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7 Reasons Why Kevin Hart Is So Successful

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Image Credit: Jordan Strauss/Invision/AP

It’s no doubt that Kevin Hart is one of the hottest properties in the comedy business right now. At 33, he’s enjoying the peak of his career and even has more Twitter followers than Seinfeld and Chris Rock put together. Kevin Hart also recently released a very successful documentary covering his 2012 Tour “Let Me Explain” and has a hit TV series.

So what paved the road for Kevin’s current success?

Here is, what we believe to be, the “7 Reasons Why Kevin Hart Is So Successful“.

Kevin Hart’s Success

He Quit His Job!

Kevin Hart Comedy SuccessfulAt 18 years of age, Hart was developing a very successful career as a shoe salesman. He was even offered a career-changing opportunity with Nike. He turned the offer down. Instead, it was a signal for him to turn to his true passion of comedy.

Kevin Hart had the guts to take a massive risk and it paid off, even if it took him a little longer to make his goals happen.

 

 

Making the most of Social Media

Kevin Hart - Let Me ExplainHart’s success really makes a case for using social media in marketing campaigns. He actively engages with his fans, often sharing content and exchanging messages with fans on platforms such as Youtube and Twitter. He doesn’t let an assistant manage his social accounts either, being personally involved in everything he does online.

Kevin wants to make fans feel a part of what he’s doing. “I chose to make them part of my journey,” he once explained.

 

His fame doesn’t get to his head

Kevin Hart fame and successWhile Kevin Hart is now one of the biggest names in comedy, he still makes self-deprecating jokes and doesn’t take himself too seriously. For example, Kevin often pokes fun at his height (he’s 5’2), his poor background and his dismal failures with attractive women.

In addition to Hart’s social media efforts, this style of humour makes him a very relatable comedian. His act makes him come off as a regular guy rather than the superstar he’s now become. People are not receptive of egotistical entertainers and Kevin Hart understands this very well.

He never gave up on his dream

Kevin_Hart_Let_Me_ExplainHart has been involved in this business for over 15 years, but he’s only recently been reaping the benefits. He’s been part of plenty of failures and disappointments, such as box office flops Soul Plane and Fool’s Gold. For several years he couldn’t get an audition, let alone a role in a movie or TV show. No one would have blamed him had he turned to another career.

Kevin Hart never gave up on his dream, however, and built himself up from the very bottom through hard work. Examples of his perseverance include doing up to seven shows per weekend at venues such as college campuses and low-key comedy clubs. While he calls it a “rough stint” in his career, it nevertheless showed him that the way to success is never easy. His work ethic is now one of his major strengths and keeps him at the top of his game, even after all of the fame and fortune.

Personal Development and Innovation

Comedian Kevin HartEven when he reached the top of his game, Hart never stopped focusing on his development as an artist. This has been a thread throughout his career, despite early failures. When he first began as a stand-up comic, he would often stick to standard jokes that didn’t bring anything new to the table.

Kevin explained that most of his gags were based on “white people do this and black people do that.” More than a decade later, his act is now one of the most innovative and creative in the comedy world.

Taking the advice from other successful people

Kevin Hart - Jay-Z and Chris RockIt’s always a good idea to listen to those that have walked the walk. Chris Rock once gave Kevin Hart the solid piece of advice of always sticking to his guns and backing up his own brand no matter what. As a result, he never joined group tours, instead focusing on developing his own stand-up act.

While it made the road to success a little longer and more difficult, it was certainly worth listening to Mr Rock!

Using Life Experiences in his Stand-Up

Kevin Hart Let Me Explain ComedianKevin Hart has had some tough times in the past, including going through a painful divorce and a father battling drug addiction. His career wasn’t always full of praise and admiration either. He was booed off the stage plenty of times and he was once thrown a half-eaten chicken wing by a heckler! He never let these negative experiences discourage him, however, but instead included them in his act, which is a very smart move on Kevin’s part.

Some of Kevin Hart’s funniest pieces mock some of the experiences he’s gone through, making a great way of turning a negative into a positive! Kevin inspires others to be real with themselves and their experiences.

Kevin Hart Picture Quote

Kevin Hart Inspirational Picture Quote

 

 

 

 

 

 

 

 

 

I am the the Founder of Addicted2Success.com and I am so grateful you're here to be part of this awesome community. I love connecting with people who have a passion for Entrepreneurship, Self Development & Achieving Success. I started this website with the intention of educating and inspiring likeminded people to always strive for success no matter what their circumstances. I'm proud to say through my podcast and through this website we have impacted over 200 million lives in the last 10 years.

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

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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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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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Entrepreneurs

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