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6 Things You’ll Never Hear An Ambitious Person Say

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Ambition is the path to success. Persistence is the vehicle you arrive in. – Bill Bradley

Ambition is one of those traits many of us don’t have enough of, If at all. You can’t blame the majority of people for not having any either, though it’s not an excuse. Through out our childhood we’re encouraged to get an education, get a job, and “just” get by. We’re encouraged to “just” have enough, do enough, and achieve an average amount. But there’s no ambition in achieving an “average” amount.

Ambition is about thinking enormous. Ambition is about thinking massive, and having an insane amount of drive to push you towards those goals. Any ambition we have as kids gets sucked out of us by the education system, not to mention our parents and those around us who lack ambition.

There are 6 words you’ll never hear an ambitious person say. And If you’re lacking some, you need to adopt these habits and ways of thinking!

 

1. It’s Impossible

Not only does it seem impossible until it’s done, there are countless people who have already done it. Ambitious people know this, and nothing is impossible to them as far as they see it.

And even if an ambitious person doesn’t know somebody’s already done it, they’ll still believe it’s possible anyway.

Look at the internet for example. Do you really believe the internet would exist If the creators thought it was “impossible“? Of course not.

And do you think countless creations would exist if the creators lacked ambition? No way. Nothing is impossible in the eyes of the ambitious!

“It always seems impossible until its done.” – Nelson Mandela

 

2. I can’t do that

An ambitious person has a “can do” attitude at all times. It’s a part of their DNA and a natural habit. Ambitious people believe “I can” no matter how insane, crazy, out of this world, unconventional, or challenging it might be.

A non ambitious person believes “I can’t” so as a result they don’t.

The meaning of ambition is a strong desire to do or achieve something. But you can’t have a strong desire to achieve something If you’re operating on a “can’t” mentality.

 

Whether you think you can or you think you can’t, you’re right. ― Henry Ford

 

3. I don’t have what it takes

You’ll never in your life time hear an ambitious person say “I don’t have what it takes“. Such a statement ain’t even a part of their mentality or vocabulary. Their brain doesn’t register or believe it.

Where as a non ambitious person believes they don’t have what it takes to achieve, succeed, or get something done. So they never have the guts, ability and drive to get it done. Period.

 

4. I’m not willing to do whatever it takes

Ambitious people are driven to succeed, achieve and accomplish what must be accomplished. Ambitious people will do whatever it takes to come out on top. and make it happen no matter what. Ambitious people are willing to pay the cost to get there, even If it means facing failure and dozens of setbacks.

Ambitious people are willing to keep pushing and keep moving forward, regardless of how many times they’re knocked down.

I’ll use Mark Cuban as an example. He failed many businesses and had to start over multiple times before he became successful. Ambitious people will do whatever it takes for however long it takes to succeed.

People who lack ambition aren’t willing to do that, so they settle for less.

 

entrepreneur quote mark cuban inspiration
 

5. Success is an option

Ambitious people don’t see success as an “option”, they see it as a MUST. They see success as a “succeed or die trying” mentality. They don’t see it as just an alternative, an option, or something there’s a “chance” they can have.

Ambitious people see it as a responsibility, a MUST, a commitment and a vow.

Non ambitious people don’t see it this way, so they get too comfortable and too relaxed with what they have.

 

6. I’ll never be successful

What you affirm is what you believe, and what you believe is what you’re destined to have. Ambitious people might have ups and downs like everybody does, but their core beliefs don’t change.

They’ll still believe they can be successful no matter how big the challenges are. And they’ll still believe they have what it takes to be successful no matter how difficult.

Find someone you know who has no ambition whatsoever, and I can guarantee you they don’t believe they’ll ever be successful. Ambitious people are too determined and focus to be thinking like that!

 

Hope you enjoyed this article. If you’ve got ambition, keep that ambition burning because you need it.

 

Feature Image originally by Brooks Brothers

Theo Ellis is a blogger, author, writer, and online retailer. Speaking on subjects such as confidence, personal development, he writes from personal experience to benefit the lives of others through justbereal.co.uk.

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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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.

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Bridging the gap between employees and employers
Image Credit: Midjourney

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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