Success Advice
3 Books to Help You Learn How to Write Better and More Effectively

“It’s been 2 years since I left writing, how would I start it again?” I cried to my friend. Telling him how I failed to generate regular income from sources other than writing, and how I am drowning in 1 million dollars of debt. I left writing because I felt it was the core reason for my depression, but I was totally wrong. It was not the writing that triggered my stress hormones, the real culprit was not knowing “how to write and grow”.
Hearing my story, my friend told me that continuing writing is the only way to get rid of my debt before I go bankrupt. I asked many of my writer friends “how to write”. They all said the same thing, “Find your voice”. I am not a believer in learning something just based on your voice. I believe that there is a formula for learning everything. For example, for my diet, I learned to eat small portions every two hours. Local homemade food. This is a timeless strategy. I wanted something like this for my writing.
In my writing-free days, I was reading like hell, learning everything that came my way, including stock market, psychology, diet, exercise, etc. From there, I got the idea and thought, “If I am able to learn everything from a book, why not learn how to write better?” My debt motivated me to learn writing quickly and start immediately, which is how I found three timeless books on how to write. Thankfully, all three books were short and to the point, which helped me get started with writing immediately. You don’t need experience to learn the formula discussed in the books.
Book 1: 2K to 10K Writing Faster, Writing Better, and Writing More of What You Love by Rachel Aaron
The title sounds like something one can implement to write faster. And the doubt to write before you learn to write faster crawls in. But trust me, this is the elixir of writing. In her book, Rachel first teaches you how to write.
How to begin? She shares a timeless formula which applies to all types of writing including fiction, non-fiction, advertisement, blogs, or whatever you dream of. Here’s the formula from Rachel Aaron: Setup – Action – Resolution
First, you show what’s going on (setup), then something happens (action), and at last you come up with a solution (resolution). Take any blog, advertisement or novel – everything revolves around this simple formula.
For experienced writers, this may sound too basic. But for me, the formula was no less than a godsend while I was drowning in debt. From the day I completed this book, I started applying for various freelance writing jobs. I convinced myself that I have to offer a free writing sample before I win the trust of clients. Within a week of my book completion and job application procedure, I landed my first client with regular pay for 5 straight months.
But I didn’t stop there. I knew my writing was missing something, which took me to my next popular book.
Book 2: On Writing: A Memoir of the Craft by Stephen King
Most writers have read this book and always keep it on their shelves. I did the same. An Amazon reviewer suggested that the second part of the book is worth a treasure for writers, while the first part is full of Stephen’s story. Desperate to get more writing projects, I skipped the first part and completed another writing course on sentence structure and the essentials of writing.
Where Rachel Aaron teaches the surface of writing, Stephen King peels a few deeper layers. He teaches you how to show instead of simply telling the story. He also suggests keeping sentences shorter and trying to go for “noun + verb” sentences to keep writing simple and easily understandable. Another tip I liked the most about editing is: Editing = “draft – 10%”. After reading this and submitting samples for free, I landed 2 more clients. One regular while the other gives me a blog once a week.
After 3 months, I was able to pay 80% of my bills. I was happy to reach that stage but I was still running out of money. And a few times, I received complaints of poor grammar. I apologized to them and bought a paid version of Grammarly. At the same time, I started non-stop practice of grammar with my third book.
Book 3: The Elements of Style by William Strunk Jr.
When I received this 100-page book, I fell in love with its teeny-weeny silver-colored texture. It’s so cute and small that I spent an entire day admiring its beauty. The next day, I started learning each grammar lesson.
To be honest, it was boring. But I had to do something to keep my writing away from language errors. So, I took notes of each lesson. Slowly, I started editing my own work as per the grammar rules, and soon enough, my clients’ grammar complaints reduced.
I still use the paid version of Grammarly, simply because you can’t remember each and every grammar rule. It’s a matter of constant reading and writing which takes years to master. Until then, I keep learning the grammar from this book and edit my articles as per the discussed rules.
Walking on the Path of Growth
Even today, after getting published on high-quality sites, I still swear by these 3 books. But I never stop learning from other writers. Being a writer, I realized that writing wasn’t my only issue, it was maintaining the schedule of constant writing and improving on it day by day. So, I subscribed to Medium for daily writing tips. From there, I never stopped learning. I pitch to high-quality sites with various topics, even if I get rejected. It gives me a challenge to improve more and a published article as a reward.
P.S. My debt is decreasing and my writing is improving day by day.
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.

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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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (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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