Success Advice
5 Reasons Why 90 Day Cycles Guarantee Success

When you look at successful people, they get a lot more done than other people can. Despite breathing the same air they breathe and having the same 24 hours a day, they get ahead in life. Some people might attribute this to luck or that successful people have special abilities that others don’t have.
Only a few top achievers have exceptional abilities but for the rest, it also comes down to their approach. I have observed over the years how they use 90-day cycles to achieve more than they could otherwise. Average people who aren’t aware of this phenomenon only achieve mediocre results at best.
Here are 5 reasons why 90-day cycles can help you realize your full potential:
1. Focused action
The first time I truly learned about the concept of 90-day plans was during my network marketing days. I was familiar with quarterly reviews at work but had never quite understood the significance. What I discovered in my network marketing business was that those who set clear 90-day goals won regularly.
What would have taken a year to achieve, would end up taking around 90 days to achieve. The psychology behind this is that giving yourself a shorter period to execute, forces you to focus. When you are clear about what you want to accomplish and you have the action plan to follow, success follows.
Of course, you still have to work that plan because it won’t work on it’s own. Even as I work on building my blog today, I’m reminded that consistent execution leads to success. At the time of this publication, my monthly website traffic is just over double what it was 90 days ago. Results like that only add fuel to my desire to keep going until I achieve my ultimate goals.
2. Efficient use of time and resources
When you’re given or give yourself a shorter period to get something done, it leads to more efficiency. Some of the best entrepreneurs today are not those who started with everything they needed from the get-go. Many times they had to be creative in the use of their time and resources to get things done.
That kind of pressure brings out ideas that may not have been obvious before that. On the other hand, when you don’t feel that little bit of pressure it becomes easy to waste resources. This is often the case with those who have an employee mindset or that have no internal drive for success.
If you knew your life depended on you successfully executing certain tasks, you’d be more efficient with your resources. Take time to reflect on how you can make better use of the time and resources you have at your disposal. You’ll be amazed at how much more you can accomplish with the seemingly little that you have. If you’re faithful with what you have, you’ll attract more needed resources.
3. Stretching your faith
Amazing things tend to happen more outside of our comfort zones than they do in our comfort zones. Getting out of your comfort zone stretches your faith which is how the impossible becomes possible. Sometimes people wait on God to do miracles in their lives when God is waiting for them to step out. You will experience the miracle when you step out because God is already where you want to go.
In some cases, this requires you to give up the little that you have so that you can get the best. That fear of letting go keeps most people stuck and as a result, they fall short of their goals. There’s a lot of pressure when executing a 90-day plan which comes with many surprises.
Success is not as simple as going from point A to point B; it springs up many surprises along the way. When you encounter them don’t shrink back but move forward in faith. Not only will you find what you need, but it will also make you a better person in the process.
4. Breeds new ideas
Just as diamonds cannot be extracted without a certain amount of pressure, some things you won’t discover without pressure. Is it no wonder that some of the best enterprises in the world were born during challenging times? The pressure of achieving a goal in 90 days breeds ideas that can get the job done. That’s one of the reasons why successful people embrace challenges.
While some people may shy away from challenges, the top achievers know that there are discoveries to be made. This doesn’t necessarily mean that they love pressure but they understand that it may lead to breakthroughs. Some ideas certainly come when you’re in a quiet and reflective mode but others come when you’re under pressure.
You’ll find that there’s a difference in results between people without the same pressure to get results in 90 days. Without a sense of urgency, every day will be the same for 90 days straight and there’ll be no growth. The same tasks with a sense of urgency, lead to a lot more growth and innovations to get better results.
5. Collapsed time frames
Focused action over 90 days collapses time frames. You will achieve your goals and acquire new skills faster than you might have over a year. Imagine what you could achieve in a year by approaching each quarter with the same level of focus. I think you can see the possibilities if you approach your life’s goals like that.
I’m starting at a new job just under 180 days since I started applying with a high level of focus. Before that, I’d send applications here and there without the necessary level of focus, but this time around it was different. However, some things happen when your preparation meets God’s timing and that was the case for me.
Think about the things you want to achieve in your life. Are there goals that you’ve put off indefinitely because you feel like they’re impossible to achieve? You may need to take time to think them through and look for ways to get them done. Identify what you can do with what you have as a starting point; the more you execute, the more possibilities you’ll begin to see to reach your ultimate goal.
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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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