Success Advice
3 Principles That Can Make You Ultra-Successful In 10 Years Or Less
Being successful is a really big deal, but the truth is you’re already a success. I know, you probably don’t believe it, but Merriam-Webster dictionary defines success as, “a person that succeeds.”
What that means is simple. You don’t attain success only when you’re on the cover of magazines. You attain success when you’re one step ahead of where you were a second ago.
One prayer my dad taught me to say was, “Help me ensure that every day is a plus for me.” It didn’t make sense, especially to a 5 year old. But 20+ years later, I realize that it’s something we all need to say to ourselves every day.
However, that doesn’t happen by magic. It takes some super-duper dose of conscious effort to make it work. As humans, we often have a very twisted definition of success and this makes us depressed when it looks like we’re not “there yet”.
You’ll never enjoy the process if you keep asking, “Are we there yet?” That kind of yapping can get anyone pissed. A much better and relieving question is, “Where are we now?” It creates an opportunity to explore and appreciate the momentary happenings, pending when you eventually “get there”…whatever that means.
In the context of this post, being ultra-successful doesn’t mean having a billion dollars to your name. It means reaching a point where when you look back, you can clearly recognize you’ve crazily stretched yourself, broken limits and scaled borders you never thought were possible for you.
So here are principles you can apply to your work and life to ensure when you look back 10 years or less from now, your jaw drops:
1. Leverage Your Comfort Zone
Your comfort zone is a place where you’re most confident and comfortable. It’s not a place where you’re lazy. With this kind of definition, I wonder why people tell us to leave our comfort zones. I love mine.
A writer is most confident and comfortable when he writes. Same with a craftsman when he creates, a painter when he paints, a strategist when he creates strategy, a developer when he codes, a work-from-home entrepreneur when he works from home, and so on.
Leveraging your comfort zone then means pushing yourself to limits you never thought you could be pushed to. It means learning everything you need to know about your craft and implementing everything. It could mean writing books instead of just articles, creating a design course instead of just designing for clients, or helping people get medical help easily through an app instead of just building 2D games.
However, to get to the point where you’re able to perfectly leverage your comfort zone, you need to build expertise through practice. That’s the next point.
“You cannot push anyone up a ladder unless he be willing to climb a little himself.” – Andrew Carnegie
2. Exercise Daily
When I made a decision to write on a daily basis, it sounded sweet to my ears. When I started, I had to wonder whether or not I was in my right senses when I made that commitment.
A newbie developer who just learned his first line of code yesterday can’t build a viral app today. Mastery takes time. Consistent daily practice in whatever makes you most confident and comfortable makes time work in your favor. It somehow bunches time up and helps you achieve more in a lesser amount of time.
Little drops make a mighty ocean. Nonetheless, you can’t compare one drop per week to the same drop per day. The latter makes a mighty ocean faster.
There are now several platforms to help you express and show the world whatever your hands find to do. Whatever you choose to do daily doesn’t always have to be for public consumption. Yes, public feedback is good, but if you’re not the type who takes criticism lightly, start by showing a few nice people, before you move to the blunt ones.
The positive feedback from the nice guys will help you emotionally when you take the plunge. When you do, choose the right platform.
3. Create On The Right Platform
When Seth Godin, bestselling author of Purple cow, started writing daily, he did it on Typepad, not Youtube because he shared articles, not video content. Today, over 10 years later, even some of his posts that are less than 100 words get more than 200 shares. What you have to offer determines where you share it.
The right platform isn’t just defined by what format your work is in. It’s also defined by where you feel most comfortable (remember our point on comfort zone?). The right platform could be online or offline. The bottom line is you’re sharing something through a medium that reaches a certain number of people, with the lowest number being one.
Don’t bother about going viral with what you share, or getting 10k likes every time. You’ll be tempted to, but that’s not the point. Stay focused on being a success every day. Push yourself beyond limits right there in your comfort zone. In a couple of years, you’ll be surprised at how those little drops make you mighty. Anyone who comes in contact with you wouldn’t know when they get drowned in your work.
“I never dreamt of success. I worked for it.” – Este Lauder
How are you creating momentum towards success today? Comment below and let us know!
Image courtesy of Twenty20.com
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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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