Success Advice
4 Tips for Turning Your Passion Into Freedom

Have you ever had the fantasy of just dropping all your s*** at work, walking out and going as far as humanly possible from all the BS in your life? I know I certainly did. Two years ago, I thought it would be crazy to be doing what I loved while living and traveling on the other side of the world.
It was always a dream of mine, but how many people do we know that actually get to live their dream? My dream was freedom – freedom to travel, freedom to work when and how I wanted to, and freedom to create every detail of my life the way I wanted it to be. I’ve been able to do that and live that – and you can too.
People often say they’re unable to accomplish their dream because of kids, lack of time, lack of money, lack of skill /experience, but all of these are false – it’s just programming that doesn’t let our minds find a way to a solution. If we can open up our minds and see clearly, there are so many ways to what you really want. While it’s true that our responsibilities will create a different road for all of us, freedom is still an option for anyone willing to put the time into investing in themselves.
It starts with being able to see it as a possibility – this starts the shift in focus from can’t happen to at least maybe it could. Often behind our excuses are fear, insecurity, lack of self-worth, and blame but at the end of the day, our life is our own creation. You owe it to yourself not to let past hurts hold you back from the life you dream of living.
You have to put yourself, your happiness, and your dream before your job. I get it, we all need money and enjoy the safety of a paycheck. Some of us really love our career for the validation of a job well done. But even if you love your career, creating something of your own is always more gratifying. This is your time on this earth to experience your life as you and nothing is more fulfilling than that.
Here are 4 great ways to overcome the roadblocks to your freedom:
1. Spend one hour a day on yourself
If you can give eight hours a day to your job, then you can give one hour per day to yourself living the way you want to. If you can spend an hour a day building the life you want, you’ll make tremendous progress. One hour per day is 365 hours per year. And the cool thing is, once you get going, it gets easier and easier and you don’t want to stop! If you’re short on time, just take 5 minutes here and 10 minutes there. There is always a way.
One hour a day is what created the freedom for me starting out. I was working a normal job and my mentor forced me to spend one hour per day doing something – anything – toward my goal. After two weeks, I was pretty shocked by how much progress I had made by that time. My first sixty dollars I made for myself felt like a thousand compared to working for someone else.
2. Find a mentor
Find five people who have done what you’re setting out to do (or the closest thing to it) and contact them. When you do, remember to give value first before asking for anything. Mentors have a funny way of pushing you to do five times more than you would do on your own.
3. Reaffirm daily what your objective is
Write down your goals and read them every day. Burn your goals into your mind. Filling your brain with thoughts of where you want to be, will get you there faster. Plus, the more you’re thinking about your goals, the more solutions can occur to you. The clearer the essence of your goals, the clearer the solution.
4. Get help
Whether you need a cheerleading squad or a therapist, getting help is a great idea. It ranges from finding people to help with your mindset and letting go of doubt or insecurity to someone to bounce ideas off of. Personal assistants that help out for a few hours a week can surprisingly be a lot of help! (This can be as little as two hundred dollars a month).
It’s so easy to read this and think we will passively apply these but most people will just forget it tomorrow. You can be the person who takes these steps and lives the kind of life that most people will never experience. And I hope you do. Go and live your best life ever!
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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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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