Success Advice
6 Qualities Of People Who Never Quit

Have you ventured into a new business? Started on a dream? Worked your way up in a career?
If you’ve pursued a new venture and failed, you have two choices: quit or keep on going. To stay resilient in the face of defeat is a difficult task. Not everyone can hang in there when circumstances are challenging.
When I started blogging, I had difficulty getting traction. Not many people read my blog and not many sites accepted my guest posts. I would write content and find that not many people would share it on social media. I would reach out to more prominent bloggers and would never hear back. I wanted to quit every day on this journey of building up a blog that would help people.
While there’s still much more room to grow, my fledging blog is growing. I want to share with you some of the mindsets and attitudes I adopted to keep going on my blogging journey.
Here are 6 common qualities in people who never quit:
1. Never take “no” for an answer
No matter what others say, don’t listen to them. Do not let the gate-keepers stop you. Don’t let your success depend on other people or on an answer from someone else.
If someone says, “no,” use it as fuel to keep going. Use “no” as motivation to say “yes” to yourself by continuing to work on your dreams. A “no” from someone or from life is never permanent. Think of “no” as a test – it’s your chance to transform “no” to “yes.”
“Don’t dwell on what went wrong. Instead, focus on what to do next. Spend your energies on moving forward toward finding the answer.” – Denis Waitley
2. See a setback as a setup
It sure feels like you’re going backward, but going backward helps you gain momentum to go forward. You may see that life is throwing you curveballs, but it’s only helping you become a better hitter. Once you study the pitcher and understand how he pitches, you become better at hitting the ball out of the park.
Think of setbacks as preparation for doing things the right way. Setbacks are lessons on how to improve. Your setback is your real-life education on how to get there. The people who see their setbacks as setups for greater success will never quit. They welcome setbacks on their journey to success.
3. See challenges as opportunities
While some see failure as a dead end, others never stop looking for the open window. They seek a new perspective, an opportunity, another way. They never accept a dead end as final and they look for ways to turn the dead end into something that benefits them.
They reframe the problem, ask different questions and try to come up with more creative solutions. What is the way out? Where is the opportunity to move forward? How can this work out in your favor?
4. Look to bounce back higher
People who don’t quit know that the further back they fall or the worse off they are, the higher up they’ll go. Again, the farther you fall back, the higher you’ll rise. When you fall behind or fail, you’ll gain intense learning and an understanding of what didn’t work. The more insight you gain from failure, the quicker and faster you’ll move forward.
5. Know that success comes after failure
The most successful people in the world are the people who have failed the most. The authors who were rejected became best-selling authors. The inventors who failed, created the most transformational inventions.
The products that failed led to more creative and necessary products. A basketball player who found himself cut from his high school team became the greatest athlete of our generation. Failure is the breeding ground for success.
“The phoenix must burn to emerge.” – Janet Fitch
6. Learn, improve and try again
People who don’t quit will learn from mistakes and get insights from failure. They move forward in life with the lessons they learned. They make changes and get better at what they do. Every time they try and fail, they learn and improve.
They don’t let temporary obstacles become permanent walls to success. They keep moving forward. They try one more time – wiser and with priceless experience under their belts.
Which quality do you need to improve? Please leave your thoughts in the comment section below!
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
Entrepreneurs
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.
Entrepreneurs
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