Success Advice
4 of the World’s Greatest Thinkers Share Their Secrets to Living the Good Life

It takes a lot of effort, dedication, and open-mindedness to lead a good life of excellent health, wealth, love and happiness. As a personal trainer, and a human being, part of my life revolves around understanding how the human mind works and how to help myself, and the people around me, make decisions that put their lives on the right track.
We only live once thus we have to make the best out of our journey. One of the greatest ways to learn how to live is by learning from those who have lead the good life themselves.
Here are four of the greatest thinkers secrets to live a good life:
1. Jordan Peterson: Treat yourself like someone you’re responsible for helping
Ever heard of the term, ‘Treat yourself like you treat your best friend?” As corny as it sounds, this tip holds water. You need to be kind to yourself, and you must be compassionate. In fact, studies suggest that self-compassion is more critical to your well being than self-esteem.
If this is true, why is it hard for many people to make friends with themselves? The answer, according to Jordan Peterson, lies in the fact that you`ve been around your imperfect self for so long that all you can see is a flawed human being.
A person, still according to Peterson, will deride his whole existence just because, in his eyes, he’s the ugly, ashamed, frightened, worthless, inadequate, insignificant, resentful, defensive descendant of Adam. Peterson suggests you will gain inner peace when you see yourself through the eyes of a loving coach trying to lead their imperfect mentee to the best possible results.
2. Leonardo da Vinci: Understand how your mind works
Michael J. Gelb, the author of How to Think Like Leonardo da Vinci: Seven Steps to Genius Every day, believes Dimostrazione – the Italian translation of demonstration – is one of Da Vinci`s seven principles to his unmatched intelligence. The Italian sculpture, inventor, musician, geologist, and mathematician had a special knack for examining how things work, including his mind, and he made sure to document his musings on paper so he could understand himself better. Before he died, Da Vinci left one of his trustees a 10,000-paper journal full of notes, questions, designs and even jokes and fables.
To reap the benefits of dimonstrazione, you need to regularly detach yourself from the digital world for a few minutes of ruminating and journaling. Question your thoughts, beliefs, and why you/people do things in specific ways. Doing this will spark your creativity and help you solve deeply-rooted problems much easier.
“Simplicity is the ultimate sophistication.” – Leonardo da Vinci
3. Richard Dawkins: Avoid the trial/error trap
Some may think making lots of mistakes is the best way to learn how to do something. According to Richard Dawkins, making so many mistakes is a waste of time and can sometimes be fatal. In his opinion, most of what you learn should come from “simulation.” He believes one should study the best and worst types of people, emulate their good and avoid their bad.
Most of the time, all you need is to follow someone else`s wheel instead of trying to invent your own – at least until you`re strong enough to lead your way. Additional tip: Get coaching or a mentor who`s 20 years older than you. A good one will save you lots of time, effort and money.
4. Carl Sagan: The universe is not required to be in harmony with ambition
Be flexible and formless, then adapt to the universe instead of trying to bend it to your will – which may not happen. To Carl Sagan, a man should understand that life won’t always give him what he wants, but he must use what life gives him for his better good. If life throws you a tomato, make a soup of it. Many successful people spent decent parts of their lives drifting between careers only to realize later that they wouldn’t have made it without those career wanderings.
You must also understand that the purpose of a goal isn’t to hit the target but to evolve into the type of person who can achieve his goals. You won’t always win if you swing for the fences with every shot, but your track record will be far better than someone who plays it safe not because of your extraordinary genes but because the type of goal you chose for yourself forced you to step out of your shell and grow.
“Imagination will often carry us to worlds that never were. But without it we go nowhere.” – Carl Sagan
Take great care of your mind. Read good books, understand your cognitive biases and take courses in lateral thinking and problem solving. Your mind is your most important asset and it’s a great shame if you fail to use it well.
What is your secret to living the good life? Let us know your secrets in the comments below!
Image courtesy of Twenty20.com
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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.

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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