Success Advice
5 Ways to Ditch Your Bad Habits that Undermine Your Success

No one can be a bigger critic than you. Your brain is wired to value negative information more than positive information and to gather the evidence to support your thinking. Negativity bias affects all. You hold on to, cogitate and recall negative experiences more quickly. It serves to undermine your progress, keeps you stuck and stagnant. Self-confidence is compromised and when the pattern remains unchecked, failure is imminent.
Life is a matter of priority and decision. Rather than burying your head in social media day in and day out, wasting hours staring idly at the screen, invest your time in strengthening something of value, like you. When you believe you are worthy of success and commit to executing ideas, you position yourself to exchange self-sabotage for success.
Here are 5 ways to ditch self-critical patterns that undermine your success:
1. Happiness facilitates success
Most people believe that they must have something before they can do what they want to do, resulting in them being something. For instance, if l have time, then l can start a business and then l will be content. Somehow you have managed to have this back to front. The have-do-be paradigm must be reversed to experience success.
To experience happiness, you first must be whatever it is you want to be, you then begin to start doing things that you love from this space and then what you are doing will bring about the things you want to have.
“Identify your problems, but give your power and energy to solutions.” – Tony Robbins
2. Define what you want
Being able to define what you want in the present tense highlights who you are being to inform what you will do and ultimately who you become. One way of doing this is handwriting affirmations or your goals as if you have already achieved them. Napoleon Hill ‘s book ‘Think and Grow Rich’ encourages you to write down on a piece of paper the amount of money you want to make and identify a timeframe.
Jim Carrey not only dreamt of his future, he wrote himself a check for $10 million and put in the notation line “for services rendered”. He dated the check, placed it in his wallet and time lined his success within five years. Just before the end of the 5-year journey, he was paid $10 million for Dumb and Dumber.
3. Be your own inspiration
When you step into becoming your own hero, you stop looking for external validation. You preserve your energy as opinions and perceptions don’t matter. You stand in your truth and choose who you want to be at any moment. You stop waiting for someone else to believe in you enough to act and invest your energy into your strengths. The pitty patter of self-misery will never unlock your potential.
4. Turn impossibility into possibility
Successful people today aren’t shocked when things are off course. Instead of complaining, going into overwhelm or drowning in misery, they look for the opportunity as a chance to grow. Expansive thinking creates a mindset of being able to develop you out of any pain. Observing your circumstances differently and working to develop you, creates a solution focused framework that is ecological for all.
When you believe that your pain is caused by your circumstances, rather than your circumstances exposing where you need to develop or adapt next, you can get angry when things change, blame others and panic that you don’t have all the information. You become critical of others for not giving you all the information. Overwhelm kicks in and you are drowning in the quicksand.
Your mindset has everything to do with your success. People tend to believe that pain comes from increased expectations and demands and rarely consider that it may be coming from your response to those demands, your lack of growth and readiness or perhaps your fear of failure or success.
Everyone has the same amount of time in a day. A victim mindset espouses they don’t have enough time, on the other hand an accountable person acknowledges they are not using their time wisely, learns to re-prioritise and looks for the possibilities to grow and develop out of the pain. Turn mistakes into teachable moments.
“The will to win, the desire to succeed, the urge to reach your full potential… these are the keys that will unlock the door to personal excellence.” – Confucius
5. The loop of self-sabotage
Have you ever witnessed another person sabotage themselves because they are afraid of succeeding? They are over-committed to their identity, they discard what is working or not and playing safe far outweighs the risk. They will take a few steps forward, make progress toward their goal and right before breaking through that goal, they emotionally withdraw.
A clear cut example of self-sabotage is someone who is trying to start their own business. It doesn’t matter if they want to start an online course, consulting, or e-commerce business; self-sabotage loops can occur. You have to be mindful of this loop if you want to get out of it.
People will pull themselves back because they are driven by certainty and more comfortable with their past self rather than their future self. On a deeper level, it is easier for them to be unhappy than uncertain. Staying the same requires no effort. This mindset will keep you on the hamster wheel indefinitely.
To reverse the process and create long term sustainable happiness, you need to learn to dance with uncertainty and breakthrough the gates of unhappiness. When you expand your unfamiliar zone, you place yourself in challenging situations and that is where the growth comes from. You expand your thinking and strengthen your own internal belief. It’s your choice.
Distractions are part of everyday life and often, our thinking processes are distracted or constantly interrupted, leading to shallow rather than deep thinking. If our thinking is shallow, then it’s safe to say that perhaps our living is as well. Your ability to invest in deep thought, energy and time is being compromised by your choices you make in a distracted world.
When you invest your energy into everyday routine tasks of emails, meetings, calls and do not allocate time energy into immerse you into deep work where you create something of value, you are not tapping into your creativity and possibilities for innovation. Just a few seconds could change your whole life.
What are some negative habits holding you back? How will you get rid of/change them moving forward? Comment below!
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The surprising truth about leadership styles that can make or break your team’s success.

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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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