Success Advice
Boundaries Are Needed for a Successful Life

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.
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.
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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.
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