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6 Psychological Forces That Determine Your Success

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How do you define success? If asked this question a couple years ago, I would have answered that success means getting a college degree, working a 9-5 job, climbing the corporate ladder, finding a nice wife, and retiring with a white picket fence. Since starting on my self-development journey, however, my definition has changed. Now, I believe that there is only one success and that is to live life on your own terms.

Everyday we are exposed to a multitude of ideas and belief systems through the content we consume and the people we associate with. If you don’t consciously define what success means to you, then you will subconsciously succumb to the definition of society. You’ll climb the ladder towards what you think is success, but once you reach the top you’ll realize that the ladder was leaned up against the wrong wall and you won’t be fulfilled. And success without fulfillment, as Tony Robbins says, is the ultimate failure.

Once you’re clear on your ideal future, execution is where rubber meets the road. Determine the price of your vision and develop the discipline to pay it every single day.

Below are the six psychological forces that determine the extent of your success as well as your ability to sustain taking massive daily action over the long term:

1. Standards

Your standards are what you’re willing to live with. Everything from your financial situation to your body fat percentage is determined by your standards. A major breakthrough is in the realization that we are not the highest version of ourselves that we can imagine but the lowest version of ourselves that we can accept.

Understand that you will do very little to achieve your goals but fight like hell to not breach your standards. Your standards are like a subconscious thermostat that determine what you think you deserve in life. The only way to achieve your goals is to turn them into irrefutable standards.

2. Mindset

Carol Dweck is a researcher and University of Stanford professor that has dedicated her life to figuring out what separates the people that fulfill their potential from the ones that don’t. After decades of research, Dweck’s major finding was that of mindset. More specifically, she found that having a growth versus a fixed mindset determines the extent to which one fulfills their potential.

With a fixed mindset, you believe that your abilities are limited. You believe that the cards you’ve been dealt are the ones you’ll be stuck playing with for the rest of your life. You don’t believe that you can improve and you see challenges as a threat to your sense of self. As such, you are focused on maintaining an image rather than on growth and improvement.

“In a growth mindset, challenges are exciting rather than threatening. So rather than thinking, oh I’m going to reveal my weaknesses, you say, wow, here’s a chance to grow.” – Carol Dweck

With a growth mindset, you believe that your abilities have tremendous room for improvement. You understand that you’ve been dealt a certain set of cards, but you know that the cards will change as you play the game of deliberate practice. You see challenges not as threats, but as opportunities for growth. As such, you are focused on learning and improvement rather than maintaining an image.

The only way to achieve success is by improving yourself and becoming the type of person that deserves it. Shifting from a fixed to a growth mindset is a prerequisite to making any type of considerable progress in your life.

3. Energy

The word energy literally means a capacity for work. And work is the bridge between where you are right now and where you want to be in the future. Your energy level will determine the extent to which you’re able to follow through on your daily actions over the long term.

To achieve and maintain high levels of energy, you must have the fundamentals of eating, moving, and sleeping handled. Moreover, ask yourself what activities drain you of energy and seek to eliminate or reduce them.

4. Skillset

To achieve a certain result, you need to acquire certain skills. Elon Musk tells us that the modern education system is obsolete because it doesn’t equip us with the skills necessary to thrive in a world of exponential technology. Think about what skills will remain relevant in the future and work on developing them every single day. Some skills that I’m working on right now include public speaking, writing, and email marketing.

5. Vision

Making progress is great, but the all important question is: To what end? Having a vision for your end goal allows you to align your efforts with your destination. You could be really good at taking action, but it will be all for nothing if the place you end up isn’t where you want to be.

To gain clarity on your vision, write down your eulogy. Journal on what you would want people to say at your funeral. A lot of us have a fear of death but if we look closely, we can see that death is the veil behind which everything unimportant – external expectations, fear of failure, pride, and vanity – disappears.

“Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. You are already naked. There is no reason not to follow your heart.” – Steve Jobs

6. The Mastermind Effect

You already know that you are the average of the five people you spend the most time with, but are you actually living in alignment with that truth? Are your friends people that you admire and respect or are they your friends because that’s the way it’s always been? Have you shared your goals and ambitions with those around you? If not, why not?

These are important questions to answer because your relationships have a profound impact on your future. We subconsciously pick up the habits, beliefs, and thought patterns of those around us. This is known as the mastermind effect. The people you surround yourself with will determine the direction of your destiny. Hang out with five millionaires and you’ll be the sixth.

Whatever success means to you, the essence of it comes down to living life in your own way. Visualize your ideal future, determine the price of it, and develop the discipline to pay that price every single day. Once you get the six psychological forces working for you rather than against you, the road to success will be travelled with far fewer road bumps.

Image courtesy of Twenty20.com

Mo Saleem is an independent men’s health researcher and publisher of TripleYourT.com. Having overcome the symptoms of low energy and a lack of drive, his mission is to empower success-minded men with the strategies and tactics to enter their personal power and purpose. Check out this free case study if natural testosterone optimization is something you’re focused on right now.

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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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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