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8 Ways to Recognize Success (& Stop Beating Yourself Up)

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stop beating yourself up
Joel Brown

Have the inspiring words from your mission statement become buried deep beneath the profit and loss statement?

It’s easy for success to become shallow. When our compass points to the dollar sign, and life is all about the bottom line, we’re setting ourself up for disaster.

Recognizing success solely in your income statement is like driving a Ferrari solely in first gear—you’ll be as beat up as the engine, and empty as the tank.

Here are 8 successes that we forget to celebrate:

 

1. Your son’s birthday, on time.

To succeed in the workplace is impressive, to succeed in your family is essential.

Having your company flourish but your family falling apart is tragic. If you’re able to make it to your business meetings, and also to your daughter’s piano recital, that’s a priceless success.

 

2. Better than yesterday.

The power of compounding interest is lost on many because it’s subtle. We chase milestones but forget the little moments—the incremental growth and change that makes up success. If you’ve ever played Jenga, every piece is as important as the next.

Doing just one thing better than yesterday means you’re building toward your success, and that deserves to be acknowledged, even if the entire day wasn’t as great as you’d planned.

 

3. That one email.

As you sort through your emails: business proposals, meetings, finances, you come across that one message from someone who’s deeply inspired by your work.

Never downplay the significance of influencing one person’s life. As ambitious people, we’re on a mission to change to world—that happens with changing people’s lives. The greatest profits happen in people. Even just one.

 

4. Taking a stand.

Whether you’re pro or anti, Amazon or Chick-fil-A, holding onto your convictions against criticism is a success. In business and life, everyone faces decisions that challenge you to compromise your beliefs and style.

To “sell-out” may win you some more customers and fans, but exchanging financial profit for personal convictions will fill your pockets as deep as it empties your soul.

If expectations haven’t taken place of your authenticity, celebrate success.

 

be strong motivation picture quote

 

5. You’re healthy. 

You haven’t found yourself in the fetal position, broken from a mid life crises; you’re office isn’t littered with red bull cans; and you’re diet includes more than protein bars.

Exercise is crucial for a healthy work-life balance, and will cut your medical bills. But carving time out requires discipline; if you’ve been consistent in that, trust that your success in one area of life will spill into others.

 

6. The payroll privilege. 

Navigating through the payroll system typically brings stress, but having any employees is a great privilege. Knowing that your work is creating enough value to support others and their families is an honor.

Seeing a name simply as another number on your payroll is ignoring a great contribution and success.

 

7. Wake up doing what you love.

Many have said, “Do what you love, and you’ll never work a day in your life.” Indeed money is important, but if taking a raise means more stress and less joy, any sane person would pass on the raise.

Work is a monumental part of life—statistics show far too many people are miserable in what they do. Money aside, If you’re able to wake up and do what you love, you should be celebrating.

 

8. Others believe in you.

Even if it’s just your mother, there are people who see your ability to succeed—especially when you don’t. Whether it’s the lizard brain or the Impostor Syndrome we’re really good at downplaying our abilities and treating our success like a lottery ticket.

It’s easy to feel down when you haven’t hit your goals— but the fact there are people a phone-call away who believe in you, is something to be grateful for.

They know your success is inevitable, it’s just a matter of time.

 

Feature Image by Nathaniel Goldberg | Mads Mikkelsen – GQ

A refugee from Vietnam, raised in Australia, with a BA from Texas, Thai writes for many publications including The Huffington Post, Entrepreneur.com, and Addicted2Success. A professional chef, international kickboxer, and spiritual teacher, Thai is passionate about helping people become the best version of themselves. Signup for his free weekly Infographics at TheUtopianLife.com | Connect @ThaiWins | On Facebook 

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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
Image Credit: Midjourney

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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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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leadership tips for new CEO
Image Credit: Midjourney

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
Image Credit: Midjourney

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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