Success Advice
Do You or Someone You Know Like to Read Success Quotes Often? If So, Read This

There’s no denying the fact that you’re still scrolling down through social media because you’re looking to be inspired. Nonetheless, you know how it goes. You say that you’re going to read some posts here and there, but before you know it, you’ve already spent six hours staring at your phone with no increase in productivity.
Who cares, right? As long as you’re “inspired,” what does it matter? Well I’m here to tell you it matters a lot. It’s time (a non-renewable resource that you can never, ever get back) that we’re talking about here. Of course it matters!
Nowadays, the amount I spend on social media is much more controlled compared to before. It gets better, as long as you start. From going on a few hours just mindlessly scrolling and liking multiple success quotes, to having set times (e.g. 20-30 minutes) on when to scroll and explore.
Have you ever thought about the main reason why you read success quotes? Well, for most of us it’s because we want to be successful. However, if you think about it deeper, does it really contribute to your success?
Don’t get me wrong, I think success quotes are awesome and they inspire me from time to time, but a little too much of something is never good because it consumes the time you could’ve spent working on your goals.
“A dream becomes a goal when action is taken toward its achievement.” – Bo Bennett
There’s a thing called a healthy amount of time spent on social media. That time is usually spent reading news to be updated on what’s happening around us, looking at assignments posted on social media groups, a little catching up with friends and family, and a controlled dose of consuming information that contributes to your productivity.
The problem is that we often don’t realize we’re already spending too much time consuming information that we could’ve used spent working on our goals. There are times I get addicted to reading and liking too many success posts on Instagram and suddenly find out that I’ve been scrolling for a few hours already.
I make sure to get my daily dose of Gary Vaynerchuk, Tony Robbins, Brian Tracy and of course Joel Brown and it has helped jumpstart my productivity and I’ve learned so much reading about their lives and have been inspired by their stories.
But the most important question to ask yourself is, what happens after being inspired? Do you look for more inspiration like a hungry person with a bottomless stomach while not really achieving anything?
Here’s an unpopular opinion: Reading success quotes/posts too much can be a sign of laziness. Doesn’t it feel good to read motivational quotes in the morning and convince ourselves that other people’s rewards for their hard work already applies to us?
So instead of consuming too much of those, I decided to apply it. There is a difference in having a lot of knowledge vs. actually applying that knowledge. The quote might sound good, so you like it, and scroll past it and other quotes come up and it’s a cycle.
“I have been impressed with the urgency of doing. Knowing is not enough; we must apply. Being willing is not enough; we must do.” – Leonardo da Vinci
Honestly, it can be addicting. But you have to think about the long-term impact of your decisions. I’m on my way to building an online business, and I thought about each hour I could have spent working on another article or another strategy to acquire new leads instead of scrolling through endless quotes. I’m not going to look back and say, “I wish I spent more time reading success quotes.”
The quotes will always be there, but time won’t be. You wouldn’t want to regret all the opportunities you had to work on your projects but you didn’t. Do yourself a favor and get working now.
How do you make sure you are productive with your time? Let us know by commenting below!
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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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