Success Advice
6 Steps to Take When Your Willpower Is Gone
Having a healthy willpower allows you to become capable of accomplishing a lot of things in life. Setting a goal and having the motivation to achieve this goal would be a type of willpower.
For example, you want to lose fat and gain a little muscle. Having a high willpower gives you the mindset to encourage yourself to complete this goal no matter how long it takes.
However, a low willpower means you will not have the mindset to achieve your goals, and you will most likely fail unless something is done.
Let’s take a look at seven steps that will take your willpower from the ground back up into the air:
1. Stress decreases willpower
Stress will drain your mental energy along with your physical energy as well. Modern science is starting to piece together the clues that stress is causing medical conditions such as high blood pressure and depression. Your heart is not only healthy when you train and eat right. Understandably, you need to eliminate stress in order to have the willpower for goal accomplishment. Take a look at your work, family, and love life to see if something needs to change in order for your stress to reduce.
“We all have those things that even in the midst of stress and disarray, they energize us and give us renewed strength and purpose. These are our passions.” – Adam Braun
2. Bad habits lead to bad results
A bad habit could be something like eating high carb foods routinely, but the issue is you are on a diet. This could also be something like never waking up on time in the morning, which destroys your willpower to even want to work. A bad habit needs to be targeted and fixed if you wish to increase your willpower. Sometimes you may need help from a friend or family member to help keep you from going back down the path of bad habit making.
3. Balance your life out to sustain willpower
Your willpower cannot exist if you are overwhelmed with a hefty daily schedule. Trying to squeeze in work, family time, and training is difficult without having any willpower. You could try making your schedule work better around your work. For example, go to the gym before work so you have the rest of the day afterwards to have family time. Work obviously cannot be eliminated, but you can try to request hour changes to better fit your daily needs. This doesn’t hurt to ask if the opportunity to ask comes around.
4. Your goals need to be accomplishable
Long term goals are great to set, but sometimes they are a bit unrealistic unless it was set for 10 years from that date. Short term goals help you stay motivated because you are accomplishing tasks one after another until that possible long term goal has been reached. A goal of losing 40lbs. in one month to look slim and strong is pretty hard on your willpower because it is virtually impossible to achieve. This could lead to a possible crash in your willpower, which basically is the reason why most people fail with their goals.
5. Think highly of yourself
Sadly people who start something new in their life often talk bad or negatively about themselves, which leads to their motivation and willpower decreasing. This carries over to a new diet or fitness program. You feel the progress is just not there and often state you suck at this type of thing during conversations. Don’t do this to yourself! Look in the mirror and say out loud you can do it, and while in conversations state that you are doing your best to succeed. This will create a major boost in your willpower.
6. Your willpower derives from actions
Lastly, you have to take action in order to boost your willpower and complete your goals. Motivation and confidence begin to rise as a result of action, and you start to feel that everything is possible if you continue down this path of achievement. However, action only happens because you choose to make it so. Push yourself past your drops in willpower because most people are going to experience the same thing.
“Willpower is essential to the accomplishment of anything worthwhile.” – Brian Tracy
Conclusion
Your drop in willpower should not be considered permanent. Even top professional athletes wind up down this road at some point in their career. As mentioned, the actions you take make the difference of success or failure. Focus on short term goals and keep your expectations to a lower level. Sounds odd to set low expectations, but your willpower benefits from this because you can maintain low expectations and begin to go above and beyond them.
Which step do you need to take in order to regain your willpower? Please leave your thoughts in the comment section below!
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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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