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3 Things We Can Learn About Success From a 13 Year Old Girls School Project

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Dog Do or Dog Don’t
Image Credit: Aiden Horwitz

Success comes in all shapes and sizes. So, when I read about a 13 year old that was solving a major problem in the dog adoption industry, I was intrigued. It turns out that many families often choose the wrong dog for their family and end up giving them up to a shelter.

When a school project came up, this young girl decided she would try to tackle the problem. First, she created a survey that would help potential dog foster parents determine which dog would be a good fit for them. Then, she teamed up with a local shelter who gave her information on the dogs. Finally, she added the survey to a website she built called Dog Do or Dog Don’t. So far, it’s seen success in just a few months by pairing 5 dogs with the perfect home.

Here are 3 important points we can learn about success from this little girl’s innovation:

1. Focus on your why

No matter what we do in life, we need to know why we are doing it. This girl didn’t care about the end result of making money or getting attention from local news channels. She wanted to solve a problem and her why was clearly defined. “I wanted to come up with a way to help get dogs adopted or help people get the right dog for them and their family,” she says on her website. That was her why and it drove her to the success of what she eventually created.

When we have a goal in life, we need to focus on why we want to achieve it. It doesn’t matter if it’s being successful in business, raising our family or traveling the world, we need to clarify why. Without passion behind what we are doing, the dedication required to achieve success is hard to come by. Only when we focus on our why will we really be on the path to success.

“People don’t buy what you do, they buy why you do it.” – Simon Sinek

2. Define what success looks like

It sounds simple when I say to define success, but oftentimes we don’t. We set goals of working out more or making more money or even adopting more dogs. However, if we don’t define what that actually means, it’s really hard to know when we have hit the success we are working toward.

Success can quickly become like a bully on the playground that draws a line and when you cross it, he draws another line. When that happens, it’s hard to understand what we have achieved and keep moving onto the next goal.

When this survey for the dog adoption was built out, the goal was to adopt a dog to the perfect home. Now that the goal has been achieved, it’s time to set another goal and keep moving forward. By defining success clearly, we can make sure that when we work our plan and hit our goal, we will know it. Then, we can define another goal and work toward that.

3. Do the important work

What I didn’t mention earlier was that this was actually called the “Passion Project” and they were given an hour and a half each week to work on something they were passionate about. She found her topic through research and discovered that about half the dogs at shelters were there because they were the wrong type for the family.

This girl didn’t do this for accolades or attention as she was focused on doing the important work on something she was passionate about. It was only then that she found the problem she could solve and decided it was important to do so.

“We cannot solve our problems with the same thinking we used when we created them.” – Albert Einstein

Real world problems are all around us from financial issues to poverty to famine and much more. Often, we look at a problem and think to ourselves that it’s too big for us to solve or there’s nothing that can be done about it anyway.

This young girl has a lot to teach us about looking at a problem and finding a solution for it. We need to pay attention to the things she has taught us about achieving success by doing the important work which is close to our heart.

What do you think is the most important aspect to success? Let us know in the comments below!

Jared Latigo is a personal development consultant that helps people create more freedom in their life to make a positive difference in the world. He works with individuals and in corporate settings on topics like the entrepreneur mindset, financial freedom and goal setting. He’s written for Michael Hyatt, Lifehack, Problogger and more as well having a successful YouTube channel with his family. Find more at jaredlatigo.com

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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
Image Credit: Midjourney

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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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

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leadership tips for new CEO
Image Credit: Midjourney

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…)

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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.

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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

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
Image Credit: Midjourney

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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