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Success Advice

3 Mindset Reframes Business Owners Can Use in 5 Minutes or Less for Greater Success

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Mindset is key for success. Without supportive belief systems backing you up, it’s easy to run into challenges that can make your mind spiral fast. These three mindset reframes will help you create powerful and practical habits in your business that make success much easier to attain.

Reframe #1: You’re Not Alone

Success is a community effort. It’s not done solo. When you take on all of the responsibilities in your business, you inadvertently create roadblocks to your success that don’t need to be there. In the beginning, it’s easy to fill every role. You play accountant, marketer, project manager, salesperson, administrative assistant, service provider, and more, just to make it all work. 

The key is making sure you don’t stay there too long by avoiding this one mistake. In the world of bootstrapping your business, it’s easy to look at all of the money coming into the business as income. But there’s a better way to view it that will serve your business long term. Instead of viewing the revenue (all of the money from the sales you make) your business is generating as personal income, start seeing it as change-my-life cash.

Change-my-life cash is all about using the dollars you earn to create more dollars and more freedom in your business. Chances are that you’re not that great at a few of the hats you’ve been wearing, and someone else would do that job much better than you.

When you take some of the money you earn in your business and invest it in brilliant team members, you make your job easier because now you can focus on what you’re really good at and what makes you money (instead of wasting time on things that are a time suck).

“Outsourcing is inevitable, and I don’t think it’s necessarily treating people like things.” – Stephen Covey

Here’s what happens when business owners try to go at it alone for too long — you hit an income ceiling because you haven’t had the time to put the systems in place to create more automation. That leads to working 60+ hour weeks (if you’re lucky), hustling and grinding your life away (without enough left over to even rent a movie on Prime with a $2.79 Kroger frozen pizza), feeling trapped and isolated.

It sounds like an exaggeration, but it happens all the time because of two mindsets: All the money I make in my business is my income and I can do it all on my own until I make more money. To avoid this trap (or redirect it if you’ve fallen prey to it), replace those beliefs with these success driven mindset reframes: My business thrives faster when I have help and I invest the cash my business makes wisely to make it grow.

Reframe #2: Speak It Into Being

Words have power. That’s why famous quotes can last for thousands of years. So when it comes to your business, your clients, your team members, and yourself, you want to speak with positivity instead of negativity. The truth is, there’s few things more repelling than negativity. It repels people, opportunities, success, money, and more. Why? It’s the energy of constriction.

When things are constricted, they’re limited. But a positive outlook, mindset, and language pattern will prepare you for expansiveness because it’s the energy of magnetism—meaning more opportunities, money, success, and people in your corner. In cultures around the world, you’ll hear the wise crones give this advice, “Speak what you want into being.” 

This is how neuroplasticity works. If you want your business and success to stall (or crash and burn in a blaze of not-so-glory), keep telling yourself how terrible you are, what a failure this will turn out to be, and how you can’t get anything right no matter how hard you try.

If you want your business to thrive, do this exercise: Write down 5 to 10 positive mantras to speak each morning (or if you’re feeling the gratitude movement, write down the things you are thankful for). Put your positive feelings behind these mantras. Let it be a whole body experience. The results will be a direct correlation of the intention and intensity you put into this exercise.

“The positive thinker sees the invisible, feels the intangible, and achieves the impossible.” – Winston Churchill

Reframe #3: Accept, Adapt, & Adjust Your Way To Success

Plans are great! That is, when you realize a plan is like using Waze when you’re driving cross country. The GPS will give you the best route, but there are extenuating circumstances beyond your control that will likely and unexpectedly reroute you.

The purpose of a plan is to generate an idea of how to reach a goal. The information you have available to you when you create your plan is limited at best. Those first few steps you take get you in motion, but accomplishing your goals is rarely ever the perfect progression you laid out. It’s vital that you learn to accept, adapt, and adjust your way to success.

The first step is accepting that change is inevitable, with a side of understanding that when things veer off course, it’s nothing personal. There are things involved beyond your control that are influencing your journey.

For example, if you had a goal to follow up with five people to hit your sales for the month, and the first person you called was rude and hung up on you—don’t take that personally. You have no idea what happened right before that call. They could’ve just discovered their spouse was cheating, someone they cared about passed away, or that their child was being bullied in school. That doesn’t exactly put someone in a talking mood.

If you took that personally, you could end up in an emotional tale spin, afraid to reach out to the next person. But if you’re maintaining your awareness, you might be able to follow up with your leads via text first to see if they’re free for a chat instead of calling first.

The destination is the key. The journey is always up for negotiation. The faster you adapt and pivot when things don’t go according to plan, the faster you’ll resolve issues, overcome challenges, and surpass your goals.

Which one of the above 3 mindset reframes resonated with you the most and why? Share your thoughts below!

Ben Buckwalter is an award winning sales strategist and serial entrepreneur working with business owners, companies, and corporations to master their selling process so they can consistently magnetize ideal prospects and scale exponentially using the Infinity Sales Method™. Ben’s clients have seen epic results, such as gaining millions of social media followers, getting 300+ million video views, experiencing over 300% ROI, and increasing their sales numbers so significantly, that his clients keep coming back again and again for more of Ben’s one-of-a-kind sales philosophy and guidance. His genius has also been featured in publications such as Entrepreneur, Future Sharks, Thrive Global, and more. If you want to learn more about unlocking your sales potential so you can scale your business quickly or get your sales team on point, click here to get your complimentary Essential Sales Prospecting Checklist.

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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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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

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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
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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:

  • 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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