Success Advice
5 Mindset Shifts That Are Needed For Success
If you could easily achieve the success you are working towards, wouldn’t you?
Most of us doubt the power of our thoughts and how much they truly dictate how we operate.
Take Anthony for example. He is really good at what he does for a living. People love being around him but Anthony believes he could never be in a leadership role because his opinion will not be valued. Although, Anthony could be right about his opinion not being valued. He’s wrong about his opinion having value.
Which one of the mindsets do you think Anthony would benefit from the most?
5 Key Mindset Shifts for Success
1. Have a Desire
You can always tell who the passionate one is in the room. They’re the one who is bright eyed and engaged. The one who usually goes the “extra mile“. The one, even when exhausted, shows up and shows out, with no real effort. With a ridiculous amount of desire for the work they’re doing.
Desire is a great energy source to do the work and do it well. When you are passionate about what you do, it doesn’t feel like work and the time just seems to float on by. Individuals with a desire to achieve success connect with this desire daily.
They ask themselves these questions:
- “How can I add value to others?”
- “What possibilities are open to me for more success?”
- “How can I do my work differently?”
2. The Growth Mindset
Even if your company doesn’t offer skill advancement. Seek it out for yourself. When you keep abreast on topics of discussion and can do the job when no one else can do it, all because you went the “extra mile” to enhance your skills. You win.
Individuals with a growth mindset constantly read and seek out opportunities of growth to develop their skills and themselves.
They ask these questions:
- “How can I do this better?”
- “Where can I find the information I need to accomplish this task?”
- “Who can I collaborate with for this project to excel?”
3. You are a Business
Start thinking of yourself as a business.
Some of the things very important to business success is process, people and purpose. Process comes down to how you spend your time towards the achievement of your goals.
Are your goals clear and well define? Do you have a plan?
Having the right people around you is essential to your career success.
People. If you and Sam hang out but Sam constantly shows up to work late and thinks nothing of it. Knowing how your boss is a stickler for punctuality, that promotion you seek will not happen in Sam’s company.
Overtime her nonchalant attitude towards work will impact how you do your job and your career growth.
Purpose. What is your mission statement?
Every business has one. Connect to your purpose and you’ve found it. Individuals who conduct themselves as a business have strategic focus, creating clear direction and ensuring they hit their target with accuracy.
They ask themselves these questions:
- “How can I be more productive in my day?”
- “Whom do I have to get to know and how?”
- “What is my 90 day plan?”

4. The Ability to Pivot
It’s a real asset to know when something is not working and to switch it up at will. Doing the same thing and expecting a different result…well you know the rest (It’s the definition of insanity).
Those who can make adjustments in the plan as they go along will always come out on top. Individuals who have the ability to pivot are not attached to their plan. They use it as a guide and reference to their goals but know things could change and they need to learn how to adapt quickly.
They ask themselves these questions:
- “What needs to improve in my plan?”
- “Where could I find the resources I need?”
- “Who can give me constructive feedback that could help propel me forward?”
5. Jump In
Those who are winning at life do so by jumping in with both feet and hope a net appears. A bit frightening I know. The only way you’ll know you’re doing something right or get to a higher role in your career, is if you just do it.
Fail if you must and learn from that. Then, jump back in. The individuals who jump in know the only chance they have in winning the game is by first showing up.
They ask themselves these questions:
- “Do I want better results?”
- “How can I overcome my fear?”
- “Is this how I choose to live the only life I have?”
Remember Anthony? If you guessed he would benefit most from #5 Jump In.
I would agree, although Anthony could implement the other mindset’s to. He needs to get into the water and see it play out. Whether or not his opinion is received, he won’t know unless he puts it on the table.
There really is no secret sauce to a success mindset.
You just have to BELIEVE, WANT and KNOW you can achieve more.
No secret to that.


I’m curious, what mindset do you struggle with?
Can you see how having these mindsets in tack could propel your career success to new levels?
Share your thoughts in the comment section below.
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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
-
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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