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3 Common Monsters That Are Killing Your Success

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Killing your success

It is highly unlikely that you would ever come across someone who doesn’t want to be successful. If everyone wants to be successful then why is it only few succeed? Success is a constant battle with monsters within. Monsters which do not allow you to achieve what you truly are capable of achieving.

If you do not kill the monster when it is small, the likelihood of these monsters growing bigger than you and become part of you and overpower your success is inevitable.   

So who is killing your success? Below, are 3 of the most common monsters that are killing your success:

Monster 1: Failing the success ECG test

Every time I meet a new client I just perform a quick Success ECG check and 5 minutes into the conversation, I know where they stand and how far they will be willing to go to achieve success in their life. To my surprise 90% of the them fail within 3 minutes.

When I check their ECG I mean, I am counting the number of Excuses one gives, how Comfortable have they become with the current circumstance and how without having a set Goal one is trying to chase the so called mirage of success.

The truth is, if you let excuses become part of your everyday life they kill your excitement and drain your energy to death.  When you become too comfortable you give your power away to all the other things which are not so important and you lose control on your life. In my observation, people who become comfortable are the ones who have become too complacent and  are unwilling to accept any challenge thrown at them.  

An individual without a goal is already on a lost path, traveling on an unknown path with no clue of what the destination is an ultimate path to failure.

Ask yourself this question: Have you allowed this monster to grow inside you? On a scale of 1 to 10 with 10 being highest, how big is this monster and has it killed your success?

“Excuses sound best to the people making them up” – Tyrese Gibson

Monster 2: The need to be accepted

One of the biggest reasons why people do not achieve what they are capable of, is because of their need to be accepted by everyone.  Conforming with society and following the dictated path instead of creating their own path has been the formula for many. To achieve acceptance, many kill their true self and create an identity which is shallow.

This shallow self creates shallow success. Some call it masks and some call it the “social norm” but the truth is the monster of needing to be accepted has killed your true identity and now you only conform with everyone.

As the monster grows bigger than you, you actually find yourself in a space of shallow success. Have you seen celebrities or sports stars who seem to have achieved great success but have actually lost their inner self and often such people end up committing suicide? That’s exactly what the monster of wanting to be accepted can do to you. Your need to impress will only kill your desire to express.

Ask yourself this question: Have you allowed this monster to grow inside you? On a scale of 1 to 10 and 10 being highest, how big is this monster and has it killed your success?

Monster 3: The seduced art of perfection

Perfection is a mysterious world some people choose to live in. Do you get driven by wanting everything to be perfect before you make your next move?  In my coaching sessions, I have seen individuals unwilling to start a business because they want the perfect moment or perfect plan in hand. Many do not want to get into a relationship believing the myth of a “perfect” partner and many more waiting for the right time to initiate something they think they want.

The truth is “perfection” keeps people from accepting the truth, even to themselves.  Most people’s desire to stay where they are instead of where they want to be is often mislead by the seduced art of wanting perfection. Perfection is the biggest monster that kills your progress.  Perfection is the string that pulls you towards mediocrity.

Ask yourself this question: Have you allowed this monster to grow inside you? On a scale of 1 to 10 and 10 being highest, how big is this monster and has it killed your success?

“Perfection is not attainable. But if we chase perfection, we can catch excellence.” – Vince Lombardi

The truth about success is, everyone wants it but not everyone is willing to work for it. Not everyone is willing to fight the monsters within us. As it is said everyone wants to be a diamond, but very few are willing to get cut. Today, you need to kill the monster that is killing your success.

What monsters are stopping you from being successful? Leave your thoughts below!

Image courtesy of Twenty20.com

Sharat Sharma, is an author of an upcoming book, Entrepreneur, a Speaker and a Performance Coach. He is a student of success and human potential. He loves writing and spreading happiness. Currently Sharat is on a mission to transform lives of a million people around him. He has been trained and mentored by global leaders like Les Brown, T Harv Eker, Blair Singer. You can connect with him on his Facebook and Twitter.

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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.

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Why one-size-fits-all leadership doesn’t work
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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.

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Bridging the gap between employees and employers
Image Credit: Midjourney

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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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Entrepreneurs

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