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4 Ways To Escape The Learning Trap

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I remember when I first started learning the art of success and personal development. Every book that came my way I’d chuck into my Amazon cart and bodyslam the buy button. I would constantly add books to my future read list, too. There were easily enough titles on that list to publish a 50,000 word book. I wanted to learn everything.

It genuinely felt like I was being productive. But, one day it occurred to me that, despite the constant pursuit of information, I had nothing tangible to show for it. Instead I realized that I had an addiction. The drug was information. And in truth, all that I was doing was hiding from the real work—implementation.

Books, articles, training courses, podcasts, seminars. The amount of information available to us is colossal. But because of this, a problem presents itself. There’s not enough time in a lifetime to learn it all, let alone implement it.

Don’t get me wrong, learning is a beautiful thing. And we should never stop. However, if success is what we want in this lifetime, action needs to outweigh instruction.

Here are the 4 steps you can take to escape the learning trap and instead take action:

1. Set an action goal

No matter what information medium you use, always look to implement something that you learn. It’s okay to take notes throughout the book, but after you finish the book take just ONE actionable technique and implement it immediately. That’s your goal. Have this mindset before you undertake any learning task.

Take for example a book that gives advice about setting goals. If the book’s any good, it probably gives numerous action steps for setting goals such as jotting down your goals on paper, setting daily goals, monthly goals, yearly goals, reflecting on your past goals, etc.

Your job is to take one of those tips and implement it. An actionable step could be to take 15 minutes the following morning and write down your goals for that day.

“A goal is a dream with a deadline.” – Napoleon Hill

2. Focus on one subject at a time

At times it can be easy to ping-pong from subject to subject. Unfortunately, this leaves little time for focus and internalization of what was learned. So, if you’re studying marketing, study only marketing and implement techniques as you go.

Perhaps you were motivated to give public speaking a try after reading an article about it on Addicted2Success, but instead of implementing, you immediately jumped into an entirely different subject like how to bake cupcakes or something. Chances are your interest in public speaking would have evaporated. We are quick to forget things that aren’t in front of us. That’s why it’s important to take action while it’s fresh.

And this doesn’t mean that you have to dedicate the rest of your life to a single subject. You should, though, get a true grasp of the subject before abandoning ship.

Here’s what you could do instead: Devote 30 days to a single subject. During this time, choose two or three books on a subject, read them one at a time, and implement a single idea from each. That will give you a solid foundation on most subjects.

 

3. Don’t be a “guru hopper”

Whatever you are into, there’s a guru or two (or ten). It can be tempting to move from one expert to the next trying to devour everything that they’ve published before ever getting your hands dirty.

It’s been referred to as the “shiny new toy” syndrome, and it’s pretty accurate. Where you bounce around from one guru (or tool) to the next hoping they’ll bear the newest and shiniest secret that’s going to change your fortune overnight. You could find yourself in an endless search

Pace yourself. Pick one influencer and with each course, podcast, book, or whatever they offer, focus on implementation (see step 1).

 

4. Don’t get caught up on the “right” way

Just as there are countless sources of information, same can be said for the amount of ways there are to do something. Don’t ask yourself if you’re doing it the “right” way, just do it.

For instance, say you want to create a website. You watch a video or stumble upon a blog that walks you through setting up a WordPress site. “Excellent,” you say. But then, before doing it you cross paths with another info-peddler who tells you there’s a right and wrong way to create a website. Is your home page laid out correctly? Is it SEO optimized? Do you have the correct key words? Oh boy…Now you’re filled with doubt and uncertainty. You’ve been zapped into paralysis.

Relax my friend. There will always be better ways to do something, but revisions can be done as you go. Please just implement and create your darn website!

“Just do it” – Nike

We’re smothered in information. This is both amazing and dangerous. Amazing because of the opportunity we have to learn whatever we want; dangerous because we can mistake knowledge for progress. We need both to succeed. Just make sure action wears the pants in the relationship.

When are you going to start taking action on the 4 steps? Please leave your thoughts in the comment section below!

Matt Kramer used to get bullied by death’s evil twin every time he spoke in front of a group, now he loves it. Overcoming the fear of public speaking has changed his life. In less than a year since he has competed and won 3 separate public speaking competitions, wrote a book about how to overcome the fear of public speaking, and spoke at one of the top universities in southern California (SDSU). His focus is to help you overcome the fear of public speaking so you can build the belief to go after your dreams. Join him at TacticalTalks.com/blog

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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.

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Why one-size-fits-all leadership doesn’t work
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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

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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.

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Bridging the gap between employees and employers
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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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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