Success Advice
3 Ways to Build Your Inner Confidence and Claim the Life You Deserve

You deserve to be successful, happy, and healthy. You deserve to be abundant, financially free, and fulfilled. You deserve to be loved, have deep-connections, and at peace. Yet, you keep creating the same experiences every day and nothing seems to change. Your future, the life you deserve, seems out of reach because you keep predicting your future based on the past.
Then, doubt starts to take over. You go into feelings of fear, stress, and anxiety as you believe the life you deserve will never transpire. I want you to face your doubt, face your fear, and face your limitations. You have the ability to build inner confidence and claim the life you deserve.
Here are 3 ways you can build your inner confidence and get what you deserve:
1. Stop Giving Power to Your Inner Commentator
Your Inner Commentator is like a sports commentator. It is the fear-based voice inside your head that gives you a distorted play by play commentary of your life based on subconscious beliefs. And since 95% of our thoughts are subconscious, we aren’t aware of the stories our Inner Commentator is telling us. It breaks your inner confidence by having you compare yourself to others, questioning your ability, and believing a false narrative.
Your Inner Commentator clouds your ability to judge your social and personal standing in life by engaging your addictive behaviors, and therefore believes your identity lies within drama. When you sense your Inner Commentator trying to take control of your reality shift your mindset by asking, “Is this me, or my Inner Commentator talking.”
2. Be an Observer of Your Thoughts
Building your inner confidence starts by being aware of your thoughts. Thoughts become feelings, emotions, beliefs, patterns and eventually your personal reality. And since your thoughts control your reality, your reality is limited by your thoughts. Thoughts affect the energy of your confidence by attaching to the patterns and programming of your unconfident self. The unconfident self that believes you are limited and doesn’t deserve an amazing life.
Shift your thoughts without putting energy behind them, detach from your ego, and observe these three things:
- What type of automatic programming are my thoughts producing?
- Are my thoughts and emotions clouding my vision of the future?
- Do my thoughts limit me and affect my inner confidence?
The same thoughts lead to the same choices. The same choices lead to the same actions and behaviors. The same behaviors lead to the same experiences.
3. Embrace Uncertainty
It’s easy to be confident when we can forecast our future. When we know the variables that affect our outcomes. However, life isn’t about certainty. Because life is constantly changing we are faced with uncertainty everyday.
We feel safe in a predictable space and are unaware of how living in status quo prevents us from building our inner confidence and achieving everything we want in life. The brain fires in the same sequence and same combinations over and over again when you live in they predictable space. You don’t change your reality.
Increase your ability to build confidence by creating excitement around uncertainty. Challenge yourself to move beyond the status quo and the familiar. Therefore, if you continue to move past what is familiar, you become unconsciously skilled and are creating a new reality with confidence.
Nelson Mandela always asked “What if.” What if you built your inner confidence on the foundations of a new reality? A reality that wasn’t limited, predictable, and fear-based.
Implement these new skills to create an inner confidence where you can claim the life you deserve, unlearn the programs of the past, and align with you are now.
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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:
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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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