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3 Ways You Are Allowing Your Financial Power to Be Taken From You

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Joel Brown

I often say it doesn’t matter who your parents were or how you were raised; wealth is always possible to create. That is because the ability to prosper has nothing to do with how much money you have but, rather, what your relationship is with the money you have.

Sadly, the vast majority of us have an unhealthy relationship with money. That’s why 70% of lottery winners lose all their money within five years. That’s why I, the daughter of a billionaire, spent most of my early adulthood living in a panic over how I would survive. And it is why millions of people born into poverty can work incredibly hard and never seem to accumulate more wealth.

In my experience, the core reason most people struggle in their relationship with money is because they are disempowered in this area of their life. Many people (particularly women and children) are taught a point of view that it is inappropriate or impossible for them to control their own financial situation. This drains them of all personal power around money and creates a situation where they will never be able to fully create wealth for themselves.

It is entirely possible for you to have and enjoy greater wealth. But in order to do so, you must first fully empower yourself in this area.

Here are the three ways we allow our financial power to be taken from us:

1. Waiting to be rescued

I was surrounded by wealth in my childhood, but I was always reliant on others to give me the funds I needed and wanted. I wasn’t taught how to understand or use the power of money. Instead, I was raised with the expectation that I would marry someone wealthy; someone who would continue to take care of my financial needs.

The details of your story are probably different to mine, but the essence could be similar. Many of us are raised to believe that someone, or something, outside of ourselves is the answer to our financial well-being. For me, this involved a wealthy husband. For you it may be the dream of a big lottery or gambling win, bail-out loans from family members or the continuing juggle of credit card debt.

If your future wealth is reliant on the decisions or whims of someone or something other than yourself, then you are disempowered in your finances. It’s time to understand your financial destiny is in your hands, and yours alone.

“If you are born poor its not your mistake, But if you die poor its your mistake.” – Bill Gates

2. Handing control to others

When I was in my late twenties, I began to have money I could call my own. But, because my upbringing had disempowered me in this area of my life, I believed I was too ignorant to manage my finances. I believed I wasn’t capable or worthy of making the right decisions.

So I did what I believe many people do – I allowed other people to control my potential for wealth. In my marriage, I deferred to my husband in all financial matters, and my personal investments were left in the hands of fund managers. Sadly, I didn’t educate myself, ask questions or push back on questionable decisions. Because of this, I allowed myself to be financially abused by those who I trusted.

If you are going to create the prosperity that you deserve, you have to have oversight of what your money is doing. You have to be educated and aware of how your money is working for you, and you have to be bold enough to stand your ground if you see others making decisions that are undermining your wealth creation.

3. Forgetting that wealth is about choice

When you are financially disempowered – as many are – it is easy to feel like a victim. It can feel like your money situation controls you, not that you are in control of your money. Therefore, one of the most important factors in empowering yourself financially is to understand that wealth creation is a choice.

I recently fell in love with an antique couch and could have found the money required to buy it and refurbish it to its full, exquisite beauty. But I have chosen at this time to invest half of my income – I know that it will be best for my financial future. So, I made the choice to not buy the couch. The key thing is that I didn’t allow my emotions to control my decision, I empowered myself to make the choice that is best for me.

By the same token, I teach my clients that the first step in creating wealth is to put away 10% of your earnings. In this way, you will always feel like you have money. But making this commitment is a choice – you have to choose to put yourself first regardless of other influences that may sway your decision otherwise.

“Be aware of little expenses; a small leak will sink a great ship.” – Benjamin Franklin

When it comes to creating wealth, it doesn’t matter who your parents were or how you were raised. Neither does it matter whether others have empowered you financially, or not. All that matters is that you know you are capable, courageous and committed enough to have a prosperous and sustainable relationship with money. To know that you can empower yourself.

How are you taking control of your financial future? Please leave your thoughts below!

As a “Right Riches for You” facilitator helping people around America and internationally, Curry Glassell is an exceptional wealth mentor, working with people so they can break ties to poverty and create a lifestyle of wealth and luxury. She was raised in a wealthy environment, lost almost everything, and built her life back on her own. Now she travels the world teaching people to change the money blueprint of their lives through the Right Riches for You program, a series of courses designed to make over your financial situation and relationship with money.   She is also a philanthropist, facilitator and art-loving mother of two.

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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
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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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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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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
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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:

  • 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

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