. For instance, a recent study shows patients who had hypnosis found it easier to cope with the pain and distress of surgery and took 40% less medicationii. While another study shows hypnosis helped women with breast cancer reduce their pain and to have a better quality of lifeiii.  For more on how hypnotherapy can help with pain, check out https://www.blossomhypnotherapy.com/coping-with-chronic-pain/

Hypnotherapy for irritable bowel syndrome

Hypnotherapy for irritable bowel syndrome (IBS) is recommended by the NHS’ National Institute for Health Care and Excellence (NICE). For instance, research shows, showing those with IBS how to use self-hypnosis has proved an effective tool in helping them to regain control over their symptoms and improve their quality of lifeiv.

Hypnotherapy for stress and anxiety

Research into hypnotherapy for stress and anxiety shows those using hypnosis found it easier change in how they thought and acted, reduced what made them anxious and experienced general all round improvement. Furthermore, when treating both anxiety and depression, there is good evidence that self-hypnosis is effectivev.

For more see https://www.blossomhypnotherapy.com/worry-what-to-do-when-you-cant-stop-worrying/and https://www.blossomhypnotherapy.com/fight-flight-understanding-body-responds-stress/

Client story

Once you know how to use hypnosis, you can use it in many ways.

John’s problem

John came to see me because he had given up his job to become an online trader. It had been his dream for a long time. He wanted to be able to support his family this way, and dreaded failing and having to go back into the workplace.

As he was sitting at his desk every morning, he’d start telling himself “I must succeed at this” and then his doubts set in. He’d start a conversation in his head about if he could really do it.

As a result, John was struggling to concentrate at crucial moments as his worry took over. The more he tried to succeed, the more difficult it was for him. He’d be gripped by fear and he was making the same mistakes over and over again.

After a while, it was all he could think about and he was becoming more distant from his family.

John’s results

Using hypnotherapy, John discovered how to manage his thoughts. He discovered how to be calm, aware and in control as he went about trading.

We worked together to develop tools to help him to relax and focus on what he was doing, so he could make decisions calmly and rationally. He discovered how to be in control whatever happened with his trading. Finally, as he let go of the thoughts that were holding him back, he was enjoying what he was doing. In his words “I didn’t believe it could be like this.

John is now supporting his family through trading which he loves.  This is what he says about his therapy.

Initially I was quite uncertain of hypnotherapy, but I am so pleased I took the plunge. Hypnotherapy is not entirely what you think it is. Yes there are “hypnotherapy sessions” but just as important is how aware you become of your habits and compulsions. Whatever it is you want to overcome, you must really want to achieve it and hypnotherapy is a great help in doing so. Celia thoroughly got to the root of the habits which were causing my problems and set out a course in trying to correct it. It’s something I’m still working on and listening to the recorded sessions since, really does help. Many thanks for your help.

You can find more client stories here

How to hypnotise yourself

Self hypnosis is a powerful skill once you’ve mastered it. Try these ways to hypnotise yourself and you can use self hypnosis to enhance your life.

1. Use an anchor word

• Find somewhere comfortable to sit where you know you won’t be disturbed.
• Place your feet flat on the floor and breath slowly, deeply and evenly.
• Next, choose a word that represents how you’d like to feel, For instance, you could try calm, peace or relax.
• Every time you breathe out say your word to yourself.
• After that, think of a place where you felt happy. Vividly re-experience it, remembering the sights, sounds and smells around you. Notice if it’s warm or cold? If there’s intense colours, or perhaps a scent in the air?
• Use your imagination to add your own elements to it, to make it even more comforting. Above all, be aware whatever appears will be right for you.
• Next, focus on making it as comforting as possible for you.
• To come out, simply count to 3 in your mind and open your eyes

Try practising for 3-5 minutes a day and start to see the difference.

2. Use breathing and sensations

• Find a comfortable place to sit where you won’t be disturbed.
• Place your feet flat on the floor and breath slowly, deeply and evenly.
• You can lie down if you want even more relaxation.
• Focus on your breathing to deepen your relaxation.
• Breathe in through the nose and slowly exhale.
• Try and make your out breath last longer than the in breath.
• As you breathe out allow yourself to just let go of all the tension in your body. Maybe you can notice that each breath is becoming deeper and easier for you.

• Now imagine that you’re floating somewhere safe and comfortable like a warm bath, a lake, a warm sea or just floating in space. Allow yourself to feel safe and comfortable just floating wherever you have chosen.
• Now imagine something you would like to change in your life.
• While still feeling that sense of floating and comfort allow your imagination to focus on how it could be different – maybe you could be more confident or have more focus.
• Allow your imagination to focus on what it would be like to be the person you want to be in that situation.
• Imagine the best possible scenario, in which things go even better than you’d hoped. Try in your mind to experience this with all of your senses—feeling it, seeing it, hearing it.
• Imagine making it stronger, brighter, and more intense.
• Anchor this feeling into your body. Bring your hand to where you feel it strongest in your body, and breathe into it.
• To come out, simply count to 3 in your mind and open your eyes.

The more you practice the easier it will become.

*image credit Celia Griver

To make sense of why this happens, you first need to understand anxiety.

Now, you’ve probably experienced anxiety at some point in your life. It’s completely normal. Maybe you can remember how unpleasant it feels too.

For many people, anxiety means a sinking feeling in the pit of the stomach, tightness in the chest and worrying thoughts going round on a loop.

Even though anxiety is totally normal, when you’re caught in it’s grip, it can feel painful, confusing and scary.

Little wonder then, that most people try to avoid feeling anxious. Many people find turning to food helps take their mind off these difficult thoughts and feelings and calms them down.

Eating can feel good. It soothes the mind. This definitely helps in the short term. But, the relief is only temporary. Once you’ve experienced that first reprieve from anxiety, you may want to turn to food again and again as a way to cope. Over time it can even become a habit.

You may even end up becoming more anxious as you start to worry about food and your weight, as well as whatever was troubling you in the first place1.

Why you get anxiety?

Anxiety has existed for as long as humans beings. It’s the body’s safety mechanism, alerting you to any possible danger so you can keep yourself free from harm. Millions of years ago, when we all lived in caves, anxiety helped our ancestors to find food, fight dangerous animals and avoid life threatening situations.

Of course we no longer live in caves. In our busy, modern world almost anything can trigger anxiety. It could be thinking about work, comparing yourself to others or even a comment someone’s made.

Now, not all anxiety is bad. A little bit of anxiety can help to give you the extra energy you need for a job interview, to finish a project or to help you to cope with a relationship break- up.

But it can start to become a problem when it feels like anxiety is getting out of control. If you find you’re spending too much time worrying it can start to take over. One of the things that creates anxiety is worrying about your weight, appearance or what you’ve eaten.

The anxiety, emotional eating and weight cycle

Persistent anxiety has an impact on the body.

When you become anxious, your body reacts just as it would if you were facing danger – kicking in your fight or flight response.

Your body sets to work releasing the hormone adrenaline to help you fight whatever threat you may be facing. Your body gets signals that it needs more energy in case you need to run or fight. It then sets to work releasing glucose, or sugar, into your bloodstream.

After a while, the adrenaline wears off and your blood sugar levels drop. This triggers another hormone, cortisol, to rev up. Cortisol helps give you more energy so you can continue to fight the threat.

Cortisol triggers your body to release another hormone, insulin. Insulin works to regulate your blood sugar levels. It can also set off sugar cravings or cravings for high fat, salty and ultra-processed foods. It may also make you hungry as your body works to replace the energy it thinks it’s lost .

Cortisol can also slow down your metabolism as it’s trying to help you save energy so it’s available for when you need it. Your body is trying to make it as easy as possible for you to run away or fight any threats. So it works to try and save energy for you by storing fati.

Before long, this can turn into a vicious cycle. Get anxious, release cortisol, gain weight, crave more sugar, eat more sugar, gain more weight, get anxious about gaining weight. In fact, research shows the effect anxiety has on weight and eating habits. An 11 year study of over 25,000 men and women found the higher the anxiety, the higher the weight gain over timeii.

As anxiety is felt in the body, you may also notice your stomach playing up. Once anxiety takes a grip you may start to experience digestive problems. You may develop discomfort after eating even if you’ve never had it before. This, in turn, may lead you to restrict or avoid certain foods. This can make you more anxious, especially If you start to worry about eating or before or when eating certain foods.

Feeling tired

With all this going on in your body, it’s not surprising that anxiety can make you feel very tired. This tiredness makes it harder for you to be active. This is another way your body is trying to conserve energy for you. So, it becomes harder to motivate yourself to do exercise. In fact, some people may stop exercising all together.

Unfortunately, this reinforces the anxiety cycle. Exercise helps to give you energy. Not only that, it combats stress and is a way you can become more aware of your body. The less active you become the harder it can be for for you to regulate your anxiety, emotional eating and weight.

The tiredness can affect you in other ways too. Taking the time to prepare food for yourself may feel like too much effort. Instead, you may find yourself eating more takeaways or ready meals. This can make you feel more tired in the long run.

Enter eating and drinking

So, anxiety really doesn’t feel good. If you’re feeling anxious a lot of the time, it’s natural to want to get away from it. In comes food (and/or alcohol) as a way to help you to get some relief.

We use the term emotional eating because eating (and drinking) can help soothe uncomfortable feelings. For many people, food is a source of comfort. Eating certain foods, especially those you ate as a child, can create feelings of security and warmth.

Many people find that while they’re eating or drinking, they don’t notice their anxiety. And when it comes back later, they remember eating made them feel better. Without realising, they may start to turn to food as a way of coping with anxiety. Over time, this can create problems of its own.

Temporary relief

While eating and drinking does momentarily distract you from your worries. It also means you’re not taking steps to solve your problems. And over time, it can lead to relying on eating as a way to manage the ups and downs of life. Many people end up with unhealthy eating habits such as relying on snacking, night eating, or trying to compensate by restricting food, avoiding certain foods or food groups. Others try to deal with the problem by taking more and more exercise.

For some people what starts as eating to cope with anxiety can lead to binge eating. Binge eating involves eating a large amount of food to cope with unwanted emotionsiii. People who binge eat may also feel guilt and shame for their behaviour, or feel out of control around food. This then creates even more anxiety.

Becoming more anxious

This way of trying to cope with anxiety often creates more anxiety about eating and weight. All the while, the original anxiety is still there. It may even be getting worse as more and different anxieties also come on board.

Body image concerns

Comfort eating, sugar cravings and binge eating can make you feel critical of your body. You may develop anxiety in social situations for the first time. As you focus on how you look and worry about being judged about your body, you may start to withdraw socially. You may find yourself turning to food even more as way of relieving your critical thoughts and feelings.

For more check out five-practical-ways-to-improve-your-body-image

Worrying about eating

Worrying about certain foods making you feel ill or gain weight can lead you to avoid certain foods. This can lead to a diet-binge cycle where the more you ban certain food, the more you try to avoid them, the more you end up bingeing on them. Simply thinking about eating these foods can trigger anxiety and you may experience guilt and remorse if you do eat them.

Feeling depressed

The triple whammy of anxiety, putting on weight and feeling out of control around food can make you feel low. It can even lead to depressioniv. Feeling depressed can make you feel anxious. Depression also makes it hard to eat well and take exercise and you can end up withdrawing from the things that will help you to feel better.

Emotional responses

If you are struggling with weight and eating problems, it can feel as if a deluge of unpleasant emotions have been released. You may feel pressure to hide your weight and problems with eating. You may even start to eat secretly and avoid social occasions where you may be expected to eat. This can lead to feelings of shame and guilt, further feeding your anxiety loop.

Breaking free from anxiety, emotional eating and weight worries

If you’re struggling with anxiety, emotional eating and weight, it’s possible to break free. Together, we explore what’s causing your anxiety and I support you to find other ways to manage it. We look at your thoughts, feelings and actions and find ways of getting them to work for you in the way you want.

Together we find new and better ways to manage your feelings and to find better ways to cope. We work together to develop strategies to overcome anxiety and change your emotional eating habits. Often this involves learning to deal with feelings in a more positive way, becoming happier with yourself, being able to say no to food and people, and more besides.

We always work at your pace. I take time to support you to develop the skills you need to make changes. I’m dedicated to helping you to become confident in your own ability to take action, put changes into place and to do the things that matter to you.

Client story

Elinor’s problem

Elinor (not her real name), is a 46 year old operations manager and divorced mum of two. When she first came to see me, Elinor was plagued by anxiety. She was working long hours in a demanding job and caring for two teenage daughters. She was exhausted from working late into the evening and trying to be one step ahead at work. When she stopped working at around 10pm, she would raid the fridge. Then she’d begin snacking, eating without noticing as she scrolled on her phone. This was how she tried to make herself feel better.

Elinor felt the time she spent snacking at night was her time. It was the only time she got any peace as when she was eating she wasn’t worrying. This was something she’d done for years to help her to manage anxious feelings. She could even remember sneaking food as a child as a way to make herself feel better.

She felt eating chocolate, biscuits and crisps late into the night helped her to forget her worries, just for a while. Afterwards, she would lay awake beating herself up for putting on weight and being out of control around food. Every night she planned how she would do better the next day. As a result, her sleep was suffering and she’d wake up feeling tired and lethargic. This in turn made her more anxious, and she was turning to food more and more.

Elinor was becoming concerned about her health as her weight increased. She felt bad about herself and the example she was setting to her daughters.

She couldn’t understand why she kept on eating. She’d plan to stop. Elinor would start a diet, couldn’t understand why she couldn’t stick to it and end up feeling even worse.

Elinor felt bad about herself, her appearance and her eating habits. She described her relationship with food as “out of control”. The longer this went on, the more anxious she became. Elinor was worried what would happen if she didn’t stop. It was starting to affect her confidence and her relationships as she became trapped in an anxiety, eating and weight cycle.

Elinor’s results

We worked together to unpick what was causing Elinor’s anxiety and to understand the effect it had on her life. Gradually, Elinor began to realise what triggered her anxiety. We put strategies in place to help her to notice when she was starting to feel anxious so she could act before it got out of control.

Elinor began to realise that she had been using food to help her when she felt anxious for a very long time. As we worked on reducing her anxiety, Elinor was more able to choose how she responded when anxiety did show up. We worked together to give her differentways to cope with life’s pressures.

She began to recognise the signals in her body that told her she was hungry and how they differed to the ones that signalled anxiety. She gradually turned to food less and less. As she stopped judging herself for not being able to control how she ate, she also became more open with friends and family. She felt more supported and was able to let go of her night eating.

As we worked together, Elinor began to feel more confident.

In Elinor’s words

This is around the 3rd time I’ve attempted to write this review as I cannot really articulate how life changing this process with Celia has been for me.

Having followed a never ending cycle of diet/lose significant weight/stop diet/regain all lost weight plus extra – for my whole adult life, I realised I needed to do something to address the root cause rather than the behaviour.

The course with Celia was nothing like I expected weight loss hypnotherapy to be but it was absolutely what I needed it to be.

I thought it would be a soothing voice telling me to stop eating enough times that I would hopefully just stop over-eating! Instead, it was a process that Celia guides you through expertly, honestly, realistically and without judgement. A process that I believe has fully set me off on a journey to be altogether healthier – physically and mentally. Not just slimmer.

Although, that being said, I am slimmer! I’ve lost a stone so far with no noticeable effort. This is purely down to the hypnotherapy and working on recognising the emotional triggers, changing habits and so on. And without depriving myself of my favourite foods either.

But it’s actually so much bigger than this! In one particularly enlightening session, I instantly understood so much about myself and how I’d come to be this overweight/this unhappy. Consequently, I don’t hate myself/appearance anymore. I cannot express how liberating that is aged 45! 30 odd years of being so vile to myself- just gone (…nearly gone anyway)!

I’m looking after myself in so many other ways and it’s having such a positive impact on all elements of my life – my relationships, my parenting, my work life balance, my general mental well-being etc.

But more than anything, I feel so ready to be a physically healthier person. Anxiety is a huge trigger for overeating for me and unfortunately, this year kickstarted with a series of highly testing events. And I’ve just lost a steady lb/half a lb a week. No gain! This is such a win for me.

And I know I’ll continue, with Celia’s recordings and resources, with everything she’s helped me work through – I’m very much on my way to being the healthy me I want to be.

Celia really listens. She’s compassionate and encouraging and gives you the confidence to step back and think about how you can move forward.

I just want to say thank you Celia.  You are a pleasure to work with and I appreciate everything you’ve done for me

Change is possible

If this sounds like you, just like Elinor, you too are able to change. It takes courage and perseverance but it can be done.

Try these techniques to help you.

1. Track your anxiety

If you feel like you’re anxious a lot of the time it can help to pinpoint what’s causing the anxiety. Every time you find yourself struggling with an anxious thought or feeling, write it down. Getting your anxiety out of your head and onto paper can make it feel less pressing or immediate, which can help you let go of the anxiety.

Once you’ve tracked your anxiety for a while, you’ll get to understand what’s triggering your anxiety. Awareness is the first step to change. You can use your understanding to make changes to help you.

For more ways to help with anxiety check out https://www.blossomhypnotherapy.com/worry-what-to-do-when-you-cant-stop-worrying/

2. Find ways to manage your emotions

When your anxiety is spiking and you have the urge to eat for comfort try some different ways to manage your anxiety.

Some things that help my clients are:

• Practising hypnosis
• Listening to a guided meditation
• Reading a chapter of a book
• Doing a crossword puzzle
• Going for a short walk
• Practicing mindful breathing
• Keeping your hands busy with an activity like knitting, drawing, or coloruing with an adult colouring book
• Writing down your feelings in a journal
• Calling a friend or family member
• Doing some yoga or tai chi
• Doing self massage
• Speaking to yourself with kindness and compassion

For more have a look at https://www.blossomhypnotherapy.com/creating-calm-uncertain-world/

3. Use self hypnosis

Hypnosis has been found to be effective in reducing anxiety. A review by Valentine, Milling et al in 2019 found those treated with hypnosis improved more than about 84% of those who didn’t receive hypnosis. It was the most effective in reducing anxiety when it was used with other psychological interventions. Many studies have shown hypnotherapy to be effective for changing eating habits and losing weightiii.iii

Hypnosis allows you to experience positive thoughts and images as if they are real. Using self-hypnosis can support you to make changes to the way you think and feel about situations and how you respond to them. It can help you to change your habits so that you no longer end up comfort eating to cope with anxiety. Hypnosis can help you to embed in new and helpful ways of managing anxiety. Self-hypnosis is a tool you can use to harness the power of your mind and help it to work for you in the way you would like.

It’s challenging to change your habits, especially if you’ve been using them as a way of coping. The longer you’ve used food to help you to manage anxiety, the longer it will take you to change. So, if you have an episode of anxiety eating, don’t beat yourself up over it. Anxiety is a difficult emotion to cope with,and learning to use supportive coping skills to respond to it is an ongoing process. It can be helpful if you can try to learn from the experience and think about what you could do differently next time.

Instead of criticising yourself for not living up to the standard you’ve set yourself try and think about the changes you’ve made so far. Even one small change is a step towards doing things differently. See if you can focus on the positive changes that you have been making. Maybe it’s been reaching out to friends for support, working through your issues with anxiety, taking up exercise, or becoming more aware of what triggers your anxiety and responding to it in ways that help you. Give yourself credit for making these changes and focus on the progress you’ve made rather than one lapse.

For more tools and techniques to help you, check out my blogs on  binge eating, eating mindsets  and disordered eating.

For more on how I work with people around food and eating click here.

Contact your GP if you are vomiting, misusing laxatives or severely restricting your food, even if you are still at an average weight.

If you think you may have an eating disorder, contact BEAT

Would you like to make living life easier, right now? Get your free Live Life on Your Terms recording here and begin to live your life with confidence.

Worrying is part of life

Everyone worries.  It’s a normal part of life.  It can even be helpful to worry about day to day life and the future.  For instance, a small amount of worrying can motivate you to do your tax return, pay your bills on time or start a pension.  But too much worrying can stop being helpful and start to have a negative effect on your wellbeing.  When you start to spend a lot of time worrying about what could possibly happen in the future, it can start to encroach on you day to day life.  Before you know it, worry can end up dominating your life. It can feel as if your mind’s constantly on high alert asking “what if…?”

But, the more you worry, the more you end up feeling anxious and overwhelmed.

If you’re struggling with overwhelm check out five ways to escape overwhelm.

Facing uncertainty

Life is always changing.   The last few years have brought so much change, so quickly.  So much is unknown, and it makes it hard to use what you’ve done in the past to know what to do in the ever changing world. Above all, your mind likes certainty, so facing  new situations can leave you feeling stressed and anxious. And, that often leads to even more worrying.

The worry cycle

It’s normal to worry when things go wrong. But spending a lot of time worrying can give the worry a life of its own. Once an idea gets in your head it can get escalate into something much bigger. What starts as a thought about, for instance, forgetting to wash your hands, can end up as believing all your family will get sick and you won’t be able to cope.

As a result, it can feel as if the same worries are repeatedly running through your head on a loop. You may find yourself worrying about money, if you’re getting enough sleep, the cost of living, your mortgage, your heath, if your children are happy, their future, what will happen if…

It’s not all in the mind

Constant worrying has physical effects too. It can leave you feeling restless, unable to concentrate or sleep, with headaches, stomach problems and tense muscles. So, you may end up taking your frustrations out on the people closest to you. Or, as a result, try to avoid the feelings by eating and drinking too much.

For more on the effects of stress on your body, read fight or flight – how your body responds to stress.

The weight of worry

Maybe you’re one of the millions of people in the UK who are taking the weight loss jabs Mounjaro, Wegovy and Ozempic and have noticed that as you stop worrying about food and your weight, you start worrying about other things.  You may catch yourself worrying more and more about stuff that didn’t bother you before.  Or it may be you’re worries are about how you feel about yourself.  If food has been a way you coped with life, you may find worry and anxiety rearing their heads more and more.  

If this is you, have a look at these ways to boost your self esteem

Stopping the worry loop

There are ways you can stop worry from having such a hold over you.  It’s possible to learn how to cope better with uncertainty.

When I work with clients who can’t stop worrying, we develop strategies to break the worry habit.

We work in partnership to look at the role worry has in their life. While going at the clients pace, I take time to support clients to develop the skills they need to make changes. Similarly, we explore ways to relax and recharge and let go of unhelpful beliefs and habits so they can enjoy their lives.

Have a look at these ways to create calm to help you.

Client story

Emily’s problem

Take Emily, for instance, a 31 year old surveyor who had just started her own business.

Emily came to see me because she was spending a lot of her time worrying and it was affecting her business and her life.

Her mind would go round and round thinking about how she would cope in different scenarios. She was also spending a lot of time worrying about what people thought of her.

Emily was finding new situations particularly difficult. More and more, she was avoiding going out in case something happened and she couldn’t cope. She was even struggling to make phone calls to her clients in case they didn’t go well.

Emily’s was starting to withdraw from more and more areas of life. She was paralysed by the “what if…” thoughts going round in her head, thinking she wasn’t good enough and frightened of making a mistake.

To avoid her thoughts, Emily was constantly busy, always trying to achieve more. Because she worried so much about getting things wrong, she was spending more and more time at work. This left her feeling exhausted and guilty about neglecting her friends and family, making her extra anxious.

Emily’s results

We worked together over a number of weeks to help Emily to manage her worrying thoughts and anxious feelings. Emily began to understand what was causing her to worry and that rather than helping her, it was keeping her stuck.  We developed easy to apply strategies that Emily could put into her life to stop her worry cycle.  

Emily really enjoyed putting little experiments into her life to see if the things she was worrying about would come true.  When they didn’t, she found it easier to let go of her constant worrying.

Now, Emily no longer spends her days worrying. She spends less time working and finds she achieves more.

These days, Emily focuses on doing the things that give her life meaning and she no longer feels anxious all the time. Emily has discovered the less she worries, the easier it is to focus on what she’s doing and the more she enjoys herself.

In Emily’s words

I was extremely impressed with the level of detail in the consultation I had with Celia.

This enabled her to personalise my sessions which had an amazing impact on me. I have suffered from severe anxiety and at one point struggled to even leave my house.

Celia helped me to identify the key thoughts and bodily sensations that occur when I start to become anxious and establishing coping mechanisms to prevent the anxiety from leading to a panic attack. She was great in explaining how these thought processes work in a simple and understandable way.

The tools that Celia has given me have transformed my mind and I am now finding my confidence again. The hypnotherapy sessions helped as I could imagine myself doing things differently and it’s great that recordings are provided so I can revisit.

I have come on leaps and bounds and cannot recommend Celia enough.

I have had medication, CBT and counselling in the past and I can honestly say that I feel this has been the most successful treatment for me.

Try my six ways to help you escape from worry right now.

1. Tune into your emotions

For many of us, worrying about things that scare us is often a way to avoid feelings we don’t like. We can’t change the fact that Covid-19 is here, or other situations going on in the world today.  What we can do is recognise that we’ll have a lot of anxious thoughts and feelings and try to accept them.

It’s natural to feel sad about losing our normal way of life, and to worry about our jobs or how our kids are coping.

Furthermore, research shows if we avoid our emotions, it only makes them stronger and last longer.

Breathing slowly and deeply can help you to accept any feelings or sensations you are having right now.

First of all start to breathe deeply. While you inhale and exhale, try to imagine you are a curious scientist observing what is going on inside your body. Notice the feelings, thoughts and sensations you don’t like. Try and view them with curiosity and describe them as if you are observing them for the first time. Finally, let them go.

Also, check out the benefits of body awareness for more.

2. Have worry time

Worry time doesn’t stop you from worrying, rather it helps keep it under control.

Here’s how to do it:

• Finally, follow your worry time with something you enjoy.

3. Focus on what’s helpful

Helpful worries are those you can take action on right away. For example, if you’re worrying about coronavirus, making sure you wash your hands and wear a mask are most certainly helpful things to do.

Unhelpful worries are those where you can’t take action. So, thinking “What if I’ve given coronavirus to someone, what if I get ill” are unhelpful because there’s nothing you can do about them.

Firstly, decide if your worry is helpful or unhelpful. Then, if it’s a helpful worry, think of all the possible actions you can take. There’s no need to find a perfect answer, but rather to focus on what you can do, not the things that are beyond your control. Then, once you have a list of options, you can make an action plan.

Maybe actions you can take right now could include exercising, eating well, learning something new and spending time with your family. Usually, taking action helps us to feel better.

4. Interrupt the worry cycle

When you find yourself caught up in a worry cycle, try and interrupt the anxious thoughts so you can give yourself a break.

As soon as you notice yourself worrying, first of all, get up and get moving. Exercise releases endorphins, and as a result it relieves stress, boosts energy, and helps you feel better.

So, by focusing on how your body feels as you move, you can cut short the constant worries running through your mind. You can still do this if you’re self isolating. You could dance around the kitchen, run up down the stairs or do some housework.

5. Create your new normal

Usually, the more structure and routine we have, the less we tend to worry.

All our daily activities have changed, so we need to find new ways to organise our time and boost our wellbeing. As a result, it maybe helpful to spend some time thinking about how you want to look after yourself, those you live with, and also your community.

So, as you plan your new daily routine, also try and include activities that give you a sense of achievement, ones that help you feel connected to others, and things you enjoy.

6. Concentrate on the here and now

Because we spend so much time worrying, anxious thoughts can become so automatic that we don’t notice our worry anymore. Rather, it’s as if we are hypnotised by our thoughts. Mindfulness is a way we can learn to “dehypnotise” ourselves.

Mindfulness has been used for centuries as a way of stepping back from worrying thoughts. It can be done anywhere. Mindfulness involves noticing how your body feels, the rhythm of your breathing, how your emotions change, and the thoughts that drift across your mind.

Meanwhile, if you get hooked by a thought, simply bring your attention back to the here and now.

Certainly, it takes a bit of practice, but it’s a skill you can learn just like any other.

Here’s how to do mindfulness.

• First of all find a quiet place.

• Then, sit comfortably, with your back straight and your hands resting on your upper legs.

• As you close your eyes, start to breathe in through your nose, while also allowing the air to travel down into your abdomen.

• Let your abdomen expand fully.

• Next, breathe out through your mouth. As you do so, let your abdomen return to normal.

• Now, focus wherever your breathing seems like it is the most vivid to you. For instance, this could be the sensation of air flowing into your nostrils and out of your mouth or your abdomen rising and falling as you inhale and exhale.

• Above all, notice when your mind starts to wander, and simply return your focus to your breathing.

As you focus on your breathing, you’ll probably also start to notice your worries. Rather than try and push them away, just try and acknowledge them and then let them go. Similarly, try and simply observe your thinking, without reacting or judging.

You’ll probably notice that when you don’t try to control the thoughts that pop into your mind, as a result, they soon pass.

You could also check out https://www.blossomhypnotherapy.com/how-to-stop-overthinking-and-start-living/ for more ways to help.

Would you like to make living life easier, right now? Get your free Live Life on Your Terms recording here and begin to live your life with confidence.

*image credit Celia Griver

*image credit Emily Malleson

But here's what's fascinating: this same executive—who can command a room, close complex deals, and navigate high-stakes negotiations—believes he needs to fundamentally alter who he is to build strategic visibility.

The Performance Trap

Here's what he told me: "I'm great at playing the game but when I'm thinking about posting on LinkedIn I can't find my voice. I don't know how to be me there."

Sound familiar? You've built exceptional business success by being an authentic leader, making genuine connections, and trusting your strategic instincts. But somewhere along the way, you've convinced yourself that the very identity that built your success is now a liability.

The result? You're treating your authentic self as a business risk rather than recognising it as your competitive advantage.

Why Traditional Business Coaching Misses the Mark

Here's the kicker: most strategic advisory approaches assume your challenge is business expertise. They want to teach you frameworks you've already mastered, systems you're already implementing, strategies you've been executing for years.

But that's not where sophisticated executives get stuck.

You don't need someone to explain competitive positioning—you've been doing it successfully for decades. You don't need help with strategic planning—you've just navigated an investment round and potential merger simultaneously.

What you need is strategic support from someone who actually understands the high-level challenges you face—not theoretically, but from years of experience operating at that level. Someone who gets the complexity of stakeholder management, the nuance of board-level communications, the reality of high-stakes negotiations.

And who can help you leverage your complete leadership identity to its full potential.

The Strategic Confidence Framework

Here's what I've learned after 25+ years developing strategic communication for global brands like L'Oréal, Colgate, and Ryanair—and working in high-stakes negotiations and award-winning strategic campaigns: the most successful strategic positioning happens when leaders can work with someone who genuinely understands the complexity of operating at their level.

It's not enough to understand strategic positioning theoretically. You need someone who gets the reality of board dynamics, the nuance of stakeholder management, the pressure of high-level decision-making—and can help you leverage your authentic leadership identity within that context.

The Real Challenge: Creating visibility that leverages your complete leadership identity.
The Missing Element: Confidence to own your authentic competitive advantage.
The Support You Actually Need: Someone who understands both the business complexity AND the identity positioning challenge

This isn't about business coaching. It's about guidance from someone who's operated at the level where these decisions actually matter.

Here's What I've Learned About Modern Professionalism

After 25+ years working with executives, here's what I've noticed: professionalism has evolved.

There are still leaders who keep personal and business completely separate—and that works for them. But they're not in the majority anymore.

Here's what successful leaders understand: you get to decide what clients you want to work with and what people you want in your business ecosystem. If someone isn't the type of person you want to do business with, that's valuable information.

Being yourself everywhere is actually a brilliant filtering mechanism. The right opportunities, the right partnerships, the right clients—they're attracted to authentic leadership, not performance.

The leaders who've figured this out realise that authenticity isn't unprofessional. It's strategically smart. It helps them build businesses filled with people they actually want to work with.

The Merger Conversation Reality

Think about it strategically: when you're in merger discussions, when you're pitching global clients, when you're leading high-stakes negotiations—you're not wearing a mask. You're leveraging every aspect of your leadership capability.

Your strategic visibility should work the same way.

The Network Effect Multiplier

Here's the kicker: the relationships you're building, the opportunities you're uncovering, the strategic partnerships you're developing—they're all based on authentic connection with the real you.

But when your online presence doesn't reflect that same authenticity, you're missing the network effect multiplier. The people who could amplify your opportunities, refer strategic partnerships, or recommend you for board positions can't connect your expertise with your visibility.

The Real Gap Isn't What You Think

The CEO I'm working with has everything in place for exceptional visibility: proven leadership, significant business success, ongoing high-level opportunities, and genuine insights.

He doesn't need business coaching—he's already the expert in his field. He doesn't need leadership development—he's successfully leading through investment rounds and potential mergers.

Here's where the gap actually is: when you're an expert in your field, when you have product experts, service experts, tech experts on your team, you don't need business advice—you have a CFO for that.

You need someone who can help you leverage your existing strengths to scale.

The challenge isn't learning new capabilities. It's amplifying the leadership identity that got you this far so it works just as powerfully online as it does in person.

Your commercial expertise got you to where you are. Scaling your authentic leadership presence is what will take you where you're going.

Ready to stop limiting your strategic visibility? My Strategic Visibility for Ambitious Leaders service helps established CEOs, MDs, NEDs, and senior consultants leverage their complete leadership identity into competitive advantage. This isn't about business fundamentals you've already mastered—it's about strategic positioning that comes from understanding both high-level business complexity and authentic leadership leverage. Book a strategic consultation to discuss how strategic identity positioning can unlock your full competitive potential. Reach out to hello@elainewalshmcgrath.com and let’s get a date in the calendar!

Photo Credit: Elaine Walsh-McGrath

*Image credit - ChatGPT

I was telling my clients they needed to activate their networks—both old and new connections—because opportunities could come from anywhere. Old connections from previous roles, friends, family, even people from the golf club shouldn't be disregarded just because you've pivoted your business focus.

Meanwhile, I was only connecting with new people through formal networking events.

I realised I couldn't authentically tell clients to reach out to their existing connections if I wasn't doing it myself. I needed to experience how uncomfortable that actually felt in order to honestly advise them to take that action.

The reality was, I'd assumed my old network wasn't relevant to my new direction. Having moved away from media agency consulting, I figured former colleagues in publishing and advertising agencies wouldn't have the types of businesses in their networks that would need strategic visibility services.

The Strategic Network Activation Experiment

In 2022, I challenged myself to systematically activate dormant professional relationships. Starting from my earliest LinkedIn connections—dating back to 2010—I methodically reconnected with colleagues I'd lost professional contact with over the years.

The approach was simple and honest: I reached out to see how they were, explained that I advised my clients to reconnect with existing connections and realised I wasn't doing the same myself, and asked how they were getting on. Each message was personalised—no copy and paste approach.

Here's what this network activation exercise revealed.

When I reached out to my former managing director from when I worked in media agencies, I discovered that he had moved to work for a non-profit organisation. We had a proper chat, catching up on what we'd both been doing since we'd last been in touch. A few weeks later, he connected me with a marketing director who was doing consultancy work at Airfield, an urban farm operation in Dublin.

That Airfield content strategy project led to a similar project with Social Entrepreneurs Ireland, where I also coached their communications executive. The results were hugely effective—their campaigns outperformed anything they'd done before. They gained 70% more followers, drove a 30% uplift to their website, and achieved a 30% increase in their email list. This success then led to an engagement with a leading restaurant brand. All because I reached out and touched base with a former colleague.

One reconnection with someone I'd worked with more recently. A cascade effect that fundamentally transformed my business trajectory.

The Common Networking Mistake That Costs Opportunities

This isn't just my experience. One of my former clients, a non-executive director, was attending formal networking meetings regularly. He'd present his services, but his potential clients weren't in the room. The audience wasn't relevant to what he offered.

So he concluded networking didn't work.

But it did work—he was just in the wrong rooms. He hadn't reached out to people he'd worked with before. He hadn't asked them to connect him to the type of person he wanted to work with.

When he finally did activate his existing network, he got the roles and opportunities he'd been seeking all along.

It's completely natural to lose touch with colleagues when you change roles or pivot your business. But when we make these transitions, the people we were close to professionally may be perfectly positioned to help us—and we might be able to help them too. The challenge is that if we don't reconnect and let them know what we're doing now, these mutually beneficial opportunities never materialise.

After working together, this client now has optimised executive positioning across LinkedIn, refined messaging, and crystal clarity on his value proposition. But here's where most senior executives stall: they assume clarity equals market visibility.

It doesn't. Clarity must be followed by systematic network activation. Once your executive positioning is optimised, there's no reason to avoid continuous network engagement.

The Network Multiplier Effect That Creates Opportunities

Here's the miscalculation most executives make: they evaluate their network based on direct opportunity potential—"these agency professionals might require non-executive director services themselves."

That's not how networking actually works. The real value lies in leveraging these connections as multipliers to access their extended professional ecosystems.

Consider this as a network web. When you systematically engage different segments of your connections and communicate what you're focused on now, you create multiple opportunity pathways. The next time someone in their network mentions "we need a trusted non-executive director" or "we're seeking consulting expertise," your name surfaces through a credible professional referral.

They review your executive positioning on LinkedIn, evaluate your credentials, and they're significantly more likely to initiate contact because the recommendation originated from a trusted professional source.

This is how opportunities actually materialise for senior executives. Not through cold business development or hoping decision-makers discover your website. Through systematic activation of your existing credibility network.

Why Most Executive Networking Strategies Fail

But here's the strategic reality. Most CEOs and MDs read this framework and think, "Strategic concept, but what's the tactical execution?" They want specific guidance on messaging approaches, positioning strategies, channel selection, and segmentation methodologies for different network categories.

Some professional relationships require high-touch strategic engagement. Others operate more efficiently through streamlined interactions. Strategic network activation isn't a uniform approach—it requires understanding how different segments of your professional ecosystem operate and crafting your engagement strategy accordingly.

This strategic network activation is a core component of my Strategic Visibility for Ambitious Leaders partnership.

We begin with clarity—because you cannot achieve visibility without defined positioning. Then we optimise your executive presence across LinkedIn, develop messaging that attracts the right opportunities, and create systematic approaches to network activation that integrate seamlessly with your executive responsibilities.

The objective isn't to become a networking enthusiast. It's to ensure your complete professional network understands what you're focused on now, so when opportunities emerge, your name surfaces naturally through trusted referrals.

Your Professional Network Has More Value Than You Recognise

That transition away from media agency consulting I mentioned? Those professional relationships became the foundation for my current business success. The managing director who connected me to Airfield wasn't within my target market—but his network contained opportunities I couldn't have accessed independently.

Your professional network doesn't need direct alignment with your current focus to create competitive advantage. It just needs to be leveraged properly.

The executives securing the best board appointments, the highest-value consulting engagements, the most significant partnerships—they're not necessarily the most qualified professionals. They're the most visible to the decision-makers evaluating those opportunities.

Your expertise warrants recognition and proper positioning. But recognition requires visibility. And visibility demands systematic network activation that extends far beyond your immediate industry connections.

The senior executives who consistently secure the best opportunities understand this reality: your existing network represents your most valuable business development asset, but only when properly activated.

Ready to transform your professional network into sustainable competitive advantage? My Strategic Visibility for Ambitious Leaders partnership helps established CEOs, MDs, NEDs, and senior consultants create systematic approaches to network activation and positioning. This isn't about building a personal brand from scratch—it's about communication that ensures your expertise reaches the decision-makers who need to recognise it.

Over six months, we'll collaborate to transform not just your visibility, but the quality of opportunities that result from it. Because the recognition your expertise deserves requires more than hoping the right executives notice your capabilities.

It requires systematic activation of the professional credibility you've already established.

About Strategic Visibility for Ambitious Leaders

After 25+ years developing strategic communication for global brands like L'Oréal, Colgate, Fiat, and Ryanair, I've learned that the most successful leaders aren't just excellent at strategy—they're excellent at making their expertise visible to the right people at the right time. My experience in high-stakes negotiations and award-winning strategic campaigns has taught me that visibility isn't about personal branding—it's about strategic communication that positions leaders for the recognition their expertise warrants.

Ready to stop being your own strategic visibility bottleneck? My Strategic Visibility for Ambitious Leaders partnership helps established CEOs, MDs, NEDs, and consultants create systematic approaches to amplifying their expertise without adding to their workload. This isn't about building a personal brand—it's about strategic communication that ensures your insights reach the people who need to hear them. Book a strategic consultation to discuss how strategic network activation can transform your visibility and the opportunities that flow from it. Reach out to my team at hello@elainewalshmcgrath.com and let's get together for a Strategic Discovery Call.

Photo Credit: Elaine Walsh-McGrath

With all the legal changes on their way over the next 6-24 months, you need to have your HR Expert on speed dial. There is always the option to call upon HR help on an ad-hoc basis, and there can be real value in that approach. But if you’re ready to raise the bar on HR, and give yourself the valuable gift of peace of mind along the way, then it might be time for you to outsource your HR to us at Meraki HR. 

Here’s what Faye Pressley, COO at Vanti had to say about the support we’ve provided to them;

“Vanti are a small growing technology business who put our people at the heart of everything we do. We started working with Meraki in March 2020, and they have been fundamental to our growth. Not only do they have extensive HR experience and know-how, they are also the type of people that can clearly see when you’re up against it and how / when to offer extra support. Emma’s heart is genuinely in the place of wanting to see good people and good businesses thrive and will do all she can to help with that, including challenging you in healthy ways if you need it (which we did!). The team are flexible, responsive and quick when it comes to meeting last minute and urgent needs and their advice is always backed by extensive experience and research. Whenever we had an odd query, concern, missing documentation or when we’ve just needed a sounding board, they’re always there and never make you feel like ‘just another client’.

Having Meraki HR, as our outsourced HR partner enabled our core team to focus on really giving time and care to the wider team and individuals, that wouldn’t have been possible otherwise.”

If you sign up to our HR Oxygen service before the 30th September, you will receive your first month of support, free of charge!

BOOK A CALL with us to discuss the best level of support for your business. 

SME Business owners often cite several key issues with their managers that can hinder overall performance and team dynamics. Here are some of the most common concerns:

1. Lack of Leadership Skills

Many business owners feel that their managers lack essential management skills, such as effective communication, conflict resolution, and decision-making. This can lead to misunderstandings and a lack of direction within teams.

2. Poor Employee Engagement

Business owners frequently report that their managers struggle to engage and motivate their teams. This can result in low morale, decreased productivity, and higher staff turnover rates.

3. Inadequate Performance Management

Some managers may not provide regular feedback or conduct performance reviews effectively with their team members. Business owners often see this as a missed opportunity to develop employees and nip performance issues in the bud, before they become more serious issues.

4. Resistance to Change

In a rapidly evolving business landscape, some managers may be resistant to change or hesitant to adapt to new processes or technologies. This can slow down innovation and hinder business growth.

5. Communication Breakdowns

Many owners find that managers struggle with clear communication, both within their teams and with upper management. This can lead to confusion, misinformation, and decreased efficiency.

6. High Staff Turnover Rates

Our SME clients, often express concern over high employee turnover linked to poor management practices. They recognise that ineffective managers can drive talented employees away, resulting in additional recruitment and training costs.

7. Inability to Delegate

Some managers may struggle to delegate tasks effectively, leading to micromanagement or burnout of themselves. Business owners see this as a barrier to team development and overall productivity.

8. Lack of Strategic Thinking

Our clients sometimes feel that their managers focus too much on day-to-day operations without considering the bigger picture. This can hinder long-term planning and growth.

9. Insufficient Conflict Resolution Skills

Many owners notice that managers have difficulty addressing conflicts within their teams. Unresolved conflicts can create a toxic work environment and impact team cohesion, and again result in higher staff turnover. Why wants to work in a team like this?

10. Limited Professional Development Opportunities

Owners may feel that their managers are not investing in their team’s growth or providing opportunities for the people in their team to develop, which can lead to stagnation and dissatisfaction amongst team members, also resulting in people leaving.

How can we help?

Our vision at Meraki HR is to make every business we work with a great place to work, and your managers play a huge part in this! Luckily for you, our Highly Effective Managers Program is back by popular demand!

We first ran this training program at the start of 2020, just as we entered the first lockdown, and we were going to deliver this program in person and then had to deliver the training on line. Despite these challenges, we had great fun and received 5 star feedback from our first group! Since then, we have run this program for many of our clients as in an inhouse training program for their managers, and as a stand alone on line program for our clients to book their managers onto.

From November 2025, we will be offering this as a “public” program again, meaning that any of our clients can book their managers onto the program.  There will be only 12 places available, and you can see the full details of the program and book your place via this link.

Cost to attend all 5 modules:

£895 plus VAT if booked before the 30th September, or £995 plus VAT thereafter.

The 5 Modules:

1. Thursday November 6th 2025 – Employment Law Masterclass
2. Thursday December 4th 2025 – Effective Communication Skills and having difficult conversations
3. Thursday January 8th 2026- Coaching Skills for Mangers
4. Thursday February 5th 2026 – Recruitment Masterclass
5. Thursday March 5th 2026 – Managing Performance and improving Employee Engagement

To book your place, or to secure a spot for a team member CLICK HERE or, if you have questions about HEMP or any HR matters please feel free to BOOK A CALL with us.

*Image credit Holly Newton

You know your managers could be doing more - managing better, thinking more strategically, and inspiring stronger performance from their teams. But how do you help them step up?

The truth is, most managers aren't born managers - they need the right guidance, tools, and training to grow into the role. Whether it's improving communication, learning to delegate, or building emotional intelligence, development takes intention.

Our Highly Effective Manager Program (HEMP) provides the tools and supports the transformation.

If you have any questions about HEMP or other HR queries, book a call with us here.

*image credit Meraki HR August 2025

But here's what you're probably not thinking about: How will you amplify this strategic moment beyond the room?

Most CEOs walk into these career-defining opportunities focused entirely on the performance—which is exactly as it should be. But then they walk out having captured none of the strategic visibility that moment could have generated. The insights that impressed investors in the room? They stay in the room. The connections made? They remain unexplored. The expertise demonstrated? It gets filed away as "just another speaking gig."

This isn't about your capability. You're brilliant at strategy, at answering complex questions, at drawing on decades of experience to provide compelling insights. The problem is you're trying to do everything yourself—including the work you absolutely don't need to do.

The Strategic Visibility Gap: When CEOs Become Their Own Bottleneck

Here's what typically happens: You accept a speaking opportunity because you recognise the strategic value. You prepare thoroughly because you understand the stakes. You deliver exceptionally because that's what established leaders do. But then you leave all the strategic amplification work to... later. To when you have time. To when you can figure out how to turn that panel discussion into content, how to follow up with the right people, how to leverage what just happened.

Except later never comes. Because you're running a serious business, and strategic visibility work gets pushed down the priority list behind the urgent operational demands that land on your desk every day.

Meanwhile, your existing clients would be genuinely impressed by the insights you're sharing in these strategic moments. Potential clients you're presenting to would find these perspectives incredibly valuable. But they're not in the room. They're following your company, they're interested in what you have to say, but they're missing out on seeing the depth of your expertise and strategic thinking because it stays locked in those face-to-face meetings.

The Strategic Leverage Solution: Deploy Your Team

The solution isn't to become a content creator or to add "social media manager" to your job description. It's to recognise that strategic visibility is a business function that requires the same systematic approach you apply to every other aspect of your operation.

Let's return to that investment panel. Here's how a strategically visible CEO approaches this opportunity:

Before the event: Your assistant contacts the organisers requesting the attendee list. Not to be pushy, but to understand who's in the room and identify strategic connections worth prioritising. Your marketing team prepares a simple capture plan—what key messages should be documented, what type of content could be created, who should be filming or photographing.

During the event: You focus entirely on delivering value and building relationships. Meanwhile, a team member captures your key insights, notes the questions that generated most interest, photographs you engaging with the audience, and documents the strategic connections made.

After the event: Your team transforms those insights into strategic visibility content. The question about scaling operations that sparked intense discussion? That becomes a LinkedIn article. The three key challenges you identified? They become the foundation for your next speaking opportunity pitch. The connections made? They're systematically followed up with relevant, valuable content.

You've just amplified a single strategic moment into months of visibility—without adding a single hour to your workload.

Why This Matters More Than You Think

If you're in the middle of a pitch process or on an investor roadshow, showcasing your thought leadership beyond the room isn't just nice to have—it's strategically essential. Investors, board members, and strategic partners are researching you long before and after those face-to-face meetings. When they search for you online, what do they find?

Your competitors understand this. They're not necessarily better at raising capital or running businesses, but they're better at making their expertise visible. They're the ones being quoted in industry discussions, sharing insights on the challenges you're all facing, demonstrating thought leadership in the spaces where decisions are made.

Every strategic moment you don't amplify is a competitive advantage you're handing to someone else.

The Delegation Framework That Actually Works

This isn't about hiring a social media manager or outsourcing your voice. It's about building strategic visibility into your existing operations through smart delegation:

Assistant-level tasks: Attendee list requests, calendar coordination, basic follow-up scheduling, research on key connections made.

Marketing team tasks: Content capture planning, photography and filming, transforming insights into formatted content, distribution strategy execution.

Strategic oversight: You maintain complete control over messaging, approve all content, and focus on the high-level strategic decisions that actually require your expertise.

For consultants reading this: if you don't have an existing team, this is exactly why investing in a virtual assistant becomes a strategic business decision rather than an operational expense. The cost of missing strategic visibility opportunities far outweighs the investment in someone who can capture and amplify your expertise while you focus on what you do best.

The work you absolutely must do yourself: delivering the insights, building the relationships, making the strategic decisions. Everything else can and should be delegated to the people whose job it is to amplify your expertise.

Moving Beyond the Room: Your Strategic Visibility Multiplier

When you delegate the execution of strategic visibility, something remarkable happens. You stop seeing speaking opportunities as one-off events and start seeing them as strategic visibility investments. That panel discussion doesn't just influence the people in the room—it influences everyone who sees the content created from it, everyone who reads the insights shared, everyone who discovers your expertise through the amplification.

Your strategic visibility multiplies without multiplying your workload. More importantly, the clients and prospects who are already interested in your expertise get to see the full depth of your strategic thinking—the insights that would otherwise remain hidden in closed-door meetings.

The CEO who's speaking about raising investment capital? His insights from that panel could become a LinkedIn article series on the funding challenges that generated the most discussion. This positions him as a thought leader on investment strategy, attracts inquiries from other investors, and demonstrates exactly the kind of strategic thinking that helps close funding rounds faster.

This doesn't happen because he becomes a content creator. It happens because he recognises that strategic visibility is a business function that requires systematic execution—and he builds the team and processes to deliver it.

Your Strategic Visibility Shouldn't Be Your Bottleneck

You're already in the right rooms, making the right connections, sharing the right insights. The question isn't whether you have the expertise or the opportunities—it's whether you're amplifying them strategically.

Stop doing the work you don't need to do. Start delegating the execution that amplifies your expertise. Your strategic visibility should be working as hard as you are.

About Strategic Visibility for Ambitious Leaders

After 25+ years developing strategic communication for global brands like L'Oréal, Colgate, Fiat, and Ryanair, I've learned that the most successful leaders aren't just excellent at strategy—they're excellent at making their expertise visible to the right people at the right time. My experience in high-stakes negotiations and award-winning strategic campaigns has taught me that visibility isn't about personal branding—it's about strategic communication that positions leaders for the recognition their expertise warrants.

Ready to stop being your own strategic visibility bottleneck? My Strategic Visibility for Ambitious Leaders service helps established CEOs and MDs create systematic approaches to amplifying their expertise without adding to their workload. This isn't about building a personal brand—it's about strategic communication that ensures your insights reach the people who need to hear them. Book a strategic consultation to discuss how delegation and strategic systems can transform your visibility without transforming your schedule.

Photo Credit: Elaine Walsh-McGrath

SME Business owners often cite several key issues with their managers that can hinder overall performance and team dynamics. Here are some of the most common concerns:

1. Lack of Leadership Skills

Many business owners feel that their managers lack essential management skills, such as effective communication, conflict resolution, and decision-making. This can lead to misunderstandings and a lack of direction within teams.

2. Poor Employee Engagement

Business owners frequently report that their managers struggle to engage and motivate their teams. This can result in low morale, decreased productivity, and higher staff turnover rates.

3. Inadequate Performance Management

Some managers may not provide regular feedback or conduct performance reviews effectively with their team members. Business owners often see this as a missed opportunity to develop employees and nip performance issues in the bud, before they become more serious issues.

4. Resistance to Change

In a rapidly evolving business landscape, some managers may be resistant to change or hesitant to adapt to new processes or technologies. This can slow down innovation and hinder business growth.

5. Communication Breakdowns

Many owners find that managers struggle with clear communication, both within their teams and with upper management. This can lead to confusion, misinformation, and decreased efficiency.

6. High Staff Turnover Rates

Our SME clients, often express concern over high employee turnover linked to poor management practices. They recognise that ineffective managers can drive talented employees away, resulting in additional recruitment and training costs.

7. Inability to Delegate

Some managers may struggle to delegate tasks effectively, leading to micromanagement or burnout of themselves. Business owners see this as a barrier to team development and overall productivity.

8. Lack of Strategic Thinking

Our clients sometimes feel that their managers focus too much on day-to-day operations without considering the bigger picture. This can hinder long-term planning and growth.

9. Insufficient Conflict Resolution Skills

Many owners notice that managers have difficulty addressing conflicts within their teams. Unresolved conflicts can create a toxic work environment and impact team cohesion, and again result in higher staff turnover. Why wants to work in a team like this?

10. Limited Professional Development Opportunities

Owners may feel that their managers are not investing in their team’s growth or providing opportunities for the people in their team to develop, which can lead to stagnation and dissatisfaction amongst team members, also resulting in people leaving. 

How can we help?

Our vision at Meraki HR is to make every business we work with a great place to work, and your managers play a huge part in this! Luckily for you, our Highly Effective Managers Program is back by popular demand! 

Proven Success:

We first ran this 6 module training program at the start of 2020, and we delivered two modules in person, and then went into lockdown in March 2020 and conducted the rest of the training online. Despite these challenges, we had great fun and received 5 star feedback from our first group! Since then, we have run this program both in person and on line for many of our clients as in an inhouse training program for their managers.

Cost for the Program: 

The cost of this 6 module, online program is just £1,995 plus VAT, which includes a DISC profile for each manager attending to help them with their own self awareness and ongoing development as a manager. 

5% discount applied if paid in full before the 31st August 2025, or 2 monthly payments of £ 1,100 plus VAT. 

The 6 Modules: 

1. Employment Law Masterclass for Managers
2. Effective Communication Skills and having difficult conversations 
3. Coaching Skills for Mangers using the GROW model
4. Recruitment Masterclass
5. Managing Performance and increasing Employee Engagement
6. Your ongoing journey as a Manager

What do you need to do if you want to secure your place on this program? 

There will be only 12 places available for our September intake, so please get in touch by the 31st August to get your name/your mangers name onto the waitlist for our September 2025 intake! 

Want to know more or book a spot for yourself or one of your managers?

BOOK A PLACE FOR YOU OR A TEAM MEMBER HERE
Contact us if you have any questions; help@merakihr.com or book call with us: BOOK A CALL HERE

Guess what I then ask them? Have they had any training? And in the majority of cases, the answer is no! 

Most people that are promoted to being a manager are promoted because they are the best person in the job! But often with a promotion comes the responsibility to manage either a person or a team!  I know that when this happened to me, I had no idea how to manage people at all! But I was told “don’t worry about that, you’ll be fine, just get on with it!” So I did, but quite often – very badly, and luckily for me, without any serious consequences of getting it wrong!

The good news is that research by psychologists has proved that, in the main, managers are “mostly made,” and are about one-third “born” and the evidence shows that two-thirds is “made.”  What this means is that with the right training and support, we can train or “make” people into great managers! 

The ability to effectively manage, motivate and direct a group of people requires a set of skills acquired through experiences, self-development and training – which is the “made” piece. 

How can we help?

Our vision at Meraki HR is to make every business we work with a great place to work, and your managers play a huge part in this! Luckily for you, our Highly Effective Managers Program is back by popular demand! 

We first ran this 6 module training program at the start of 2020, and we delivered two modules in person, and then went into lockdown in March 2020 and conducted the rest of the training on line. Despite these challenges, we had great fun and received 5 star feedback from our first group! Since then, we have run this program for many of our clients as in an inhouse training program for their managers.

From 2025, we will be offering this as a “public” program again, meaning that any of our clients can book their managers onto this program. There will be only 12 places available per intake, so please get in touch by the 31st August to get your name/your mangers name onto the waitlist for our September 2025 intake! 

Cost for the 6 modules: 

£1,995 plus VAT, which includes a DISC profile for each manager attending. 

5% discount applied if paid in full by the end of August, or 2 monthly payments of £ 1,000 plus VAT. 

The 6 Modules: 

1. Employment Law Masterclass for Managers
2. Effective Communication Skills and having difficult conversations 
3. Coaching Skills for Mangers using the GROW model
4. Recruitment Masterclass
5. Managing Performance and increasing Employee Engagement
6. Your ongoing journey as a Manager

BOOK A PLACE ON HEMP HERE

Or if you have questions feel free to email us hello@merakihr.com

Or BOOK A CALL HERE

Sound familiar?

Last week, I was working with a client who's on a mission to scale from multi-six figures to seven figures this year. When we caught up to review her growth activities, she mentioned she was keynoting at a networking event.

"Brilliant," I said. "Who's going?"

Silence.

"Do you have the attendee list?"

She didn't.

"Are you connecting with attendees beforehand? Who's capturing footage of your talk? How are you leveraging this on LinkedIn to reach your broader network?"

More silence.

Here's what I told her: You're playing the game with only half the team on the pitch.

The CEO Amplification Gap

Most CEOs are masters of the room. You can keynote brilliantly, lead strategic discussions with authority, demonstrate expertise face-to-face, and build relationships in person. These are core business leadership skills—and you excel at them.

But here's what's not in your wheelhouse: amplifying those moments beyond the room.

Getting attendee lists beforehand? Capturing content from the moment? Leveraging it on LinkedIn afterward? Turning one keynote into three months of strategic visibility? That's a completely different skillset than running a business—and it's why most established leaders treat strategic opportunities as isolated events.

You show up, deliver excellence, then move on to the next item on your calendar. Meanwhile, your less qualified but more strategically minded competitors are amplifying similar moments into sustained visibility that reaches far beyond any single room.

The Strategic Leverage Gap

When you keynote at an industry event, you're not just speaking to the room. You're creating multiple layers of strategic opportunity:

Layer 1: The Room The immediate audience who can hire you, partner with you, or refer you.

Layer 2: Your Network Your LinkedIn connections, newsletter subscribers, and industry contacts who need to see you as the thought leader you are.

Layer 3: Their Networks The extended reach when people share, comment on, and discuss your expertise with their own connections.

Most leaders stop at Layer 1. They deliver a brilliant keynote, shake hands, exchange cards, and consider the job done. Meanwhile, 90% of their potential strategic advantage evaporates because they haven't activated the latent potential of their broader network.

Why Amplification Isn't Natural for CEOs

Think about it: you became successful by mastering in-room performance. Board meetings, client presentations, strategic negotiations—these require presence, authority, and real-time relationship building.

Amplification requires a different skillset entirely:

• Strategic content planning
• Social media positioning
• Network activation strategies
• Follow-up campaign development

It's not that you can't learn these skills—it's that they're outside your natural CEO wheelhouse. You're focused on running a serious business, not becoming a content strategist.

But here's the problem: your competitors who are less qualified but more visible are securing the board positions, strategic partnerships, and high-value clients you deserve.

The Strategic Amplification Framework

Here's how my client transformed her keynote from a single-room event into a multi-touchpoint visibility campaign:

Before the Event

• Strategic Preparation: Secured the attendee list and identified key connections beyond the room
• Network Priming: Connected with strategic prospects on LinkedIn before the event
• Content Planning: Planned how this keynote would reach her broader network

During the Event

• Expertise Capture: Arranged for professional photos and video clips
• Real-Time Networking: Used attendee research to prioritise conversations
• Insight Collection: Gathered quotes and frameworks for amplification content

After the Event

• Network Activation: Posted about the event, tagging strategic attendees to reach their networks too
• Content Multiplication: Created a blog post, LinkedIn article, and newsletter piece extending her expertise
• Amplified Follow-Up: Personalised outreach that referenced the keynote and shared additional insights

The result? Her keynote became a three-month visibility campaign that positioned her as the go-to expert far beyond the original room.

Why This Matters for Your Business Growth

If you're running a serious business but your visibility doesn't match your ambition, you're likely experiencing one of these scenarios:

The Qualified Candidate Problem: You're the most qualified person for board positions, speaking opportunities, or strategic partnerships—but they're going to more visible competitors.

The Network Ceiling: Your business depends on referrals, but you've hit the growth ceiling because your network isn't seeing your ongoing expertise demonstrations.

The Hidden Expert Issue: You're brilliant in room conversations but invisible to the broader market that needs your solutions.

The Strategic Amplification Reality

Strategic visibility isn't about becoming a content creator or building a personal brand from scratch. It's about amplifying the expertise you're already demonstrating to activate the latent potential in your existing network.

When you keynote, you're not just delivering a presentation—you're demonstrating solutions to problems your broader network faces too.

When you close major deals, you're not just growing revenue—you're proving capabilities that your network should know about.

When you participate in industry leadership, you're not just fulfilling responsibilities—you're building authority that should extend beyond those specific rooms.

The question isn't whether you have the expertise. The question is whether your network knows you have it.

Your Strategic Amplification Action Plan

Look at your calendar for the next three months. Identify your in-room opportunities:

• Speaking engagements (conferences, webinars, panel discussions)
• Strategic meetings (board meetings, client presentations, industry roundtables)
• Business wins (new contracts, successful projects, strategic partnerships)
• Leadership moments (award ceremonies, industry recognition, expert positioning)

For each opportunity, ask yourself:

1. How can I amplify this beyond the room?
2. What content can I create that extends this expertise to my broader network?
3. Who in my network needs to see this demonstration of authority?
4. How can I activate my network's networks through strategic sharing?

The Bottom Line

You're already qualified. You're already doing the work. You're already excelling in the rooms that matter.

But if you're not amplifying those moments beyond the room, you're leaving strategic advantage on the table. Your network—the people who could refer you, partner with you, or consider you for opportunities—has no idea about the expertise you're demonstrating every week.

Amplification isn't in your natural CEO wheelhouse. But in today's market, visibility beyond the room isn't optional—it's essential for the growth you're after.

The question is: are you ready to play the full strategic visibility game?

About Strategic Amplification

After 25+ years developing strategic communication for global brands like L'Oréal, Colgate, Fiat, and Ryanair, I've seen how visibility beyond the immediate moment determines long-term success. From award-winning campaigns to high-stakes negotiations, I understand what it takes to amplify expertise strategically.

Today, I help established CEOs and MDs amplify the expertise they're already demonstrating—not through personal branding from scratch, but through strategic communication that activates the latent potential in their existing networks.

Ready to amplify your in-room excellence beyond the room? My Strategic Visibility for Ambitious Leaders service helps established CEOs and MDs create the visibility their business deserves. This isn't about building a personal brand—it's about strategic amplification that extends your expertise to the networks that matter. Book a strategic consultation to discuss how strategic amplification can transform your visibility.

Photo Credit: Elaine Walsh-McGrath

Why HEMP?

1. Tailored for your Managers
   HEMP is not just another management training program; it’s a comprehensive approach tailored for the unique challenges faced by today’s managers working in SME’s – just like yours! Whether you’re a seasoned manager or new to management, HEMP offers valuable insights and practical tools that are immediately applicable in your workplace.
2. Proven Frameworks and Techniques
   Our program incorporates proven frameworks and techniques grounded in the latest research in organisational psychology, but also put into real life practice as we are all managers ourselves!  Participants will learn how to leverage these strategies to enhance team dynamics, boost productivity, and drive results.
3. Focus on Real-World Application
   The HEMP emphasises real-world application through our interactive workshops, case studies, and group discussions. This hands-on approach ensures that participants can effectively implement what they learn, making the transition from theory to practice seamless.

Key Features of HEMP

Comprehensive Curriculum
Our modules covers essential topics such as employment law, effective communication & emotional intelligence, conflict resolution, performance management and employee engagement. Each module is designed to build upon the last, creating a cohesive learning experience.

Personalised Coaching
One of the standout features of HEMP is the personalised coaching follow up sessions. Participants will receive one-on-one guidance from our experienced coaches who will help them identify their strengths and areas for improvement as a manager, ensuring a customised learning journey for each participant.

Collaborative Learning Environment
Join a small community of like-minded professionals who are also on their leadership journey. We keep our learning groups to a maximum of 12, to create a collaborative learning environment, which also fosters networking, sharing of best practices, and peer support, enriching the overall learning experience for our participants.

Join our Highly Effective Manager program in 2025!

Our vision at Meraki HR is to make every business we work with a great place to work, and your managers play a huge part in this! Luckily for you, our Highly Effective Managers Program is back by popular demand! 

We first ran this 6 module training program at the start of 2020, and we delivered two modules in person, and then went into lockdown in March 2020 and conducted the rest of the training online. Despite these challenges, we had great fun and received 5 star feedback from our first group! Since then, we have run this program for many of our clients as in an inhouse training program for their managers.

From 2025, we will be offering this as a “public” program again, meaning that any of our clients can book their managers onto this on line training program. There will be only 12 places available per intake, so please get in touch by the 31st August to get your name/your mangers name onto the waitlist for our September 2025 intake! 

Cost for the 6 modules:

£1,995 plus VAT, which includes a DISC profile for each manager attending.

5% discount applied if paid in full before the 31st August 2025 or 2 monthly payments of £ 1,000 plus VAT.

The 6 Modules:

1. Employment Law Masterclass for Managers
2. Effective Communication Skills and having difficult conversations
3. Coaching Skills for Mangers using the GROW model
4. Recruitment Masterclass
5. Managing Performance and increasing Employee Engagement
6. Your ongoing journey as a Manager

Want to know more or to book your place?

Book a place on the course here
Contact us ; help@merakihr.com or book call with us: BOOK A CALL HERE

For more information on any of these topics or anything else HR related, give us a call.

You get the call on a Tuesday afternoon.

"We're considering you for the board position. Can you send over your recent thinking on industry trends? The committee wants to see how you communicate your strategic perspective."

Or maybe it's: "We're looking for a strategic consultant for our transformation project. The partners want to review your thought leadership before we move forward."

Your stomach drops.

Not because you don't have strategic perspective. You've been navigating complex challenges for years. You've made decisions under pressure that most people couldn't handle. You've built something significant.

But your "recent thinking"? The last thing you posted on LinkedIn was three months ago, and it was congratulating someone else on their promotion.

This is the moment when strategic visibility matters. And if you haven't been intentional about it, this is the moment when you realize you've been invisible to the opportunities you're most qualified for.

The Brutal Economics of Being Invisible

Here's what nobody tells you about strategic visibility: it's not about vanity metrics or building a following.

It's about economic opportunity.

Every industry has a finite number of board positions, speaking opportunities, strategic partnerships, and high-value consulting retainers. The people who get them aren't necessarily the most qualified.

They're the people whose expertise is most visible when decisions are being made.

Whether you're a CEO seeking board readiness or a consultant targeting Fortune 500 clients, the principle is the same: while you've been focused on delivering results, others have been strategically positioning themselves as the obvious choices.

And when decision-makers need to fill these roles, they don't conduct exhaustive searches. They call the people whose thinking they already know.

The Strategic Positioning Problem

Most successful leaders fall into what I call "the expertise trap."

You think: "My work speaks for itself. The right opportunities will find me."

But here's the strategic reality: opportunities don't find people. People find opportunities. And they find them through C-suite visibility.

CEOs miss board appointments for the same reason consultants miss high-value retainers: they're invisible when opportunities arise.

When someone needs to fill a board position, they're not googling "best CEO in [industry]." When companies need strategic consulting, they're not searching "most qualified consultant." They're thinking "Who do I know who understands this space strategically?"

If your name doesn't come to mind immediately, you're not in the running.

The Positioning Framework That Actually Works

After 25+ years in strategic communication and working with leaders navigating high-stakes situations, I've learned that effective positioning isn't about "building a personal brand."

It's about strategic communication of your actual expertise.

Here's the thought leadership strategy that works:

1. Identify Your Strategic Vantage Point

What do you see from your position that others don't?

• Cross-industry patterns from your experience
• Market shifts you're navigating in real-time
• Strategic decisions you're making that others will face later

This isn't generic leadership advice. This is your unique strategic perspective that positions you for executive advisory roles.

2. Communicate Your Thinking, Not Your Achievements

Don't tell people what you've done. Show them how you think.

Instead of: "Proud to announce we closed our Series B"

Try: "Three things I learned about investor expectations during our Series B that I wish I'd known during Series A..."

Your thinking is what qualifies you for strategic opportunities. Your achievements just prove you can execute.

3. Position for Opportunities, Not Followers

Ask yourself: "If someone needed to fill the exact type of opportunity I want, would they think of me?"

If the answer is no, that's your positioning gap.

What Strategic Visibility Actually Looks Like

For CEOs seeking board positions:

• Speaking at industry conferences as a thought leader
• Being quoted in trade publications on strategic issues
• Receiving unsolicited inquiries for board readiness assessments
• Having your perspective sought during industry transitions

For consultants targeting strategic consulting opportunities:

• Companies approaching you before RFP processes
• Being recommended by existing clients for their network
• Industry associations inviting you to lead strategic initiatives
• Executive teams requesting your input on transformation projects

The Strategic Communication Shift

Most leaders communicate like they're still building credibility.

But you're not building credibility anymore. You're leveraging it.

Building credibility sounds like: "I think this might be relevant..." "In my humble opinion..." "I could be wrong, but..."

Leveraging credibility sounds like: "Here's what I'm seeing in the market..." "Based on my experience with..." "The pattern I've noticed is..."

You've earned the right to have perspective. Communicate like it.

The Competitive Reality Check

While you're staying quiet, your competitors are becoming the go-to voices in your industry.

They're not smarter. They're not more qualified. They're just more strategic about positioning their expertise.

When opportunities arise, decision-makers already know:

• How they think about industry challenges
• What their strategic approach looks like
• Why their perspective matters

That's the competitive advantage of strategic visibility.

Addressing the Strategic Visibility Objections

"I don't have time for content creation"

You're not creating content. You're sharing thinking you already have. The strategic decisions you make daily? The patterns you're seeing? The conversations you're having? That's your content.

"My industry is too niche"

Niche industries have even more concentrated opportunity pools. Being the visible expert in a specialized field often carries more weight than being one voice among thousands in a crowded market.

"Isn't this just personal branding?"

No. Personal branding is about personality. Strategic visibility is about positioning your expertise for business opportunities. It's as strategic as any other business development activity.

The Strategic Question

Here's what I want you to consider:

What high-stakes opportunity do you want to be positioned for in the next 12 months?

Board position? Strategic consulting engagement? Speaking opportunity? Industry leadership role?

Now ask: If someone needed to fill that exact opportunity today, would they think of you?

If the answer is no, you have a strategic visibility problem.

And unlike other business problems, this one gets harder to solve under pressure.

You can't build strategic visibility during the board selection process or when investors are conducting due diligence. You build it before the opportunity arises.

The Strategic Choice

You have two options:

Option 1: Continue focusing solely on your business and hope the right opportunities find you.

Option 2: Be strategic about positioning your expertise for the opportunities you want.

Both are valid choices. But only one positions you for the recognition your expertise deserves.

The question is: what's the cost of staying invisible to the opportunities you're most qualified for?

Photo Credit: Elaine Walsh-McGrath

1. Lack of Training

Many managers step into their roles without adequate training. If they haven’t been equipped with essential leadership skills, they may struggle to effectively motivate and guide their teams.

2. Unclear Expectations

If managers don’t fully understand their roles or the expectations placed on them, it can lead to confusion and underperformance. Clear communication about responsibilities and goals is crucial.

3. Insufficient Support

Managers need support from higher leadership, whether it’s resources, guidance, or encouragement. Without this backing, they may feel overwhelmed or isolated in their roles.

4. High Workload

Managers often juggle multiple responsibilities. If they’re overburdened, their ability to focus on team management and development may suffer, leading to decreased effectiveness.

5. Poor Communication Skills

Effective communication is key to successful management. If your managers struggle to communicate clearly or listen actively, it can hinder team collaboration and engagement.

6. Inadequate Feedback Mechanisms

Regular feedback helps managers improve and grow. If they aren’t receiving constructive feedback on their performance, they may not recognize areas where they need to improve.

7. Resistance to Change

In today’s fast-paced work environment, adaptability is essential. If managers are resistant to change or lack the skills to navigate new challenges, it can impact their effectiveness and the team’s morale.

8. Team Dynamics

Sometimes, the issue isn’t with the managers themselves but with team dynamics. If team members aren’t collaborating well or if there are interpersonal conflicts, even a capable manager may struggle to achieve results.

9. Misalignment with Organisational Goals

If managers aren’t aligned with the broader objectives of the organisation, they may struggle to inspire their teams and drive meaningful results. Ensuring that managers understand and embrace the organization’s vision is crucial.

10. Lack of Motivation or Engagement

If managers are disengaged or unmotivated, it can reflect on their team’s performance. Understanding what drives your managers and fostering a positive work environment can help reignite their passion for their roles.

Conclusion

To address these issues, consider implementing targeted training programs, improving communication, and providing ongoing support. Regular check-ins and feedback sessions can also help managers feel more connected and empowered. By identifying and addressing the root causes of their challenges, you can help your managers succeed and, in turn, improve overall team performance.

How can we help?

We can help you to address all of these issues via our Highly Effective Managers Program.

We first ran this 6 module training program at the start of 2020, and we delivered two modules in person, and then went into lockdown in March 2020 and conducted the rest of the training online. Despite these challenges, we had great fun and received 5 star feedback from our first group! Since then, we have run this program for many of our clients as in an inhouse training program for their managers.

From 2025, we will be offering this as a “public” program again, meaning that anyone can book their managers onto this program. There will be only 12 places available per intake, so please get in touch by the 31st August to get your name/your mangers name onto the waitlist for our September 2025 intake!

Cost for the 6 modules:

£1,995 plus VAT, which includes a DISC profile for each manager attending.

5% discount applied if paid in full before the 31st August 2025 or 2 monthly payments of £ 1,000 plus VAT.

The 6 Modules:

1. Employment Law Masterclass for Managers
2. Effective Communication Skills and having difficult conversations
3. Coaching Skills for Mangers using the GROW model
4. Recruitment Masterclass
5. Managing Performance and increasing Employee Engagement
6. Your ongoing journey as a Manager

Want to know more or to book your place?

Book a place on the course here
Contact us ; help@merakihr.com or book call with us: BOOK A CALL HERE

And How to Start Working Smarter, Not Harder 

You walk into a room and people listen.

In meetings, your insights land. When you speak at industry events, people approach you afterward wanting to continue the conversation. Your team follows your vision, and your clients trust your judgment.

You're magnetic in person. Authentic. Real.

So why does creating content feel like speaking through cotton wool? Why do your LinkedIn posts sound like they were written by a corporate robot? And why does building a "personal brand" make you want to hide under your desk?

Here's what I've learned after helping CEOs and MDs for years: You're not broken. The advice is.

The Personal Brand Myth That's Killing Your Visibility

Let me guess what you've been told about building your personal brand:

"Post consistently!" (Even when you have nothing meaningful to say)

"Share your expertise!" (In 3-bullet-point formats that drain your soul)

"Be authentic!" (While following content templates that make everyone sound the same)

"Tell your story!" (Using frameworks that strip out everything interesting about you)

No wonder it feels awful. You're trying to squeeze your leadership presence through a content creation meat grinder designed for people building from scratch.

But you're not building from scratch. You're already successful. You just can't figure out how to translate your real-world presence to the digital world.

The Translation Problem

After 25+ years managing campaigns for L'Oréal, Ryanair, and global brands worth millions, I know something about communication that works under pressure.

The problem isn't that you lack presence. The problem is translation.

You know how to read a room, but you don't know how to read an algorithm.

You know how to have strategic conversations, but you don't know how to have strategic conversations with an audience you can't see.

You know how to position your thinking in boardrooms, but you freeze when trying to position your thinking in a post.

You're not less charismatic online. You're using the wrong approach.

What Actually Happens in Those Magnetic Moments

Think about the last time someone said "I never thought about it that way" after talking with you.

What were you doing?

• You weren't following a content template
• You weren't trying to sound "professional"
• You weren't worried about what everyone would think
• You were responding to something specific
• You were sharing your actual perspective
• You were being yourself, just focused

That's strategic visibility. Not performing. Not pretending. Just being yourself with intention.

The Charisma Translation Framework

Your in-person charisma comes from three things that absolutely translate online:

1. You Have Opinions (And You're Not Afraid to Share Them)

In person, you don't hedge every statement. You don't say "I think maybe possibly this might be true if market conditions align."

You say "Here's what I've learned after 15 years in this industry..."

Online? Same energy. Stop hedging.

2. You Connect Ideas in Ways Others Don't

In conversations, you draw connections between seemingly unrelated things. You say "This reminds me of when..." or "The pattern I'm seeing here is..."

That's your strategic thinking in action. That's what makes people lean in.

Online? Share those connections. They're content gold.

3. You Respond to What's Actually Happening

In person, you're not delivering prepared speeches. You're responding to the room, the moment, the specific challenge someone just mentioned.

Online? Stop trying to create content in a vacuum. Respond to industry developments, conversations you're having, problems you're solving.

The Strategic Shift That Changes Everything

Here's the shift that transforms everything: Stop creating content. Start having conversations.

Instead of asking "What should I post?" ask "What conversation am I already having that would be valuable for others to hear?"

Instead of "How do I build my personal brand?" ask "How do I extend the conversations I'm already great at having?"

Instead of "What's my content strategy?" ask "What's my conversation strategy?"

Real Strategic Visibility in Action

Instead of: "5 tips for leadership in challenging times"

Try: "Had three different CEOs tell me this week they're struggling with the same thing. Here's the pattern I'm seeing..."

Instead of: "Excited to share my thoughts on industry transformation"

Try: "Someone asked me yesterday why I think most digital transformations fail. Honest answer: because they're not actually transformation projects. They're technology projects with transformation marketing."

Instead of: "Grateful for another successful quarter"

Try: "Two years ago, a potential client told me our approach would never work in their industry. This week, their biggest competitor hired us to do exactly what we proposed. Markets change faster than opinions."

See the difference? Same insights. Same you. Just translated from conversation to content.

The Permission You've Been Waiting For

You don't need to become a content creator. You're already a strategic thinker.

You don't need to build a personal brand. You already have a reputation.

You don't need to be more authentic. You need to be more intentional about showing your authentic thinking to people who need to see it.

Your charisma isn't missing online. It's just trapped behind advice that was never designed for someone like you.

The Strategic Question

So here's what I want you to consider:

What would happen if you brought the same confidence you have in boardrooms to your online presence?

What opportunities would notice you? What conversations would you be invited into? What impact could you make if the right people actually knew how you think?

Because when your digital presence matches your real-world presence, everything changes.

The opportunities that should be yours? They start finding you.

Photo credit: Elaine Walsh McGrath

It’s a common experience, especially in our fast-paced world where we’re constantly bombarded by demands and expectations. Over time, it’s easy to drift away from who we really are. We become masters of coping, of pushing through, of chasing “shoulds,” often ignoring the quiet inner voice that whispers, There’s more to life than this.

When you’re out of alignment with your soul, life can start to feel strangely hollow. You might notice a dull ache of dissatisfaction, a lack of real joy, or a sense of being perpetually stuck in survival mode.

The good news is that your soul is always calling you to reconnect and align with your true essence and these feelings are all sign posts back home to that place.

What does Soul Alignment look and feel Like?

Soul alignment isn’t about living a flawless life or being endlessly blissful. It’s about feeling connected to who you truly are at the deepest level. It’s a sense of inner congruence, where your choices, values, and desires all flow from the same authentic source.

When you’re aligned, you stop second-guessing so much. There’s less spinning in your mind and more trust in your intuition. Decisions might not always be logical on paper, but they feel right. There’s also a quiet kind of joy, one that doesn’t depend on circumstances being perfect, but instead springs from knowing you’re on your true path.

The core elements of Soul Alignment

Deep Self-Awareness
This is where it all begins. Knowing what genuinely matters to you, beyond the noise of societal or family expectations , is crucial. What energises you? What drains you? What are your deepest longings? Awareness creates the foundation for aligned living.

Inner Calm & Intuitive Guidance
When you slow down and create space for stillness, your intuition gets louder. Instead of being overwhelmed by mental chatter, you start to hear those subtle nudges…a gut feeling, a spark of excitement, a sense of quiet knowing.

Living by Your Soul Values
Your values are like an inner compass. When your life reflects what’s truly important to your soul , whether that’s freedom, creativity, connection, or growth,  you feel more at peace. Sometimes honouring these values means stepping away from paths that look “safe” but don’t actually nourish you.

Purpose and Passions
Your soul carries a blueprint, a unique mix of gifts, interests, and lessons. When you start weaving more of what lights you up into daily life, everything feels more vibrant. For some, tools like Soul Plan readings are incredibly illuminating, helping to uncover the deeper threads that run through your life.

Healing and Expansion
Soul alignment often requires you to release old wounds, outdated beliefs, and patterns that keep you small. This part isn’t always comfortable, but it’s profoundly liberating. As you heal, you create more space to embody your true self.

Signs you might be ‘Out of Alignment’

• You’re constantly tired, even if you’re achieving on the outside
• There’s a vague sense that something important is missing
• You feel anxious, irritable, or emotionally flat more often than not
• Your body sends signals; perhaps through persistent tension or unexplained health dips
• You feel disconnected from others, or even from yourself

These aren’t failures; they’re gentle signals from your soul inviting you to come back into deeper alignment.

My own wake-up call

Years ago, I was living what many would have described as an successful life; a well-paying IT role in London, regular holidays, a packed social calendar. But inside, I was drained and increasingly disconnected from myself.

Then one day, my body forced me to stop. I collapsed at work, head clouded, struggling to articulate simple words. As I lay there waiting for help, I realised with  a clarity: This is not how I want to live.

That moment cracked something open in me. In the weeks that followed, serendipities started to appear; small, almost magical signs guiding me back to myself. One afternoon, a book literally tumbled off a shelf in a shop, landing at my feet. It was about life coaching, and it felt like the universe tapping me on the shoulder, saying, It’s time to remember who you are.

How you can begin to realign

If you’re feeling that quiet nudge, that soul longing to live in a way that’s more true to you,  here are some simple steps to start:

• Create quiet pockets in your day.
  Even ten minutes of stillness, journalling, or being in nature can help you hear your inner wisdom.
• Tune into your intuition.
  Notice those gentle pulls, sparks of excitement, or quiet inner yeses. They’re clues. The more you honour them, the clearer they become.
• Clarify what truly matters.
  Set intentions that come from your heart, not just your head. Ask: What would feel truly aligned for me right now?
• Challenge old beliefs.
  Notice the stories that keep you stuck; like I’m not ready, it’s too late, or I’m not good enough. Meet them with curiosity and compassion.
• Take small soul-led steps.
  Alignment grows through action. Whether it’s saying no to something draining, starting a passion project, or seeking support — each step builds trust in yourself.
• Seek out soulful community.
  Being surrounded by people who encourage your growth makes the journey less lonely and so much richer.

Why choose Soul Alignment?

Because staying misaligned is exhausting. It keeps you chasing external validation, while the real nourishment your soul craves goes unmet. But when you start honouring your inner truth, life shifts. There’s more flow, more ease, more genuine fulfilment. Challenges still come, of course but you meet them from a centred, grounded place.

If you feel called to explore this journey more deeply, my S.A.C.R.E.D. Re-Energise programme was created for exactly this. It’s a gentle yet powerful process to help you reconnect with your soul’s blueprint, heal old wounds, and start living from a place of inner clarity and alignment.

Because you truly deserve a life that feels vibrant, meaningful, and yours.

Anita D Marshall is a Soul Alignment Life & Business Coach,  Soul Transformation Therapist and Soul Plan Teacher empowering soul-aligned lives & businesses with clarity and purpose at www.anitadmarshall.com

*Photo Credit: Inspired Stock Shop

Without L&D, staff aren't just missing out on training, they’re missing out on confidence, clarity, and growth.

Professional Skills like communication, time management, problem-solving, leadership, and emotional intelligence are vital in every role.  It is important to remember though that this is not just for managers. However when there’s no structure in place to build these, we rely on people “figuring it out” or “learning on the job.” That’s a shaky strategy at best and a people-risk at worst.

I’ve worked with businesses that thought they couldn’t afford a training strategy,  until they realised the cost of staff churn, disengagement, and repeated mistakes was far greater.

Onboarding: The Missed Opportunity That Sets the Tone

Let’s talk onboarding. For so many businesses, this is still treated as a tick box exercise — paperwork, logins, a tour of the office or systems. But effective onboarding is where culture, expectations, and success are shaped.

New hires need to feel part of the bigger picture from day one. They need clarity on their role, support to get stuck in, and space to grow confidently into their responsibilities. It’s not just about a first impression, it’s about giving them the tools and knowledge to thrive.

And here’s the secret: good onboarding isn’t hard — it just needs intention.

The Overlooked Skill: Training Others

Another gap I see often? Businesses want their teams to step up and lead, but don’t actually show them how. You can’t just hand someone a PowerPoint and call them a trainer.

Whether it’s a team lead delivering a lunch & learn, or a manager mentoring new staff, knowing how to train others is a skill in itself. Helping employees become confident, effective trainers doesn’t just improve knowledge-sharing, it boosts morale, sharpens communication, and reinforces trust across the business.

You’re building internal champions. And that’s gold dust.

So What Can You Do?

• If you’re a business without a formal L&D team, you don’t need to panic — but you do need a plan.
  
• Start small: Identify the key gaps — is it onboarding? Soft skills? Manager development?
• Invest wisely: Short, impactful sessions (like my in-person or online workshops) can spark change without draining time or budget.
• Empower your team: Give your people the tools to teach, support, and mentor each other.
• Think culture: Training isn’t a one-off event. It’s part of the way you operate — and that starts from the top.

I work with businesses just like yours — helping to build bespoke, meaningful training strategies without the fluff.

Whether it’s developing your managers, training internal trainers, improving onboarding, or delivering focused skills sessions, there are simple ways to embed learning into your culture.

If you’ve been wondering how to get the best out of your team without a full-blown L&D department, let’s chat. You can do it — you just don’t have to do it alone.

Hazel, Empowering Your Circle

Here’s the brutal truth: most high-performing leaders have a goldmine of opportunity sitting quietly in their inbox, their LinkedIn connections, or the “we should catch up” list they’ve ignored for months.

If you’re serious about landing flagship clients, high-stakes contracts, or stepping into the next tier of visibility — then it’s time to stop focusing on strangers and start activating the people who already know you’re brilliant.

1. Your Network Isn’t Cold. You’ve Just Gone Quiet.

It's time to leverage your network for business growth.

You’ve done the work. You’ve delivered the results. You’ve built relationships over years — and then let them gather dust while chasing new leads. (Guilty as charged?)

Here’s what I see again and again:
Someone tells me their pipeline’s flat, and when we dig in? They haven’t posted in three months. Haven’t reached out to a past client in six. Haven’t actually said what they’re looking for. Sometimes LinkedIn or Networking isn't about finding the actual clients, it's about finding the person who can connect you.

I asked Andy, a turn around expert, "Who did you love working with?" When he told me, I said "And who connected you to that contract? When did you last speak to them?" 

By reaching out to old contacts who loved what he achieved for organisations that they worked with, he signed new contracts with so much more ease than attending 4 networking meetings that were doing absolutely nothing for his monthly sales.

This isn’t about selling. It’s about reminding people you exist — and making it crystal clear what you do now.

2. If You’re Not Top of Mind, You’re Not in the Room

What is your business visibility strategy and is it converting clients?

You know how many great businesses get passed over because their competitor was visible?

And I get it. You’re running a business. You’ve got a team, a pipeline, a million priorities. But here’s the uncomfortable truth:

Your next-level opportunities — the seven-figure contracts, the strategic partnerships, the keynote invites — don’t land because you’re excellent.
They land because the right people know you’re excellent.

Visibility isn’t about performance. Or posting b-roll videos with trending audio!
It means aligning your voice with the level of work you’re already doing.

So:

• Stop posting for “engagement.” Post with intent.

• Say what you actually do. Make it obvious.

• Speak to your client's objections and demonstrate why your business is the best.

Your Relationship Capital Is More Valuable Than Your Content Calendar

Are you getting your relationship marketing strategy right?

You don’t need to “go viral.”
You need your name in the room when budgets get signed off.

And that doesn’t happen because you posted a trending audio or showed up in someone’s Reels.
It happens because someone in your network remembers your name, your clarity, your credibility — and thinks, “She’s perfect for this.”

So:
Show up consistently (otherwise you'll be forgotten)
Say something of value.
Reconnect with intention.

I reached out to contacts from my advertising days, just saying hi, asking how people that I had worked with were doing. It lead to a contract as a digital content consultant, the work that I did for that organisation lead to being engaged by Social Entrepreneur's Ireland and then that work followed on to another contract with Sprout & Co. 

Don't underestimate your network, even if you have completely pivoted. They are still your champions. 

Don’t Let Silence Cost You Growth

Don't underestimate your network when it comes to strategic business growth.

Your next level isn’t waiting for you in an ad funnel or a cold DM campaign.
It’s sitting quietly in your network — ready to open doors if you start knocking.

So if you’re serious about big clients, bigger impact, and doing it all as yourself — not as some corporate robot — get strategic.

Reignite your relationships.
Speak like the expert you are.
And position yourself where the real decisions are made.

If you’re ready to be seen, heard, and hired at the level you’re already delivering — let’s talk.

🟡 This is a discovery call — not a sales pitch.
🟡 We’ll uncover where your messaging and visibility are out of sync.
🟡 And map how to re-engage the network that already trusts you.

👉 Book Your Discovery Call
Let’s make sure the right people actually know what you do — and why you’re the one to hire.

Photo Credit: Elaine Walsh McGrath

When you don't have a LinkedIn content planning system, you're essentially invisible. And if you're invisible on LinkedIn, you're not generating leads, growing your business, or positioning yourself as the go-to expert in your field.

Why LinkedIn Content Planning Matters for Service Businesses

When you approach LinkedIn without a content plan, you're stuck in reaction mode. You post when inspiration strikes. You scramble for ideas. You feel guilty when you don't post, then overthink when you do. It's an exhausting cycle that delivers minimal results.

Implementing a strategic LinkedIn content planning approach means:

• Purposeful Content: You know exactly what you're posting and why. No more staring at a blank screen wondering what to write.
• Business Alignment: Your content directly supports your business goals. If you want to generate leads, your LinkedIn strategy must create a path for your audience to follow.
• Audience Relevance: People's priorities shift throughout the year. Your LinkedIn visibility strategy must reflect these changes to maintain engagement.
• Time Efficiency: Imagine logging into LinkedIn knowing precisely what value you're sharing that day. That's what strategic planning delivers.

Inside The Let's Get Visible Society, we've developed a LinkedIn content planning process that transforms sporadic posting into strategic visibility.

The Three-Pillar LinkedIn Visibility System

When growing your presence on LinkedIn, random content won't attract the right prospects. Your LinkedIn content calendar needs structure and intention.

Our planning sessions always return to the Three-Pillar LinkedIn Visibility System:

Pillar 1: Inspire Desire

Show your audience you truly understand their challenges. When potential clients encounter your content, they should instantly feel a connection—as if you're speaking directly to their situation. This is where you build the recognition that makes them think, "This person gets exactly what I'm facing."

Pillar 2: Address Buying Motivations

Clarify why your audience should care about your solutions. This isn't about listing services but demonstrating tangible benefits. Your LinkedIn content plan should consistently illustrate the transformation you provide.

Pillar 3: Establish Trust & Authority

People hire experts they trust. Your LinkedIn posting plan must demonstrate your expertise, showcase your methodology, and provide evidence of your results. Case studies, client testimonials, and thought leadership content all support this pillar.

By mapping your LinkedIn content calendar to these three pillars, you eliminate guesswork and ensure every post drives your business forward.

Understanding the Customer Mindset for LinkedIn Content Planning

The most common mistake in LinkedIn content creation is thinking from your perspective rather than your audience's.

In The Let's Get Visible Society, our LinkedIn visibility strategy starts by getting inside the minds of our ideal clients.

We ask critical questions like:

• What challenges are my prospects facing this month?
• What industry pressures are affecting their decisions right now?
• What opportunities are they exploring this quarter?
• What specific problems can my services solve for them today?

For example, if your audience consists of business owners, their mindset shifts throughout the year:

• January: They're establishing annual goals and strategies Content opportunity: Share your goal-setting framework or client success stories
• March: They're deep in implementation and likely feeling overwhelmed Content opportunity: Offer streamlining tips or productivity hacks
• August: They're in holiday mode, making fewer major decisions Content opportunity: Provide lighter, inspirational content that maintains connection
• September: They're re-energized and ready to invest in growth Content opportunity: Present service offerings that capitalise on year-end budgets

When your LinkedIn content planning reflects your audience's current reality, you become magnetic. You transform from just another service provider into a timely, relevant resource delivering solutions exactly when they're needed.

How to Create Your LinkedIn Content Plan in 5 Steps

Turning strategic thinking into an actionable LinkedIn content calendar doesn't have to be complicated. Here's our proven process from The Let's Get Visible Society:

1. Map Your Quarter: Identify key business events, launches, and industry trends for the next 3 months.
2. Define Monthly Themes: Assign a primary focus to each month that aligns with your business goals.
3. Build Your Idea Vault: Collect 15-20 content ideas based on client questions, success stories, and industry insights.
4. Schedule Your Calendar: Distribute content types (educational, inspirational, promotional) across your LinkedIn content calendar.
5. Create Batch Templates: Develop reusable formats for consistency and time savings.

We maintain an "Idea Vault" filled with proven prompts that eliminate the blank page syndrome. This resource includes everything from audience desire statements to frequently asked questions to varied content formats (polls, videos, carousels). With this system, you'll never start from scratch again.

The Measurable Impact of LinkedIn Content Planning

After our recent quarterly planning session, members left with their complete LinkedIn content calendar populated for the next three months.

They're not guessing. They're not stressing. They're not hoping LinkedIn will magically bring them opportunities.

They have a systematic LinkedIn visibility strategy. They have a repeatable process. And they're showing up in a way that actually grows their service businesses.

Transform Your LinkedIn Visibility Today

If you're still caught in the cycle of "I should really post something" but never achieving consistent visibility, it's time for a change.

The truth is simple: visibility leads to opportunity. Opportunity leads to client relationships. Client relationships lead to business growth. But none of this happens if you're not showing up strategically.

Ready to implement a proven LinkedIn content planning system that generates visibility and leads for your service business? The Let's Get Visible Society is where service providers, consultants, and experts come to transform their LinkedIn presence.

Download our free Create Content With Ease Workbook to start organising your visibility strategy today.

Want the complete system? Join The Let's Get Visible Society and get access to our full LinkedIn visibility framework, templates, coaching, and supportive community.

Let's make your expertise visible.

Photo Credit: Elaine Walsh McGrath

You don’t want to come across as pushy. You don’t want to pitch out of the blue. You definitely don’t want to send a message that sounds like a bad AI-generated script.

I’ve been there. And I promise you, there’s a better way.

In Build Connections on LinkedIn with Confidence, I show you exactly how to start and nurture conversations that are genuine, easy, and lead to the kind of clients you want to work with.

The truth about messaging on LinkedIn

So many coaches and service providers hesitate to reach out on LinkedIn because they don’t want to be "that person."

You know the one:

• Cold DMs right after accepting a connection

• Copy-pasted sales pitches

• Overly formal language that doesn’t sound like a real human

But here's the thing: you can reach out in a way that feels natural. In fact, when you know what to say and how to say it, messaging becomes one of your most powerful tools for building trust.

Here's what I do instead

When I connect with someone new, I treat it like I would a real-life networking event.

I start light. I take a genuine interest. I comment on something in their profile or content. I make it about connection first.

Inside the course, I give you:

• DM swipe files that sound like you (not a sales robot)

• Message templates that create opportunities for real conversations

• A Market Research Post template that helps you learn directly from your audience

This isn’t about manipulating a connection into a call. It’s about starting a real conversation—and letting the next step come naturally.

Want to see it in action?

Here’s an example of how I might start a conversation:

“Hi Sarah, I came across your profile after reading your post about burnout in leadership roles. It really resonated—especially your point about boundaries. Would love to stay connected and keep learning from your content.”

Notice what’s missing? A pitch. This kind of message opens a door, not pushes through one.

Market Research That Starts Conversations

One of my favourite ways to connect with potential clients is to share a market research post that asks a question relevant to the service I offer. It’s a post written not to sell—but to listen.

When someone engages with it, it opens the door to a thoughtful follow-up message, like:

“Thanks for commenting on my post about [topic]. You gave me a new perspective—would love to hear more about how you're handling that in your work.”

This approach has sparked genuine conversations, built my network, and led to aligned client work.

3 Steps to Start a Great Conversation on LinkedIn

1. Check their profile. Find something you genuinely connect with.

2. Lead with curiosity. Ask a question or comment on their content.

3. Follow up naturally. If they engage, keep the conversation going—don’t force the pitch.

People buy from people they trust

We know this. We say this. But on LinkedIn, it’s easy to forget it.

Everything about Build Connections on LinkedIn with Confidence is designed to help you:

• Show up as yourself

• Communicate clearly

• Build trust through every step

And that trust? It’s what turns a simple DM into a discovery call. A call into a client. A client into a referrer.

It gets easier with practice (and a plan)

If you’re nervous about messaging now, that’s OK. It doesn’t mean you’re doing it wrong. It means you haven’t found a strategy that works for you yet.

Once you do? The dread goes away. You’ll know who to connect with, what to say, and how to follow up without it feeling weird.

That’s what we cover in the course. And it’s what makes it possible for you to start building a business you love on LinkedIn—one real conversation at a time.

Final Thought:

If reaching out on LinkedIn gives you a pit in your stomach, you’re not alone. But there is a way to make messaging feel good—and actually get results.

You can start those conversations with confidence. I’ll show you how.

www.elainewalshmcgrath.com/Build-Connections-LinkedIn-with-Confidence

Elaine Walsh McGrath is a LinkedIn specialist with 25+ years of experience in marketing and advertising. She worked with major brands like Colgate and Kenco before pivoting to help small businesses and service providers shine on LinkedIn. As a special needs mom to a daughter with Down syndrome, she understands the importance of strategies that work efficiently without wasting precious time.

Photo credit: Elaine Walsh-McGrath.

You’ve got content. You’ve updated your profile. You’re showing up with real intention.

But it still feels like you’re talking to the wrong people. The content is good—but it’s not converting.

If that sounds familiar, the problem might not be your content. It might be your connections.

LinkedIn isn’t just a place to post. It’s a place to build relationships.

In Build Connections on LinkedIn with Confidence, I show you how to:

• Connect with people who actually need what you do

• Build trust through natural conversation

• Grow your network with purpose, not pressure
  

This isn’t about cold pitching or chasing. It’s about creating an ecosystem of aligned, intentional relationships.

Here’s the mistake I see all the time:

You post. You share. You show up consistently. But no one bites.

You might be surrounded by followers who:

• Aren’t your target clients

• Don’t really understand what you do

• Aren’t in the right headspace to invest
  

And that’s not your fault. You’ve just outgrown your network.

When I made this shift myself—when I started strategically growing my network—it was like flipping a switch.

Suddenly, the people I wanted to work with were actually seeing my posts. Engaging. Reaching out. Booking calls.

Quality connections change the game

Real business growth on LinkedIn doesn’t come from the number of people who like your post. It comes from the depth of the relationships you build.

Build Connections on LinkedIn with Confidence walks you through how to:

• Identify your ideal connection criteria

• Find allies, referrers, and prospective clients

• Reach out without sounding weird or pushy

Think: low-pressure, high-impact

I’m not going to tell you to message 50 people a week. I’m going to show you how to:

• Build relationships like you would at an in-person networking event

• Follow up without awkwardness

• Stay consistent without burning out

And yes, you’ll learn how to create content that supports this strategy too.

Plus: You get extra support with my course. How?

To give you even more support and encouragement as you go, you’ll be able to ask the questions that you need answered below the course and also in my private Facebook support group. You’ll have the chance to ask questions, celebrate wins, and get guidance directly from me and your peers.

• Take action alongside others

• Get feedback and motivation

• Build connection-building habits that stick
  

We move together in our community, with as much accountability as you want and encouragement at the heart of everything.

Final Thought:

If your LinkedIn content isn’t leading to clients, it’s time to stop shouting into the void and start building a network that’s ready to listen—and ready to buy.

Let’s build those connections with confidence. It starts here.

Photo Credit: Elaine Walsh McGrath

Raise your profile:

Entering awards shows your ambition and showcases you as the expert. Let people know you’ve been nominated on your social media, through your customer database via e-marketing, on your website, on your email signature, in chats at networking and amongst your peers too. Awards don’t usually get much PR take-up, so concentrate more on your own direct communications – you’ll reach more people, and a more relevant audience.

Social media content:

Awards will give you something to share on your socials. Your content can include you writing the form, sending it in, plus any news of the shortlist should you get through too. Connect with others involved too, sponsors, organisers and other entrants.
What you write in the form might also give you some social media content – tell people again, what you do, why, and your future plans!

Rise above the competition

Your competitors will notice your award success – and it might just carve you out as the one to choose over them in the future for potential customers, clients, partners or collaborators.

Networking:

You can network even before you get to the awards ceremony. By sharing content, commenting and interacting, you never know who you might meet. You might meet peers to collaborate with, suppliers to use or other businesses you might not usually have had the opportunity to know. Try and meet them on the night too like a mini meeting!

Success:

If you are a winner, this brings with it, credibility and endorsement. Use the awards logo on your website and email sign-off, social media and any other relevant literature you produce that you share with customers, peers and suppliers. Always share the news on your website news page too, plus let your database know – they already know you and might be galvanised to look again, buy again or recommend you.
It’s a chance to re-connect with them but also lets them know that they’re buying from an award-winning company too!

HOW TO ENTER

Take a look at the awards info, categories and entry forms here:
https://wibn.co.uk/page/awards

WIBN AWARDS ENTRY PACKAGE

If you need help with your award, Izzy PR has an exclusive WIBN package to help you get your form in. We know not everyone has the time, or wants to write about themselves for an award – we can help you to get a great entry in that showcases what you do.
Our background is journalism, so our English standards are high – we’ll write you a strong entry.

What’s included

• 60-min Teams call with you to discuss the entry and gain information for the form
• Drafting answers for each section
• Liaison with you to finalise the entry – either via Teams call or email
• Full completion of the form, wordcounts, spelling and grammar checked, and submission on your behalf or sent to you to send yourself.

£350 per entry

Get in touch to book in:
sarah@izzypr.co.uk | izzypr.co.uk

You're posting consistently. You're sharing your expertise. You're offering valuable tips and insights.

Yet still... crickets.

If this sounds familiar, I have some good news for you: the problem isn't that you're not good enough, knowledgeable enough, or posting enough.

The problem is that your potential clients can't see themselves in your content.

The "What's In It For Me?" Dilemma

Let's be honest: most people scrolling through LinkedIn are thinking one thing: "What's in it for me?"

They're not thinking about your services, your skills, or even your story. They're thinking about their challenges, their goals, and their needs.

This is where most service providers go wrong on LinkedIn. They focus on sharing what they do rather than showing clients what they'll experience.

Enter: The Client Mirror Method

The Client Mirror Method is something I developed after years of struggling to get traction on LinkedIn. It's a simple yet powerful shift in how you create content.

Instead of thinking, "I do this," think, "This is what my clients experience."

Let me show you how this works with a real example:

Before (focused on you): "I create social media content for coaches."

After (focused on them): "One of my clients went from struggling to post on LinkedIn to signing their first high-ticket client after using this one content shift."

See the difference? The first statement is about you. The second shows potential clients what's possible for THEM.

How to Implement the Client Mirror Method

Here's a step-by-step process to transform your LinkedIn content using this approach:

Step 1: Identify Client Outcomes

What results have your clients actually experienced? Don't just think about what you delivered – think about the impact it had on their business or life.

For example:

• Did they save time?
• Did they sign new clients?
• Did they get more inquiries?
• Did they raise their prices?
• Did they feel more confident?

Real outcomes create compelling content.

Step 2: Translate Features into Experiences

For every service you offer, ask yourself: "What does this mean for my client?"

Feature: I provide website copywriting Experience: My clients get websites that convert visitors into paying customers

Feature: I offer virtual assistant services Experience: My clients win back 15+ hours every week to focus on business growth

Feature: I teach LinkedIn strategy Experience: My clients start getting inquiries in their DMs instead of having to chase leads

Step 3: Use Client Language

This is crucial: describe outcomes using the exact words and phrases your clients use.

How do you know what language they use? Listen to them!

• Pay attention to comments on your posts
• Note what they say in discovery calls
• Review testimonials and feedback

When you mirror their language back to them, they instantly recognize themselves in your content.

Example: The Client Mirror Method in Action

Let me share a real example from one of my clients, a VA who was struggling to get traction on LinkedIn.

Her original post: "As a virtual assistant, I help busy entrepreneurs manage their email, calendar, and admin tasks so they can focus on growing their business."

Her post using the Client Mirror Method: "'I finally took a full weekend off without checking my inbox once – first time in three years!' – This is what my client told me last Monday after just two weeks of working together. If you're an entrepreneur who hasn't had a proper break in months (or years), let's talk."

The results? Her revised post got 3x more views, 5x more comments, and led to two inquiries in her DMs.

Why? Because other overwhelmed entrepreneurs could see themselves in that story. They could imagine what it would feel like to take a weekend off without worrying about their business.

Common Mistakes to Avoid

When implementing the Client Mirror Method, watch out for these pitfalls:

1. Being too vague about outcomes Instead of "My clients get great results," say "My client increased her email open rate from 15% to 32% in just one month."

2. Using industry jargon Speak your clients' language, not your industry's terminology.

3. Making it about you again Watch for subtle ways you might redirect the focus back to your expertise rather than their experience.

The Bottom Line: It's Not About You

Here's the harsh truth that transformed my LinkedIn presence: nobody cares about what you do. They care about what you can do for them.

When I shifted from talking about my LinkedIn expertise to showing people what was possible for THEM on the platform, everything changed.

I started getting client inquiries in my DMs. I got invited to speak at events. I was able to work less while earning the same (or more).

And it all started with this simple mindset shift: make your content about THEM, not you.

Ready to Put This Into Practice?

Take a moment to review your last 5 LinkedIn posts. How many focused on what you do versus what your clients experience?

Try rewriting one using the Client Mirror Method, and I'd love to hear what results you see.

Want to see this method in action, along with my other key LinkedIn strategies? I'm hosting a free LinkedIn masterclass where I'll dive deeper into these techniques and show you exactly how to implement them. In just 60 minutes, you'll learn proven strategies that have helped clients like Kimberly Drain sign new clients after just one training. Register for the webinar here.

Elaine Walsh McGrath is a LinkedIn specialist with 25+ years of experience in marketing and advertising. She worked with major brands like Colgate and Kenco before pivoting to help small businesses and service providers shine on LinkedIn. As a special needs mom to a daughter with Down syndrome, she understands the importance of strategies that work efficiently without wasting precious time.

Photo credit: Elaine Walsh-McGrath.

https://www.youtube.com/watch?v=muApCtITP48

Business Taxation & National Insurance: While no new tax increases were announced, the end of stamp duty cuts and increases in National Insurance contributions will affect business owners starting April 2025. Additionally, the National Living Wage will rise to £12.21 per hour, and Business Asset Disposal Relief will increase to 14%. Changes to the non-dom tax regime and a new residency scheme are also on the horizon.
Housing & Workforce Development: £2 billion has been allocated for social and affordable housing projects. This is expected to ease the growing housing crisis in the UK, with knock-on benefits for businesses in construction and related sectors.

Additionally, the government will invest £600 million to train 60,000 new construction workers to address the UK's skills shortage.

Key Changes for Business Owners of Limited Companies & Sole Traders
Economic and Fiscal Outlook: The OBR forecasts 1.0% economic growth in 2025, slower than previous estimates, but expects it to rise to 1.9% in 2026, with cumulative growth reaching 9.4% by Q1 2030. The MPC has lowered interest rates three times since August 2024, and CPI inflation is projected to peak at 3.8% in July 2025, stabilizing near 2% by Q2 2026. Real wages and disposable income are set to rise, with GDP per capita expected to increase by 5.6% by Q2 2029.

Economic Outlook & Business Impact: The UK government is prioritizing economic growth and stability, focusing on boosting investment and productivity. However, higher borrowing costs and inflation pressures will increase business expenses, particularly for loans and supplier costs. A volatile global market and slower growth in key trading partners may pose challenges for businesses dependent on international trade.

Investment & Fiscal Policies: The government is committing over £100 billion to long-term infrastructure investments, which may benefit SMEs in construction, housing, and related sectors. Public spending rules ensure balanced budgets, limiting the scope for new direct business subsidies.

Planning Reforms & Housing Market Impact: Reforms to the planning system aim to increase housebuilding by 30% by 2029-30, creating opportunities for businesses in construction and real estate. An improved housing supply could also support workforce mobility, benefiting businesses in high-demand areas.

Labour Market & Productivity Considerations: The government’s focus on raising employment and productivity may lead to new incentives or reforms impacting hiring and workforce development. Addressing economic inactivity, such as long-term illness affecting 2.8 million workers, could result in new employment law or welfare reforms.

Borrowing & Public Finances: The increase in UK government bond yields will raise borrowing costs, affecting business loans and financing. The government’s goal to reduce borrowing by £3.4 billion by 2029-30 signals a cautious fiscal approach.

What This Means for Business Owners

Limited Companies: Business owners may face higher borrowing costs, but the focus on infrastructure investment could present new growth opportunities, particularly in construction and related sectors.
Sole Traders: Inflation and market volatility could increase costs for sole traders. However, the government's housing reforms and infrastructure projects may create more work in construction and real estate.

Looking Ahead: A Holding Pattern
The Spring Statement suggests a holding pattern, with many analysts anticipating further announcements in the Autumn Budget. While no new tax increases were revealed, the possibility of tax hikes later in the year remains a concern. The freeze on income tax thresholds until 2028, alongside the ongoing expansion of Making Tax Digital, will create additional administrative burdens for businesses.

Despite these challenges, the government’s commitment to balancing the budget and reducing government spending is clear. However, with inflation still a concern and interest rates at elevated levels, businesses will continue to face headwinds in the months ahead.

The Chancellor’s Spring Statement 2025 outlines a careful balancing act of growth and austerity. While there are key opportunities for businesses, especially in sectors like construction, real estate, and infrastructure, the ongoing freeze on tax thresholds and looming cuts to welfare spending mean that businesses will need to navigate the challenges of higher costs and increased regulatory burdens.

As we await further details in the Autumn Budget, business owners should stay informed and adjust their strategies to stay resilient in an uncertain economic environment.

If you need a consultation on how this will affect your businesses, book a call with me.

https://calendly.com/enquiries-ad-accounting/30min

*image AD Accounting

We've all been there. You craft what you think is the perfect LinkedIn post, hit publish, and then... crickets. Or maybe you get a handful of likes but no real business comes from it.

If LinkedIn feels like a waste of time for your business, you're not alone. But before you abandon the platform entirely, I want to share three powerful strategies that transformed my own approach to LinkedIn – and have helped countless business owners turn their LinkedIn presence from frustrating to fruitful.

As a former advertising executive who worked with major brands for over 20 years before pivoting my career, I've learned what works and what doesn't when it comes to attracting real clients on LinkedIn. Today, I'm pulling back the curtain on the three most effective strategies from my "How to Shine on LinkedIn with Confidence" training.

Strategy #1: The Client Mirror Method

Most people approach LinkedIn with the wrong mindset. They think about what they want to say instead of what their audience needs to hear.

The Client Mirror Method (or "what's in it for me, but for them") flips this approach on its head. Instead of focusing on what you do, focus on what your service means for your clients.

Here's how to implement it:

Instead of saying: "I create social media content for coaches."

Try saying: "One of my clients went from struggling to post on LinkedIn to signing their first high-ticket client all by using this one content shift."

See the difference? The first statement is about you. The second statement shows potential clients what's possible for them. It helps them see themselves in your content.

When you make your content about your audience's dreams, challenges, and desired outcomes, they naturally think, "I need to work with this person." This simple shift can dramatically increase your conversion rate without changing anything else about your approach.

Strategy #2: Be Wildly Visible (To The Right People)

Here's a secret that most LinkedIn "gurus" won't tell you: You don't need thousands of followers to find clients on LinkedIn.

Being "Wildly Visible" isn't about going viral – it's about depth, not breadth. It means being consistently visible to the right audience.

Here's how to be Wildly Visible:

1. Use LinkedIn search strategically to find your ideal clients
2. Comment thoughtfully on their posts to get on their radar
3. Tag and mention key people in your value-driven content
4. Think adjacently about who might be connected to your ideal clients

For example, if you're a virtual assistant for coaches, don't just post your own insights. Go comment on posts from business coaches so their audience starts noticing you. If you're a money coach, engage with content from financial advisors or mortgage brokers.

This strategy works because it creates meaningful connections through your consistent presence. It's not about broadcasting to everyone – it's about being visible to the people who matter most to your business.

Strategy #3: Connection Over Engagement

This might be the most counter-intuitive strategy of all: stop chasing likes and focus on starting conversations.

Posting for engagement is one of the biggest mistakes I see on LinkedIn. Remember: you don't want just likes – you want leads.

Here's how to implement the Connection to Client method:

1. End your posts with a direct, simple question that's easy to answer
2. Reply to comments in a way that invites deeper conversation
3. Follow up with engaged commenters via DM – but not in a salesy way

For example, instead of posting "Here's my tip for getting better at LinkedIn," try "Have you tried this approach before? What's worked for you when posting on LinkedIn?"

When someone comments, don't just say "Thanks!" Instead, ask a follow-up question that keeps the conversation going. Then, when appropriate, move to DMs with something like:

"Thanks so much for commenting on my post about [topic]. I'd love to know more about how you came to think that way or what experiences you've had with this in the past."

This approach turns casual interactions into real conversations – just like you would at a networking event. And real conversations lead to real clients.

The Surprising Truth About LinkedIn Content

Most people overthink their LinkedIn content strategy. Here's what you need to know:

• Comments are content too – LinkedIn even measures comment reach now
• Photos still work well on LinkedIn (unlike other platforms)
• Sharing articles with your perspective builds authority
• Even simple text posts can be effective

Remember: content is just the bridge from their problem to you as their solution. How can you fill that gap with answers?

What's Holding You Back?

After working with hundreds of business owners on their LinkedIn strategy, I've found that most people struggle because:

1. They treat LinkedIn like Instagram (it's not)
2. They post without a conversion strategy
3. They don't leverage their existing connections

But the good news is that you don't need to post daily or go viral. You just need a content strategy that makes you visible to the right people.

Ready to Transform Your LinkedIn Presence?

If you found these strategies helpful, you'll love my free training "How to Shine on LinkedIn with Confidence" where I dive much deeper into these concepts and share additional tactics that have helped business owners like Kimmy Drain sign two new clients immediately after implementing them.

Plus, when you watch the training, you'll receive my Content With Ease Workbook and 10 Easy Content Ideas worksheet as my free gift to you.

WATCH THE FREE TRAINING NOW

As a special needs mom to my daughter with Down syndrome, I don't have time for strategies that don't work – and I'm guessing you don't either. These proven LinkedIn approaches are designed for busy entrepreneurs who want real results without the overwhelm.

What's your biggest challenge when it comes to LinkedIn? Email me and let me know hello@elainewalshmcgrath.com

Elaine Walsh McGrath is a LinkedIn Visibility Specialist who helps service-based businesses attract clients with confidence and authenticity. After 20+ years in advertising working with major clients like Colgate and Kenco, she now teaches entrepreneurs how to shine on LinkedIn without resorting to "icky" sales tactics.

Photo credit: Elaine Walsh-McGrath.

*PIC FROM CANVA*

That doesn't happen at the events that I go to. Even the most nervous newbie is lovely to chat to. Right?

Now think about LinkedIn, which is just networking moved online. So many of us are WAY too formal in that space. And guess what? It's hurting our chances of connecting with potential clients.

I recently worked with Sophie, a business coach who was struggling to attract clients despite her impressive credentials. Her LinkedIn profile checked all the traditional boxes – professional headshot, detailed work history, and industry-standard terminology. But something wasn't clicking. During our session, she shared a story about helping a business that had been established for 150 years that was struggling, and her eyes lit up as she described how they worked together to turn things around. That authentic passion was completely missing from her profile through to her content.

Here's the truth that many professionals miss: LinkedIn isn't just a digital resume platform – it's your story's stage. And right now, you might be telling the wrong story, or worse, no story at all.

Think about the last time you were captivated by someone's professional journey on LinkedIn. Was it their list of certifications that drew you in? Or was it the way they shared their experiences, challenges, and victories?

Business storytelling isn't just about sharing information – it's about creating connections that resonate with your audience.

Let's talk about what's really happening when someone engages with your LinkedIn presence:

Your content speaks before you do. Those ultra-formal posts might say "professional," but do they say "approachable"? Do they reflect the person your clients actually work with? The best LinkedIn storytelling shows you as you are – professional yet authentic, confident yet approachable.

Your daily updates are your ongoing conversation with your audience. Instead of "Just finished another successful project," try sharing the journey, the challenges, the learning moments. Notice the difference? One lists an achievement; the other tells a story about value and growth.

I worked with another client, Jo, who transformed her LinkedIn content by leveraging her everyday experience of being a mental health training provider. Where we started showing her story instead of telling her stories. It has made a huge difference to her business and she is currently booked out for months.

Here's what many miss about business storytelling on LinkedIn:

It's not about perfect grammar or sophisticated language. It's about authentic communication that bridges the gap between professional expertise and human connection. Your failures and challenges are as important as your successes. They show resilience, learning, and relatability. Share them thoughtfully.

Engagement isn't just about posting content – it's about continuing the story through meaningful interactions. Comment with insight, share experiences, ask questions that matter. The most successful professionals on LinkedIn aren't just exhibiting their expertise – they're narrating their professional journey in a way that invites others to connect with their story.

Think about your current LinkedIn presence. Does it tell your professional story, or does it just list your professional facts? Does it invite conversation, or does it create distance? Does it show the value you bring, or just the titles you've held?

Here's how to transform your LinkedIn storytelling:

1. Start with your why. Before posting anything, write down why you do what you do. What drives you? What problems do you love solving? This should colour everything you share.
2. Audit your current content through the lens of storytelling. Is your authentic voice coming through? Would someone get a sense of what it's like to work with you?
3. Write your posts as if you're telling a friend about your professional journey over coffee. Then edit for clarity while keeping the conversational tone.
4. Review your content strategy. Where can you replace corporate jargon with stories of real impact?
5. Look at your engagement. Are you sharing insights and experiences that add value to your network's story?

After revamping her approach to storytelling, Sophie's posts and updates were filled with opportunities that she was ticking off, left, right and centre. Why? Because her growing followers connected with her story, not just her services.

Your LinkedIn presence isn't just a professional requirement – it's an opportunity to tell your business story in a way that attracts the right clients and opportunities. The most compelling business narratives aren't found in corporate buzzwords or formal language. They're found in authentic stories, genuinely shared.What story is your content telling right now? More importantly, what story could it be telling?

Take a moment today to look at your LinkedIn presence through your potential clients' eyes. Are they seeing the real you, the professional who can help them achieve their goals? Or are they seeing just another corporate facade?

Your story matters. Tell it well.

If you know that you need to learn how to get your stories captured so that it's waaaay easier to share them on LinkedIn then sign up for our live workshop on the 26th February. It's called Spotlight Stories™ : Turn Your Real Stories Into Client-Winning Content.

Here's the link for more details:

Learn more here

In recent years, awareness of coercive control has grown, yet many still struggle to identify its insidious presence in their lives or workplaces. The statistics are sobering. In England and Wales (excluding Devon and Cornwall), police recorded 43,774 incidents of coercive control in the year ending March 2023. This represents a steady increase from 41,626 cases in 2022 and 33,954 in 2021 (ONS, 2023a).

While coercive control is often discussed in the context of intimate relationships, its effects can ripple into every aspect of a victim’s life, including their career and business. The psychological impact of coercive control often mirrors post-traumatic stress disorder (PTSD), leaving victims grappling with confusion, isolation, helplessness, exhaustion, and entrapment.

What is Coercive Control?

Coercive control is a pattern of behaviour used to dominate and degrade. Unlike physical abuse, which may leave visible marks, coercive control works invisibly—eroding self-esteem, independence, and a sense of safety. The behaviours can include:
• Isolation from friends, family, and support networks.
• Monitoring or controlling communication and finances.
• Using threats, humiliation, or manipulation to instil fear.
• Depriving victims of basic freedoms or autonomy.

The overwhelming majority of perpetrators are men, with 97.7% of convictions in 2023 involving male offenders (ONS, 2023b). Although men can be victims too, studies consistently show that women are disproportionately affected, particularly in cases involving intimate partner violence.

The Emotional Toll: Parallels to PTSD

Coercive control doesn’t just create immediate distress; it leaves victims carrying the psychological scars long after the abuse has ended. Here are some of the common emotional experiences victims face and how they parallel PTSD:

Confusion: Unsure if you’re overreacting or imagining the abuse

Gaslighting—a hallmark of coercive control—leaves victims questioning their reality. You might find yourself replaying conversations or events, wondering if you’ve misunderstood or overreacted. This mirrors the intrusive thoughts often experienced by those with PTSD, where a fog of self-doubt and confusion clouds judgment and erodes confidence.

Isolation: Cut off from friends, family, and support networks

Isolation is one of the most effective tools of coercive control. By severing connections with loved ones, abusers make it harder for victims to seek help or gain perspective. This mirrors the social withdrawal seen in PTSD, where feelings of shame or fear prevent individuals from maintaining relationships. Over time, the lack of external validation deepens despair, leaving victims feeling unseen and unheard.

Helplessness: Feeling like nothing you do is ever enough

Victims often describe a sense of futility—no matter how hard they try, the abuser’s demands keep shifting. This relentless criticism and moving of goalposts create a dynamic of learned helplessness, similar to what’s observed in PTSD. Over time, this sense of powerlessness drains motivation, leaving victims feeling stuck and unable to escape the cycle.

Exhaustion: Drained from constantly managing their emotions

Living under coercive control often means walking on eggshells, hyper-vigilant to the abuser’s moods or behaviours to avoid conflict. This parallels the hyper-arousal state in PTSD, where individuals are perpetually on edge, scanning for potential threats. The constant emotional labour of trying to maintain peace can leave victims feeling utterly depleted.

Trapped: Feeling there’s no way out without making things worse

Fear of retaliation, financial dependency, or emotional blackmail often keeps victims trapped. This sense of entrapment mirrors the immobilisation seen in PTSD, where individuals feel paralysed by fear and hopelessness. Even when a way out exists, the perceived risks of leaving can feel insurmountable.

Recognising the Signs

It’s crucial to understand that coercive control isn’t always obvious. Abusers often mask their behaviour as care or concern—such as checking your phone “to keep you safe” or discouraging friendships “because they don’t have your best interests at heart.” These behaviours can escalate subtly over time, making it harder to pinpoint when the line was crossed.

For women in business, the impact can extend beyond personal relationships. Coercive control can undermine your confidence, affect decision-making, and leave you second-guessing yourself in professional settings. Recognising the signs and seeking support is the first step toward reclaiming your power.

Finding Support

If you or someone you know is experiencing coercive control, it’s important to seek help. Organisations like Women’s Aid and Refuge offer confidential support and resources. Legal protections are also improving; coercive control is recognised as a criminal offence in the UK, and increasing numbers of perpetrators are being held accountable.

Coercive control isn’t just about power—it’s about stripping away autonomy, confidence, and dignity. But with the right support, recovery is possible. Recognising the patterns and reaching out for help can set you on the path to regaining your independence and thriving, both personally and professionally.
Coercive control is a silent epidemic affecting thousands of women each year. By shedding light on its signs and impacts, we can empower victims to break free and build lives of strength, resilience, and hope.

Properly accounting for your expenses can help reduce your taxable profits, ensuring that you pay the least amount of tax possible while keeping your business operations running smoothly. In this blog post, we’ll break down the essentials of business expenses for limited companies and provide tips on how to keep your financials in order.

What Are Business Expenses?

Business expenses are costs that are incurred during the regular operation of your business. These can include anything from office supplies and utilities to travel expenses and salaries. For limited companies, these expenses are tax-deductible, meaning they reduce the amount of profit your business makes, which in turn reduces your corporation tax liability.

However, not all expenses are automatically tax-deductible, and it’s essential to know which costs qualify. The key is that the expense must be "wholly and exclusively" for the purpose of running your business.

Common Business Expenses for Limited Companies

Here are some common categories of expenses that limited companies can claim:

1. Office Supplies and Equipment
This category includes everyday office items like stationery, printers, and computer equipment. If these items are necessary for your business, you can write them off as business expenses.

2. Rent and Utilities
If you’re renting office space, the cost of the lease is considered a business expense. Similarly, utilities like electricity, water, and heating that are used for business operations can be claimed.

3. Salaries and Wages
Employee salaries, wages, and benefits are also deductible expenses. This includes payments made to directors of the company. Make sure to keep detailed records of all employee-related costs.

4. Travel and Transport
Travel expenses related to business activities are also deductible. This can include flights, train tickets, mileage, and other transport costs related to business trips. Keep all receipts and ensure that the travel was necessary for business purposes.

5. Training and Development 
Investing in staff development is crucial for business growth, and the costs associated with training, courses, and seminars can be claimed as business expenses.

6. Marketing and Advertising
Expenses related to promoting your business, such as advertising campaigns, digital marketing services, and sponsorships, are fully deductible. This helps to reduce your taxable profits while expanding your reach.

7. Professional Fees
Any fees you pay for professional services, such as accounting, legal advice, or consultancy services, are deductible. It’s important to keep records of these fees, as they directly support your business operations.

8. Insurance
Business-related insurance premiums, such as professional indemnity, public liability, and employer’s liability insurance, can also be written off as expenses.

9. Bank Fees and Interest
Charges related to business bank accounts, loans, and overdrafts are also deductible. This includes interest paid on business loans.

10. Subscriptions and Memberships
Business subscriptions to industry magazines, business software, or professional memberships can be claimed as expenses if they are necessary for your business.

What Doesn’t Qualify as a Business Expense?

It’s important to know what does not qualify as a business expense. Personal expenses or anything unrelated to the business will not be deductible. Examples include:
• Personal travel or entertainment: If you combine a business trip with personal leisure activities, only the business-related portion can be claimed.
• Fines or penalties: Any fines, such as parking tickets or penalties for breaching regulations, cannot be claimed.
• Non-business-related purchases: Anything bought for personal use, even if it’s used occasionally in the business, cannot be claimed.

How to Keep Track of Business Expenses

Keeping detailed records of your business expenses is essential for accurate bookkeeping and compliance with tax regulations. Here are a few tips to stay organized:
• Use accounting software: Invest in a good accounting software that can help you track and categorize your expenses automatically.
• Keep receipts: Whether physical or digital, always keep receipts for purchases. They serve as evidence in case of an audit.
• Hire a professional accountant: If you’re unsure about what qualifies as a business expense or need help managing your finances, a qualified accountant can ensure you stay on track and compliant.

Conclusion

For limited companies, understanding and managing business expenses is critical to reducing your taxable profits and ensuring your company stays financially healthy. By keeping accurate records and staying on top of allowable expenses, you can ensure that your business is financially efficient and compliant with tax regulations. If you’re unsure about which expenses to claim, don’t hesitate to seek advice from an accountant or financial advisor.
By making business expenses a priority in your financial strategy, you can focus more on growing your business and less on tax worries.

Get in touch with us if you need any assistance or clarification. You can book a call with us https://calendly.com/enquiries-ad-accounting/30min

*Image credit AB Accounting

A business-owner’s guide to the recent budget

 EMPLOYER'S NATIONAL INSURANCE

What happened?

• Employer National Insurance increased from 13.8% to 15% (from April 2025)

• Threshold dropped for employers from £9,100 to £5,000 (from April 2025)

• Employment Allowance increased from £5,000 to £10,500 (from April 2025)

What does it mean

• If you have a Limited company and/or have an employee – payroll just got more expensive

• Employment Allowance raise could lead to lower National Insurance costs, but this is not for you if –

o You are a sole trader

o You are a limited company without 2 or more directors earning above the secondary threshold for National Insurance

What can I do?

• Discuss with Accountant / Bookkeeper about split between dividends /salary for directors

• Pensions – Salary Sacrifice

o Employers: If you have an employee look at moving their pension contributions to salary sacrifice

o Limited Companies: Pay more into your pensions

CAPITAL GAINS TAX

What happened?

• Capital Gains Tax (CGT) increased from 10% to 18% (for basic rate taxpayers) and from 20% to 24% (for higher and additional rate taxpayers)

What does it mean

• If you sell any assets (non-residential additional properties) and make a profit above £3,000, you will be paying more in Capital Gains Tax

• If you ever want to sell your business in the future, the rates of CGT also went up –

o Businesses usually qualify for Business Asset Disposal Relief, whereby you only pay CGT at the lower rate on the first £1million of gains

o This rate just went up from 10% to 18% (gradually increasing from April 2025 to April 2026)

What can I do?

• Maximise Allowances: Any investments – make sure you maximise use of your ISA allowance and pension allowance every year (no CGT paid within either of  these)

• Married Couples / Civil Partners: Sharing ownership of assets before sale will double allowances available

• Pensions: If you have a Limited Company - You can transfer assets from your business into your pension without any taxes at all (up to relevant allowances)

• Tax Efficient Investments: Speak to a Financial Adviser (like myself) who can advise you on investments that can defer your CGT liabilities

INHERITANCE TAX

What happened?

• Inheritance Tax rate remains at 40%

• Frozen Inheritance Tax Thresholds extended to 2030

• £1million limit on Business Property and Agricultural Relief (with excess only receiving 50% relief)

• AIM Share Relief reduced from 100% to 50%

What does it mean

• More estates will be paying Inheritance Tax

• Family run businesses will see large increases in Inheritance Tax that needs to be paid as the business is passed through the family

What can I do?

• Married Couples: Passing from one spouse (or civil partner) to another will not incur Inheritance Tax

• Professional Advice: Seeking help around this is essential to avoid forced “fire sales” of family-run businesses

PENSIONS

What happened?

• For most pensions, death benefits will be included in Inheritance Tax charges and calculations (proposed from April 2027)

What does it mean

• Many more estates will be paying Inheritance Tax

What can I do?

• Many people did not even know that pensions are (currently) not included in estates for Inheritance Tax purposes

• Pensions are very tax efficient ways to save for YOUR FUTURES

• Financial planners help people through their retirement to ensure they do not run out of money

• This does not mean you should stop or reduce your contributions into a pension, or think any less of them!

OTHER CHANGES

What happened?

• Stamp Duty Land Tax

o The Stamp Duty Land Tax has been increased for second homes from 3% to 5% (from 31 October 2024)

o First time buyers will see a reduction in the threshold when they start to pay this tax - from £425,000 to £300,000 (from April 2025)

o First time buyers relief only available on properties up to £500,000

• Carer’s Allowance

o For anyone receiving Carer’s Allowance, the earnings limit has been increased by £45 per week and is now around £10,000 per year.

WHAT DO YOU THINK?

• This highlights the value of professional advice

• There are many unintended consequences after the above –

o People living too long (aka running out of money in retirement)

o Not selling assets

o Not being able to pass family-run businesses down the generations

o Less rental properties on the market / higher rents

o Not saving for retirement

o Hiring / paying less

Don’t be caught in the trap… Don’t hide from the news….

There are people who can help

NEED HELP?

Speak to a professional – like me

Sign up to my monthly email newsletter for updates like this, and much much more…

https://naomihaynes.co.uk/sign-up

The value of an investment with St. James's Place will be directly linked to the performance of the funds you select and the value can therefore go down as well as up. You may get back less than you invested.

The levels and bases of taxation and reliefs from taxation can change at any time. The value of any tax relief depends on individual circumstances.

Being able to set a business plan is great. Being able to map out personal goals is also great! How about we combine the two? 

As someone who is self-employed as an independent financial adviser, running my own property business, and Mum to two girls,  the line between business and personal is so frequently blurred. 

Let’s be honest, especially in those first few years, the finances are a heavy weight and a focus. This can take away the passion in what we’re doing. So let’s set those financial foundations so we can focus on the passion points of our day to day, week to week, month to month, etc. 

My name is Indigo Smith. I’m an independent financial adviser. I’ve been in the industry for 15 years so far, working at big corporates, start ups and mutuals. Goal mapping in a structured way came to me about 10 years ago. I had a goal of buying so many investment purchases by the time I turned 40. I’ve still got a little ways to go on that achievement, but the goal mapping session that really holds so firmly in my mind is the one I attended with my daughter. She was 7 years old at the time. I’d always planned that when she was old enough, we’d start going on more cultural holidays. Don’t get me wrong, I’ve loved our trips to West Wales; the gorgeous beaches, food, zoos and friendly people, but I’ve always wanted to explore the world.

Life is a tightrope balancing act of being sensible and planning effectively for the future, and living for the now.

In that goal mapping session, hearing my daughter say that SHE wanted to be an explorer, and try new foods and experiences too... Well, that blew my mind. Our next trips were to Paris and Rome, where we explored the history, the culture, the food. Pizza is still her favourite food, and funnily enough, a pizza restaurant in Paris where they gave us pens to draw on their walls was a trip highlight. We attempted to draw a Welsh dragon. It looked more like a wheelie bin so apologies Pink Flamingo, Paris, for making our mark in such a hilariously bad way! 

Structuring our goals as a team, a partnership, really aligned our thinking, and we were able to stick to and reaffirm our measurables on a regular basis. 
So, let’s do a little exercise.

First of all, on an otherwise blank sheet of paper, please write:

This is Real Life.

Fill this page with writings or drawings of what your day to day looks like right now. What time are you waking up? What are you doing to fill your cup? Is there any self-care in there? What joys and challenges are you facing? Just keep going until the page is full. 

This Really is Real Life.

Goal Setting 

Goal Pursuit

Financial Foundationals

Written by Indigo Smith, signed off by Corbel compliance team. References included in article.

Pearls are easy to care for in the main. It’s more about what not to do with them. ‘Real’ pearls are those gems which have been cultured, or those which are natural. There are lots of imitation pearls around too, and it’s helpful to know which is which…but that’s another story. 

Natural Pearls vs Cultured Pearls

If you have a natural pearl, you’re incredibly fortunate to own it! Natural pearls are rarely found these days. Many of them are owned by the very wealthy and by royalty, and they carry a very hefty price tag. Cultured pearls, however, are a much more affordable way to possess these beautiful gemstones. Cultured pearls come in many different qualities, so I would say buy the best you can afford.

Tips For Your Pearl Care

Take a look at some of my tips for looking after your pearls, keeping them at their best:

1. Wear your pearls. Your natural oils will keep them moisturised – they need a little moisture. All pearls need for cleaning is a wipe down with a soft damp cloth. You don’t need anything at all on it, just water.
2. They will need restringing from time to time if they are strung on silk. Buy them with the expectation you’ll need to do this.
3. Store them in a soft fabric-lined box away from your other jewellery which could scratch them. Very dry atmospheres and heat sources can cause pearls to dry out and crack. Remember, they need moisture from the air.
4. Don’t swim in them, either in the pool or sea, don’t leave them on to bathe or shower, and if you have a pearl ring, take it off to wash your hands. 
5. Don’t spray your pearls with products, or allow creams to sit on the surface of the pearl. If you’re like me and use perfume and lotions daily, wait until it has all dried or been absorbed (around 30 minutes or so) before wearing them. 

It seems a lot to remember, but this way you will get the longest life out of your gemstones, and they’ll continue to dress up your days and evenings for years. 

Visit our online store today to find stunning bespoke pearl jewellery perfect for your wardrobe, or get in touch to find out more about our services.

*Image credit Aura Jewellery

Image credit Saika Alam

*Image credit Canva September 2024*

My mind is constantly swimming in images, memories of spaces I’ve seen, and ideas I’ve filed away for later.

It’s like my brain has a built-in catalogue of interiors, both good and bad, and what sticks with me most is the way these spaces feel.

That’s the magic of design—creating environments that evoke a feeling. And lighting? That’s one of the most powerful tools we have to make that happen.

Lighting isn’t just about making a room bright enough to see. Click here to read more

To clear up the confusion, I’ve put together a simple breakdown in my latest article.

If you've ever wondered who does what in the world of design, this is for you! I’d love to hear your experiences—let’s keep the conversation going. Continue to read more

Whether experienced as a sharp, immediate sensation or a relentless, chronic ache, pain manifests in countless forms — physical, mental, social, spiritual, and emotional — each affecting our lives in profound ways. Understanding and managing pain requires a compassionate, holistic approach that addresses its complexity and individuality.

By fostering empathy and using community support, we can better equip ourselves and others to navigate the challenges of pain, ultimately enhancing well-being and quality of life.

*Image credit Canva September 2024*

Are you wondering whether organic food can improve your gut health? In this blog, we explore the possible connections between organic foods and a healthy digestive system. We’ll look at how organic farming practices, reduced chemical exposure, and nutrient content may impact your gut microbiome. With research-backed insights, the blog provides a balanced view of both organic and conventional foods, helping you make informed choices for your gut health.

What is Organic Food and How Is It Regulated?

Understand what makes organic food different and learn about the regulatory bodies in the UK that oversee organic farming standards.

How Does Pesticide Exposure Affect Gut Health?

Discover the potential impact of pesticide residues on gut health and explore whether organic foods might help reduce exposure to synthetic chemicals.

Nutritional Benefits of Organic Foods for Gut Health

Learn how antioxidants, including those in organic foods, could support your gut microbiome and aid digestion.

The Role of Sustainable Farming Practices in Gut Health

Find out how organic and conventional farming practices impact soil health, biodiversity, and their downstream effects on your gut microbiome.

What you’ll learn:

- The potential impact of pesticide residues on gut health and if organic foods offer a lower-exposure option.
- The role of antioxidants in organic and conventional foods in supporting a healthy gut microbiome.
- How sustainable farming practices in both organic and conventional systems may influence gut health and overall well-being.

Want to know more?
🔗 Click here to read the full blog post.

Want to take control and start your journey to better gut health?
👉 Book a FREE discovery call with me today
>> Follow Anni on Facebook | Instagram | LinkedIn

*Image Credit Canva August 2024*

Here's how to apply this fashion wisdom to your brand:

1. Embrace Your Unique 'Sparkle': What makes you different? That's your brand's glitter.
2. Contrast is Key: In a 'soft' market, bold moves get noticed. Don't be afraid to shine.
3. Consistency Matters: Like a well-coordinated outfit, ensure all aspects of your brand align.
4. Quality Over Quantity: A little authentic sparkle goes further than overwhelming glitz.
5. Adapt to Seasons: Stay relevant by evolving your brand, just like updating your wardrobe.

Remember, your personal brand is the outfit you wear in the business world.

Make it count!

As a Personal Brand Specialist, I guide professionals in crafting brands that truly reflect their unique value. My clients don't just invest in branding; they gain clarity, confidence, and content that attracts their ideal clients.

Is this workshop for you and your business? 

Do any of these sounds familiar?…

‘What will people think!?’ 
You want to increase your visibility, to share your services and their value, BUT you worry about others’ judgments and fear rejection… 

‘Sure I can do that for you!… why did I say that?’ 
You’re committed to making your business grow, BUT people pleasing tendencies means your business boundaries get blurry, and you end over over-working and under-charging. 

‘What’s the point? I’m not as good as other people…’  
Your productivity is dependent on your motivation and confidence levels, meaning you get long periods of stagnation, and comparison-itus…

‘I’ll wait till I’ve improved this…’ 
You care so deeply about your work, you want it to be perfect, BUT this means you’re hiding, delaying and tweaking the small stuff, meanwhile your clients can’t access your services…

… and all of this means you’re not making the progress you want to in your business.

If any of this sounds familiar, this workshop is for you! 

______________

👋 A big hello, I’m Clare

I’m the go-to for business owners who know WHAT to do, but struggle to make it happen. Let’s stop your inner-critic sabotaging your moves, so you can grow your business with more EASE and EFFECTIVENESS. 

#mindsetcoaching 
#businessmindset 
#Womeninbusiness