Success Advice
4 Roadblocks We Unconsciously Put Up To Our Dreams
Over the years I blamed so many outside forces for me not achieving my dreams. If I only had enough money, time, support, and many other things then I would reach my dreams.
It took me a long time to figure out that the real enemy was within. We hold ourselves back from the very things we want most. Setting up roadblocks, we stumble over ourselves. The inner world is always a precursor to the outer world and your self-hatred, fear, and lack of knowledge a lot of times is the reason you are standing in the way of your dreams.
In order to overcome these roadblocks we must first acknowledge and realize they exist. You are solely responsible for your dream and only you can bring it to life. Only you can choose to breathe life into your dream and only you alone can kill it. You may be making your dream harder without even realizing it.
Here are 4 roadblocks you have may have put up without even realizing it:
1. Asking for permission
Feedback is important on the way to your dreams but we don’t do this properly. Instead of asking for feedback, we ask for permission. Feedback tweaks aspects of your dream while permission shuts down and destroys it. Expecting everyone to understand and get your dream is a sure fire way to get discouraged. Your dream is so unique to you that many will not and should not understand. If you do not have confidence in your dream, I would be extremely cautious of whom you share it with. You need to stop asking for permission to chase your dream and just go for it.
“Nobody can hurt me without my permission.” – Mahatma Gandhi
2. Using debt the wrong way
Often, unconsciously, we trade away our dreams for our wants and desire for our lifestyle today. We run up credit cards, buy new cars, and buy a big house then need a large monthly check to cover all of our expenses. Debt can be a tool but often times we use debt to play now and pay later. Before buying something, take some time and ask yourself if the item will help you move closer to your dreams or if it will become a roadblock.
3. Being a lone wolf
Just because our dreams are our own, sometimes we get under the illusion that we should do it on our own. We actually need others on our journey more than we realize. Connections and support are things we need to build into our dream chasing journey. Instead of running on your own, try and build mutually beneficial relationships. Think of people that you can help and that can help you. Consistency in relationships will help you achieve your dreams.
4. Wasting time
We waste a lot of time. There are a lot of obvious ones like watching t.v. or playing video games, but this goes much deeper than that. We spend a lot of time working on our dreams that won’t progress us much. In order to achieve our dreams, we must be masters of our personal time. We need to cut the fluff and only work on meaningful tasks. If you find yourself saying you don’t have time for your dreams, start cutting. Get in a mode of reevaluating what you are doing and if it is working. A lot of good things need to be cut to leave room for the great things.
“A man who dares to waste one hour of time, has not discovered the value of life.” – Charles Darwin
All of these roadblocks can be overcome on the way to your dreams. When you start knocking down the walls you have put up, you will find the dream chasing journey easier. Build relationships, reduce and eliminate your personal debt, and master your time. Focused energy over time will put you on the right track. Never give up and never give in and you will see your dreams. Be blessed on your journey.
Thank you for reading my article! I would love to hear your thoughts in the comment section below!
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.

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

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…)
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.

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.
Entrepreneurs
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