Success Advice
8 Great Ways To Demolish Your Skepticism

Self-doubt is a natural part of human experience. Everyone has moments in which they are not sure of themselves, and for some these moments permeate into their psyche until it becomes a lifestyle. Although it is detrimental to live with complete certitude in what you do, it is equally negative to lose all confidence in your capabilities.
The question is, how do you overcome the doubt and insecurity you have? Or at the very least, what can you do to develop your self-confidence?
The fact is, self-confidence is a state of mind that requires some dedication and practice to establish. Becoming a confident person is not an instant change but rather a gradual process, just like learning to write or play tennis. With practice and dedication, you will undoubtedly notice positive results.
Here are 8 helpful tips for getting rid of your skepticism
1: Pinpoint your insecurities, and try to notice the ones that are strongest
Before you are able to overcome your doubts, you need to know what they are! Furthermore, knowing your particular weaknesses will help you designate what you should be spending more of your mental energy conquering.
2: Find a hobby or a lot more time for a hobby you already have in place
Take a class or join a club. If you are doing something you love, your life is endowed with purpose and meaning, which inevitably leads to a love of oneself. Moreover, by exhibiting your talents in a public place with likeminded people you overcome your shyness and find individuals who could potentially become lifelong friends!
3: Identify your accomplishments
Now, you don’t have to have a Nobel Prize and an Oscar to consider yourself successful. Try to find the hidden, small successes in life. For example, if you read a thick book or cleaned the house instead of watching television, you can say that you are trying to improve yourself and your environment. Not to mention it illustrates that you have great discipline. Ultimately, confidence is all about your outlook on life!
4: Help other people
Being altruistic has been shown to be a cure for self-doubt by many scientific studies. Whether you are helping a friend move or donating some money to a homeless person you come across, you are making a difference in someone’s life. Thus, your action has made you matter to the other person, a feeling which brings with it a certain level of fulfillment.
5: Face your fears
Try doing what you are most afraid of. You’ll find out it wasn’t as bad as you thought. By doing something you never thought you would, you will make all of your other insecurities seem relatively insignificant.
6: Take a different view on failure
Don’t treat mistakes as a reflection of your incompetence, but as an opportunity to improve yourself. If you find this difficult use the internet as a source of inspiration- you can always Google a story about a college dropout becoming a billionaire. Clearly there are some ways to bounce back from failure.
7: Talk to someone
Unload your fears and insecurities and get an objective opinion. When you built something up in your head, you often perceive a scenario to be worse than it is.
8: Be thankful for what you have!
You are an accomplished person in one way or another and there are plenty of positive qualities in you. What’s more, by reading about ways to gain self-confidence you are a proactive person who is taking active steps to improve yourself!
Article By Joel Brown
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The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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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.

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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