Success Advice
10 Rules for Success From the Founder of Hilton Hotels

Conrad Hilton is the founder of the international chain of Hilton Family Hotels, a company that now owns over 500 hotel properties around the world. But it didn’t start that way for Conrad. His way to the top was not that smooth.
He started in the beginning of the 20th century with no money, through the Great Depression, and lost everything that he ever built. After that, he created a multi-billion dollar company.
Conrad Hilton’s 10 rules of success from his biography Be My Guest. The book was published in 1957 and is still relevant today. Here’s a video version as well:
1. Find Your Own Particular Talent
Conrad Hilton was a big believer in the fact that everyone is good at one specific thing and needs to nurture that thing. Take time to explore what you love or think you’d love. You never know where you may end up.
Conrad’s specific talent was his ability to manage hotels down to the dollar, and he showed that by succeeding during the Great Depression.
2. Be Big
Conrad Hilton believed that expanding as far as possible and making yourself appear as large as possible during the process would make you and your business as set up for success as it could possibly be. And what’s a better way to do that than by owning as many hotels as possible?
“To achieve big things you have to have big dreams.” – Conrad Hilton
3. Be Honest
Conrad believed in honesty in all things. The truth eventually always come out, so lying will not help you build an empire! If Conrad used lying to get through life, he might have stolen the money that his friends loaned him when the Depression hit, instead he used it to purchase his first property in Cisco, Texas.
4. Live With Enthusiasm
Conrad Hilton believed that you should live your life laughing, take a hold of the day, and be enthusiastic at all times. This was exactly what he did during his lifetime, becoming one of the greatest managers that ever lived while being loved and appreciated by his employees.
5. Don’t Let Your Possessions Possess You
According to his fifth rule of success, Conrad Hilton didn’t believe much in material things. All his money didn’t take his personality away. Because if you’re preoccupied with material stuff you’ll miss the best things in life, which are free. If you have them, you need to take good care of them, like Conrad did with his hotels.
6. Don’t Worry About Your Problems
Worrying is like a rocking chair, it gives you something to do, but it doesn’t get you anywhere. And worrying will definitely decrease your chances of solving a problem. So don’t spend your energy on worrying, use it wisely and have the grit to overcome the situation, like Conrad did during the 1930s.
“Worrying has never solved anything yet. Prayer, thought, action – yes. Just worrying, no!” – Conrad Hilton
7. Look Up To People When You Can, And Down To No One
This rule goes back to what a lot of successful people have said: it’s important to have mentors, and look down to people only when you want to pick them up. Always try to learn from other people regardless of their position in society.
That’s what Conrad did with his employees. Even a bag carrier at the hotel can be an asset and a partner, and as a matter of fact Conrad Hilton borrowed $300 from one of his hotel’s bell boys during the Great Depression.
8. Don’t Cling To The Past
As a man of action, Conrad Hilton always believed in moving forward and pushing towards the future. He lived by his rules in the present but implemented the lessons he learned from the past. This allowed him to look forward and build the Hilton empire.
9. Assume Your Full Share Of Responsibility In The World
Conrad Hilton, like many other successful people, didn’t believe someone would hand him everything on a silver platter. He believed in working hard for every dollar that he made, and it’s surprising that his grandkids don’t follow through with this rule.
10. Pray Consistently And Confidently
It doesn’t matter if you’re religious or not, but Conrad believed in having a mission, praying to the higher power and doing it consistently. You have to hope for success and expect it as much as you work for it. Conrad Hilton prayed multiple times every single day and went to church every single week.
Which one of Conrad Hilton’s 10 rules of success resonates most with you and why? Let us know below!
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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:
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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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