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9 Successful Characteristics of Olympic Athletes That You Need to Replicate

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Successful athletes, just like any successful entrepreneur, have common characteristics that have helped them on their path in becoming the best version of themselves within their chosen discipline. Through my experience coaching talented athletes across the world in a range of sports, I have put together the top personal characteristics which we can learn from the most successful athletes.

Here are 9 of the most successful characteristics of olympic athletes:

1. Consistency

One of the biggest virtues I have seen in top athletes I have trained is that they are very consistent. They consistently turn-up to each training session not for 3 months, not for 6 months but for years and years. It is a part of there life even before they are successful and thus are motivated by more than just success.

2. Enjoyment

To be consistent you need to enjoy what you do. You need to enjoy training and competing otherwise it is going to be a tough road when you have to make big sacrifices in other areas of your life and maybe not making any real money for 10 to 15 years. This enjoyment makes it easier to perform the hard sessions you do not enjoy.

3. Sacrifice & Discipline

As we go through our teens and 20’s, our experience in life broadens, and we are given more responsibility in the choices we make. As an athlete you have to turn away from what most of your friends will be doing and walk a different path from partying, drinking, and common socialising activities. One rower comes to mind who would wake up at 5am everyday to cycle 1 hour then row for another 2 hours.

He would then go and study medicine for a full 9 to 5, followed by another training session. His afternoons would be consist of studying or working at a local bar to pay for his rent. I was always impressed by this man’s discipline and commitment to his goals. He is now rowing in the senior Ireland heavyweight rowing squad aiming to be the first Heavyweight irish squad in the next Olympics.

“Discipline is the bridge between goals and accomplishment.” – Jim Rohn

4. Social Support

As a result, you must find social support and connection within your sports. Those with good friends in their training squads are much more likely to stay consistent. The support of family means that they can commit, get rides of mum and dad until they have a car, get a cooked meal straight after training. If you are not involved in sports it can be challenging for some people to understand an individual’s sacrifice and commitment so it is important to surround yourself with friends who do understand this.

5. Coach-Athlete Relationship

The coach athlete relationship changes from individual to individual. It is important that communication is open and that the coach and athletes are fully aware of each person’s responsibilities. When you can see a good coach-athlete relationship you can see that they both share the same goal but the coach must manage and understand how to motivate the athlete through periods of adversity.

As a coach, we are motivated by an athlete who is committed and listens well, I am personally inspired by someone’s heart and kind personality. I would always go the extra mile if I felt the individual was a good and honest person.

6. Delegation

An athlete needs to focus on turning up and getting the work done. If they have to then focus on what they will do at training, what they will eat, and how well they are progressing then stress and time spent on these things builds up.

When another coach or practitioner can take these things away from the athlete, then they are free to focus on their job and athletic development. The reduction in stress also improves the adaptation to training as the individual needs to be in a relaxed state to repair and grow.

7. Clear Long-term Goal

To avoid the immediate pleasure of eating badly, partying or just not doing an arduous training session, an individual needs to have a clear long-term goal in mind. This goal will allow them to consciously and unconsciously make the right decision when encountering a crossroads. They have to be committed to this goal as they will have to resist the temptation of many short-term pleasures along the way. This in turn allows you to create better habits.

8. Work-ethic

Work-ethic is the quality of working hard and putting in the effort because you enjoy giving something 100% more than the success or failure of the event. This quality is essential in any athlete and would be a natural personality trait. Work-ethic combined with a natural affinity for an activity is the perfect combination.

“And where I excel is ridiculous, sickening, work ethic. You know, while the other guy’s sleeping? I’m working.” – Will Smith

9. Internal Motivation

Internal motivation is a drive which comes from within, because you are doing the action for the internal reward (feeling proud, etc.) and for yourself. On the other hand, external motivation is when someone else is motivating you and you are doing the action for a external reward (money, etc.).

Internal motivation is more consistent and is better at overcoming adversity than someone who is motivated by external motivation. This is also important as an athlete may spend many years before he or she starts to make any money and other external rewards.

We can learn many qualities from the traits of successful athletes and transfer them into different areas of our life. Whether it be your business or your relationships, showing these qualities will ensure growth in all aspects of your life.

Which one of these 9 characteristics resonates most with you? Comment below and let us know!

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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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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
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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

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
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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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