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Success Advice

Success Isn’t Luck, It’s Based on the Good Habits of Who We Become

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I am lucky. I believe in luck. BUT My success did not come from luck.

You see, what we do every day lays the groundwork for our luck in many ways. When we achieve our goals, the actions we take and habits we create inform elevated versions of ourselves. From that place luck can spring eternal.

Before we talk about the practical steps to setting ourselves up for success and luck, let’s take a look at what we’re searching for in the first place. 

OH, WHAT A FEELING

Right now, you may be anticipating what you expect to feel when you achieve your goal. Life will be better when you get there. You can already see yourself basking in the sunlight of your personal achievement. 

I want to give you an insider’s secret. You don’t have to get to the finish line to start feeling the way you expect to feel when you reach the goal. We set goals, yes, because we have things we want to achieve in our lifetime but we really set them because we are going after the feeling we expect to have when we achieve those goals. 

Simply put, our thoughts are what drive our feelings and emotions and you are in control of your thoughts. Yes, you are in control of your feelings, right now, at this moment.

Your first action step is to get clear on the feelings that your end goal will bring, then start to bring those feelings into your here and now. 

For example, do you think hitting a certain revenue goal will make you feel abundant and less concerned about paying your bills? Do you want to make more income so you can be more generous? How can you start to practice those feelings of generosity and abundance today? What do you need to think to become more generous? When you are abundant what thoughts are you thinking as you fall asleep at night? 

When you start thinking the thoughts that make you feel the emotions of your desires you are really on to something because you’ve tapped into the energy of flow, and that will get you to your goal so much faster. 

MEET THE NEW YOU

92% of people don’t reach their goals. Why? Because it’s hard work. Part of that hard work is becoming a new person. The person who climbs Mt Everest is not the same person who can currently hike a hill. Years ago I did a triathlon — I always was last as in physical education. I wasn’t an athlete… to finish a triathlon I had to become a new version of myself. The version of me who was a triathlete.
Since I had never done a triathlon, nor was I anything close to an athlete I had no past experience to pull from. So I had to sit down and get clear on what the version of me who had completed a triathlon looked like and even more importantly felt like. 

Feelings of accomplishment, fitness, strength, and confidence came to mind. Tapping into what I had to think and do to feel these feelings gave me a roadmap to who I needed to become before I ever crossed the finish line. 

You become the person who has achieved the goal while you’re in the process of getting to your goal.  

Understanding the feeling you want and visualizing the person you need to become sets a rock solid foundation for the tactical part of reaching your goals. Not having this foundation in place is the difference between goal achievers and goal wishers.

“Luck is when an opportunity comes along and you’re prepared for it.” – Denzel Washington

YES, YOU NEED NEW HABITS 

To become the new version of you, you need to put new habits into place. Here’s why… 

95% of our day is run by our subconscious mind. 95%! This means, for the most mindful person, only 5% of our day is actually run through our prefrontal cortex, the part of our brain where we do thought work. The other 95%? You guessed it, it comes from your habits. 

So when you want to create sustainable change in your life, you set yourself up for success by rewiring that change into your habits.

5 TRICKS TO HELP YOU CREATE NEW HABITS 

#1. Get super specific about what you want to do.  

Habits need clarity and routine. To form a new habit, you need to get detailed on what that habit looks like and how you will execute it. 

Let’s take a look at the difference:

  • Unclear habit without a routine: “I need to spend time on LinkedIn to help build my business.” 
  • Clear habit with a routine: “On Mondays, Wednesdays and Fridays, right after lunch, I’m going to spend 30 minutes on LinkedIn.” Then you schedule this habit right into your calendar. 

#2. Habits instill when they are comorbid.

Everyone talks about brushing your teeth and putting your workout clothes next to your toothbrush! But how many things can you put next to your toothbrush?! 

To spare your toothbrush think about other habits you can use to connect your new habit. 

  • Eating lunch 
  • Getting dressed 
  • Taking a shower 
  • Cleaning the house 
  • Cooking dinner 

Remember, you already have so many subconscious day-to-day habits… get creative and think about where you can leverage the habits you already have in place. 

#3. Habits that require PHYSICAL movement are much easier to embed.

It’s so much easier to set a new habit by doing something versus desperately trying to NOT do something. Consider this, going for a walk is much easier than willing yourself to not snack after dinner.
Your new habit doesn’t have to involve an all out workout, but think about how you can create new physical cues around something. Maybe after dinner you boil water for a cup of tea instead of eating cookies.

#4. Incorporating your senses makes it easier to rewire new habits.

I’m a full blown chocoholic. I seriously did not think that I could go a day without eating it. When I found myself eating too much of it, I knew I had to bring in the habit reinforcements. I found a cinnamon tea that I love. Smelling and tasting this tea has replaced my need for chocolate every day. A miracle, indeed. 

#5. Lower the barrier of entry for your new habit. 

Simply put, set yourself up for success. Want to cut down the amount of time you spend on social media? Delete the app from your phone. This will also kick up your awareness factor.
When you are aware of what you are or aren’t doing, you are using the 5% of your brain that can make a thoughtful decision versus relying on the 95% of your brain that makes decisions based on your subconscious.

CELEBRATE YOUR LUCK!

Knowing that you have the ability to create your own success and yes luck is life changing. However, let’s not underestimate all of your hard work. Be sure to celebrate your success and luck. 

Mimi Bishop is a business and career strategist and co-founder of The Resting Mind, a company that propels high-achieving Generation X women by owning their worth, speaking their value, and generating wealth via their professional development. Mimi, is a certified life coach and Energy Leadership Index Master Practitioner (ELI-MP) who trained at iPEC.  She has been featured on Today with Hoda & Jenna, Business Insider, Entrepreneur, and is a VIP Expert at Fairygodboss.You know you need to do things differently… but just can’t seem to get out of your rut. It’s time to finally achieve your goals. Download your FREE guide The 8% Rule of Transformation. We share the secret—backed by brain science and energy leadership—to create long-lasting and sustainable change so you can transform your life. Download it here.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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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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Bridging the gap between employees and employers
Image Credit: Midjourney

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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Entrepreneurs

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