Success Advice
How To Find Your Unique Path to Wealth – Quickly!

Ever noticed how making money can be a bit like digging for treasure?
It takes hard work and commitment, and until you actually find the treasure there is always that nagging doubt – am I digging in the right place?
You know that feeling don’t you?
You start off shovelling dirt with so much enthusiasm, and then that little voice starts whispering – “what if it doesn’t work… That project over there may be easier. I might make more progress if I drop this and go try that over there.”
And then, almost like an angel on your other shoulder another voice starts saying, “remember, it’s supposed to be hard work. If you put in the time and effort, when you deserve it it will all come right. Don’t stop three feet from gold!“
Why Getting Wealthy Is Easier Than You Think
Don’t worry. I get it. I’ve been there myself – dancing from one training to the next. Learning the stock market, then property, then internet marketing – all the while sinking huge amounts of cash into each attempt to find my own treasure.
And it would have all been in vain had I not realised this one crucial point: We each have our own digging style… and it’s only when we learn to use the digging style that comes naturally to us that we actually manage to make some progress.
It turns out, when it comes to creating wealth, there are only 8 different strategies. Just 8? Yep – that’s right! Any method you can think of fall into one of these 8 categories. What is more each strategy takes a certain personality to pull it off, and really create outstanding results from that strategy. So this means there are 8 strategies, and 8 different personality types, or digging styles.
The really good news is that once you know which digging style you’re most closely matched to, you can quickly and easily make more money than you ever thought possible – just by applying the strategies of your specific digging style.
How To Find Your Personal Digging Style
What you really need to know is what your personal digging style is, before you start digging for treasure, so you can make the most progress, most quickly.
Let me outline the 8 digging styles and see which one you identify with the most. These are based on a wealth profiling system used by over 3000 entrepreneurs. It is also the same system I use to help my red carpet clients rock their revenue by picking the right strategy for them.
Ok, here are the 8 strategies and profiles.
Creator – These are the ideas people. They have way too many ideas to implement, and are really good at pulling together resources to make projects happen. Their time is spent thinking about what is possible, rather than what is happening in the here and now. Well known examples of Creators profiles are Richard Branson and Steve Jobs.
Star – Stars excel in front of an audience, especially when they have to deliver the same presentation or show again and again. They attract attention, just by being themselves, and to monetize this, they can redirect their attention onto their cause or company. A good example is Angelia Jolie who uses the attention she receives from acting to shine a light on humanitarian causes around the world.
Supporter – Supporter profiles are those people who just seem to know everyone. These are the folks who find out (and remember) everything about the people they meet, because they are genuinely interested in people. Their way to wealth is by connecting people, managing teams, and delivering value to the people they meet. Ever wondered how your business would explode if you got in front of the right people? Well these are the profiles who are most able to make those connections happen. A good example of a support profile is Meg Whitman, former CEO of Ebay.
Deal Maker – This profile is all about connecting people up with deals. Wining and dining clients and making deals happen all comes very naturally to this profile. They tend to have so much fun doing it that work seems like play. They are extremely adept at negotiating, and this comes from knowing everything about the influencing factors in the deal they are doing. A good example of a deal maker profile is Donald Trump.
Trader – In contrast to the Creator profile, Traders are focussed on what is happening in the moment. They aren’t too concerned with the big picture and are really good at just getting stuff done once they have a track to run on. They make excellent market traders for this reason, and their strategy lies in being able to make money from a margin. A great example of a Trader profile is George Soros.
Accumulator – This profile is great at buying up appreciating assets. In order to do this they have a natural tendency to horde things, but also a natural aptitude for research. I’m often reminded of an interview with Warren Buffet when asked about how he goes about researching the companies on the stock market as there are so many companies, A-Z. He stated that he would simply “start at A”.
Lord – Lords are great at squeezing cash out of systems that already exist, and making systems more efficient. They grasp systems easily and tend to specialise in very narrow areas of expertise, because they are so suited to detail. They make their money by adding value to businesses by being able to easily see where they can cut costs, measure what is useful and optimise. A good example of a Lord profile would be business guru Michael Gerber.
Mechanic – The mechanics of this world tend to be tinkerers. They are brilliant at seeing how things work and are incredible at being able to optimise systems. They work best when there is a system already in place and they just need to make inventive tweaks to improve it. They make their money by taking something that already exists and making it better. A great example of a mechanic profile is Sam Walton, of Walmart.
“Find your natural digging style, and you find your treasure.” ReTweet This
So, Which One Sounds MOST Like You?
It doesn’t have to be just one –you’re likely a mix of several. However, knowing which one you are MOST like allows you the freedom to focus your efforts on just that strategy – thus putting you well ahead of the curve.
Once you have an idea of which style suits your personality the best, you can start doing more of those things that come easily and less of the things that are tricky.
It’s kind of like finding out that your digging tool is a shovel, and all this time you thought your tool was a stick of dynamite. If this were the case it could be that you’ve been laying your tool (the shovel) up against the rock face, setting up the detonation, and then waiting for it to explode… and nothing happens. Of course nothing would happen – you’re using a shove as a stick of dynamite!
In the same way, you might have a stick of dynamite in your hand, and be trying to dig into the earth to find your treasure. How far are you going to get, shovelling with a round cylinder of explosive? Probably not very far… in fact you’d have more chance of digging that hole with a tooth pick!
So you see, once you know what your natural tool is, you can start using it effectively.
It All Comes Down To Using Your Strength
An example of how you would use your natural style would be if you were a Support profile, and therefore excellent at connecting with people. You can network your way into any situation and find anyone at all within a few emails and handshakes. Why then would you sit behind your computer and try connecting with people only over email? Your talent is to be out amongst people.
Similarly, if you’re a natural at optimizing systems, like a Mechanic profile would be, why put yourself through the torment of networking to find new business? Why not focus your efforts on email marketing, or internet marketing instead?
You need to focus on what comes naturally and easily to you, given your natural style and then use the strategy that it corresponds with. Spending more and more of your time doing what comes naturally automatically frees you up to gather more momentum, and therefore results (and cash!) in your business, quicker than anything else.
Know your strength, then stick to it.
Over to You…What’s Your Natural Style?
Leave a comment below and let me know what you think your profile/ digging style might be.
Then tell me what things you’re going to do more of to align your day to day strategies with your natural talent to make your treasure digging efforts more effective.
“Laura Leigh Clarke is a reseller for Wealth Dynamics.” – as this is where the profiles come from originally. I have have full permission to use them, as I talked about them in my book – but just worth flagging that up in case people don’t realise.
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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:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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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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