Success Advice
3 Foolproof Ways You Can WIN in the Online Space

Lets take a second and remind ourselves how revolutionary the Internet is… we can buy a $200 plane ticket, fly 18 hours away to a new place, and still have the connection to people back home (and around the world), as if we never left! But to experience this revolution, we first need to show up.
Showing up is 90% of the battle. If we show up, we can connect with others, express ourselves, share information, create memories, and incubate ideas. We can share laughter, spread joy, and transfer energy. If you’re nodding your head in agreement, you are already on your way to understanding how you can WIN in the online space.
In this Influencers Exposed Podcast episode, Joel breaks down three foolproof ways you can win in the online space…ways that aren’t talked about as much but should be.
1. Embrace your vision as unique and authentic: There is only one you
You and your friend can walk into a bar with all variables the same (same outfit, intention, knowledge), but experience something completely different. Why? Because you’re two different people. It’s as simple as that.
The beauty of authenticity (a potentially cliché word that many might not thing they embody) is that your perspectives, your life experiences, and your emotions are the reasons why you and your friend will walk out of that bar having two completely different stories to tell.
Joel elaborates on this concept in the episode, sharing how this perspective has been a huge proponent as to how he gets over impostor syndrome while consistently sharing online. So the next time you want to post about something but already saw someone else talk about it, remember how your delivery and perspective of that information is unique and authentic to YOU. It will resonate with those who will most likely turn into followers and friends.
2. Shift from comparison to curiosity: Find the inspiration and greatness within others
Lets bring ourselves back to our childhood years where we questioned everything, asking, “Why?” so many times that our parents had no choice but to keep coming up with answers until we got tired. Well, fast forward to our adult years, why don’t we approach social media and those that are successful in our areas of interest in the same curious manner?
Instead of looking through your feed and comparing where they are, what they have, what they’re doing, or how happy they look compared to your current situation, Joel shares the question he asks himself to turn the tables.
I challenge you to ask yourself these questions next time you feel less than or unhappy while consuming someone’s content. You might just evolve from comparison to curiosity. Scarcity mindset to abundant mindset. Unhappy state of being to joyful and empowered state of being. You’ve got nothing to lose and everything to gain.
3. Zero-structure sharing: Stop forcing it and just do it when it feels right
Oh the beauty and satisfaction in a cohesive feed. You know what I’m talking about… you go to someone’s profile (on Instagram) and the Lightroom presets are on point, every third picture is a quote, followed by a nice picture and vulnerable caption, and then another picture with an informative caption. It’s visually appealing, and your OCD is satisfied. But just like with anything else in this world, after a while, doing the same thing gets old, boring and uninspiring.
Joel shared his experience with this exact social media strategy and how it led to his current ‘zero-structure sharing’ approach. He realized that his vulnerable captions were becoming a burden because they had to be scheduled, therefore feeling forced and less authentic. Since one of his core values in delivering content to his audience is to remain genuine and transparent, he broke the pattern.
The result? When inspiration or a moment of vulnerability struck, he would post about it. Whether it was three times a week or once every other week, Joel elaborated how much more effective this was through the feedback of his followers. Not only did this zero-structure sharing make Joel feel more in alignment with his message, but his followers and community benefited from it immensely as well!
Posting on a certain topic when it feels right is the most authentic and vulnerable we can get. It’s a bonus that it is most effective for others as well.
Listen to the full episode at the top of this article to hear even more from Joel about how you can kick-start your self-development journey, along with perspectives he never talked about until now.
If you enjoyed this episode and blog post or if you have anything to add, please leave a comment below!
RESOURCES:
Connect with Joel:
Instagram- @iamjoelbrown
Website- iamjoelbrown.com
Monthly Mindset Mentorship Program: mindstrongalliance.com
Connect with Alexis:
Instagram- @alexisquiterio
EPISODE LINK:
https://podcasts.apple.com/us/podcast/influencers-exposed-podcast/id1469424090?i=1000448471071
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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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