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7 Principles for Healthy and Sustainable Success

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I recently met Dave Meltzer, the CEO of Sports 1 Marketing at the NYC Business Expo. Meltzer is a public speaker and author of the bestsellers “Connected To Goodness” and “Compassionate Capitalism.” He went from being a millionaire in his twenties, a multi-millionaire in his thirties to being bankrupt. Today, he shares his principles for sustainable and healthy success.

7 principles for healthy and sustainable success:

1. Gratitude

Dave said to me “Say Thank You every morning and every night before you go to bed for 30 days straight. I bet most people can’t do it. And yet gratitude is the one thing that makes your past brilliant, your present happy and your future bright.”

Trading your expectations for gratitude is one of the most important components of reducing stress and anxiety. It helps the brain to focus on what’s working well and therefore see and create more opportunities. Typical of high-achievers is an over critical approach to life and business, which on one hand brings them to a certain level of success but on the other hand robs them from a good quality of life.

2. Empathy/Forgiveness

In Dave’s own words, he said,“There are so many mistakes being made being an innovator. It’s something that can’t be avoided. You have to forgive yourself to be happy and if you can’t forgive yourself then there is no way you’re able to forgive others.”

Being able to let go of past failures is key to moving forward and being fully focused on present challenges and possibilities. Holding on to things you regret or holding a grudge takes away mental space. Forgiving others and yourself is deeply connected with emotional intelligence and understanding why a certain action was taken – or not, and developing empathy.

3. Accountability

Dave had this to say about accountability: “You have to take responsibility for your life no matter what happens. If you are accountable you are in control. Ask yourself: What did I do to attract this situation in my life and what can I learn from it.”

The ego loves to blame others and outer circumstances for things that went wrong. Funnily enough it also loves being responsible for good results whenever possible. Leveling up your game in life and business starts with realizing that you are 100% responsible for the outcomes you create. That means to realize that you’re in control, which gives you the chance to change situations, take actions and turn things around.

“Accountability breeds response-ability.” – Stephen Covey

4. Enjoying the pursuit of your potential equals happiness

According to Dave, “It’s not about the outcome you produce, it’s about the pursuit of the potential you have that brings you fulfillment in business and in your personal life.”

No outcome will ever satisfy you if the way there didn’t challenge you. Challenges make you grow, learn, go beyond your comfort zone and develop you into a newer and better version of yourself. Only reaching goal after goal on the search for fulfillment while feeling miserable between achievements will set you up for misery. Happiness lies in the pursuit, not in the outcome.

5. Detach you happiness from the outcome

Dave said to me, “Success is not black and white. Learn to detach yourself from the outcome and enjoy the process.”

High-Achievers love to measure their results and have the tendency to tying their worth and outcomes closely together, which puts them on an emotional rollercoaster. Focus on your efforts and how you can congratulate yourself on them.

6. Good enough

In Dave’s own words, he said, “Ask yourself what you are trying to prove to yourself or the world through all the successes and goals you’re reaching. Do you feel unworthy or not good enough when you don’t create results?”

High-Achieving leaders often have the need to be accepted and approved of. If mediocrity is not an option for you, then ask yourself where your drive is coming from and if that reason serves you or is standing in your way of living a fulfilled life.

“The summit is what drives us, but the climb itself is what matters.” – Conrad Anker

7. Ego

According to Dave, “Our ego needs to be right. Our ego wants us to feel superior. It needs to feel separate and get recognition. Working on dissolving the ego creates more connection with others, the world around us and let’s us be driven by passion instead of fear and force.”

In order to discover more fulfillment, happiness and emotional well-being you need to switch your approach and go beyond reaching success! If you want to create resilience, sustainable performance and thrive, you have to let go of the idea that the outcomes you produce are making you happy.

Detach yourself from the result and enjoy the pursuit of your potential. Life is about experiences. Stop letting your ego stand in your way of feeling content and focus on how you can be grateful of your past, present and future. Gratitude is the feeling you want to carry with you no matter what. It’s the very feeling that makes you feel alive.

Which one of these principles do you need to work on? Let us know your response in the comments below!

Katy Trost is a coach and advisor to tech CEOs at Series B and beyond. They partner with her to become more effective leaders and implement a system that creates consistency in their scaling organizations.

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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.

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Why one-size-fits-all leadership doesn’t work
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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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