Success Advice
Consistency: The Key Ingredient to Your Success

It always seems to happen the same way. You start a new habit. It’s a great habit. It’s making your day better. In fact, it seems like it will improve your life. If only you could remain consistent. Consistency is the thing that stands between us and achieving the goals we talk about wanting so much.
There could be any number of reasons why you don’t feel self-motivated enough to remain consistent with new habits. One reason could be the fact that our brains are wired according to our current habits. What is the pattern that you tend to follow? If you are great at starts but then fizzle out after a few weeks (or a few days) then it may be your brain going on auto response.
Below are five ways for you to block your feelings from blocking your goals. I’ve found all of these useful and hopefully you will as well. Our fears can be pretty convincing. Therefore, we have to create ways to work around fear. You can choose to do all of these, instead, I suggest starting by picking the one that would benefit you the most. Once you have one down add another.
1. Schedule
Is your new habit something that you can plan for? Do it. Schedule it into your calendar as if it is a work appointment. Mainly, because it is a work appointment. It is going to likely be something that will help you personally or professional and maybe both. Therefore it is work. Working on yourself is work worth setting time aside for. Your growth is important enough to schedule it into your calendar (with reminders).
We are constantly being asked to look at our calendars to carve out time for things such as other people, professional responsibilities and medical appointments. Do it for yourself, do it for activities you are passionate about, do it for projects you want to finish for your own satisfaction. You would do it for your boss, be the boss of yourself. Plan and schedule the block of time that you will practice your new habit.
“The key is not to prioritize what’s on your schedule, but to schedule your priorities.” – Stephen Covey
2. Automate
What if the time comes and you don’t do it? One of the topics I discuss most with clients is the discomfort they have around marketing themselves and their offerings. There are wonderful ways we can automate some of these things. If marketing on social media, for example, is something that you do, you can automate posts.
You can sit down for a few hours one night of the week and plan your marketing posts for the whole week (or beyond if you get on a roll). You will not be able to automate everything but you can automate certain things like, your cell phone bill. Most of us would need our phones no matter life throws us.
You can automate marketing posts. You will know that you are consistently getting your message out without the fear of pushing the button that may stop you.
3. Accountability
You won’t take the time to schedule posts either? What about having someone that you will have to report back to? It is helpful to have an action partner. Having an accountability partner can look however you two choose. Will you do a call weekly? Will you schedule times to work either in person or remotely?
Make sure that is it someone who is also committed to consistency. At the very least, make sure that it is someone who is committed to improving and growing. You may find it more useful to have a human being that you will check in with and keep your progress on track.
4. Pre-prepped Pep Talk
If you are going it alone, know that homeostasis is at work inside of you. This system works without us having to do anything. The majority of the time that’s a good thing. Our body temperatures remain constant, blood sends substances to the right organs for optimal function. However, this function of our bodies is on auto, it does not know whether a change is good or bad. It only knows that it is out of the norm for how you usually function. It is trying to set itself back to what you’ve taught it (through habitual thinking & acting).
It’s best to make this when you are in great spirits! Write on an index card or in a small notebook that you keep with you. Make a list that includes some wins you are proud of: the vision for your life that this new habit gets you closer to, quotes or phrases that inspire you to action, encouraging caring things that you would tell your best friend, etc.
Laminate it if you want to. Keep it with you so you always have a reminder of how you benefit from this new behavior/habit ready to whip out. Write down all of the encouragement you can think of that will be impactful enough to get you started even when you don’t feel like starting.
5. Keep Going
Life is a collection of choices and consequences. Neutral until we assign labels of good or bad, positive or negative to it. Once we are adults, we have to choose to be vigilantly active in creating new habits (one at a time even). Choose too many and you will fail. Choose too few and you will improve for sure, perhaps not as fast as you’d prefer though.
Where we want to be is in a place where we are honest with ourselves. There are moments when we absolutely should stop and take care of ourselves. There are other times we have to remind ourselves that consistency is the key to what we desire. We have to commit. There may be setbacks. That’s normal. What’s important is that we don’t view set backs as final verdicts. They are simply opportunities to learn something new.
If you have ever asked yourself how you were going to get to the finish line, here are some tools for your journey. Get support. Let the people around you know that you are working on creating some new habits and their support would be great. How do you define support? Define it for yourself.
Try different things until you find the ones that are most effective for you. Then, keep doing them. Knowing and doing are two different things. We can know an endless amount of facts. What good is it if we aren’t persistent? Consistency is about doing when things are easy and when things are hard. Consistency is acknowledgement that it may take some time to undo the habit because it was learned so slowly over time just by our individual life experiences.
Give and take. Push and pull. One by one. Without consistency you wander. With consistency, you will arrive at your destination (or maybe into something different and better). Commit to doing the work until it no longer feels like work. Commit to doing the work until it’s done.
Image courtesy of Twenty20.com
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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
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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