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Boundaries Are Needed for a Successful Life

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As strong, independent people, we usually have A LOT on our plate that we must accomplish before hitting the next goal on our lists, whether it’s in our personal or public lives.

Let’s face it. There’s always another goal on our bucket list that we’re trying to accomplish after we finish the last one. Accomplishing our daily lists and taking on whatever life decides to throw our way can keep us depleted and swayed toward different directions all day long. 

This is when boundary setting is highly important

Boundaries give us a chance of enjoying our lives without taking on too many responsibilities that might, later on, become a burden, get us to a point of depletion, and let us focus on what needs to be done without trying to please the entire world around us. 

The Power Of “No, Thank You” 

I haven’t completely mastered this just yet, which brings me shame if I’m being honest. It’s disheartening saying no to people and desiring to want to help but not always being able to be there for them. 

It’s important for me to be there for people as quality time is something I cherish, which sometimes means leaving behind my own vision to help build others’. Sometimes. This feels like it’s necessary to do but on occasion there will be times when saying “no” will be needed to continue growing as a person. 

“No, thank you.” 

One phrase with so much strength. 

These three words clearly allow us to take our power back without making the other individual feel a type of way for this response. It also doesn’t require any extra explanation since it is an answer all on its own. 

Try this next time you feel like saying yes to something you don’t feel like you should be doing. I’ll join you in on this as well, especially when I’m asked to cover shifts when I honestly don’t feel like doing it.

“The difference between successful people and really successful people is that really successful people say ‘no’ to almost everything.” —Warren Buffett

Clarity of Your Goals 

We’ll always be yearning for the next shiny thing or affection from someone if we’re not clear about where we’re going. It’ll be too easy to move on from one project to the next without the right vision attached to the goals. 

Being clear also saves you time from doing what you don’t want to do and going after the things you do want to do. This is important because clients, business partners, friends, or family may ask you to do something and if it’s completely out of the left field, it may cause you to want to do it just because it’s someone you appreciate in your life. We shouldn’t be appeasing people. Just because someone wants you to do something, it doesn’t mean you should do it. 

Having your goals in the back of your mind will help you when random questions comes up from the people in your life. These goals will help you stay aligned on what needs to be done. I’m currently training more for a marathon and you can only imagine how many times I need to say “no” to pizza. I want to feel good when I run so saying “no” to pizza today will help me when I go for a run the following morning. It’s a “no” that has stronger meaning since it is connected to a goal. 

You know the phrase, “where focus goes, energy flows” by Tony Robbins — stay focused on your goals. With this, the right people will come into your life, you’ll learn more about yourself, and you’ll reach more success as you stick to what feels right for you and not for others. 

Be Your Strongest Advocate 

Choose yourself more often. 

Allow others to deal with the emotions that come with putting you on this imaginary pedestal that isn’t yours to bear. Advocating for yourself means choosing what works for you and not for anybody else. It doesn’t matter what other people think if it will put you in a state of stress once it all becomes too much. 

Be okay with being uncomfortable — let people handle your “no.” 

Advocate for yourself in any situation where you may feel like others have more control. It isn’t your stress to bear so don’t allow others to walk all over you for the gazillionth time when you need to also build your own life. 

Being an advocate for ourselves isn’t going to happen in one day. It’ll take work, strength, consistency, reliability in your abilities, and self-awareness. Don’t beat yourself up for not going through with what you said you were going to do when this situation you’re worried about happens again.

Evelin Mercedes is a freelance writer and owner of Music Trails, an independent music blog. She enjoys exploring the world with a motivational book in hand, running in marathons just for fun, & writing about life. 

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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
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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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