Success Advice
3 Ways to Fail Your Way to Success
Do you focus on what you need to do to succeed or do you focus on what you need to do to not fail? I spent a majority of my life trying not to fail. In doing so, I limited myself because I would take the safe route or in some cases, not even try at all – all in the name of playing it safe. What I’ve realized over the last ten years is that failure is a crucial part of success and the more I fail, the more I succeed.
Below you will find three ways to fail your way to success:
1. Fail fast
There are many approaches you can take when trying to succeed. One is you can take a lot of time to analyze and prepare for something. Another is you can just go for it. There comes a point you need to stop analyzing and just do. And, if you’re going to just do, then why not do it fast?
I am not suggesting that you carelessly go about getting things done. There is a lot to be said about proper preparation. However, don’t prepare so much that you aren’t taking quick action to move toward your goal. For me, I’ve learned the most when I have failed. So, if I want to learn a lesson quickly then I choose to push quickly to the point of failure. Choose to fail fast.
2. Fail hard
Something I see many people do, and have done myself, is remain in their comfort zone. Why? Because it’s comfortable of course. Learn to take risks that will pull you out of your comfort zone. I’m not talking about jumping off a cliff or any type of life danger type of stuff.
I’m talking about things like getting that first book published and exposing yourself to public ridicule. Put yourself out there. The more out of your comfort zone you are, the larger your potential for success is. Choose to fail hard.
3. Fail often
Create the habit of swinging for the fences as often as you can. Several things will happen when you engage in activities that are beyond your reach. The first thing is you will get into a routine and create a habit of taking risks.
The more often you take risks, you will get used to this mentality to “just go for it” and your first reaction will be to take action versus staying back and waiting. The more you do this you will create momentum in your life. When you have momentum, the effects of your actions create a compound effect. Over time, this compound effect will multiply your results and therefore your success. Choose to fail often.
If you’re going after a goal and looking to achieve more in your life, remember that failure is not fatal, but a necessary part of success. Because you are reading this tells me you are success minded and most likely looking to achieve success as quickly as possible. If that is case, and failure is part of success, why not fail fast, fail hard, and fail often?
How has failure contributed to your success? Please leave your thoughts below!
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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
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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
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12. Provide Leadership Development
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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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