Success Advice
5 Questions You Should Ask When Receiving Success Advice

On the journey to becoming successful, you will likely receive a lot of opinions about the best path to take. But how can you tell the difference between good and bad success advice? It’s an important question to ask, because it’s easy to be misled if you’re not guided by reliable sources.
Here are five questions you should ask whenever you receive advice about life and success:
1. Who is giving the advice?
Perhaps the most important question to ask when you receive advice is: “What is the background and track record of the person speaking to me?” Sometimes people have the attitude of “do as I say, not as I do”, i.e., they don’t even follow their own advice.
When picking a mentor, you should look for someone who has actually followed the course of action they recommend to others, and has experienced good results. Too often, people who say one thing while doing another, have ulterior motives and may just be trying to make a quick profit.
It’s also worth asking if the person giving the advice has ever done anything close to what you’re trying to do. People can have good intentions, but sometimes they will provide misleading information or unknowingly discourage you just because they have no experience in that area themselves. The most reliable advice comes from those who have achieved verifiable results and have documented the process to show others how it can be done.
“The only thing to do with good advice is pass it on. It is never any use to oneself.” – Oscar Wilde
2. Does it encompass every aspect of life?
Advice that can truly make you successful touches every aspect of life, not just finances. Good advice encourages a holistic approach to personal development, and aims to make you a better person, inside and out. For example, any advice that involves compromising your health in order to work more and make more money, is fundamentally flawed. How can you enjoy the fruits of your labour if you’re sick and exhausted?
You’ll feel more fulfilled in life when your success involves loving and helping others. As you strive to become financially stable and get your dream job, you should also strive to improve your relationships with others, and develop close bonds with your family and friends. If someone tells you that you should abandon everything to focus on yourself 24/7, that’s a glaring indication of bad advice.
3. Does it push me outside of my comfort zone?
There are some popular phrases just as “you are perfect the way you are”, and “if it’s for you, it’ll come to you” that have sadly been misleading millions of people. You’ll hurt your progress if you think that everything will automatically fall into place, without any input on your part.
You have to put the work in. That’s the reality of life. When you talk to successful business people, you’ll hear stories of inspiring dedication and how they often poured blood, sweat, and tears into their business before it took off. Success is not handed to you on a silver platter. You’ll have to push yourself out of your comfort zone to reach or maintain good results.
To reach your goals, you’ll have to break down barriers and build human capital. For example, if you’re a naturally shy person, you might need to learn public speaking in order to connect with potential business partners. If you want to start a website, you might need to learn how to code, or spend countless hours studying online marketing.
Abundant knowledge is there for the taking, but you still have to reach out for it. Good advice is not always what you want to hear, but it will help you reach your full potential.
4. Are other people successfully following this advice?
Now it’s time to find case studies. You will need to do your research and find other people who have followed and benefited from the advice you’ve received. After all, if it works, there will be other successful examples.
When you find others who are also following the advice, it can be very reassuring. It helps you to see that your dream can be a reality, because it has become a reality for many other people. This can also be an encouraging reminder on those days where progress is slow and you might be feeling lost. You may also be able to get support and additional tips when you speak with individuals who have already accomplished what you’re trying to do.
“Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you too, can become great.” – Mark Twain
5. Does it work in the long-term?
Imagine the future: five, ten, twenty years from now. Will the advice you’re receiving work then, or is it short-sighted? Of course, advice related to specific technology and tactical strategies is designed for immediate application. But there’s also evergreen advice – advice that worked for your grandparents, and will work for your grandchildren.
Take, for example, the concepts of saving instead of spending all your money, and diversifying risk instead of putting all your eggs in one basket. This type of advice never gets outdated because they’re based on timeless principles.
Any advice that’s supposed to be followed indefinitely, should really work indefinitely. So whenever you receive advice, you should consider whether it’s based on impulse and desperation, or whether it will truly stand the test of time.
By examining a range of factors, you can strengthen your perception and make decisions based on solid advice. Even if you don’t have much experience, you can use the above criteria to analyze the advice you receive in life. As you do your research, you’ll be able to stay clear of false information, while taking advantage of wise words that can guide you on the path to success.
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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:
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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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