Success Advice
Daily Rituals of History’s Most Successful People
Certain daily rituals, habits, practices, and lifestyles help ordinary individuals excel as extraordinary individuals globally

Certain daily rituals, habits, practices, and lifestyles help ordinary individuals excel as extraordinary individuals globally. Eminent personalities including Benjamin Franklin, Ernest Hemingway, James Joyce, Pablo Picasso, Agatha Christie, Karl Marx, Sigmund Freud, Victor Hugo, Maya Angelou, Beethoven, Charles Darwin and many more scheduled their daily lives to be creatively productive and achieved amazing success.
Lessons from the Daily Rituals of Famous People
Anybody can achieve success but everyone cannot achieve success because they lack the discipline to adopt the right rituals in daily life.
Extraordinary achievers identified the routines that worked for them through trial and error methods, experimented, and adapted them to achieve success.
They underwent several challenges, obstacles, distractions, and disturbances that often threw them out of gear from their daily rituals. However, they overcame them successfully to leave their marks.
Here are some takeaways from the daily rituals of extraordinary achievers:
- Be a morning person.
- Prepare a ‘to-do’ list.
- Follow your passions.
- Scribble the ideas that flash into your mind.
- Journal regularly.
- Add value to others.
- Express your gratitude.
- Sleep adequately.
- Avoid excessive usage of technology, especially social media.
- Avoid checking emails in the morning unless you expect something urgent and important.
- Take a cold shower. For instance, Tony Robbins plunges into 57-degree water every morning. He’s convinced that it is essential to achieve maximum productivity.
- Create blocks of your time during waking hours.
- Identify how much time each task takes. If you have the time and mood to undertake the task and execute it effectively, you can proceed. In this way, you can focus clearly on your specific task successfully. Additionally, it avoids switching costs. Switching costs are the time taken to switch from one task to another task and revert to the original task to complete it.
- Charles Dickens once remarked, “I never could have done what I have done without the habits of punctuality, order, and diligence, without the determination to concentrate myself on one subject at a time.”
Eminent personalities adopted small daily habits that paid a rich dividend at the end. They had a clear vision of where to go in their lives and followed despite distractions. They believed in their dreams. They followed their passions.
You can adopt some of their healthy habits and practices and work hard consistently to achieve success in the long run.
If achieving success was easy everybody would achieve it. There must be a daily routine, discipline, and execution consistently even when there seemed to be no ray of hope.
The minimum guarantee from the daily rituals is that you can lead your life with purpose and meaning and the maximum assurance is that you can achieve success in your lifetime.
The takeaway is to enjoy life every day with your destination of success.
Create Your Daily Ritual
You don’t have to follow completely the daily rituals of eminent people because they have set them based on the chemistry between their body and mind to unlock their potential.
You must shortlist some of them that suit you to become creative, imaginative, and productive. Remember, what worked for others might not work for you.
To conclude, anybody and everybody can achieve success by following the daily rituals of famous people.
When it was possible for them, it is possible for you as well. Good luck with your daily rituals!
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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:
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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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