*Best HR and Employment Law Consultancy in London 2024*

An executive award winning Human Resources & Employment Law consulting firm.

We work with employers on preventative measures to avoid employment claims being brought against them, also with employers who value their employees and are committed to bringing the best out of them to drive innovation and success for their business. 

Complying only with employment laws never kept employers out of tribunal courts, right? However, being ETHICAL does. Our approach to HR is strategic and puts the human back into Human Resources via evidence-based HR practices, and that’s what sets us apart from others.

Our unique pricing structure ensures you pay for the value and impact of our HR approach as opposed to an off-the-shelf solution. Our Tier 3 'in-house out sourced HR' costs just under the cost of a national minimum wage salary, for top level expertise. 

HR Habitat is a leading consultancy and a thought leader in the space with features in BBC publications and BBC radio, Telegraph, Startups.co.uk, People Management, HR Grapevine and more. 

www.hrhabitat.co.uk
Info@hrhabitat.co.uk 
0330 133 5088


​

Tina S. Rahman

Manager: It's the 4th time he's made this mistake! Can we sack him?

HR: No, we need to go through a fair process to address this. 

Manager: He's taken too much time off work and doesn't seem connected.

HR: So, is it a performance issue or attendance issue?

Manager: Can we just get rid?

HR: Have you informally raised concerns about his performance?

Manager: No, I assumed you're there to dismiss should this happen?

HR: Absolutely, if you want a first class ticket to Tribunal.

__

HR exists to resolve matters, retain good talent and prevent issues. Not to sack people the very moment you perceive there's an issue.

And your policies are only as good as leadership perception and application.

Sure, you may not always know when to report issues to HR.

But if your HR isn't keeping communication channels open and allowing for feedback loops with you, you're going to get an answer you don't want.

So, here's a step by step process you can follow now to avoid issues becoming detrimental;

→ Have a clear disciplinary and capability policy: ensure wording removes any unconscious gender biases associated with performance and attendance, for example

→ Publicise your policy: it's no good sitting on the intranet. In some cases, you may have to prove you have distributed them to all

→ Address issues early: follow our LEAF framework to deliver instruction in a way that will be heard and followed. We have a free module available as part of our wider leadership program - sign up here to get it for free https://lnkd.in/eEPWbNJx

→ Get your HR involved: Don't wait for a fire, nor the smoke. HR is your sounding board, your voice of reason. Utilise them.

→ Document everything: Don't make accusations you can't back up.

And from there, we can take care of the rest.

We might just hand you back a fully engaged and motivated employee.

It's not magic. 

It's HR. 

Want to chat - book a call straight into my diary here: https://lnkd.in/eatJrPBu

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

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Amanda O'Hare | LinkedIn

Founder, CEO. Uncovering the hidden Gender Perception Gap affecting both men & women- in everyday HR + leadership decisions *All Inclusive HR Dept for Less Than Minimum Wage*

Manager: You're not ready for the promotion, yet.
Employee: What am I missing?
Manager: Errmmmm...

Employee: What is the criteria being measured for the position?

Manager: Drive. Ambition. Leadership.

Employee: How are you measuring this?

Manager: I've been doing this a long time, I know when someone is ready for a promotion - you're just not quite there.

___

You're thinking - this is a very common leader-subordinate conversation.

You see it all the time.

Perhaps you've said these words to someone on your team before.

You go ahead and offer someone else the role.

But what you don't see is the damage your decision just made.

As HR, we won't make promotion decisions for you.

But what I will tell you is this - your decision is biased.

You have a perception of the perfect candidate for the promotion. And sure, maybe the other person is a good choice.

But here's where you created risk:

You don't have a clear process for measuring promotion readiness→ you're probably just looking at financial data

You don't have a clear reason for rejection → it just reeks of favouritism of another employee

You failed to objectively describe what you're looking for in a suitable employee → you've just diluted your authority by showing obscurity 

Yet, most people in leadership face difficulty having these conversations-

And in many of these case when we apply our proprietary Gender Equity Diagnostic...

we find hidden, unconscious connections to gender biases in your decision making. 

A gap you never knew existed.

It's no wonder sex discrimination claims are on rise - because nobody knows their doing it!

So, here's a process I want you to follow to avoid biases in your promotion decisions;

→ Introduce a promotions and development policy: ensure you refer the company's endeavours to prevent gender biases in decision making 

→ Consider what criteria will be scored: avoid any metric that would immediately pose a detriment to all men, or all women

→ Remove gender tags and employee names: judge on meeting notes/CVs only

In doing this - you're not just 'being compliant'-

You're shaping that magic C word (culture) that everyone seems to know everything about but never how to create a positive one.

If you want to be heard, be influential and be seen as a confident decision maker - 

go a step further and spend just a few minutes watching my FREE video course available here https://lnkd.in/e_kr4HFz on how to do just that.

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

Founder, HR Habitat: Uncovering Hidden Perceptive Biases (affecting both men + women) in Everyday People Management Decisions. *All Inclusive HR Dept for Less Than Minimum Wage*

"Can we postpone your performance review, something came up?"
Congratulations. You just diluted your authority.

Sound familiar?

This is your work-life biography of all the 'innocent' things you've said to your team-

and they've cost you

without you realising.

→ "Can we postpone your performance review, something came up?"

Congratulations. You just diluted your credibility. 

→ "I've been made aware of some issues about your performance" 

You're accusing, not asking. You sound insecure and unsure.

→ "The client was so happy with the report!"

Ok, great, but were YOU, the manager happy?

And if so, why not express it? It's borderline a toxic trait.

→ "How can I help you with your mental health?"

Wrong question. You're expecting them to do YOUR job. 

Ask what barriers are they are facing, and then do the work to remove them.

→ "Sure, work from home if you want"

Really this means they haven't the slightest chance of being put forward for the next promotion due to the implicit biases you have about remote workers...

...(often gender biases since more women work from home).

See, small actions are a mirror to your management abilities. It's the window to your subconscious perceptions about people at work.

Even if you can't see it. 

It's why so many employers argue "I'm not gender biased" when they have been accused of sex discrimination.

Because bias, particularly gender bias, is easy to perpetuate, hard to spot, and lives in all parts of people matters - 

Even that performance review you've had to postpone. 

So, to prevent 'small actions' from being seen as biased, here's what I want you to do;

↳ Check the policies first: most managers have no idea they exist. Ask HR what they mean and what your obligations are. 

↳ Assess before you address: Would it really impact anything detrimentally if you attended the performance review? 

If so, address it, tell your team member. If not, don't postpone.

↳ Put people strategies and business decisions through our proprietary bias diagnostic: 
this should be normal practice to find hidden biases in your everyday leadership actions (register interest here https://lnkd.in/eY25nS4g) 

If you want to be heard,

be an influence,

and be seen as a confident decision maker - 

go a step further and spend just a few minutes watching my FREE video course available here 𝗵𝘁𝘁𝗽𝘀://𝗹𝗻𝗸𝗱.𝗶𝗻/𝗲_𝗸𝗿𝟰𝗛𝗙𝘇 on how to do just that.

The power of consciously leading cannot be underestimated.

It's the key to being seen, heard and influential with the rise of discrimination claims we see today.

_____

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.

𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.
𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

"You had a miscarriage? That's no reason to take time off".
That's what my boss told me, ten years ago.

Not in those exact words. But in worse ways. 

He said it through his actions, behaviour and decisions. 

Ten missed calls, seven WhatsApp messages and eight emails. 

All dismissing my experience, my medical condition, and worst of all - 

threatening to force me back into work before I was ready. 

Fast forward a few years, in another job, I was told I would be promoted to HR Director.

I shared my pregnancy with the Board - the best bosses I ever had, I might add.

Do you think they celebrated? 

Not a chance. 

They shut me down, refused to speak to me, and hired someone else-

Even though the role was promised, even though I had the respect of my team and manager. 

My manager there was the best I’d ever worked for. 

So, what went wrong? 

I asked myself the same question over and over. 

I had difficult conversations, pushing for fairness for everyone else;

For women with bad periods, men doing school runs. 

And then I saw the pattern. 

The ‘best boss ever’ had biases lurking in the background. 

Biases rooted in gender. 

The man passed up for promotion because he had family responsibilities - because ‘men don’t do school runs’. 

The woman dismissed because she should ‘just work harder’ despite suffering a real female health condition. 

This isn’t just about individual cases. 

It’s about recognising the unconscious biases embedded in leadership perceptions. In all our perceptions. 

It’s about fighting for fairness, not just for women, but for men, too. 

Ask yourself- 

Are we really doing enough? 

Or are we just pretending? 

Or worse, are you waiting for an employee to take you to court claiming sex discrimination before tackling the very issues you have?

You'll never see it coming.

Because, how can we factor in gender perception biases if we don't know we have them?

How can we make genuine change of all we do is react to these issues instead of choose to be better leaders?

It’s time to challenge the status quo. 

The leadership program I created does something no other program does.

While I teach you all things traditional leadership, we tackle it through the lens of perception bias.

Because only then will we see a change. 

Register your interest here https://lnkd.in/eEWWybdG (cohort from Jan 2026). 

For some immediate insight on your current biases you don't know you have , take my 2 min scorecard now https://lnkd.in/eSsM-XeH.

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

He said, "need to leave work at 2pm for school runs"
A week later he's called in a 'performance chat'

The thing is-

I believe you. You have concerns about his performance.

But the Tribunal won't.

Here's what happened;

You asked him to complete a report - it wasn't done.

You gave him extra time - you received a half hearted effort.

Then - you get that email about leaving early for school pickup. 

But here what I see, that you don't;

You asked him to complete a report → but you didn't specify deadline/purpose

You gave him extra time → without understanding what a reasonable extension was

He emailed asking to leave early → you used that as an excuse to address performance

Because when you don't address issues timely, you're being biased. Plain and simple.

How? 

You're creating a systemic difference between what the policies state about managing performance and how you react to those concerns.

You're magnifying that people are treated inconsistently, therefore unfairly.

And what's worse - your actions prove a hidden gender perception bias against men who do school pick ups.

I mean, why else did you wait until that point to address the unfinished report?

And let's be honest-

The unconscious (or perhaps conscious) perception is that mums do school rounds. Not dads.

And therefore, your actions will consciously allow women reasonable adjustments to allow for childcare responsibilities...

And unconsciously treat men differently in the same circumstances. 

So, when a client approaches me and says "we have a performance concern"

I'll believe you.

And I'll run the matter through our IP'd GED tool (Gender Equity Diagnostic) too, to find those hidden, invisible gender biases that are treated as sex discrimination claims in Tribunal....

As I always say-

You may not intentionally treat a man or a woman unfairly - 

but your subconscious gender perceptions about people will result in unfair treatment. 

Do better in 2026.

Start now- take my 30 second scorecard for a free report on all areas we can help you find those hidden biases https://lnkd.in/eSsM-XeH

Two identical sickness texts. Two completely different judgments.

One text is from a man. 

The other, a woman. 

The immediate thoughts are that you expect it from her, because you know….”women’s issues”. 

But coming from him- 

He’s a man. He’s got to “suck it up”. “He’s not committed to work”. 

See, we all have gender biases. 

And often, we don’t know we have them. 

Because they live deeply imbedded into our subconscious minds-

The part of the mind that contains your thoughts, ideas, and perceptions that you’re not consciously aware of……

but still influences your behaviours and decisions. 

Gender biases are amongst those hardest to spot because it’s also deeply ingrained in social norms. 

It’s often systemic.

As leaders and managers, you can’t account for what you don’t see. 

Yet, those bias judgments shape your reactions. 

And you’re busy following sickness protocol to ensure you’re acting lawfully. 

You call HR to make sure you sent the correct text response. 

You note the absence dates in the time management system. 

You think you’ve done it all correctly.

Until someone accused you of gender bias.

See, managers rarely consider biases they can’t see, because they think it just doesn’t exist. 

A great leader can scrutinise their own ideas, perceptions and decisions. 

It takes you from good to great. 

From just scraping lawful compliance to imbedding it in practice. 

We all have a choice. 

Ready to consider how your gender biases impact the next people decision you make? 

Start by taking my free 60 second scorecard with a short series of yes/no questions. https://lnkd.in/eSsM-XeH

You get an immediate free report of findings and my team and I will send you a free e-book filled with leadership frameworks and strategies you can follow today that will help you eliminate hidden perception biases in your decisions.

tribunalsafehr.scoreapp.com

Would Your Current HR & Leadership Practices Survive a Tribunal?

She texted "I'm too sick to come to work today". She LIED to you.

You receive this text at 7am...

you know it's a sickness text before you even open it.

She has endometriosis, she's poorly today, won't be in, it says.

You immediately roll your eyes thinking "we have a important project on"

but then proceed to texting back "no, worries, sorry to hear it, get well soon!".

You know you responded appropriately.

But, when she returns to work you...

⇾ take her out of email chains (incase she's off sick again)
⇾ give her portion of the client deck to someone else so no deadlines are missed
⇾ forget to log her sickness dates into the HR system, because it's so busy

A week later she asks why you treated her 'differently'.... 'unfairly'.

You're shocked. You did everything by the book.

You CONSCIOUSLY text a reasonable response.

And another week later she's sick again - this time, the flu.

But really -

she feels undervalued.

Dismissed.

She's disengaged.

Not because of the flu, but because you created invisible barriers where she can't be who she is - a woman with endometriosis. 

Because here's what you don't see.

You are biased. Specifically, gender biased. 

Because-

taking her out of email chains
isn't contingency planning → it's ignoring her female health issues

giving her deck task to another team member
isn't filling the absence gaps → it's telling a woman she's not capable

forgetting to log her sickness
wasn't by accident → it's inconsistent record keeping resulting in barriers connected to her condition

You didn't deliberately discriminate. 

but it happened - systemically.

You unconsciously allowed a system to play out differently for her than you would for a male employee.

And it stems from your unconscious perceptions of how men and women are managed in absences, performance etc.

The bias is hidden. Unintentional. Invisible. 

And this proves my philosophy-

that everyday people management matters are subconsciously perceived/approached differently depending on gender.

These unconscious perceptions shape our decisions.

Therefore, those decisions are, gender biased.

And it doesn't just affect women. It affects men, too.

So, unless you're assessing impact to both men and women on ALL your people decisions-

You will find that that's biases in your actions. 

If you have anything to do with managing people, you'll want my free video module on giving bias-free feedback/instruction to both men and women in the workplace.

Let's start there. Get it here https://lnkd.in/etHrWiuN 

____

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.


s

Ghostwriter & Messaging Strategist helping leaders achieve 70% opt-ins with a Microstory Journey using the 3-Minute Story Blueprint to build trust and convert hesitant prospects into eager customers.

Most businesses struggle to convert leads because they rely on forgettable downloads and meaningless discounts that fail to create an emotional connection. 

Prospects don't just need information, they need to feel valued, to trust you, and to experience genuine engagement. 

That's why I created the concept of the Microstory Journey, a 5-day emotional experience that uses the 3-Minute Story Blueprint to touch hearts, build authentic connections, and establish unshakable trust, turning hesitant prospects into eager customers ready to take action.

AWAI Verified Copywriter
Case Studies Certification
Sales Enablement Certification

WRITING SERVICES I PROVIDE:

📨 5-Day Education Email Courses
💲 Ghostwriting on Social Media Platforms
📰  Newsletters
🌐   Web Content
✍️   Blog Posting
📧   Email Marketing
🛒   Sales Pages
📱   Facebook/Google Ads 

WHOM I WORK WITH: I help executives, CEOs, founders, & coaches.

3 Simple Steps to Powerful Messaging
1. Define your goals and messaging. 
2. Develop a customized storytelling strategy. 
3. Execute and refine messaging for maximum impact.

HERE'S WHAT TO DO NEXT:
Email me at mike@mikehays.net OR
Book a call with me at https://calendly.com/ask-mikehays

Mike Hays

“If I were really that good… wouldn’t people just know?”

I used to think great work spoke for itself.

That thought used to haunt me.

I’d pour my heart into coaching, get referrals 
here and there, and quietly assume that great 
work would naturally lead to great clients.

Meanwhile, I watched others post daily.
Sharing testimonials. Wins. Lessons. Offers.
At first, I judged them. “Must be compensating,” I told myself.

But beneath that judgment?
A fear I didn’t want to name.

The day I tried writing a post about my services, I froze.
It felt like admitting I wasn’t good enough.
Like needing to promote meant my work couldn’t speak for itself.

But then a client said something that cracked the whole illusion:

I had no idea you even did that. 
I would’ve hired you months ago if I knew.

That hit hard.

Here’s what I finally realized:

The people who need you the most aren’t psychic.
They don’t see the lives you’ve changed unless you show them.
They don’t know the depth of your work unless you talk about it.

Self-promotion isn’t proof you’re not good enough.
It’s proof you care enough to serve beyond 
the ones who already found you.

Quiet brilliance doesn’t create impact.
Visible value does.

Self-promotion isn’t arrogance.
It’s leadership.

If you're a coach or consultant struggling to be seen
what's holding you back from showing up?

Follow Mike Hays for more insights on leadership.

Mike  Hays

Messaging Strategist & Ghostwriter for Leaders - I help you turn short stories into trust, influence, and premium clients with my Microstory Journey using the 3-Minute Story Blueprint.

The Simple Clarity System I Guarded for Years

Now I’m Finally Sharing It

My career has been defined by high-stakes decisions and ticking clocks.

One thing kept me from burning out.

Clarity.

When the pressure hits, your brain 
wants options, not decisions.

More meetings, more messages, 
more browser tabs pretending to be progress.

Early in my career, I played that game.
I was always busy, rarely moving the needle.

Then higher roles raised the stakes even further.

Clients waited on my calls, revenue hinged on my calendar.

That pressure forced a hard truth on me.

Clarity isn't a nice-to-have.
Clarity is survival.

So I built a simple productivity system my career could trust.

Here is the system I use every single day:
→ Decide what you want.
→ Write it down where you will see it.
→ Each morning, choose the ONE task that moves you closest.
→ Block time and do that task before anything else.

No inbox.

No scrolling.

No “quick favors” that hijack your day.

This is how I rebuilt myself, again and again.

I have started companies, sold franchises, and pivoted careers.
Every reinvention began with one clear daily priority.

Most people confuse movement with progress.

Their calendars are full, their results are thin.

You win when your day serves your direction.

Tonight, will you pick tomorrow's one non-negotiable task?

Follow Mike Hays for more leadership advice.

Most communication fails before the first word is spoken.

(And it has nothing to do with your message)

Everyone focuses on what to say.
But the real breakdown happens earlier:

↳ Wrong context makes everything irrelevant.
↳ Wrong timing destroys perfect words.
↳ Wrong audience kills brilliant ideas.

Here's where communication actually breaks down:

1. Preparation Phase

↳ You skip understanding their current state
↳ You assume they're ready to listen
↳ You ignore their emotional context

2. Attention Phase

↳ They're distracted before you start
↳ Their priorities don't align with yours
↳ You compete with 1,000 other messages

3. Reception Phase

↳ They filter through their existing beliefs
↳ Past experiences shape their interpretation
↳ Your intent gets lost in their translation

The Hidden Truth:
↳ Timing beats technique every single time
↳ Perfect words to the wrong person = Failure
↳ Average words to the right person = Success

Most people craft messages.
Masters craft moments.

They understand that communication succeeds when the audience is ready, willing, and able to receive it.

Quick Question:

What's the biggest communication mistake you've witnessed in business?

⤵️ Share your experience below
🔔 Follow Mike Hays for more communication insights

Most businesses think positioning is just marketing fluff.
(They're dead wrong)

It's the foundation of every buying decision.

But here's what they don't understand about positioning:
It's not about what you say.
It's about what your audience believes.

Facts you should know:
↳ 64% of consumers share values with brands they buy from
↳ Consistent positioning increases revenue by 23%
↳ Trust drives 88% of purchase decisions

Here's why positioning builds unshakeable loyalty:

1. Mental Real Estate

↳ You own a specific space in their mind
↳ Clear positioning eliminates confusion
↳ Customers know exactly what you deliver

2. Value Alignment

↳ Your beliefs match their worldview
↳ Creates emotional connection beyond price
↳ Transforms customers into advocates

3. Decision Shortcuts

↳ Strong positioning reduces choice paralysis
↳ Customers pick you without comparison shopping
↳ Premium pricing becomes justified

Where businesses go wrong:
Everyone has features.
Everyone has benefits.
But only positioned brands own customer minds.

Quick Question:

What position do you own in your customer's mind? Share below.

Follow Mike Hays for more communication tips

Show Up as Yourself 

Attracts Better Clients Than Any Polished Brand Voice.

If visibility feels like selling out, this is for you.
I used to hide behind my clients’ success instead of my own.

As a coach, I hated those polished, corporate-sounding posts.

Every draft I wrote sounded like a brand deck, not me.
So I stayed quiet and told myself silence meant integrity.

Meanwhile, louder voices defined what “leadership” looked like in my space.
Then a dream client said something that stopped me cold.
“I keep referring you, but your online presence doesn’t sound like you.”

They weren’t asking for a polished version.

They were begging for the real coach they met in sessions.

That day I made one rule for visibility.
I will show up as the room version, not the stage version.

↳ No perfect brand voice.
↳ Just the questions I actually ask clients, written in my voice.
↳ No glossy carousels.
↳ Just simple stories, real stakes, and clear invitations to reflect.

The result surprised me.

Views were smaller, but the right people started reaching out.
They quoted my messy lines, not the polished phrases.

Because leadership and coaching land when they feel human.

If you fear selling out, try this experiment for thirty days.

↳ Post as if you were recapping a session to a trusted friend.
↳ One story, one client moment, one honest insight each time.
↳ Hit publish before you smooth the interesting edges away.

Visibility is not selling out when your values hold the microphone.
What part of you are you still hiding from clients?

Follow Mike Hays for more visibility advice

Storytelling isn’t a gift.

It’s a skill.

For years, I believed:

↳Some people are born with it.
↳Some aren’t.
↳Talent decides everything.

I thought charisma was the secret sauce.
And if you didn’t have it… tough luck.

Then one day, a coach told me something simple:

“You already tell great stories.
You just don’t notice them.”

That hit me.

I realized I was telling stories to my kids every night.
↳Small moments.
↳Tiny lessons.
↳Real emotion.

Those same stories worked flawlessly with clients.

The breakthrough wasn’t learning to be a storyteller.
It was recognizing that I was already one.

Most people think they need “better stories.”
They don’t.

↳They need to notice the stories they’re already living.
↳The awkward moments.
↳The small wins.
↳The passing conversations.
↳The doubts.
↳The tiny transformations that happen every day.

Consistent storytelling isn’t about creating bigger moments.
It’s about paying attention to the ones that already exist.

When you start seeing these moments, 
your storytelling muscle grows fast.

Repetition builds confidence.
Structure beats talent.
Authenticity beats perfection.

Your best stories are already happening.
All you have to do is notice them.

What’s one small moment from this week that taught you something?

Follow Mike Hays for more microstory advice.

Before: Brilliant but Invisible. 

After: Visible, Trusted, In-Demand.

The most talented professionals often remain invisible in their industries.

(And it's not because they lack expertise)

It's because of three limiting beliefs.

But here's what they don't realize about visibility:
It's not about ego.
It's about impact.

The Hidden Barriers:
↳ "My credentials should speak for themselves"
↳ "Good work will naturally be discovered"
↳ "Self-promotion feels arrogant"

Here's why these beliefs sabotage success:

1. The Service Reframe

↳ Sharing knowledge isn't bragging. It's helping
↳ Your expertise solves real problems for people
↳ Staying quiet deprives others of solutions

2. The Credential Trap

↳ Qualifications open doors, but stories close deals
↳ People connect with transformation, not titles
↳ Your experience matters more than your degrees

3. The Discovery Myth

↳ Exceptional work happens behind closed doors
↳ Visibility requires intentional communication
↳ Talent without promotion equals missed opportunities

The Part You Can’t Ignore:
Your expertise sitting in silence helps no one.
Your knowledge locked away serves no purpose.
But your voice sharing wisdom changes everything.

The experts who break through don't abandon humility, they channel it into service.

They understand that hiding their light isn't noble; it's selfish.

Quick Question:

What's one piece of expertise you've been keeping to yourself that could transform someone's business?

Follow Mike Hays for more leadership insights.

If You're Responding to Passive Aggressive Comments…
You're Playing Their Game.

(Here's the smarter approach)

Everyone says, "defend yourself."
But strategic silence often wins.

Here's the framework:

1. Pause Before Reacting

↳ Take 24 hours minimum
↳ Emotional responses backfire
↳ Distance creates clarity

2. Assess the Intent

↳ Is it worth your energy?
↳ Will engagement help your brand?
↳ Sometimes ignoring wins

3. The High-Road Response

↳ Stay professional always
↳ Address the issue, not the tone
↳ Thank them for their perspective
↳ Redirect to productive dialogue

4. When to Ignore Completely

↳ Obvious trolling behavior
↳ No constructive point made
↳ Repeated negative patterns
↳ Protect your mental space

5. Turn It Into Value

↳ Use feedback to create content
↳ Show how you handle criticism
↳ Demonstrate your character
↳ Let your audience see your professionalism

The Key Insight:
↳ Your response defines your brand.
↳ Passive aggression seeks reaction.
↳ Strategic responses build respect.

Remember: Not every comment deserves your time.

Quick Question:

How do you handle negativity on your posts?

Follow Mike Hays for more social media strategies

Watch What Happens When You Pause for Two Seconds 
Instead of Explaining Yourself.

The most powerful thing you can say is often nothing at all.  
Yet most of us rush to fill every silence with justification.

Here's what actually happens when you resist the urge to over-explain:

Scenario 1: Someone questions your decision.

↳Old response:
Launch into a five-minute defense of why you 
chose what you chose, listing every reason, seeking approval.

↳New response: 
Pause. Two seconds. 
Then simply acknowledge: "I hear you. I'm confident in this direction."

↳Result: You maintain authority. They respect your clarity.

Scenario 2: A client pushes back on your pricing.

↳Old response:
Immediately justify your rates, apologize for the cost, 
offer discounts before they even ask.

↳New response:
Pause. 
Let the number sit. Wait for them to process.

↳Result: They either see the value or they don't 
but you haven't devalued yourself.

Scenario 3: Someone disagrees with your boundary.

↳Old response:
Explain endlessly why you need this boundary, 
seeking their understanding and permission.

↳New response:
Pause. 
State it once. Let silence do the work.

↳Result: Your boundary stands firm without negotiation.

The pause isn't about being cold or dismissive.

It's about trusting that your decisions don't 
require a dissertation to be valid.

When you stop explaining yourself into 
exhaustion, something shifts: people start listening differently.

So here's the real question: 
What would change if you gave your words 
more weight by using fewer of them?

Follow Mike Hays for more communication insights.

Regain Control of Any Conversation in Seconds
Without Saying More.

You lost control of the conversation the moment 
you started answering their questions.  

And now you're stuck defending your position instead of leading.

But here's what most people miss
taking back control isn't about talking more. 

It's about redirecting strategically.

Here's what's really going on:
↳ The person asking questions controls the frame
↳ Defensive answers weaken your authority
↳ Silence is more powerful than explanation

Here's how to reclaim the conversation:

1. Answer with a Question

↳ Don't get trapped in their interrogation loop
↳ Flip the dynamic by making them think
↳ "That's interesting what made you ask that?"

2. Bridge to Your Point

↳ Acknowledge briefly, then redirect
↳ Use transition phrases that shift focus
↳ "I hear you, and what matters more is..."

3. Set the Agenda Early

↳ Frame the conversation from the start
↳ Define what you're there to discuss
↳ People follow confident direction

4. Use Strategic Pauses

↳ Stop filling every silence with words
↳ Let uncomfortable pauses work for you
↳ They'll often reveal what they really want

The Hidden Power:
Everyone can respond.
Everyone can defend.
But only leaders can guide the conversation where it needs to go.

Quick Question:

When was the last time you caught yourself losing 
control of an important conversation?

What happened?

Follow Mike Hays for more negotiation strategies.

“And suddenly…the argument disappeared.”

That’s the power of masterful redirection.

Redirecting conversations is the most underrated communication skill.

I used to think great communicators won conversations.

Raised voices.
Counterarguments.
Trying to “prove” the other person wrong.

But the more I observed real leaders, the more one truth became obvious:

Arguments don’t end because someone wins.

They end because someone redirects the conversation.

And there are only two ways to do it:

The defensive way 
→ Using aggressive body language
→ Shutting down opposing views
→ Interrupting with "but actually"
→ Making it about being right
→ Raising your voice

Or 

The strategic way
→ Steering with curiosity
→ Maintaining calm tonality
→ Asking clarifying questions
→ Validating before redirecting
→ Acknowledging their point first

One escalates the conflict.
The other dissolves it.

The best communicators aren’t forceful they’re intentional.

They know acknowledgment precedes influence.

They use bridge phrases like:
“I hear you, and here’s another angle…”
“Yes, and let’s consider…”

Not to manipulate.

But to create space for both perspectives to coexist.

Redirection isn’t about avoiding conflict.

It’s about reshaping it into something productive.

Leaders who master this turn tense conversations into
collaborative ones without ever raising their voice.

If you want to guide discussions, start with acknowledgment, not resistance.

Which redirection skill do you find hardest to practice?

Follow Mike Hays for more communication insights.

How staying silent made Professionals louder

in all the wrong ways

The biggest mistake professionals make with their personal brand:
They let others tell their story for them.

But here's what most people miss about story ownership:

It's not about controlling the narrative.

It's about claiming your voice before someone else does.

The Ugly Truth:
↳ Silence doesn't protect you it erases you
↳ Your story exists whether you tell it or not
↳ Others will fill the gaps you leave empty

Here's why owning your story matters:

1. Authority Building

↳ You define your expertise on your terms
↳ Your values become clear and unmistakable
↳ Clients know exactly what you stand for

2. Differentiation Power

↳ Your unique experiences can't be replicated
↳ Authenticity cuts through generic messaging
↳ You attract the right people, repel the wrong ones

3. Legacy Control

↳ You shape how you're remembered
↳ Your impact becomes intentional, not accidental
↳ Future opportunities align with your vision

The Hidden Cost:
Everyone has a story.
Everyone has value to share.
But only those who own their narrative get to write their future.

When you don't tell your story, you're not staying 
humble, you're staying invisible.

And invisible doesn't build trust, close deals, or create impact.

So here's my question: 
What part of your story have you been too afraid to share?

Drop it below.

Follow Mike Hays for more microstory moments.

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