Catherine Schmit

90% of coaches are broke. Not because they're bad coaches. Because they sound exactly like every other coach. I just scrolled through 50 coach profiles and found: → "Unlock your potential" → "I help entrepreneurs scale" → "Mindset transformation expert" Here's the psychology behind why this kills your brand: The human brain craves specificity, not generality. When you say "I help everyone with everything," the brain translates it as: "This person helps no one with nothing." The 3 psychological traps killing coach brands: 𝗧𝗥𝗔𝗣 𝟭: 𝗧𝗵𝗲 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗣𝗮𝗿𝗮𝗱𝗼𝘅 → You think broad appeal = more clients → Reality: Vague positioning = invisible positioning → Psychology: People hire specialists, not generalists 𝗧𝗥𝗔𝗣 𝟮: 𝗧𝗵𝗲 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗢𝗯𝘀𝗲𝘀𝘀𝗶𝗼𝗻 → Everyone promises "transformation" → Reality: Transformation is an outcome, not a service → Psychology: People buy solutions to specific problems 𝗧𝗥𝗔𝗣 𝟯: 𝗧𝗵𝗲 𝗚𝘂𝗿𝘂 𝗖𝗼𝗺𝗽𝗹𝗲𝘅 → You position yourself as the wise sage → Reality: People don't want gurus, they want guides → Psychology: Relatability beats superiority at any level What successful coaches do differently: Instead of "I transform lives" They say "𝙄 𝙝𝙚𝙡𝙥 𝙩𝙚𝙘𝙝 𝙛𝙤𝙪𝙣𝙙𝙚𝙧𝙨 𝙨𝙡𝙚𝙚𝙥 8 𝙝𝙤𝙪𝙧𝙨 𝙬𝙞𝙩𝙝𝙤𝙪𝙩 𝙘𝙝𝙚𝙘𝙠𝙞𝙣𝙜 𝙎𝙡𝙖𝙘𝙠" Instead of "Mindset coach" They say "𝙄 𝙝𝙚𝙡𝙥 𝙙𝙞𝙫𝙤𝙧𝙘𝙚𝙙 𝙬𝙤𝙢𝙚𝙣 𝙧𝙚𝙗𝙪𝙞𝙡𝙙 𝙘𝙤𝙣𝙛𝙞𝙙𝙚𝙣𝙘𝙚 𝙞𝙣 𝙙𝙖𝙩𝙞𝙣𝙜" Instead of "Unlock potential" They say "𝙄 𝙝𝙚𝙡𝙥 𝙞𝙣𝙩𝙧𝙤𝙫𝙚𝙧𝙩𝙨 𝙗𝙚𝙘𝙤𝙢𝙚 𝙘𝙤𝙣𝙛𝙞𝙙𝙚𝙣𝙩 𝙥𝙪𝙗𝙡𝙞𝙘 𝙨𝙥𝙚𝙖𝙠𝙚𝙧𝙨 𝙞𝙣 90 𝙙𝙖𝙮𝙨" The psychology shift: Specific problems trigger specific emotions. Specific emotions create urgent action. Urgent action becomes paid clients. My framework for coach positioning: "I help [specific person] with [specific problem] so they can [specific outcome] in [specific timeframe]" The brutal truth: 𝗬𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 𝗶𝘀𝗻'𝘁 𝗼𝘁𝗵𝗲𝗿 𝗰𝗼𝗮𝗰𝗵𝗲𝘀. 𝗜𝘁'𝘀 𝘁𝗵𝗲 𝘃𝗼𝗶𝗰𝗲 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝘀𝗽𝗲𝗰𝘁'𝘀 𝗵𝗲𝗮𝗱 𝘀𝗮𝘆𝗶𝗻𝗴 "𝗜 𝗰𝗮𝗻 𝗳𝗶𝗴𝘂𝗿𝗲 𝘁𝗵𝗶𝘀 𝗼𝘂𝘁 𝗺𝘆𝘀𝗲𝗹𝗳." Read that again! Beat that voice with specificity.

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✨ Small Tweaks, Big Impact: The 1% Changes That Transform Your Professional Image Often, it’s not a full wardrobe overhaul or drastic makeover that changes perception—it’s the small, intentional tweaks: 1️⃣ Fit Matters – Even the most expensive outfit looks off if it doesn’t fit properly. 2️⃣ Signature Accessories – A watch, scarf, or subtle jewelry can become your professional “signature.” 3️⃣ Posture Reset – Standing or sitting with awareness changes how people perceive your confidence. 4️⃣ Color Strategically – Pick shades that align with your role, message, and goals. 5️⃣ Grooming Details – Polished shoes, neat nails, and a fresh haircut speak volumes silently. 💡 Takeaway: Don’t wait for a “big transformation.” Master the small, consistent image habits, and watch your professional presence soar.

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A few weeks ago, during a team coaching review, I noticed something simple but powerful. One of the participants had gone the extra mile to prepare insights that weren’t even part of the agenda. Instead of just moving on, I paused and said: “Hey, this is exactly the kind of initiative that raises the bar for all of us.” The look on their face said it all: pride, motivation, and a spark to keep doing more. As leaders, our brains are wired for survival to notice danger, mistakes, and shortcomings more than successes. But here’s the catch: what we pay attention to is what we reinforce. Neuroscience shows that when people get immediate, specific recognition for something they did well, it triggers a dopamine spike. This creates a positive reinforcement loop making it far more likely they’ll repeat the behavior. This is why leadership expert Ken Blanchard has long said: “Catch people doing something right.” This is how John Wooden built legendary basketball teams. This is how some of the best parents raise confident kids. And this is how great leaders build high-performing teams. The science behind it? 𝙍𝙚𝙬𝙖𝙧𝙙 𝙋𝙧𝙚𝙙𝙞𝙘𝙩𝙞𝙤𝙣 𝙀𝙧𝙧𝙤𝙧 (𝙍𝙋𝙀). When an outcome is better than expected, our brain encodes it more deeply. The closer the praise is to the action, the stronger the learning signal. So, if you want to lead better: - Catch progress in the moment. - Anchor your praise to a specific action or goal. - Keep it small, frequent, and genuine. As Jim Rohn said: “Managers help people see themselves as they are; Leaders help people see themselves better than they are.” Leadership is a choice: - Criticism can correct. - But praise can transform. What’s one “small win” you can catch your team doing right today? Follow Anamika Raman for more growth insights

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"Be your authentic self" – But only if your authentic self fits our mold. Fascinating paradox, isn't it? Here's what companies actually mean: - Be vulnerable (but not too vulnerable) - Take risks (but only safe ones) - Challenge the status quo (as long as it doesn't make anyone uncomfortable) - Bring your whole self to work (minus the parts we don't like) The math doesn't add up: Authenticity + Conditions = Compliance Here's the truth: - Real authenticity makes waves. - It questions assumptions. - It disrupts "how things are done." That's precisely why it's valuable. Companies don't need more polished performers. They need people brave enough to be genuinely authentic. Because your next breakthrough isn't hiding in conformity. It's trapped in the authentic voice you're afraid to use. Stop asking for permission to be yourself. Your authenticity isn't a corporate program. It's your competitive advantage.

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Reframing Suffering: Why Perspective Shapes Our Reality “Suffering comes from our view of things, not from the things themselves.” The Philosophy Behind the Quote This insight, rooted in Stoic philosophy, reminds us that while pain and challenges are unavoidable, suffering is largely shaped by our interpretation of those experiences. Events themselves are neutral, it is the meaning we assign to them that defines whether we feel defeated or empowered. The Stoics believed that external events are beyond our control, but our response to them is within our control (Stanford Encyclopedia of Philosophy). This timeless wisdom is as relevant to leadership and personal growth today as it was 2,000 years ago. Psychology Confirms It Modern psychology echoes this principle. Cognitive Behavioral Therapy (CBT), one of the most effective therapeutic approaches, is built on the idea that our thoughts more than events themselves determine our emotional responses. By reframing negative thought patterns, we can reduce distress and strengthen resilience (APA). In leadership, this means shifting perspective from “failure” to “feedback,” or from “crisis” to “challenge.” The event doesn’t change—but our mindset transforms how we experience it. Why This Matters in Leadership Leaders often face volatility: economic shocks, competitive threats, or organizational setbacks. The ability to reframe challenges is not about ignoring reality, but about interpreting it in ways that inspire constructive action rather than paralysis. Harvard Business Review notes that resilient leaders frame crises as opportunities for growth, learning, and innovation, which helps their teams remain engaged and motivated even under pressure (HBR). Practical Ways to Reframe 1- Pause Before Reacting – Separate the event from your immediate interpretation. 2- Ask Empowering Questions – Instead of “Why me?” ask “What can I learn from this?” 3- Focus on Controllables – Direct energy toward what you can influence, not what you can’t. 4- Normalize Setbacks – See challenges as part of progress, not deviations from it. These practices reduce emotional suffering while improving clarity and decision-making. A Call to Professionals Suffering is inevitable when we allow events to dictate our mindset. But when we shift perspective, we reclaim agency. As professionals, reframing adversity doesn’t make difficulties disappear, it equips us to lead through them with strength and purpose. ✅ Key takeaway: We can’t always control events, but we can always control how we see them. And in that shift, suffering transforms into resilience.

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