Success Advice
3 Stages You Must Go Through Before Being Qualified to Have a Chance to Succeed

If you’re reading this right now, you are probably the kind of ambitious badass who sets high standard for yourself, who invests in your personal growth, who takes massive imperfect action to turn dreams into reality. Well done achiever, I commend you for that.
You don’t settle for mediocrity. You don’t settle for comfort. You don’t settle for less than you’re capable of. And this very hunger is one of the key ingredients that separate you from the other 95% Joes and Marys who are lost in the sea of average.
However, what if you want even more? What if you yearn for more freedom, success, productivity, achievement and fulfillment in life? What if you want to rise to the Top 1% and become the Rock Star version of yourself?
Right now you probably have already done more than you can handle. You probably have less sleep than your health suggests. You probably have less time and energy to spend in other areas of your life and you’re wondering when you can truly enjoy the fruits of your labor.
So I’m here to tell you that it’s time to change your philosophy about success. One of the biggest lessons I learnt from Jim Rohn during my final year of law degree is that success is NOT something you pursue. Instead, success is something you attract by the person you become.
Here are 3 stages you have to go through before you are even qualified to have a chance to succeed in this game of life:
Stage 1: The Having Stage
This is where 95% of the world’s population is stuck in. The herds, the sheep, the masses always ask themselves “Have Questions”.
They ask themselves, “What material things (cars, houses, bags, shoes, clothes, gadgets, entertainment etc.) do I need to buy and HAVE more in order to be happy? How much more money do I have to earn to get my “dream girl” to be my wife so I can be happy? Which fitness programs, workout routines, weight loss books should I buy and HAVE so that I can finally get off the couch and do some exercises?”
Average minds are always occupied by mediocre questions to search for more HAVES to temporarily fill the void of their empty hearts and souls. Worse still, that’s exactly what the negativity-biased media, the reality-distorting Hollywood, the fantasy-based Disney, and the gossip-filled entertainment industry have portrayed as the “ideal life” everyone should have.
It’s a tragic that most people built their lives around this false Matrix of transient pleasure and external validation until it’s too late to change. Luckily, you are probably not staying in this category because you’ve pushed yourself to penetrate through the façade and have reached the second stage.
“Materialism is the only form of distraction from true bliss.” – Douglas Horton
Stage 2: The Doing Stage
That’s where the 4% who understand the principle of sowing and reaping are willing to DO the work to get more of what they want.
They are self-motivated to achieve more. They are open-minded to new ideas. And they challenge themselves regularly to DO more. They are dangerous because their hunger for more is the dormant seed that can grow into a viral disruption that impacts the world.
Yet, most of these warriors fail to unleash their potential within because they’ve overestimated the power of doing. They thought doing more are what kings do. They thought hustling more is the only key to having more. They thought working more can give them all the happiness, fortune, power, impact they desire in the world.
Not true though. Doing is like hitting the 10% of a visible gigantic success iceberg. What you need to tackle is actually the 90% invisible layer beneath what you see, what you hear, what you experience. Only those who strive for that level of depth will reach the final stage.
Stage 3: The Being Stage
The reason why most of the personal development courses never create lasting results for…….. you is because they focus on the 10% i.e. the doing part. They teach you lots of tangible, visible, physical how-to mechanics on how to succeed in certain parts of your life and honestly some of them do work.
There are hundreds of weight-loss plans, nutritious food recipes, workout routines that can work, but people never follow through the programs from the proven strategies. There are thousands of creative dating boot camps and tons of attraction techniques which work for a fraction of guys, but most people fail to learn how to truly become better with women.
There are millions of awesome business ideas that are never brought into reality not because they don’t have a billion-dollar profit potential, but it’s because the person in charge has poor execution and implementation skills.
When it comes to success in any areas of your life, it’s not about the things you say/have/do, it’s mostly about where these words/power/actions are coming from. It’s about the BEING. It’s about your spirit, your soul and your uniqueness that’s being expressed through those actions and words.
The secret to success is NOT to be blinded by the haves, it’s NOT to be obsessed with the dos, but to focus your energy on “being” the best version of yourself you possibly can. Whatever goals you have in mind, ask yourself this one question, “What kind of person must I become in order to achieve XYZ?” Then, execute the dos with such insight and you’ll get the haves you want.
Bet on yourself today. Lean towards your edges today. Love yourself like your life depends on it today. And then go dominate your unique path, purpose and mission every single day.
“True health infuses positive energy in the mind, body and spirit; it is a main focus in my life.” – Maximillian Degenerez
Which stage are you focusing on right now? In which areas of your life can you shift from doing more to being more? Leave your thoughts below!
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…)
Success Advice
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…)
Entrepreneurs
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.
Entrepreneurs
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