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Success Advice

3 Tips To Overcoming The Plateaus Of Success

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Learn to love the grind. That’s probably the only thing you should take away from this short post.

As we get closer to the goals we have set for ourselves, our standard for happiness simply rises along with our achievements. This is called “the hedonic treadmill

We will always measure our life in contrast to where we were yesterday and not in the totality of our achievements.

We often think that life has an “end-game” – That illusive pot of gold at the end of the rainbow that’ll make you feel fulfilled & happy for a lifetime.If only you could reach $100k/year. If only that attractive girl would date you. If only you got those amazing abs

Then everything would be different, right? Different in a fundamentally life-changing way? Yeah… no. It doesn’t work out that way. Don’t get me wrong; It’ll make you somewhat happy – just not for a long time.

No matter where you are in life, there will always be that “extra something” you think you need, to become truly happy. Something you already know but needs reminding once-in-a-while. It’s easy to lose track of what really matters in our daily grind.

“Aim for an arc of small, consecutive victories throughout your entire life.”  Owen Cook

Relative Vs. Absolute Happiness

As we progress in life our “happiness-level” simply rises with us. Meaning every-time we achieve something great, we create a new “baseline” for happiness. As we achieve more we’ll need increasingly greater achievements to get that same “high” again.

As long as we are on the “up ‘n up” in life we’ll feel engaged and content. Conversely, when we’ve reached a certain plateau where we’ve stopped growing we’ll become less happy.

  • If you get rejected today, it will still hurt – although you might have had it work out great in the past
  • If you get a little bit chubbier you’ll still be displeased – although you might still be in better shape than a year ago
  • If you lose a large amount of money you’ll still feel like crap – although you might be earning more money than ever before.

Frantically speeding towards the finish line is like a dog chasing its own tail.

 

There is NO finish line – only progress

If you stop progressing – you stop being happy. You can also see this in people who achieved great successes early on in their life;

Buzz Aldrin – The second man to set foot on the moon fell into depression and alcoholism when “coming back down to earth”. His baseline of achievement was set so high that everything simply faded in contrast.

“I really think that was the result of inherited tendencies which showed up in my mother’s side of the family,” he says. That was combined maybe with the intensity of the notoriety and then the aftermath of that notoriety and decisions as to what I was going to do next.” 

What do you do after walking on the moon eh?

William “The Fridge” Perry – After plagued with insecurities because of his weight, he resorted to proving his self-worth through athletics. He battered his way up to the NFL and played for the Chicago Bears. After performing some remarkable athletic feats, (especially for a guy his size – 300lbs) gaining some incredible fame, he did advertisements for Kraft Macaroni and Cheese, Coca Cola & McDonalds. He joined pretty much every talk show you could imagine. Heck – He even got his own G.I. Joe action figure.

Yet what’s the man who “has got it all‘ going to do next?

“Without continual growth and progress, such words as improvement, achievement, and success have no meaning”. – Benjamin Franklin

People, after reaching a high degree of success, often fall into a void and get detached from their own sense of self. They’ve linked their own worth with their achievements. Yet – what happens when all that falls away? No more money, no more fame, , no more..Self?

Especially people who have reached an excessive degree of success can fall down the hardest. This leads to depression & escaping in drugs, alcohol, video-games, tv and food. The questions “what’s next? ” & “How am I going to beat my last performance” remains unsolved.

 

Redefining Success

Don’t aim for excess – aim for progress. It’s not the absolutes that make you happy, yet we live in a society where it’s common to glorify “ideals“, especially where social media is so abundant and you constantly see fabricated images of how perfect everyone else is. Coined “The facebook-syndrome”

Todd Essig states that; “Trying to find worth by looking further up the ladder is pretty consistently a self-destructive endeavor.” So don’t. I’m not saying you shouldn’t chase big achievements & high benchmarks. You definitely should.

How else are you going to measure progress without some arbitrary benchmarks? It’s how we keep score when we’re playing this game called “life

I’m saying you should focus on doing your best at playing the game and not the score. Focus on taking the actions that are necessary to grow yourself consistently and not the absolute outcome you might get.

  • Focus on going to the gym consistently
  • Focus on writing on your website consistently
  • Focus on reading consistently
  • Focus on building up your skills consistently

Just spread them out and don’t set your baseline impossibly high. Learn to love the process of growing and not frantically looking towards the end. It will only make you restless if you do.

Essence

Here’s some practical advice to take away;

  • Set benchmarks for your life but focus on the process needed to get there. Focus on playing the game. The benchmarks are simply there to keep score.
  • Measure your own life in absolutes by keeping a log of your life. I recommend a simple paper journal.
  • Aim for small wins with visible, controllable results

Don’t think: “Where’s the end?” – since you’ll never really get there. Always think: “What’s next?” Just like Aesop’s fable goes; Slow and steady wins the race. And in this case…You win at life.

 

Thanks for reading this short article. If you’re having some more thoughts or questions about this post – feel free to leave those in the comment section below.
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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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