Success Advice
4 Ways You Can Beat the Lack of Talent with Ultimate Obsession
Have you ever heard someone say that talent is the key to success? I haven’t and even writing it right now sounds weird. Yes, talent is an advantage in many situations, but this world is flooded with broke talented people so let’s not sweat that too much. You can develop obsession which beats talent and squeezes you the best juice of your success.
Have you ever felt the need to get something or become someone? You were waking up thinking about it, while you ate; it was on your mind 24/7, and you felt obsessed. This driven force is the power we all need to break through and score like self-made champions. It is the state of mind which you can literally develop within yourself and use all the benefits without being discouraged by not having as much talent as others.
Since I know I am not the only one who has seen people with nothing, make it to the top with their obsession, I have listed 4 ways which can be essential to your success and substitute the lack of talent you are missing:
1. No space for complaining
The first place you want to start to work on is your mind and mindset. Remember that no one cares what you are complaining about and it is only limiting your potential. Since a positive mental attitude is a crucial step to make up for not being the most talented person in the room, think twice before you decide to slip again and draw in negativity.
Years ago, my mind was very dark and pessimistic. I kept thinking about the worst, which filled me up with anger and robbed me of any hope for a better life. My outcome was, as you can imagine, as dark as my mind because I designed it this way.
Having negative thoughts from time to time is part of being a human since we all get upset or frustrated. The important thing here is to realize it and change your thoughts instantly. If you catch yourself thinking negative, name 3 things which you are grateful for on the spot. What happens is that you will change your mental state and after a few attempts, it will become a habit. If you master your mind, you can practically learn anything.
“Be obsessed or be average” – Grant Cardone
2. No feelings. Pure focus
No. I am not trying to tell you to become a monster who doesn’t feel anything. What I mean by this is that many people put too much importance on their feelings which then, defines their results. Feeling of being tired, feeling of frustration, and feeling of not having enough time for fun. If you want to beat any obstacle on your journey, you have to accept the fact that no matter how you feel, you must go on.
You must push forward; you must do this one extra task, resolve one additional problem. You’ll discover that when you direct your focus more to what you need to do than the way you currently feel. Most of the time you forget about your lousy mental state and enjoy accomplishing and resolving things which matter.
3. Become the hardest worker you can be
Nothing beats the talent better than hard work and hustle. Build strong work moral, and you will be able to beat anyone and anything. Even if you currently work at the job you don’t like and plan to quit there, still give it 100%. Not because of the company, your colleagues or your egocentric boss but because of yourself. It will build up your reputation and your confidence. From this point on you’ll know that you did your best possible and eventually you will do the best in everything.
Adapt to an attitude of a hustler and a hard worker. It will help you keep moving forward when you are tired or exhausted. I bet you already know that nothing brings more satisfaction and results than work well done. Yes, the mindset is critical, yes belief is something you must have, but if you don’t put enough action in it and become persistent, you will hardly see any real results. Commitment and dedication to what you want are one of the most crucial keys to beating the talent you are lacking.
“Determination becomes obsession and then it becomes all that matters.” – Jeremy Irvine
4. Find your strengths and practice until you create a talent
Another key thing to do is to find your strengths and use them. People often focus on what they don’t know and what they suck at. When you build a business online or offline, you are not going to know everything. That’s why you hire people or ask for help from close ones, and you focus on things you are good at.
After you do that, practice. I can’t stress enough how committed practice and consistent training will improve your skill set and affect the overall result. Talent is nothing compared to dedication and perseverance one person can develop and master. Do you think that those great athletes and sports stars become who they are just because the runner was born with long legs and basketball player tall? NO! They have thousands of hours of practice behind them, and that made them the best.
What is your obsession? What is your strength? Share your story with us and leave a comment below!
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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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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

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…)
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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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