Success Advice
Becoming Bulletproof: How to Transform Your Lowest Moments Into Your Greatest Opportunities

I was devastated. I had spent six weeks promoting one of my company’s first ever events, and needed to sell at least twelve tickets to break even. Despite pouring my heart, soul and every spare minute I had into marketing the event, with a week to go, I had only sold six tickets. I was having major doubts whether my business was going to be viable going forward.
Then, with two days to go, the ticket sales started to roll in; 7, 8, 9, 12, and on the day before, I reached 17. I was profitable! Things were looking up. I could hardly contain my excitement as I signed people in to the event that morning. After registering, attendees grabbed a cup of coffee and took their seats in the classroom. We were due to start at 10am.
As 10am drew nearer, I became concerned that there was no sign of the course leader. I tried calling a few times – no answer. Sent a text – no reply. The clock hit 10. Then 10.05. Then 10.15. He never showed.
I walked into the room, explained what had happened, and proceeded to refund every single penny in revenue I had spent six weeks working to generate. Later, the course leader called me and told me he’d made a ‘scheduling error’. To date, this was my biggest setback in business, and in this post, I’ll share three ideas that helped me get through it.
1. Experience is Raw Material
Years before, I had read Victor Frankl’s: ‘Man’s Search for Meaning’. Frankl was an Austrian psychiatrist who was imprisoned in Nazi Concentration Camps during World War Two. One of his key insights was that it is our responsibility to determine what experiences mean to us. Having read Frankl’s work, I realised it was now my choice to decide what the setback meant to me.
On one hand, I could take it as a sign that maybe I’m not cut out for entrepreneurship and I should just give up the dream, be realistic and get a ‘real job’. On the other, I could use it as fuel. I could see it as an opportunity to develop resilience in overcoming adversity. If I could come back from this, then I’d become the kind of person that is able to land on his feet; no matter what life throws at him.
Both interpretations were potentially true. But I realised that the actions I took from then on in, would determine which future would materialise.
2. The Circle of Influence
Steven Covey was an American educator and author of ‘The 7 Habits of Highly Effective People’. One of his core ideas is that there are two areas where you can spend your time and energy: The circle of influence and the circle of concern.
The circle of influence contains everything that is directly within your control. E.g. Your health, relationships, the amount of effort you put in, etc. The circle of concern contains things you have no direct control over. E.g. The weather, other peoples’ opinions, nuclear war, etc.
Proactive people spend most of their time in the circle of influence. Reactive people spend their time in the circle of concern.
When the setback happened, I realised I had a choice about what to focus on. On one hand, I could spend it in the circle of concern; thinking about how I’d been screwed over, blaming the course leader, and worrying that my business was going to fail.
On the other, I could spend it in the circle of influence. I could focus on what I now had control over; refunding attendees, scheduling a new date, getting a new venue, and arranging more courses. I opted for the latter. We re-ran the course two weeks later and made a profit overall.
3. Extreme Ownership
Extreme ownership is an idea from Jocko Willink. It involves taking as much responsibility as possible for the negative things that happen in your life. If something goes wrong, you ask: ‘In what way did I contribute to the negative outcome that occurred?’
You then take ownership of it, identify where you screwed up, and do your best to ensure history doesn’t repeat. As human beings, we have a natural tendency to only want to see the good in ourselves. We really want to see ourselves in a positive light.
If something challenges this, we feel threatened, insecure, and look to put the blame elsewhere. In my case, my brain went into blame-overdrive. But I knew if I was going to make sure it didn’t happen again, I needed to figure out what part I had played in the outcome, and take action to prevent it happening again in the future.
“A mistake repeated more than once is a decision.” – Paulo Coelho
When I reflected, I realised my communication had let me down. If I had effectively communicated with the course leader leading up to the event, the situation would never have happened as it did. Since, I’ve now developed a system where I email clear information about the date, timing and location to speakers six days before my events.
Extreme ownership allowed me to learn from my mistake and put systems in place to ensure it never happens again. As a result, I have a better, and less risky business. Had I simply blamed the course leader, then I’d be vulnerable to the same mistake in the future. Worse still, all the pain I went through would have been for nothing.
No matter what you do, life is going to throw problems at you. It’s an inevitable part of the human experience. The goal then, shouldn’t be a life free of problems and adversity. But rather, it should be to become the kind of person who can overcome them. As John Kabat-Zinn said: ‘You can’t stop the waves, but you can learn to surf.’
Realising that it’s your choice what meaning you give to any situation, spending your time in the circle of influence, and taking extreme ownership, are three powerful ways to do this.
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…)
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

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