Success Advice
10 Things Mentally Tough People Do
It’s not easy to keep going when your whole life sucks. When you are not making much money, have few friends, and hate your job, you want to give up. Everyone does. But what if I told you that successful people like Sylvester Stallone and John Paul DeJoria went through even worse to succeed (including homelessness)?
It’s actually true. But how did they do it? They became mentally tough. Mentally tough people have strong minds. They jump back up after getting knocked down when others would give up. They control their emotions and reactions when life gives them horrible surprises. They keep fighting even when they are given the worst possible circumstances.
Becoming mentally strong can be learned. Here are ten things that mentally strong people do that you can adopt:
1. They Take Responsibility
Mentally tough people do not blame circumstances or society. The entrepreneur Dan Sullivan went bankrupt and divorced on the same day. He decided that it was his fault for making these mistakes as a businessman and husband and learned from them. This is very different from what most people do, which is to blame others.
2. They Move On Quickly From Self-Pity
Mentally tough people know this is a toxic place to stay in. When they sense moments of pity or despair sets in, they stomp it out immediately and get to work. Biologically, humans are wired to naturally compare themselves to others and dwell on negative events. But they also have free will to choose to act differently once they are aware of these tendencies.
“I never saw a wild thing sorry for itself. A small bird will drop frozen dead from a bough without ever having felt sorry for itself.” ― D.H. Lawrence
3. They Do Not Let Circumstance Stop Them From Winning
The motivational speaker Brian Tracy said that successful people experience bad events just as much as unsuccessful people. The difference is that successful people prepare for them, take them in stride, and expect them. Do not let what life hands you stop you from achieving your goals or affecting your happiness.
4. They Recognize What They Cannot Control and Let Go Of It
Mentally tough, successful people can clearly recognize what is and is not in their control. Whatever is not in their control is let go and never blamed. They do not waste their time and energy crying over events that they cannot change. If an unexpected traffic jam makes them late, they do not blame strangers. They blame themselves for not leaving earlier.
5. They Do Not Let The Past Chain Them Down
Memories can be pleasant or horrible. But they cannot be changed. Many people let what has happened to them in their recent or distant affect their performance. Mentally tough people know they cannot in order to move forward.
6. They Are Motivated Beyond Belief To Never Give Up No Matter What
They will persist no matter how many times they fail or get knocked down because they are motivated by something stronger. It could be a higher purpose. It could be to help others. It could be to become a champion. They keep fighting. Period.
7. They Know They Are Not Entitled To Anything
They confidently accept that the world owes them nothing. They are not entitled to career opportunities. They are not entitled to food or shelter (despite what the government says). They are not entitled to even equal treatment. To succeed, they have to go out and work for it.
8. They Expect Many Failures and Rejections Before Success
Mentally tough people know that rejections, failures, and defeats are always part of the journey to their goal. They do not let these events discourage them because they know it is part of the natural process to where they want to be.
“It’s failure that gives you the proper perspective on success.” – Ellen DeGeneres
9. They Recognize The Inevitable Change of the Universe
Mentally strong individuals know that the universe naturally changes. They embrace it. They recognize it. They accept it. When a relative dies, a loved one gets sick, or an industry changes, they know it is part of life. They do not cry over spilled milk.
10. They Do Not Let Other People Influence or Control Them
Mentally powerful men and women do not let others control their feelings, emotions, or mood. They stomp out negative phrases they catch themselves saying like, “My boss made me feel sad” or “His email made me angry.” They meditate and improve their ability to control their emotions and responses.
Check out our motivational mental toughness video below:
Which one of these things are you going to get better at today? Leave your thoughts below!
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The Leadership Shift Every Company Needs in 2025
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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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