Entrepreneurs
I Quit My Job Today — There’s A Lesson In It For You.

Today I told my boss “I quit.”
He wasn’t expecting it. He thought I’d be around for much longer. I mean who wouldn’t want to work with brand-name tech companies and eat fancy lunches with clients?
Well, unfortunately, I don’t give a fuck about brand names or lunches or looking good. Vanity metrics and looking good is for chumps.
What happened today was that after a nine-month (wholly shit that’s a long time) career change, I got what I wanted. I liked where I worked for the last seven years and my boss was awesome but it was time for change.What did I want?
Four days working in digital marketing as a leader, and one day consulting to a company I love focused on personal development and entrepreneurship.
For nine months I told everyone I knew this dream and most people laughed at me silently behind my back.
Splitting my work week in two and joining the self-help cult seems ludicrous to most people. Not me though.
I’m obsessed with changing people’s lives and finding out why people do what they do. I eat it for fucking breakfast lunch and dinner. It’s like eating chocolate moose for dessert every damn meal…YUMMY.
Why quit your job?
Quitting your job on social media has become a competition. Everyone’s out there to tell you why you should quit your job and most people giving that advice have never done it.
Quitting your job normally comes down to one thing:
“You want to spend more time doing something you love and less time doing crap you hate”
In my case, I don’t mind working in finance, but it doesn’t exactly wake me up in the morning and give me morning glory.
Quitting your job is normally associated with the following:
- You hate what you’re currently doing
- You hate the people you work with
- You hate the company, what they stand for and their BS values
- You need a change
- You need to be challenged
Quitting your job is harder than you think.
Quitting your job can feel like killing your newborn baby.
Often you’ve become comfortable, know where the kitchen is and know most people in the business. The people you work with can feel like family even if your career has nothing to do with anything you enjoy doing.
Much of the advice on the internet suggests you can just quit your job, pitch a tent and ‘you’ll be right mate.’
But we all have bills to pay and commitments.
“It’s not as easy as quitting your job and walking into your dream career after popping a bottle of Yarra Valley Chardonnay and some nicely aged cottage cheese”
The process of quitting your job looks more like this:
- Realizing your way too comfortable
- Slapping yourself over the head a few times and screaming “WAKE UP!”
- Going through months of rejection, “Fuck off,” and “Who are you again?”
- Complaining to your significant other that it will never happen
- Facing your fears and feeling like your whole world could end
- Trying to figure out what the heck you actually love doing
The process of quitting your job is a grueling one. It will take every ounce of energy, enthusiasm and resilience you have. Someone asked me yesterday what it was like to quit my job. My reply was this:
“Quitting your job feels like ripping off a band-aid and watching blood piss everywhere because the scab hasn’t quite healed.”
The finding what you love part.
I’ve hinted through my sometimes interesting approach already that quitting your job requires you to know what you love.
This advice sounds rosy and gorgeous like a Santa Monica sunset, but it’s total bullshit unless I explain how to do that.
Here’s how to find what you love:
- What does your internet browser history look like?
- Where do you spend most of your time in the bookstore?
- If I wrote down everything you did outside of work, where would most of that time be invested?
- At a BBQ, what do you talk about the most?
In one of these four questions is what you love. That’s what you should eventually quit your job for.
Quitting your job is hard until it’s not.
In the weeks leading up to by big resignation, I was crippled by fear and I almost didn’t go through with it.
I was going to take another job in the same company I worked for, for the last seven years because it would help me lie to myself and think I was brave enough to do what I was afraid of.
The process of quitting your job is hard until you come to terms with the idea that there is no right decision.
Quitting your job could be the best thing you’ll ever do or a freaking disaster that will make you want to fire off an email to me condemning me to hell for the rest of my life.
“What I do know is this: if you never make a tough decision like quitting your job then you’ll always live with regret for the rest of your life about what could have happened”
Regret will kill your dreams more than quitting your job ever will.
Final thought.
I can’t tell you all to improve if I don’t. This very thought nudged me over the line. It was this idea that woke me up and got me standing straight again.
I can’t be blogging on the internet and telling people to face their fears or quit their job unless I’m prepared to do the same. That would be incongruent and my conscience would eventually reveal this truth to me.
Quitting your job is a tough decision and so is living with regret.
Think about that if you’re on the cusp or quitting and can’t rustle up the courage to do it.
If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net
Entrepreneurs
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.

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
-
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.
Entrepreneurs
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Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)
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History shows us that the greatest minds, Albert Einstein, Thomas Edison, Oprah Winfrey, Michael Jordan, Walt Disney, Stephen King, and countless others, faced failure early on. Yet, instead of seeing failure as the end, they treated it as a comma in their story, not a full stop. (more…)
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