Success Advice
10 Keys To Success: Stop Looking For It And Get To Work
One of the problems with a lot of success advice is that it’s entirely too cerebral. You’re told to visualize success, to get organized for success, and prepare for success.
There just isn’t a lot of action in that advice. Henry David Thoreau once said that “Success comes to people who are too busy to look for it.” This means that it takes action to become successful.
Here are ten keys to success for people who are ready to take action:
1. Give your goals at least an hour each day
Whatever you are trying to accomplish, if it is important enough to you, you will find a way to dedicate at least an hour each day towards accomplishing that goal. Get up an hour earlier. Go to bed an hour later. Say no to happy hour. Eat lunch at your desk. It will be difficult at first, but once you get into a rhythm, you will feel out of sorts if you don’t get your hour in.
“Success usually comes to those who are too busy to be looking for it.” – Henry David Thoreau
2. Find out who can help you and reach out to them
As you begin working to achieve your goals, identify the people who are willing and able to help you. Then, get over any awkwardness, apprehension, or shyness that you might feel, and make contact with them. More often than not, people who are in a position to help or mentor somebody else are proud to be asked. The worst thing that can happen to you is a terse no. The best thing that can happen to you is that the person you reach out to goes over and above to help you get to where you want to be.
3. Turn off the television set
Yes, this is symbolic. You can television with smartphone, laptop, Xbox, etc.. The point is this. There is absolutely nothing wrong with watching television or playing video games as long as you keep it in check. If you are actively engaged and interested in a tv show, for example, that’s fine. Unfortunately, so many people spend hours in front of screens watching things or playing things when they aren’t even that interested. Pay attention to the number of hours you spend each week staring at screens doing absolutely nothing. Then, figure out how to replace at least half of those hours doing something productive.
4. Invest in yourself
Nobody is more interested in your success than you are. So, why aren’t you investing more in your own success? What do you need to achieve your goals? Is it equipment, education, or training? Don’t wait for an employer or anybody else to hand that to you. Make that happen for yourself.
Take a class on the internet. Read a book. Start a project at home and work through it. Join a professional association so that you gain insights and networking opportunities. Pay your own way to a conference or convention related to your chosen field
“Those who improve with age embrace the power of personal growth and personal achievement and begin to replace youth with wisdom, innocence with understanding, and lack of purpose with self-actualization.” – Bo Bennett
5. Start working out
Even if your success goals have absolutely nothing to do with fitness, you should seriously consider adding working out to your daily roster. When you schedule and stick to a regular workout schedule, several things happen. First, you add one more thing to your list of positive accomplishments, and one positive accomplishment tends to follow the other.
In addition to that, you also boost your fitness and energy levels. You will need this to put in extra hours and expend the extra energy required to move forward. Finally, you will literally improve your ability to focus and concentrate.
6. Resign from the water cooler club
Every workplace has a location where the employees gather to gossip and discuss weekend plans. Sometimes this is near the water cooler. In other cases it’s in a break room or around a particularly social person’s cubicle. If you are a regular presence in any of these places, stop it.
There’s a reason why you never see managers or executives in these places, and it isn’t because they are setting an example. It’s because they either have something better to do, or they find something better to do.
7. Create a project and lead it to success
One of the best ways to make a great impression on the job is to identify a problem, develop a solution, create a proposal, present it, and then lead the resulting project to a successful conclusion.
Even with a small idea, you can prove your ability to solve problems, manage a team, persuade people with a great presentation, and ensure that everything goes off without any issue.
8. Eliminate your barriers to success
Take an evening to sit down and have a long and honest conversation with yourself. What you want to do is come up with a list of everything and every person who is for any reason coming between you and your chance at success. Then, look at that list and figure out what you are going to do about it.
9. Write it down at the end of the day
Before you go to bed each evening, write down everything that you have done to gain ground on the goals that you have set. Then, ask yourself if it was enough. If not, make plans to do more the next day.
10. Start all over again
Every time you achieve a goal, find a way to celebrate your accomplishment. Then, think of the next thing that you want to accomplish and start working on that next. Never let yourself stagnate.
Always remember that the keys to success involve doing. If you want to become a successful person, stop thinking about it. Put one foot in front of the other and make it happen.
Which actions are you going to take to become successful?Please leave your thoughts in the comment section below!
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.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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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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