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10 Potential Roadblocks You Need To Avoid On The Route To Success

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On any successful journey, there are going to be bumps in the road, the little twist and turns along the way, but if we are to meet our goals we need to ensure that these do not deter us.

We need to make sure that we take the right precautions to ensure that we can surpass these motivation blips and reach the target.

Here are 10 roadblocks that we need to navigate successfully in order to achieve our goals:

1. No clear focus

We need to have absolute clarity over our goals and destination. Only then can we ensure that we’re on the right track. This is the first and also the most important step in hitting our goal. When we have the wrong focus, no matter how hard we work we will not hit the target. Create clear goals. The more detailed, the better

 

2. No real purpose

In order to achieve anything it has to have some significance for us. There has to be some meaning or purpose behind it. When I tried to run 10k just to get fit, I gave up, the reason why wasn’t big enough for me.

Yet one year later I was able to complete a marathon. Why? Because I had a strong purpose. I wanted to do it to help raise money for friends struggling with cancer. We need to understand why our goal is important to us as this will keep us going through the difficult times.

 

Courage
 

3. Unrealistic goals

Impossible goals are, by their very nature, not possible to achieve. We need to be realistic about our capabilities and set attainable goals. We can set bold goals, or stretch targets, but impossible goals will just kill our motivation. We need to be bold but realistic in what we aim for.

 

4. Lack of belief

People are not afraid of hard work, they are afraid of failure. To increase our success we need to create plans that show us how we will succeed, or we need to find examples of others who have succeeded to give us the belief that we can do it too. When I ran my first marathon at the age of 52, knowing Farujah Singh a 100-year-old Indian had completed the London Marathon, gave me the belief I could do it too.

We need to have clear plans or examples of others, like ourselves, who have achieved success.

 

5. No recognition

We repeat what gets recognized. We need to share our goals with our friends, family, or an accountability partner and keep them informed of our progress.  Their recognition of our efforts will keep us motivated.

 

6. Being overwhelmed

When we are overwhelmed we become paralyzed and it’s usually because it feels like there is too much to do. But in reality, this is often because we just don’t know where to start.  We panic, not sure what to do next. We look at all the possibilities and then we just freeze. We need to just start, pick something, pick anything. Look to make some progress. We will soon figure out whether it’s the right thing or not much quicker than by being overwhelmed

“The journey of a 1000 miles begins with a single step”.  – Lao Tzu

7. Distractions

Shiny object syndrome is a killer, especially when the going gets tough or if things become repetitive. Small distractions easily divert our focus and then any progress we were hoping to make gets lost. The best approach is to schedule our work for when we are most focused.

For me this is early mornings between 6-9am. The better we know ourselves, our habits, and our preferences the easier it becomes to schedule the important work and avoid those times when we are easily distracted.  It also pays to create a quiet space with as few distractions as possible.

 

8. Setbacks and failures

Failures and setbacks are inevitable and we need to make sure that they don’t derail our attitude or confidence, in our pursuit of our goals. They are a natural part of the process and we should not only expect them but plan for them. So that when they happen we can actually see this as progress. A natural progression of our efforts.

“The phoenix must burn to emerge.” – Janet Fitch

9. Burnout

When we set bold goals for ourselves we need to set realistic timescales and pace ourselves. Rome wasn’t built in a day, and neither were bold goals achieved. Bold goals take time and we need to make sure that we give ourselves every chance to be successful. We need to not only start strongly but look to have the energy to finish strongly too.

 

10. Lack of progress

When we fail to make progress more often than not, it’s that we lack visibility into our real progress and this can cause us to give up when the finishing line is just around the corner. We need to have a clear plan of expected progress and track our actual progress against it so that we can see our performance and be motivated by our progress.

If we can avoid these ten potential pitfalls we will give ourselves a much better chance of succeeding.

Which of these potential issues causes you the most problems and why? Please leave your thoughts in the comment section below!

Gordon Tredgold is a former corporate warrior who now writes, speaks, and coaches on leadership, achieving results and driving success. Gordon preaches simplicity in everything and has developed the ‘FAST Approach to Achieving Success’ and his mission is to help people exceed their potential and achieve amazing results. If people want to join him you can go to www.gordontredgold.com or follow him on twitter @gordontredgold.

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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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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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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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