How to Stand Out Professionally

First impressions matter. Starting with your introduction. I’ve seen too many people wing their introductions. Big mistake. Top 1% communicators never underestimate first impressions. They know how to become instantly memorable. When I work with my CEO coaching clients, I ensure they stand out. You can steal my method: Record yourself introducing yourself in 30 seconds. Then ask: Would you be interested in meeting this person? Would you remember them a day later? If not: Rewrite. Rehearse. Refine. Use these 7 strategies to ace your next intro: 1 - The Networking Pitch - Daniel Priestley 🟢 Name Say it slowly. Own the moment. Smile. 🟢 Same Say what you do in familiar terms. 🟢 Fame Share a line of credibility. 🟢 Aim What are you focused on right now? 🟢 Game End with your bigger vision. 2 - Nail Your Non-Verbal → Real smile (no fake smiles) → Stand tall, shoulders back, face them directly → Avoid awkwardness: signal handshake, hug, or wave 3 - The 5-Second Intro Practice this all-purpose 3-step formula: Who you are → What you do → Who it helps 4 - Use Micro-Stories Instead of listing titles or credentials, embed a 1-sentence story: “I used to write speeches for government leaders. Now I coach founders on how to own the room.” 5 - Show Your Energy, Not Just Expertise Most introductions are soulless and bloodless. But energy is magnetic. 6 - Tailor Your Intro To The Room: 💼 Boardroom: Lead with credibility and clarity. 🎤 Stage: Start with a story or question. ☕ Networking: Keep it casual and curiosity-driven. 7 - Avoid These Mistakes 🚅 Saying your name too fast. 🥱 Being forgettable: “I’m in communications” 🪽 Winging it – first impressions matter! What do you pay attention to when you introduce yourself? - - - - ♻️ Repost to help others, too. And follow Oliver Aust for more on leadership communications. ♟️ Want to become a top 1% communicator? Reach out here: https://lnkd.in/dc-TBhZU

Whether you like it or NOT the most important decisions about your career are made when you’re not in the room. Your title Your pay Your opportunities All shaped in conversations you are not invited to. As a former leader and exec I've sat in on them. Years ago, I was up for a promotion in another part of the business. I had just started working with a new manager, and when I asked if she would support my candidacy, she said yes. Later, I found out she told someone I was too junior for the role. She didn’t stop the promotion, but she tried to. What protected me was the brand I had already built. And the advocates who already knew my work. → I led a process improvement project with measurable results → I built trust with leaders beyond my team → I earned visibility through recognition programs That reputation made it easier for others to speak up. And harder for her doubt to carry weight. If you’ve ever had a manager say the right things in public but block you in private, you are not alone. When I became a leader, I made it a point to speak up for my team. Not just when it was easy, but especially when they were not in the room to speak for themselves. Because I know what it feels like when someone stays silent or worse they don't protect you at all. If you want to protect your career, start here: → Be consistent Show up the same way in high-stakes rooms and day-to-day meetings → Be clear Speak in a way that leaves no one guessing what you do or why it matters → Be credible Follow through on what you say, and let your results speak without over-explaining Your boss or [insert here] may not be your biggest advocate. But you can still have a strong campaign. And when you become a leader, do not stay quiet in rooms where decisions are made. Because if your name is going to be spoken, make sure it is by someone who protects it. Who spoke your name when you weren’t in the room? Tag them below and thank them. —- Hi, I’m April, and I specialize in helping women leaders prepare for executive roles by enhancing their influence, presence, and communication skills. Executive Material

Your competence at work is judged in seconds. Even when you over-deliver, you can be underestimated. Every day, false assumptions about you are made: — Polite = Weak — Older = Not agile — A foreign accent = Less capable — Introverted =  Not a strong leader — Woman =  Softer voice, less authority It's not just unfair. It's exhausting. So the question is: How do you beat biases without changing who you are? Here’s what I recommend: 𝟭. 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝘁𝗵𝗲 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲 → Speak about impact, not effort. → Articulate your value proposition. →“Here’s the problems I solve. Here's how. Here’s the result."  If no one knows what you bring to the table, they won’t invite you to it. 𝟮. 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗽𝗼𝘄𝗲𝗿 Silent excellence is wasted potential. → Speak up when it feels risky. → Build real not just strategic relationships. → Share insights where people are paying attention. You don’t need to be loud. You need to be seen. 𝟯. 𝗧𝘂𝗿𝗻 𝘆𝗼𝘂𝗿 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 𝗶𝗻𝘁𝗼 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿𝘀 The traits that trigger assumptions? Those are your edge. → Introverted? That’s deep listening. → Accent? That’s global perspective. Don’t flatten yourself to fit. Distinguish yourself to lead. 𝟰. 𝗢𝘄𝗻 𝘆𝗼𝘂𝗿 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲 → Say “I recommend” not "I think.” → Hold eye contact. Take up space. → Act like your presence belongs (even when others haven’t caught up.) Confidence isn’t volume. It’s grounding. Bias is everywhere. But perception can be changed. Don't let other people's false assumptions define you. Do you agree? ➕ Follow Deena Priest for strategic career insights. 📌Join my newsletter to build a career grounded in progress, peace and pay.

I hired over 20 freelancers on Upwork this year. Not because they were the cheapest. Not because they had the most experience. But because they did something different than 99% of applicants. They showed they were professionals before I even hired them. Here's what top 1% of freelancers do differently: 1. They qualify themselves out "I'm not the best fit for this, but here's who might be..." This level of honesty is rare. And memorable. 2. They challenge the brief Instead of blindly following instructions, they ask smart questions that expose gaps in my thinking. 3. They show, don't tell Rather than saying "I'm detail-oriented," they demonstrate it through their proposal structure and follow-up. 4. They set boundaries early "I can start next Tuesday" instead of "I'm available immediately!" Busy professionals have schedules. Pretenders are always free. 5. They price with confidence No apologizing for rates. No desperate discounts. They know their worth and stick to it. The harsh reality? Most clients aren't hiring for skills anymore. We're hiring for professionalism. Because here's what nobody tells you: Technical skills can be taught. But professional behavior is a choice. I'd rather hire someone with 80% of the skills and 100% of the professionalism than the other way around. Want to stand out on Upwork? Stop competing on skills alone. Start competing on professionalism. Because while everyone else is racing to the bottom on price and promises, the real opportunities are at the top.

I can't tell you the last time I looked at a resume in over 12 years of hiring, and I've hired many people. It's not even a nonstarter. I don't even think about it. I know others will disagree with me, but I don't find any value in the PDF version of your LinkedIn page. I'll just go to LinkedIn. But don't despair; there are many ways to garner attention, be introduced, or stand out. 1. Follow-up notes - it's incredible how often I do not receive a follow-up message after a conversation. It's so easy to do. Here's my opinion on the best follow-up message setup: (1) Thank the person for their time. (2) Bullet point a couple of things you learned from the conversation (3) Ask a question to re-engage. Send the follow-up within an hour of the interview. Send a note to each participant if it's a group meeting or panel. IMPORTANT: If you don't get a response after your first note, could you send a couple more? People are busy, and the inbox is even busier. 2. Use video - I always appreciate it when an applicant uses Loom or another video provider to send an introduction or thank you video. It's a rare occurrence that surprises me due to its ease of use. 3. Please research the role and be sure you are a fit. Are you framing your qualifications to match what the hiring managers are looking for? Ensure you fully understand what you are applying for. 4. Research the team and understand the company. Who are your hiring manager's peers? Who else would you want to meet? If you are interviewing with the CMO, contact the CRO or VP of Sales and try to schedule a meeting. It doesn't hurt to ask. There is no excuse not to research with tools like LinkedIn available to you. 5. Get an introduction before applying - Once you research and meet a couple of people from the company, ask for an introduction. I can count on both hands how often I've received an introduction from a team member for a role I am hiring for. Even better, if you are a referral from a trusted peer, you go to the top of the list, no matter what. 6. Prepare with questions—Spend an inordinate amount of time listing out questions you want to ask the interviewer. Discuss the role expectations, but don't forget to ask questions specifically about them, such as "Why did you choose to work here?" etc. Hiring great people isn’t about resumes but connections, preparation, and effort. Don’t rely on the same old playbook if you want to stand out. Get creative, do the work, and show why you’re the best fit for the role. The good news? Most people won’t do these things. That’s your edge.

If you over-curate & overthink your personal brand to perfection, your engagement will be dead! You see them everywhere—polished, poised, and perfectly positioned personal brands. Yet, their engagement is flat. Their audience? Passive. This is the"Perfect Persona" Effect—where people curate an online brand so flawlessly that it becomes unrelatable. And science backs this up. 📌 A study from Harvard Business Review found that leaders who share their struggles increase trust by 66% compared to those who only share polished success. 📌 Social psychologist Dr. Elliot Aronson’s "Pratfall Effect" proves that people perceive those who show vulnerability as more likable than those who appear perfect. The brands that win aren’t the ones that look flawless. They’re the ones that feel real. This is how we work this out with SackBerry clients: 1. Show the process, not just the results. ❌ “We grew our business 10x in a year!” ✅ “We struggled for months with zero sales—here’s what finally worked.” People relate to struggles, lessons, and real journeys. Share the how, not just the highlight. 2. Write like you talk. The easiest way to sound human? Read your post out loud. If you wouldn’t say it in a conversation, rewrite it. 3. Share your unpopular opinions. The fastest way to stand out isn’t to blend in. Take a stance. Challenge industry clichés. Say what others won’t. 4. Use the “3-Post Rule” to create trust. Your content should rotate between these formats: A personal story (human connection) An actionable insight (expert credibility) A polarizing take (sparks discussion) 5. Don’t fear the “mess.” -Not every post needs to be perfect. - Test new ideas. - Share drafts. - Build in public. People love watching something unfold in real time. So, tell me—what’s one thing you wish more people shared online? #PersonalBranding #Authenticity #BuildingInPublic #ContentMarketing

Landing interviews but not turning any into job offers? Try a Value Validation Project (VVP). It’s the closest thing to a silver bullet in the job search. Here’s how it works in 8 simple steps: 1. What Is A Value Validation Project (VVP)? A VVP is a deliverable that illustrates your value on your terms. It shows initiative and enables you to prove your worth beyond a resume and a few interview answers. 2. Start With Research - Scan the company’s website - Listen to interviews with execs - Watch product tutorials - Read customer reviews - Use the product yourself - Analyze the competition Learn as much as you can, then use that to... 3. Identify An Angle Look for a gap in their strategy, a challenge they’re facing, or an opportunity. The key is ensuring it aligns with the role you’re interviewing for. That gives you a chance to showcase your skills in relation to a real business need. 4. Brainstorm Ideas Think of three ideas you could pitch to help the company. I love using ChatGPT for this: - Add the company’s website - Mention the angle you found - Share the research you did - Ask it to brainstorm 10 ways you could add value 5. Package Your Ideas In A Slide Deck Slide #1: Cover slide with a compelling title Slide #2: Quote from the company/executive framing the problem Slide #3: High-level outline of your ideas Slides #4-9: Present a problem/opportunity and your specific solution Slide #10: Quick bio + links to your resume & LinkedIn 6. When To Share Your VVP Ideally, you’d share your VVP ahead of your first interview. But it’s never too late. VVPs can be effective at any point in the process, even after a rejection. The key is to share them as early as you’re able given your situation. 7. When To Create A VVP I do NOT recommend making VVPs for every job you apply to. Instead, use these 3 criteria: 1. You already landed an interview 2. This is a *dream* company you’d do anything to work for 3. You’ve networked with someone who can refer you in (most common) 8. What If They Steal Your Ideas? This can happen. But the downside of it is far outweighed by the benefits of winning an offer at a company that sees the value in the extra effort, has a culture of recognizing people who go above and beyond, and is going to pay you what you’re worth. If you follow the criteria in Step #7 for when to create them, you minimize the risk while maximizing the upside.

If I was onboarding 5 new SDRs, here's exactly what I would do to guide them to exceed target in 90 days. Step 1: Learn the industry FIRST This is the most important step and most companies skip it. You can be subpar at prospecting and still do well if you deeply understand your buyers. Who are they? What keeps them up at night? How do they make decisions? What's the industry makeup? I remember reading every single article on VP of Marketing + CMOs when I worked at Terminus so I knew the lingo. When you know this, your conversations become 10x easier. Step 2: Set up their LinkedIn profile Now that they understand who they're talking to, let's make sure their profile reflects that. The question every rep needs to ask themselves is... How do we position our profile as someone worth responding to? I would immediately remove your job title from your profile and make the headline outcome focused. Think landing pages, not resume. Step 3: Get comfortable with the tech (but only 3-4 tools) I'm starting to believe you shouldn't give new reps all the tools at once. Start them with the basics: ↳ Sales engagement tool ↳ Data tool ↳ CRM That's it. Master those first. As they get better, they unlock new tools. As leaders, I think we need to have all SDRs master the fundamentals of these three tools so that the other tools are easier to use. Step 4: Creative prospecting Once they're comfortable with the basics, now we layer in video prospecting, voice notes, and creative outreach. I remember as an SDR, once I got the cold calling down I could easily translate those skills into more creative prospecting. This is where they start standing out from everyone else in the inbox. Step 5: Memorize 3 customer stories When I was an SDR manager, I told my team.. everyone needs to memorize 3 customer stories. That's it. Just 3. When you're on a call and you can reference a real story about someone like them... the conversation shifts. That's how you create relevancy by sharing a real point of connection they can relate to. These 5 things in the first 90 days will set your team up for success. P.S. Which step does your team need to focus on most?

I am wrapping up our hiring process for our first two sales roles at Lawfully. We had over 700 applicants apply—standing out isn’t easy. For these roles I was the recruiter, hiring manager, and executive sponsor. Here’s my advice on how to stand out: Getting Through to the First Stage— 1. Reach out directly to the recruiter, hiring manager, or executive sponsor I gave priority to candidates who reached out personally. Some sent LinkedIn DMs, while others crafted thoughtful cold emails. Two memorable examples: one email had the subject line “Matt, I’m skiing my way into your inbox,” and another featured a personalized video introducing herself and addressing common interview questions. Make sure your outreach is thoughtful, creative, and mindful of people’s time. Done right, it sets you apart Done poorly, it can backfire. 2. Make your Linkedin look professional Many applicants had unprofessional profile photos, large employment gaps, or short stints at companies. While you shouldn’t judge a book by its cover, with 700 applicants to review, these things can quickly lead to being passed over. You control your LinkedIn narrative and the professional story it tells. Demonstrate to recruiters that you can commit and follow through. 3. Use the right professional jargon. For this SDR role, candidates with SDR experience were fast-tracked to interviews. Ensure your job titles and descriptions align with industry standards to avoid being missed. Make it clear what you do, especially if your role mirrors the position you’re applying for. Getting Through the Interview Stage— 1. Research the company before your interview. Out of 60 people I interviewed, only one could identify our competitors, and few provided detailed responses about our products and services. One candidate couldn’t name a single thing about Lawfully, while another was clearly reading straight off our homepage. Take the time to learn about the company. It shows genuine interest and sets you apart. 2. Answer all the questions. I evaluated candidates on several criteria, including experience, passion, coach-ability, and their ability to learn. To gauge learning, I asked their favorite books—professional or otherwise. If someone admitted they didn’t read, it was a quick signal to move on. 3. Answer positively and tie it back to the role and your strengths. Strike the right balance between positivity and authenticity. Candidates who dwelled on negative experiences sent a clear sign they weren’t the right fit. 4. Align your answers with company & hiring manager goals When candidates nailed this, they were an automatic pass. One standout example was a candidate who asked about our goals right at the start of the interview. Throughout the conversation, he consistently explained how he would help us reach our milestone. I’ve got 20 more tips to share—including what it takes to crush the final round. Drop a comment, and I’ll send them your way!

5 Priceless Freelancing Growth Tips I Wish I Knew Earlier ➊ The most underrated freelancing skill is reliability. Deliver on time, keep your word, and communicate well. Clients value freelancers they can depend on more than those with the flashiest portfolios. Reliability builds trust—and trust leads to repeat business. ➋ Charge for the value you create, not the hours you spend. Early on, I undervalued my work and billed only for time. The truth is, clients care about results, not how long it takes you to deliver them. Price your services based on the impact you bring to their business. ➌ Your network is your safety net. The best freelance gigs rarely come from job boards. They come from referrals, conversations, and relationships. Make networking a regular part of your workflow—it’s just as important as your deliverables. ➍ Treat every client like your most important one. Even small projects can lead to big opportunities. Go above and beyond for every client—they’ll remember, refer, and come back for more. ➎ Invest in skills that clients pay top dollar for. Identify high-value services in your industry and master them. Whether it’s a technical skill, communication, or strategy, clients will gladly pay a premium for expertise that solves big problems. Freelancing isn’t just about finding clients—it’s about building a sustainable, thriving business. What’s the best freelancing advice you’ve ever received?