Success Advice
5 Things I Learned Hanging Out With 12 Multi Millionaires
In 2015, I decided to reach out to wealthy people to understand how they got there. From having lunch with Robert Kiyosaki, author of Rich Dad, Poor Dad to spending an hour with Kevin Green, the United Kingdom’s largest residential property owner, I managed to meet and interact with 12 multi-millionaires.
For the purposes of my study, I picked people who didn’t start up rich. All of them started as average people and none of them inherited their money.
Here are the five things they all had in common:
1. They didn’t want jobs
They were not lawyers or doctors. Most of them didn’t even have a University degree. None of them had a job and most importantly, none of them would have got rich with a job. There is a funny joke that I heard four times which is that having a job means being “just over broke.”
Bob Proctor once said: ”There are only two ways to make money. One is people at work and the other is money at work.”
When you have a job, you get paid for selling your time and therefore you are using option one, which is yourself at work. It’s long, it’s tiring and it’s hard, especially if you don’t like your job… And your boss. And since there are only so many hours in a day, your earning potential will always be capped to your hourly rate and the number of hours you can work in a day.
Part of working smarter is about understanding how to leverage your time and your money to do more with less. It is about shifting from a consumer mindset, to an investor mindset. Steve Forbes defined being rich as “making one million dollars of passive income every year.” And as you have guessed it by now, passive income is built outside of your job.
“You become financially free when your passive income exceeds your expenses.” – T. Harv Eker
2. They were entrepreneurs/investors
They didn’t need jobs because they had created systems that were working for them. In other words, they were entrepreneurs who created multiple businesses. They had all decided to become creators and provide something of value to the world. At the same time, they unleashed option number two which is money at work.
That is to say that they were investors having their money working for them and growing while they were sleeping. Being an entrepreneur and being an investor go hand in hand because an entrepreneur creates value while an investor knows how to recognize value. And while business is a tough game, sometimes an idea is all it takes.
Think about someone like J.K Rowling who was on welfare before she wrote Harry Potter. Your knowledge and your creativity can be the key to your wealth. And while everyone is not meant to be an entrepreneur, we can all come up with creative ways to earn more and learn how to become investors.
3. They constantly over delivered
Something that really stuck with me to this day is that I always expected getting to interact with these people would be interesting, but it has been far beyond my expectation every single time. Free unexpected gifts? Check. Personal contacts given post interview for further questions? Check.
An initial 10-minute interview turned into a 45-minute interview? Check, check, check. You expect them to be good and they are better. You expect them to give and they give even more. The extent to which they over deliver is mind-boggling. It’s a very different concept of business that I discovered. Very different than the general stereotype out there that you have to rip people off to succeed. Thinking about it, I came to believe that these people got there because of their philosophy.
4. They were self aware
Out of the twelve people I interviewed, very different industries were represented. However, what was striking was that every single one of them seemed to have created the most suited position for themselves. Interestingly, they didn’t mind admitting to their own shortcomings because they were deeply self-aware individuals.
When I naively asked Robert Kiyosaki what it took to be a great teacher, he replied with his infamous cut-throat-Kiyosaki-style of delivery that it was a stupid question. Then he went on to say that he would have loved to become a professional Rugby player but that he was too slow for it. He didn’t conclude anything but I guess it was his way of saying that you have to be self-aware.
Before Kevin Green became the first residential property owner in the U.K, he got a scholarship and traveled the world to interview overachievers like Bill Gates and the man who would later become his mentor, Richard Branson. His major finding was that self-awareness is the master key to success.
Likewise, when Tai Lopez asked me what I would do if I had $5 billion in my account today, he proceeded with asking me if I was any good at this. These people discovered what they were good at and went all in.
“Self-awareness allows people to recognize what things they do best so they can then go hard on those aspects of their life. It also helps you accept your weaknesses.” – Gary Vaynerchuk
5. They had a sense of purpose
They also got there because they had strong reasons. They’ve had pain in their lives, which made them decide that they wanted to be rich. It was interesting to note that none of the twelve people I met seemed to have gotten there as a result of luck.
They made a decision, which often came as a result of a traumatic life experience. This pain is what makes them driven and passionate individuals. Because of that, their wealth has a meaning. It’s transcending, almost spiritual. It’s about leaving their mark on the world.
Out of the four wealth building books, Kevin Green recommended me, two of them didn’t have anything to do with money but were rather philosophical books. Finally, Robert Kiyosaki told me: “You don’t belong to yourself, you belong to the universe. So stop being selfish and do something for the world.”
Anyone can learn the mechanics of business and investing but finding your true purpose is tougher a challenge. What problem do you want to solve? How do you want to contribute to the world? What makes your soul sing? These are the first questions you need to ask yourself. Once you find your purpose the doors of wealth and happiness will be opened to you.
What have you learned from successful people that you have spent some time with? Leave your thoughts below!
Image courtesy of Twenty20.com
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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
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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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