Success Advice
Achieve Jaw-Dropping Results With This Simple Method

While most people settle for average, you strive for the best. You don’t want to work at a dead-end job because you want to build a successful business. You don’t want to be unhealthy, because you want to transform your body into a muscle machine. Some days you’re proud to have set challenging goals for yourself, but on most days, you’re stressed and disappointed. You’ve been working towards your goals for months and made little progress.
The result? You question your capabilities and consider lowering your standards. But what if there was an easier way to achieve your goals? It would still require hard work, but you’d make consistent progress. Best of all, you’d start reaching your goals and gain your confidence back. So what’s the solution? The Kaizen method because it will help you achieve more and replace bad habits with effective ones. Here’s how you can use the Kaizen method to reach your goals:
Why Kaizen Is The Answer To Achieving More
The Kaizen method is a series of small steps to improve a habit. These aren’t your typical “small steps,” because they’re so small they appear insignificant at first. This might be the opposite of what you’re currently accustomed to, and where most run into trouble. Here’s why towards the early stages of any goal it’s easy to get excited. You’re able to put in long hours for the first few weeks until you burn out or lose interest.
For example, people wanting to lose weight start going to the gym 3–5 days per week when first starting out. Yet, instead of breaking down their goal into smaller steps they aim to reach their goal as fast as possible. Because they’re overworking themselves, they burn out and become frustrated.
A better approach to losing weight would be to take smaller steps and make consistent progress. Instead of going to the gym 3–5 days per week, start by power-walking during TV commercials. Following this, gradually increase your task’s difficulty as it becomes easier.
How do I know Kaizen works? I’ve used it to start a Podcast, change careers, and have experienced success. But don’t take my word for it, Toyota achieved massive success using Kaizen in their assembly line.
“There are no big problems – there are just a lot of little problems.” – Henry Ford
Less Is More When You Want To Reach Your Goals
Nothing worth accomplishing is “easy”, but it doesn’t have to feel exhausting. Here’s how Kaizen can fit into your busy schedule. Before you start working towards your goals, start asking small questions. For example, if one of your goals is to lose 10 lbs this year ask the following: “How can I burn 100 calories today?” “How can I drink 2 bottles of water today? Easy right?
Completing small tasks can feel like you’re making little to no progress, but you’ll start building positive habits. As you’re completing your tasks, track them in a journal to stay motivated and focused.
Another problem you face is your fight-or-flight response triggered by your amygdala. This is a psychological reaction our ancestors used in the past to flee harmful events. Small questions work because they avoid triggering your fight-or-flight response. With small questions you’re making it almost impossible for you to fail by working on small tasks.
Remain Committed By Rewarding Yourself
Think of your motivation as a gas tank, in the morning it’s full, but throughout the day it gets depleted. In the perfect world, you’d have 1 goal and more than enough motivation to stay committed. Nonetheless, the reality is that you have many goals and obligations that drain your motivation such as a soul-sucking job or nagging friends. By the end of the day, you’re exhausted and unmotivated to pursue your goals.
Small rewards work because they’re a form of recognition instead of a material gain. For example, take American businesses and the notion that they reward their employees with large cash rewards. This fails because employees tend to focus on ideas big enough to produce large rewards. This results in little to no progress for companies trying to solve problems.
Instead, focus on small rewards so you continue to make consistent progress. For example, after writing for 25 minutes reward yourself with a 5-minute break on YouTube. This way you’ll have an incentive to complete your tasks, and be closer to reaching your goal.
“Acknowledge all of your small victories. They will eventually add up to something great.” – Kara Goucher
Achieve Any Goal You Decide To Chase
What if you were able to achieve any goal you’d decided to pursue? You’d break down your goal into smaller tasks and follow a proven system to help you achieve it and improve your confidence. The truth is you can achieve any goal you decide to pursue, but it will take courage, sacrifice, and hard work.
Start by asking small questions to break down your goal into smaller tasks. As your making progress no matter how small it is, remember to reward yourself for your hard work. Challenge yourself to reach your biggest goals using the Kaizen method. Don’t wait until the beginning of the year to set new goals. Start today.
You have only one life to live, so tell us what big things will you achieve this year?
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.

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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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

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…)
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.

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.
Entrepreneurs
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