Success Advice
9 Lies We Tell Ourselves That Kill Our Chances of Success

You know something? We’re lying to ourselves. We’re joking all the time. We don’t dare to face the truth.
Why? For a variety of reasons. Some of us are always making up excuses. Some of us are not disciplined enough to take on the hard work. The rest of us are afraid of success.
You may be thinking, “Hey! I’m no liar!” but the thing is, the lies are subtle.
Most, if not all of us are guilty of lying to ourselves from time to time.
Here are some of the things we say to ourselves, check it out.
1. “I don’t know what to do.”
Do you really?
Look, there’s honestly no excuse here. The answer to almost anything can be found with Google today.
Sure, maybe you don’t know the exact, technical answer you think you need for something, but the bigger question is whether you started to TRY your hand at the first solution you found.
The answers need not be perfect. Just give it a whirl. You will know what to do eventually.
2. “I’m too busy.”
To do what you know you have to do, which is to put in the work.
Straight up, busy is bullshit. Everybody is busy today!
If you really want something, you will make time for it no matter what.
So unless you know deep down you’ve really tried to fit the work in your schedule, you’re only lying to yourself.
3. “I’ve done all I could.”
If you know there’s another one or two possibilities to what you know you can do to give you better results, then do it.
Don’t say you’ve done it all just because you finished the main tasks. It’s the other tiny things that actually makes the difference in the results.

4. “I’m too tired.”
Or, are you just lazy?
Unless you’re a hundred years old or suffering from energy-sapping sickness, this is no excuse.
There’s no harm in losing a couple of hours of sleep or staying up late a little bit more to work. This is what separates the truly successful and the rest of the world.
If anything, do yourself a favour and adjust your lifestyle so that you can get ample rest to maximize your productivity.
5. “I can’t do it alone. I require guidance. I need a mentor!”
Come on man.
For whatever great feat there has been done out there, somebody did it on their own first! It also takes a single person with a single idea within to invent or create something!
Getting help and being mentored is great for reducing the learning curve, but how would you know how capable you really are if you don’t give yourself a chance to fail?
Run into the dark. You’ll be surprised with what you’re capable of.
6. “I’m broke.”
This lie comes in two forms.
The first is that we think we need to spend on the latest equipment, course or whatever before we start on our venture.
No, you don’t. Just because something is new and expensive doesn’t mean you will get a lot out of it. You can easily try your hand at starting now with free tools online or simply borrowing from others.
The second is that we think we lack money when we really don’t.
“I’m broke” is what the guy who drinks, smokes and parties all the time said. That’s a true story I see in some of my friends.
Unless your bank account reads zero and you’re homeless, you’re not broke. You just need to stop spending on crap and start investing in yourself properly.
And quite frankly, you’ve only yourself to blame if you don’t want to get a job when you know you can.

7. “I’m not as good as others.”
This is pure self-sabotage. It is a lie that only reflects your lack of confidence and sadly, it becomes true for you when it paralyzes you into inaction.
See now, it’s not about being as good as others. It’s about always doing your best and learning to be an effective communicator to your prospects with your art, craft and passion. How good or bad others are really don’t matter at all.
Don’t put others on a pedestal. Work on creating your own pedestal and lift yourself up.
Besides, even if others are more talented than you, it’s useless if they don’t have the right attitude and that’s what matters most.
8. “I don’t know where to start.”
You don’t know? Or you just don’t dare to?
It’s too easy to start today, so there’s really no excuses.
Learn by using Google.
Try your hand at it and carry out the first step.
Get feedback by sharing it with your friends on social media.
How can you not know where to start?
9. “I’m not good enough.”
The worst lie of all. When you say this, you’re telling yourself something that doesn’t exist at all.
Again, it’s not about trying to be good. It’s about trying and giving it your best shot.
And you do that over and over again until you become the best version of yourself.
Please don’t ever lie to yourself like that. It’s unhealthy and doesn’t make sense at all.
You can’t ever know for certain until you try, start and give yourself a chance. Nobody starts something being the best anyway.
What are some of the lies you to yourself sometimes? Please share them in the comments below so we can learn from one another.
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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:
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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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