Success Advice
10 Successful People Who Proved That Age is Nothing But A Number

Our society often thinks that the best age to be successful is between 24 and 40 and that, once you reach 50, your life is pretty much over. However, there are always shining examples that prove that success is possible at any age. All you need is the right attitude.
Here are some examples that will prove to you that, no matter what age you are, you can do it, too!
10 Young & Old Successful Achievers
1 – Justin Bieber
It doesn’t matter if you like him or not, what he did prove was that you can get somewhere if you believe in yourself and your talent. All you need to do is have the guts to put yourself out there, to broadcast yourself – even if it is on YouTube.
Justin Bieber was discovered at the age of 14 and is believed to have made $110 million in those five years ever since his manager Scooter Braun stumbled across his YouTube videos.
2 – Mark Zuckerberg
Mark Zuckerberg launched Facebook in 2004 at the age of 19, literally changing the way people communicate. Facebook and Zuckerberg’s name are always at the center of much controversy, yet it cannot be denied that Mark Zuckerberg had a radically new idea and did not shy away from investing time and effort in it, at a time when he couldn’t have possibly known if it would work.
By 2007, Facebook had made Mark Zuckerberg a billionaire and nowadays he is believed to own about $80 billion today.
3 – Kathryn Joosten
Kathryn Joosten started out as a nurse and then was a stay-at-home mum. When her marriage failed, she thought she would chase her own dreams for once and become an actress – even though many would have considered her too old to start an acting career. It took her several years and she was almost 60, when she finally had the success she deserved for her never-tiring persistence.
Kathryn appeared in countless TV shows, such as Family Matters, My Name is Earl, Scrubs, and of course Desperate Housewives, winning two Emmy Awards for her performance as Karen McCluskey.
4 – Colonel Sanders
Colonel Sanders was well over 60 when he made it big with Kentucky Fried Chicken. Before that, he simply sold chicken and other food at a service station in Corbin, Kentucky.
When the Interstate 75 was built, diverting traffic away from his restaurant, his business was close to failing. Yet Sanders believed that he could do it. Instead of despairing or muddling through somehow, he adapted. He walked the long miles, pitching his unique recipe and was even knocked back 1009 times before someone decided to give him a chance to birth what is now known today as the highly successful food chain KFC.
5 – David Karp
Similar to Mark Zuckerberg, David Karp relied on the internet as a source of income, where he launched Tumblr at the age of 21. Like Zuckerberg, he had a revolutionary idea. He had been looking into tumble logs – very short blogs – before and thought a platform to promote these systematically could be successful. It turned out, he was right. To this date, Tumblr hosts over 100 million blogs making David Karp’s net worth more than $200 Million.
6 – Missy Franklin
Missy Franklin is only 18, yet she is a renowned swimmer who won four gold medals in the last Olympic Games. Furthermore, she holds several records, such as the world record in the 200 meter backstroke.
Missy Franklin started trying out for the US Olympic Teams at the age of 13. With her persistence and hard work, she managed to qualify for the Olympics in 2012, when she was only 17.
7 – Abigail Breslin
Abigail Breslin truly started early. Her first commercial for Toys’R’Us she did when she was only three years old, and by the time she was five, she had her first major role in the movie ‘Signs’. Only four years later, at the age of nine, she had her big breakthrough with her role of Olive Hoover in ‘Little Miss Sunshine’. She has a reputation of being able to pull off both humorous and serious roles, as her performances in ‘My Sister’s Keeper’ or ‘Definitely Maybe’ showed. She was the youngest actress ever to be nominated for an Academy Award (for ‘Little Miss Sunshine’) and won countless other awards.
Rumour has it that Abigail Breslin charges around $2 million for a feature role in a movie.
8 – Frank McCourt
Everyone knows ‘Angela’s Ashes’, the story of Frank McCourt’s dire childhood, for which he received both the Pulitzer Prize and the National Books Critics Circle Award. A movie was made from his book, which became rather successful and thus also gave the novel another boost. What most people don’t know, however, is that Frank McCourt didn’t take up writing until he was 65. Before that, he was a teacher and led a rather ordinary life. Now, he has museums named after him.
Frank McCourt shows that no matter how dire your circumstances, you can turn them into something good.
9 – Ronald Reagan
Granted, Ronald Reagan was successful as an actor, yet he only became the 40th American President at the age of 70.
Ronald Reagan made drastic changes in economy to help increase economic growth. This even resulted in the coining of the term ‘Reaganomics’.
10 – Peter Roget
Peter Roget showed us that it is never too late to make earth-shattering inventions, such as the Thesaurus, which he invented at age 73. He actually used what most people would see as character flaws or issues to his success. Suffering from OCD, the only thing that would calm him down was making random lists. In the end, he simply started on the infinite project of creating a list of synonymous words.
Peter Roget’s ‘Thesaurus of English Words and Phrases’ has never been out of print since its initial appearance.
You see, you are never too young or too old to be successful or make a difference in this world. It all depends on your attitude – if you believe in yourself, are willing to put in the work required to make your dreams a reality, then it is never too early or too late for success!
Article By: Nina Krendl | Addicted2Success.com
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The surprising truth about leadership styles that can make or break your team’s success.

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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.

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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