Success Advice
4 Slogans That Are Insanely Motivating

There’s magic about incredibly simple writing. It’s difficult to convince or express meaning in a few words, but that’s exactly what a slogan does. Brands that get it right are able to convey their key value proposition in powerful ways.
In business, a slogan is a simple phrase or statement that characterizes a product or service. The best slogans are brief but they can reveal so much more. It’s as though they work on a deeper level, as more than just a way to move merchandise.
A good slogan is catchy, or memorable. For example, ‘Think Fresh.’ Whether it motivates you to go to Subway remains to be seen, but the real goal is getting that key message into consumers’ minds. Even if they remember nothing else from the ad or commercial, they’ll remember the slogan. Successful slogans are far-reaching and widely recognized. Incredibly, they transcend languages, borders and socio-economic boundaries.
Here are 4 of the most motivating slogans which represent thriving companies worldwide.
1. Nike – “Just Do It”
Interestingly, Nike’s famous slogan was inspired by infamous last words. The advertising executive who coined the phrase, Dan Wieden, recalled a convicted killer’s final words before facing the firing squad, “let’s do this.” Slightly altered, Mr. Weiden brought his version of the slogan to Nike and in 1988, ‘Just Do It’ appeared in a TV ad.
To this day, Nike’s slogan is one of the core components of its brand. The message is no-nonsense; it resonates with empowerment. If you want to do it, just do it. More than that, the slogan is inclusive. While Reebok was targeting aerobics in the late 80’s, Nike took a different approach. Instead of marketing exclusively to hardcore runners, Nike expanded their product line to include everyday Americans.
Famous athletes have always promoted the Nike image through endorsements and advertisements but there was a shift as people started reading into Just Do It, as motivation for much more than sport. This is how Nike went beyond fit and became insanely fashionable.
“When Nike says, just do it, that’s a message of empowerment. Why aren’t the rest of us speaking to young people in a voice of inspiration? ” – Naomi Klein
2. The Drew League – “No Excuse. Just Produce.”
“Man, get it done. Period. Excuses are a dime a dozen. Come hell or high water, find out a way to get it done and be successful.” That’s how the Drew League motto resonates with Kobe Bryant.
Forty years ago, in South Central L.A., the Drew League was six teams playing streetball in a tough neighborhood. It has since evolved into a cultural phenomenon for high-caliber basketball exhibition.
The slogan was made famous by Dino Smiley, the Commissioner. ‘No Excuse. Just Produce.’ is about pride and dedication to details. It has meant a lot to local kids and global superstars involved with the Drew League over the years. The words emphasize fierce competition over name recognition. No matter where you’re from or who you are – all are equal playing the same game.
The slogan is all the more motivating for how richly embedded it is in its own story. It started as a motto by early ballers in the league and eventually became the league’s reigning message which hangs boldly among the gym’s rafters. Unlike Nike’s slogan, which was born under a marketing microscope, the Drew’s slogan sprang from tradition and passion.
3. Apple- “Think Different”
In 1997, Apple was in a slump and Steve Jobs’ top priority was renewing the company’s image. Not only did the ‘Think Different’ campaign restore Apple’s reputation, it became a paradigm in creative marketing.
There were some unconventional rules of the campaign which would lend or bend to its iconic image over time. Most notably was the absence of products. ‘Think Different’ was introduced on television commercials but you won’t see an Apple computer in any of them. In print, Apple bought space in computer magazines as well as fashion magazines, which may have seemed insane in the eyes of its competitors at the time, but it helped the brand become iconic.
Many argued that Apple’s motto wasn’t clever or creative at all – that is was a jesting response to IBM’s ‘Think’ campaign at the time. There was even a Simpson’s episode poking fun at the slogan, writing it “Think Differently”, which is, actually, grammatically correct.
It was an uphill battle but ultimately the slogan proves originality and ingenuity to be enduring. Steve Jobs didn’t believe in a limited life. ‘Think Different’ was an extension of that notion; the importance of making your mark. If it seems crazy or ingenious, it just might be extraordinary.
“Innovation distinguishes between a leader and a follower.” – Steve Jobs
4. Audi- “Never Follow”
When it comes to cars, automakers strive for a loyal and consistent customer base. The right slogan should call to mind a legacy – not just the newest model but all the makes and models. A memorable and effective catch phrase gets drivers thinking about the past, present and future of automobiles.
The ‘Never Follow’ campaign wasn’t inventive like ‘Think Different’ or steeped with tradition like the Drew Leagues’ motto. In fact, ‘Never Follow’ proves that slogans aren’t meant to last forever; like the products themselves, they adapt over time.
In 1971, Audi coined the slogan, ‘Vorsprung durch Technil.’ It’s one of the longest running taglines in advertising history. In the U.S., however, it never translated quite right so Audi changed it slightly and introduced it as ‘Truth in Engineering’ for U.S. consumers. In order to market its cars at an international level, the slogan had to make sense everywhere, even if it was different.
‘Never Follow’ actually preceded their current ‘Truth in Engineering’ slogan. In 2002 it was launched as one of Audi’s smaller campaigns. This was one of many tactical moves aimed at introducing a particular model with its own catch phrase. The slogan has a dreamy, elusive appeal. Rather than emphasizing advanced technologies or performance, the slogan is meant to highlight innovation and a pathway to an open road
Slogans are a great way for brands to be remembered. What is your favorite company slogan? 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
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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