Success Advice
4 Secrets To Finding Work You Love

I recently had the special opportunity to deliver a TEDx talk in front of 2,000 high school students in Denver, Colorado. The excitement in the room was contagious. If you ever face any doubt or fear about your ability to change the world, just put yourself in a room full of 2,000 people 15 years younger than you.
At TEDxYouth@MileHigh, I met entrepreneurs, scientists, musicians, storytellers, philanthropists, dancers, and artists—all whom who hadn’t even finished high school yet!
While I was nervous to get up on stage in front of such a huge audience, the students I met reminded me that anything is possible. They converted my stress into positive energy. Young people have no fear. They refuse to take ‘no’ for an answer. They are relentless and they are not afraid to share their voice.
Check out the talk below, and keep on reading for a few lessons I learned from my own journey that I shared with the inspiring young audience, that can help anyone looking to find meaningful work.
1. Invent your own path
There is no blueprint for career success or climbing to the top of the ladder. The people that find meaning in their work define success for themselves.
Success is not about making lots of money or gaining lots of power; it’s about figuring out who you are.
So, what makes you come alive? What are your unique gifts? How do you want to impact the lives of others? What is your desired quality of life?
2. Stop comparing yourself to others, start pursuing what is meaningful to you
We spend so much time on Facebook comparing ourselves to our friends. We get stressed thinking about what our parents think of our decisions. It’s easy to think other people have it figured it out, but the grass is always greener.
Worrying about what your friends are doing is a waste of time. Instead, discover your why. Why are you here? What does success mean to you?
3. Surround yourself with people that believe in the beauty of their dreams
There are a lot of haters out there. When I first told some of my friends about my idea to write a book for purpose-driven millennials they said:
“You’re not qualified to write a book—and there are already about 100 books exactly like that.”
If I had listened to those people, you wouldn’t be reading this blog post right now, I would have never given a TEDx talk, and my book wouldn’t exist. Good thing I didn’t listen—the book is now a bestseller on Amazon.
Find believers. Surround yourself with people who are going after their dreams, who are trying to reach their full potential. When you find believers, you find accountability and the ability to achieve your goals. Life is too precious to waste it around haters.
4. Make the ask
Finding your passion will only get you so far. The people that find meaningful work hustle as hard they can. It take time and persistence to get what you want. People can’t support you until they know what you need.
You have to put yourself out there, you have to make the ask. Be open about your needs (and what you’re able to offer others in return).
If you’re not convinced, watch my TEDx talk to hear a story about how one person’s simple ask turned into a $80 million company.
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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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