Success Advice
17 Successful People Share How to Become Unmistakable

“What do you think it is that makes someone unmistakable?”
This is a question Srini Rao, host of The Unmistakable Creative, closes each of his podcasts episodes with.
From happiness researchers to peak performance psychologists and from best-selling authors to successful entrepreneurs, Srini Rao has interviewed over 500 thought leaders, each with their own unique answer.
The following are 17 of the best replies to that question…
1. Derek Sivers, Entrepreneur
“To be unmistakable is to be clear and unambiguous in your head, and to live in accordance with your beliefs.”
2. Geoff Colvin, Author of The Talent Code
“It’s not always that easy in the modern world, but to be unmistakable, is to be relentlessly yourself. It’s the easiest way I know for anybody – and maybe the only way – for anybody to be unmistakable.”
3. Jon Acuff, New York Times Best-Selling Author
“I think to be unmistakable is to live out who you are in all your uniqueness and use the gifts you were given. It’s the bravery to march into the deep forest of who you are and be that person.”
4. Justine Musk, Author
“When you can identify your talent and master the skillset that will allow you to put it out into the world, and to serve other people, that’s unmistakable”.
5. Tim Ferriss, Author, Entrepreneur, Angel Investor
“Something that makes someone unmistakable is being different and not just better. Part of doing that is knowing yourself and being true to yourself. Be that weird person which is yourself. Embrace the things that make you unique, even if you might view them as weaknesses”.
6. Ryan Holiday, Author, Writer, and Marketer
“What makes someone unmistakable? When someone is truly themselves, rather than what they think everyone wants them to be. It’s the amount of time and energy they focus exclusively on asking themselves, ‘What’s important to me?’ ‘Who do I want to be?’ and, ‘What was I put on this earth to do?”
7. Seth Godin, Author, Entrepreneur, Marketer and Speaker
“The path to become unmistakable is the willingness to be wrong, to be criticized and most of all, to matter. And if you’re willing to do something that matters, you are likely to be in the minority – and it probably means you’re doing something that’s unmistakable.”
8. Dani Shapiro, Novelist
“To be unmistakable is to persist and to honor one’s gift. To understand that to have a gift is a precious thing. To nurture it and to give it the time and space that it needs, and to not get all caught up in the nosiness of the rest of the world.”
9. Clay Hebert, Entrepreneur, Marketer and Crowdfunder
“We live in a time now when literally everything is in front of us and we have all the opportunity in the world. Being unmistakable is about grabbing that possibility and acting with intention; it’s about waking up every day and building your dreams; it’s about being intentional with how you live your life, how you do your work and how you connect people.”
10. Charlie Hoehn, Entrepreneur and Author
“I think it starts from reaching your most inner self, from working on being your most authentic self, from being open, honest and vulnerable.”
11. Noah Kagan, Internet Entrepreneur
“If you want to be unmistakable, do something that makes you uncomfortable. When you actually go forward with it, people start recognising you.”
12. Tucker Max, Author and Public Speaker
“Don’t worry about being original; worry about being really authentic and really vulnerable, and really getting to the deep honest truth of what you’re afraid of. If you’re afraid of this truth, my guess is there are millions of other people who are just as afraid as you are. And if you get up and say it, then they are going to love you because you had the courage to say what they were trying to say themselves.You gave voice to something in them that was important to them. That’s how you make yourself unmistakable.”
13. Gary W. Goldstein, Producer
“I think what makes you unmistakable is speaking your truth. I think if you do that fairly consistently and make it a habit, you become unmistakable, you become memorable and you become an experience for everyone you come in contact with”.
14. Jayson Gaignard, Entrepreneur
“To be unmistakable is to be aware of what your strengths are, of what your weaknesses are, and where you allocate your time. It’s to be aware of what truly matters to you.”
15. Jonathan Fields, Entrepreneur
“To be unmistakable is to have a willingness to reveal the essence of who you are, and to lean into the process of craft long enough to develop a truly distinct voice.”
16. Jordan Harbinger, Founder of The Art of Charm Podcast
“There’s something about building for others and for me, being unmistakable means assembling all of the greatest knowledge you can into one place and making sacrifices to do that every day.”
17. Jessica Hagy, Cartoonist
“Someone is unmistakable when they’re not trying to be somebody else, but they have something on the inside that they just have to get out. You can’t miss that. If it’s got feeling, people are going to love it.”
Do you agree with this list? What do you think makes someone unmistakable? Leave your comments below, I’d love to hear from you.
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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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