Success Advice
5 Characteristics of Athletes You Need for Business Success

Michigan State basketball coach, Tom Izzo, wrote “Players play. Tough players win.” I would add to that, “It’s tough to win.”I think if you, as a leader, are looking to build an organization that is successful – that wins – you first have to accept that it will be tough. There are no shortcuts to success. In my 44 years of coaching, I was fortunate to coach a lot of tough players. I believe the toughness I have seen in athletes corresponds well to any organization or business.
Athletic toughness encompasses the following five characteristics.
1. Work
Tough players work at practice. When they tie up their shoes and step across that line for practice, they are ready to work. They take no part of practice off and work hard at every drill which leads to their not taking a play off in games. Is it not the same in business? When you open that door for work, be ready to roll up your sleeves and go to work.
2. Habit
Tough-minded players are the same every day and toughness is one of their habits. They don’t need to be motivated because they are self-motivated. They know no other way to approach practices but to go all-out. Their toughness and willingness to work hard consistently is their calling card and they become an ingrained habit.
“There may be people that have more talent than you, but there’s no excuse for anyone to work harder than you do.” – Derek Jeter
3. Ethics Matter
They play hard but never dirty. In athletics we know the difference between tough players and dirty players. Tough players play within the rules; dirty players try to intimidate opponents by doing things outside the rules – things that have no part in the game. We all respect tough players but feel that dirty players don’t belong in the game. We have seen some businesses play outside the rules and have watched their demise.
4. Do the Little Things
Tough players do things that don’t appear in the statistics, but leads to wins. They get deflections on defense, they get loose balls, and they take charges. People in the stands may not be aware of all the things they do to help their team win, but their teammates and coaches know how instrumental their work is to winning. Coach Wooden used to say, “If you take care of the little things, the big things take care of themselves.” Are not the little things important in all organizations?
5. Study
They know the game plans because they take the time to study them. This is no different from being a good student. It is tough to spend all the time being successful in the classroom. Is this not the same in business? If I am to promote the business I work for, I must take the time to study why our business serves the needs of our clients better than all of our competitors.
It is tough to win in any venture and tough people definitely put your organization in the best place to earn the win. The combination of these 5 key characteristics is the blend of toughness that is needed to compete and win in today’s environment.
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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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