Success Advice
Brendon Burchard’s 10 Keys for Success

Brendon Burchard is one of the most-watched personal development trainers and motivational speaker of our time and best selling author of “The Motivation Manifesto“, “The Charge“, “The Millionaire Messenger“, and “Life’s Golden Ticket“.
Here are Brendon Burchard’s 10 rules for success in the words of Brendon Burchard:
1. Don’t Listen to The Little Man
No matter where you are or where you started from, don’t let your small beginnings make you small minded. It’s easy to say “that’s impossible”. We hear a lot of people telling us we can’t do this and can’t do that. Don’t let their words hold you back from believing you can. No matter where you are, believe in yourself. Keep adding, keep working, keep going.
Some days may be hard and may be a struggle but it’s through that struggle, through that dream, effort and desire that you will eventually get there.
2. You Need to Take Action Every Day
You have to actually show up every day and inch yourself forward towards these dreams. You have to take an action that moves you forward. Not just research or thinking because without the initiative, the action is dead. It has to be daily, otherwise it will never be actualized.
Keep the momentum going every single day.
3. You Must Define Your Mission
You need to have a mission for what you’re doing today. You need to have an intention for the next task.
People tend to show up without any intention of what they need to do, and end up doing too many things which gets them no where.
Ask yourself: What is the mission?
Work out what your desire in life is, figure out the steps, create a plan to get there and minimize everything else. Get clear on the mission!
Don’t take on too many projects, make your mission the ultimate focus, it’s easy to take your eye off of the ball if you don’t know what the ball is.
Respond to your own desires and not others. Focus goes out the window when we don’t have progress. The more focus, the more progress.
4. Facing Your Doubts
Doubt is one of the greatest enemies to success. It’s so easy to overcome, but most people won’t practice the discipline of overcoming it. Negative recurring emotions hold us back from being mature and realizing we need to fix the problem.
If you’ve been plagued with doubt your whole life, then face it. Where there is doubt, there is faith.
With more faith comes more competence, more competence results in more confidence.
5. Setting The Boundaries
Be more explicit in communicating your boundaries and time. If you have 45 minutes in a meeting, don’t let it go a second over, let people know “Don’t go over on the set time!”
Bleed time takes away from your balance by going over time on things you don’t need to go over on. “I’ll just have one drink” turns into 16, “Just one hour of lunch” turns into 4 hours, “Just one episode” turns into the entire series in one sitting.
Don’t let time be wasted because you didn’t stick to your mark. So set your boundary, communicate it clearly with people, and don’t go over.
If you stick to the intention, you’ll have better balance.
6. Study Your Craft
If you want to get ahead, you need to study your craft deeply. But do it for your passion, look at the great artists in history who studied and mastered their abilities. What is your area?
Study, pay attention, learn from the best, model the most intelligent, successful people you can. Then develop confidence by doing it over and over again. Don’t do it once in a while.
7. Get Constructive Feedback
You need to get into a community that can give you feedback. Whether it be a coach, friends or family members. Practice with a group before the meeting so you are able to receive feedback to grow in confidence and competency.
It’s the willingness to get feedback that will keep your dream alive. If it’s just in your mind and you’re just doing it by yourself, but you never get a positive community giving you constructive feedback, it will never be in the social realm where you gain that social awareness so that you can contribute and create at another level.
8. Think BIGGER
What is it that you’re really after? Are you after enough for yourself? Are you limiting yourself based on your current competencies? Never limit your ambitions based on current competencies, never limit yourself today based on your current inadequacies because those could be irrelevant tomorrow.
The main thing is to have aim in life, to have your own aim, and your own ambitions. Don’t let others tell you your aims and ambitions.
The highest forms of ambition usually come down to creative expression, your contribution, and your connection with others.
What is it that you want for yourself? is it big enough? Remember, whatever you come up with, 10x it. Challenge your brain to break the bounds.
9. Be Generous
What makes someone extraordinary? The ability to be generous, not only with gifts, but with your time, attention, mentorship, care, love, patience, forgiveness, spirit, energy.
People vibrate with generosity, they feel it and sense it. They tend to be surprised by that. Give as much of your heart, your spirit, your life and your voice to this world because we only get one shot at this life.
10. Become Your Best Self
Take your current limitation and put it on your agenda as a job to do, as a thing to figure out and make it happen. Don’t wait for circumstances to change otherwise you will never change. If you want to change, something new has to change.
If you are more of a visual person then you can watch this video compilation by Evan Carmichael of Brendon Burchard’s 10 Rules for Success
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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
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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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