Success Advice
5 Stand Out Qualities of Super Successful People

On the battlefield to success, you will experience your ups and downs, the game will throw some curve balls your way, and the truth is, most people won’t put in the work to make sure they’re fit and ready for the challenges ahead.
But what if you could learn and put into practice; the qualities of someone who has already achieved huge success?
Would that change everything for you?
Here is a Self Made Millionaire’s view on the 5 stand out qualities of the super successful.
1. They Get Up Early
Having the discipline to get up early sets you up for success and productivity each day. Sleeping in late or getting up just in time for your responsibilities creates a sense of panic and doesn’t leave time to prepare and respond to contingencies.
Rising early allows me to get ahead of the game, and of course get more work done. I get up 3-5am every weekday to research stocks for that day and prepare lessons for my students. This way when the stock market opens I can react to new developments as well as have a list of stocks to watch heading into the trading day.
2. They Overcome and Learn From Failures and Adversity
Anyone can be happy and positive when things are going how you want them and you are succeeding. It is how one responds to adversity and failure that really defines a strong character. Successful people learn the lessons from failure and let it make them stronger.
They do not wallow in lost confidence forever. Growing up learning stocks I lost all my money a few times and it was absolutely devastating. I always had the talent to find winning stocks but lacked the discipline to trade them. Instead of quitting, I devised a strategy with rules from my failures (as well as successes) that has propelled me to grow, compound, and retain my wealth as a self made millionaire as well helping many others on the path to be self made millionaires.
3. They Are Not Influenced By The Fact That Not Everyone Will Like Them Or Believe In Them
Not everyone in the world will like you or believe in you. That is a fact. Many people naturally want everyone to like them and believe in them. Once you accept this is not going to happen the better. In our age of social media our detractors can be magnified, mean, and even slanderous.
While I always look for truth and things I can change even from my harshest critics, I also realize they have zero impact on my ability to be productive and successful. And reach my goals Even though I am tempted to react, I realize that time spent on my critics is time wasted. They do motivate me to want to work harder.
The best way to silence critics is with success.

4. They Work Hard
We live in an age where many people have the fast food mentality on life – “I want what I want fast and with little cost”.
I believe anything that has value will take effort to achieve.
I often have to make choices about putting more time into stock research and teaching than other recreational things I would rather do. Work / Life balance is important but it is not an excuse to not work hard.
I can’t tell you how many people approach me asking to learn to trade stocks. After I give them some information to read and tell them I will quiz them when done I never hear back from 95% of them.
Many people want the success but don’t want to put in the work or sacrifice to get there.
5. They Exercise Regularly
Exercising is a discipline. It takes pushing oneself to get to the gym when there are so many distractions and sometimes lack of motivation. I find that exercising improves not only my health but gives me a positive, confident mindset.
If I am being disciplined with exercising and my diet, it spurs me to de disciplined in other areas in life. I challenge myself to apply the same drive to making money to getting and staying in shape.
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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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