Success Advice
6 Steps To Tap Into Your ‘Flow’
Have you ever been so focused and engaged in a task that it feels like an out of body experience? You’ve got the midas touch- everything you do is done with ease, you completely lose track of time, no such thing as hunger or weariness, your ego just disappears from consciousness.
It’s called ‘flow.’
Athletes break records when they are in flow, musicians write hit songs because of flow, entrepreneurs seal deals when possessed by flow.
When it comes to understanding this incredible state that is available to all humans, Mihaly Csikszentmihalyi is the expert credited with identifying this incredible peak experience he refers to as flow. Your nervous system is only capable of processing about 110 bits of information per second, having a conversation with one person takes about 60 bits per second- the reason you struggle to listen to two people at the same time. When you enter into a state of flow however, every bit of your processing power is directed to the task. You become blissfully possessed by the work that you are doing.
Everything else disappears.
The key to human happiness and success, according to Mihaly, is the ability to tap into your state of flow.
Here are the 6 steps to tap into your flow:
1. Set the stage
Whatever task or work you are engaged in, create the optimum environment for flow to happen with an organised and tidy area free from ANY distractions. Some of the world’s greatest writers have a special room or space where they will only engage in writing- that becomes the place they enter into their flow state.
Where is your flow space? It could be in your attic, basement, or the quiet corner of your favourite coffee shop.
2. Intrinsic Motivation
Flow happens when what you are doing becomes worth it for its own sake. You need to value and enjoy your work ultimately and above anyone else; regardless of how others may profit or be affected from what you do.
Here is a great flow question: if you never received any recognition for what you’re doing, would you still love doing it?
3. A Trigger
This is where physiology meets psychology; a physical trigger to set off an emotional peak state. Tony Robbins is known for jumping up and down on an exercise trampoline and clapping his hands before walking out to a conference. A great technique is to squeeze your middle finger and thumb together and then think of an ecstatic flow experience in the past- a previous victory, accomplishment, or pinch-yourself moment. Then release and bring your mind back to an everyday mundane experience. Practicing stepping in and out of a heightened state.
From now on, every time you squeeze your fingers together your mind will immediate be taken to a flow experience.
4. No Destination
Once you have your mind primed and in flow, engage in the task at hand. A crucial key for being in flow is to cast away any expectations. Flow cannot be put into a box. Don’t cut flow off by only getting a certain amount of work done, and don’t try and force flow by continuing to engage when the state is over.
5. Too Deep, Too Shallow
Flow is the perfect balance between skill and challenge. If your skill level is too high for the task, then you don’t have enough of a challenge to be in flow. You fall into a state of “comfort.” On the other hand, if the challenge is too high, you go into a state of “arousal.” This leads to frustration because you don’t have the skill to accomplish your task.
Whatever work you engage in, make sure that you are not over-qualified, nor under-qualified. The challenge should be just a little beyond your skill- to stretch you, but not break you!
6. Time-Out
The stages of getting into flow can be broken down into: Struggle – Relaxation – Flow – Consolidation. The final stage of consolidation is crucial for your brain to absorb and remember the new skills it was able to learn. The temptation will always be to chase after that next flow state. But you need to take a break and let your nervous system recover from the immersed experience.
Lastly, flow states must be incorporated in a holistic manner. You do not want to become dependant on a flow state to function regularly. Flow addiction can be very detrimental. This is what turns a person into an unhealthy workaholic- continually chasing the flow experience. Be engaged in a number of different creative tasks. This will allow you to enjoy the flow state without becoming dependant upon a single one that dominates your life.
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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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