Success Advice
7 Ways You’re Sabotaging Your Own Success
Success is your birthright. It is a mindset, ingrained within your identity. Let’s go in one step further. Success is a choice. When you believe you are worthy of success, you recognize your irrational thoughts, you break them down and replace them with a forward focus positive belief. You move from victimisation to becoming your own hero, your own inspiration. You ditch counterproductive self-critical patterns and undermine your success. You reject familiarity and choose expansion to build your confidence, character and conquer negativity bias.
The biggest obstacle in life you will face is you. Our brain is wired to value negative information more than positive information. Negativity bias affects every human being as you hold on to, ruminate and recall negative experiences more quickly. You undermine your progress, keep yourself stuck in bad habits and set up an unconscious platform for failure. People will default to the “devil you know” when placed under pressure. You create your own worst enemy – YOU.
If you think you have no power over your emotions, it’s time to learn how to manage your state, lead your feelings and choose the story of how you will respond.
Here are 7 ways you’re sabotaging your success:
1. You think mistakes are your failures
We start off with great intentions, confidence booming and iron clad attitude of “we have got this”. We make a mistake and then we squirm in our pants. Self-doubt manifests and within minutes it magnifies. Success feels like it has been ripped away from us.
Mistakes happen, and they happen often. Mistakes have the power to turn us into something better than we were before. When we adopt that failure is feedback, we embrace how mistakes are useful and necessary. Failure is moving forward. As Seth Godin highlights “if l fail more than you do, l win”. To disrupt the status quo in life, you need a gargantuan quantity of failure.
2. You think your past equates to your future
Each person has a past. What comes with past is opportunity for growth and it is your greatest teacher. You invested in taking a risk and have the golden moment to apply the lessons learnt. You get to choose who and how to be at any moment. Stop waiting for someone else to believe or validate you. Become your own hero.
3. You don’t appreciate what you already have
We live in a world where we measure success by the things we gain. We buy things to make us happy and we succeed temporarily. New things are exciting at first and then we adapt. The anticipation of a desired outcome is generally more satisfying than the outcome itself. Once we get what we want, we adapt and excitement fades. How often do you see children demanding a toy or their world will end? What’s crazier is how quickly their joy fades as they want something else. Once you appreciate what you currently have, more won’t make life better.
4. You ignore who you are becoming
To experience any level of success, you must be whatever it is you want to be (ie. Happy, satisfied, inspired), and start doing things from this space to create the things you will have. We attract into our lives what we are. Shawn Achor , Harvard psychologist, explains that science shows that happiness facilitates success.
Often people use affirmations as a basis for creating a mindset shift and to feed the unconscious mind with golden treasure. By writing in the positive and present tense, you create a platform to step into who you are being. This will determine what you need to do to step into who you are becoming.
5. You burn all your bridges
There is nothing more heartbreaking when people create any level of success and espouse that they are solely the driver of their success. People succumb to their environment and forget where they came from along with the sacrifices others made to support them in achieving their level of success. Having a level of humility and gratitude keeps your success in perspective.
6. You have a sense of entitlement
The 21st century is reaping of people feeling entitled. It is playing out throughout all generations whether it be driven by someone’s need for job security or a specific salary amount. Stop complaining and be grateful for your ability to contribute to the bigger picture and make a difference in the world. You need to work a little to earn the credibility and trust from your environment.
7. You don’t invest in working out the outcome, you wing it
Reverse engineering is where the game is played to create success. Start from the end and work backwards. As Stephen Covey in the 7 Habits of Highly Effective People outlines “begin with the end in mind”. Once your clear, reverse engineer the Wildly Important Goal for the year and break down to quarterly, monthly and weekly goals. Then identify the 5 actions that you will take weekly to bring you closer to your success.
What are you doing to become successful? Let us know by commenting below!
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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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