Success Advice
5 Habits of Real Hustlers Who’ve Created History

What’s up with this hustle epidemic? Almost every video I watch or every post I see on Instagram are full of hustle words and tough promises. But, how many people actually hustle? How many of them walk their talk?
I think many people should chill and stop labeling themselves as the biggest hustlers in the game while drinking Corona on the beach and enjoying spring break. Hustle is nothing but the synonym of hard work, the real dedication and willingness to eat dirt.
Since smart is the new sexy and we all have a chance to succeed, I have for you 5 habits of people who aren’t scared to get their hands dirty and understand the true meaning behind hustle:
1. They don’t forget where they came from
People who work hard and work their way up never forget about their beginnings when nobody took them seriously. Because of their humble personality and constant improvement, they are moving to the top and reaching their goals.
Hustlers don’t look down on people because they are up. They remember where they came from and feel grateful for it. They understand that their past was shaping them and allowed them to become who they are today. It is the benefit of not having it all.
“Humility, that low, sweet root, from which all heavenly virtues shoot” – Thomas Moore
2. They create a habit of sacrifice
Some people think that sacrifice takes about 6 months to a year to get where they want to be and then they can just relax and enjoy benefits. They don’t understand that hard work and progress are for life if they want to keep their results.
I agree that once people reach a certain point in their success, they have more freedom and opportunities, but some level of sacrifice is always required. Wealthy people aren’t wealthy because they have a lot of money, they are wealthy because they know how to work with money and sacrifice materialistic stuff to build something bigger.
The pain from sacrifice isn’t so intense for hustlers because he or she knows where they are going. Their vision and purpose are greater than any short term pleasure.
3. They learn every day
People who hustle understand that knowledge is their biggest power. You can lack money, you can lack resources, but if you have knowledge and belief in place, nothing can stop you.
If you want to turn yourself into a true hustler, self-education needs to become your second language. Read, listen and then put your knowledge into practice. Absorb any information which can move you closer to your goals.
4. They take risks
Many people get intimidated by risk. In fact, the word itself sounds scary, which is exactly why we should benefit from it. Sometimes you need to take a chance to move forward and learn something new. You can lose, but you can win too.
People who have their blood made of hustle, understand risk and fear are a part of the process. On the one hand, they are smart and logical when it comes to making decisions because they don’t want to mess up their hard work. On the other hand, they know that they must risk every once in a while to take the game to the next level.
“Take risks: If you win, you will be happy. If you lose, you will be wise.”
5. They encourage others and support their dreams
Hustling is a hard work and sacrifice, it is also one of the most fulfilling activities because it creates progress and makes us grow. True hustlers understand all the benefits of going after their dreams, and they support others to get on the board as well.
You can often get support from people who work hard because they know how much it takes and how important is overall. Hustlers genuinely want others to succeed. Every true hustler has a true heart.
How do you hustle every day? Leave a comment below!
Image courtesy of Twenty20.com
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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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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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