Success Advice
4 Things You Should Do if Your Drive for Success is Taking a Toll on Your Mental Health

There is no cookie-cutter formula for success. Success can look different depending on who you talk to. Some people pursue wealth while others chase after accolades. Then there are those who define success by the quality of their relationships with family and friends. In addition, others focus on their health and physique as a measure of success or self-worth.
Often a person’s pursuit of success will depend on factors including what they feel they need to be okay with being who they are, or to get the love and approval they desire, or to meet expectations they believe they should achieve.
Whatever your definition of success, it can be helpful to know what motivates your pursuit for “more”— especially when a drive for success may be taking a toll on your mental health and ruining your quality of life.
Below you’ll find four recommendations for how to regain a healthier perspective in your quest for success:
1. Be mindful of your daily stress levels and how you’re feeling
There is no point in reaching a goal of success if you wear yourself down day after day in the process. As is often said, happiness is a journey, not a destination. If your pursuit of success has become so stressful that it only feels like drudgery, it may be time to take some self-care measures.
Poorly managed chronic stress can be as bad for your mental health as post-traumatic stress by negatively affecting your mind, thinking, body, behaviors, and relationships.
Chronic stress also impairs cognitive abilities and is associated with greater impulsiveness. That’s because we humans have a very sophisticated, built-in alarm system of sorts. This highly evolved stress response is designed to warn us of potential danger.
In the face of a perceived threat, our body releases endorphins like adrenaline and cortisol. These chemicals prepare the body for “fight or flight”— a survival mechanism that can be incredibly handy when you’re staring down a lion on the African savannah. When you’ve got a big presentation tomorrow that you’ve had zero time to prepare for? Less so.
When your body gets accustomed to living in a near-constant state of fight or flight, your sleep is one of the first things to go. You’re then more likely to turn to pills, alcohol, or food to feel better. You also feel tired all the time and more inclined to be short with others or retreat altogether. Consequently, your relationships suffer.
Sleep, health and relationships are helpful barometers of stress levels, among other things. Pay attention to how you’re doing in these areas. Often, just a tweak here or there—to sleep and/or other lifestyle habits—can be a game changer for stress management.
“It is not a daily increase, but a daily decrease. Hack away at the inessentials.” – Bruce Lee
2. Strive for balance in all areas of your life, even if that balance seems elusive at times
If you’re regularly hitting home runs in one area of your life (such as in your profession) but keep striking out in every other domain (your relationships, health, etc.), you’d be better served exploring ways to juggle all of the aspects of your life. Don’t just be focused on one area of living.
The ideal is to strike a healthy balance between the physical, emotional, spiritual, career, and relationship spheres of life.
When we over-focus on one area, the other areas can suffer. A case in point: the workaholic who works all the time and soon finds they have nothing else; their health suffers, they are lonely, they don’t take time for their emotional and spiritual self and only keep draining the well until there is little left. This is called “burnout.” When you’re suffering from burnout, you are like a car without gas in the tank, you grind to a halt unexpectedly.
3. Seek greater flexibility, by cultivating an attitude of acceptance
People with a higher quality of life often report they have flexibility. They adjust to situations rather than ask situations to adjust to them. They do not demand their way, ask others to be the way they “should” be (but aren’t now) or set unreasonable expectations regarding outcomes.
We are all just human beings interacting in a vast and complicated world, so there is freedom in accepting the reality that we cannot simply “will” ourselves into success. If you can learn to accept and not fight life on its terms, but to adjust and respond in a healthy way, you’ll find that you’ll be better at dealing with the setbacks and issues you face each day.
Often a regular practice of mindfulness can be helpful at inculcating greater acceptance of oneself and the world around us. With that acceptance comes greater flexibility.
“The measure of intelligence is the ability to change.” – Albert Einstein
4. If fear is motivating your pursuit of success, work on letting it go
If fear were a person, it would only be selfish and self-interested. Fear assumes there are scarce resources and that you have to get yours or else be left out. When fear is operative, you constantly look for the next bad thing to happen; and your thinking, planning and coping skills are compromised because of your fear response.
Fear is not a motivator, it is a de-motivator. It is a hamster wheel that constantly keeps going, making us run for our lives without a break. There is always something else for us to be afraid of.
You would never knowingly instill fear in a child and tell them that is the ticket to success. Instead, you would try to comfort, inspire, problem-solve and give them a feeling of self-worth and confidence. The same interventions work well for most of us grown-ups. If your success is driven by fears of failure or of not being good enough or of letting others down, it may be time to do some soul searching.
Maybe consider consulting a life coach or seeing a therapist. Not even the greatest fantasy of “having arrived” is worth achieving if that process is driven by what you’re afraid of.
Does your mental health ever take a toll because of your drive towards success? Share your thoughts and beliefs with us below! We’d love to know.
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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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