Success Advice
10 Things That Everyone Can Learn From Jeremy Lin | The NBA Asian Basketball Super Star

My generation has made a habit of choosing poor role models for ourselves. We ignore the useful, the wise and the charitable and instead idolize ‘lucky shot’ celebrities: ‘right face, right time’ actors and those who crave nothing but fame.
Every once in a while, though, we find a worthwhile role model in the world of entertainment; someone who deserves our respect not just for their acting skills or physical prowess, but for their courage, tenacity and drive to succeed against insurmountable odds. Jeremy Lin is one such man.
Jeremy Lin is the first American of Chinese or Taiwanese descent to make it to the NBA. That would be extraordinary in itself, if only for the fact that it’s rare for Asian ball players to attain the height necessary to compete in the professional leagues, but Lin’s career is much more than a fish out of water story. Lin’s journey to the New York Knicks has been anything but smooth, and we could all benefit from taking a few lessons from him. Jeremy Lin may not be able to teach you how to dunk, but he can certainly offer a few insights into what it takes to be the best.
10 Things the World Can Learn From The NBA Asian Sensation “Jeremy Lin”
– It Takes 10,000 Hours
They say it takes 10,000 hours of practice to perfect a skill, and Jeremy Lin clearly believes that. His skills have been developed over years of constant, unrelenting training. There are no free rides… in basketball or in life.
– Carpe Diem
When Jeremy Lin was picked up by the Knicks he arrived with no expectations. Just a kid with no hype surrounding him, nobody expected Lin to be the next big thing. He was only started because the team was suffering too many injuries and absences, and he knew he had to make a splash if he was going to make it. You may only get one chance to blow the audience away. Don’t waste it.
– Tenacity Counts
Nobody would have foreseen Jeremy Lin making it all the way to the NBA. As an Asian American the odds were stacked against him, and when he wasn’t offered an athletic scholarship to college he took the hard route. He studied hard, pushing his GPA to 4.2 and heading to Harvard on the strength of his academic achievements. The path of least resistance rarely leads to success.
– Risk Comes Before Reward
Lin’s contract with the New York Knicks wasn’t handed to him on a silver platter. Before he was signed he slept on his brother’s couch in the Lower East Side as he couldn’t afford to pay rent. If you want to succeed you have to take risks. Leave everything out on the court. Sleep on a couch. People who play safe rarely make it big.
– Believe in Yourself
Jeremy Lin’s professional career up until now could be summed up in three words: ‘Seriously, this guy?’. Nothing about his success was pre-destined, and he had to fight for every inch. He’s one of the few Asian Americans to make it in the NBA, and the first Harvard graduate in the league since 1954. Without a degree of self belief as tough as titanium he would have given up long ago.
– Don’t Brag
We’ve seen success go to the heads of far too many athletes to count, but Jeremy Lin has so far resisted. It takes guts to be a gracious loser, but it’s often more difficult to be a gracious winner. Lin accepts victory with class and style.
– Know Your Own Strengths
Before joining the Knicks Lin played for Golden State and the Houston Rockets, and was dropped by both teams in order to free up funds to pay for new players. Lin isn’t a flashy player. He doesn’t dazzle, but he’s a great passer and distributor. It was only when the Knicks recognized his strengths that he found a permanent place in a team. You have to know your strengths and weaknesses, and find an organization where you’ll thrive.
– Look for a Lin
On the flip side, you can take a lesson from the New York Knicks coach Mike D’Antoni. Look for the strengths of the people in your life and work. You might have employees right now who aren’t performing as well as they should. Do you have them dunking when they should be passing? Re-tasking can be better than replacing.
– Be Original
Too many players set their sights on being the next Michael Jordan, and they rarely realize that this is a fool’s errand. Jeremy Lin is content to be the best he can be. He isn’t trying to emulate anyone else. He’s simply doing what he does best. Forge your own path.
– Make Your Team Look Good
Finally, success is a team effort. Jeremy Lin knows this. He knows that the top of the league is full of great teams, not great individuals. Going for personal glory is rarely the best approach. Make the team look good and everybody wins.
Jeremy Lin – What It Takes To Be Jeremy Lin
http://www.youtube.com/watch?v=51umej5SvXc
Jeremy Lin’s Top 10 Moments In The NBA
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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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