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Dont Ever Let This One Thing Crush You And Your Dreams

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crush your dreams
Joel Brown

I’ve tried pretty much everything in the way of increasing productivity…

I’ve created to do lists, checklists, and goals for each day. I’ve dedicated special blocks of every day to writing, email, product creation, you name it.

I’ve read books about how to maximize productivity, how to get more done in less time, while at a higher quality.

Of everything I’ve read and out of everything I’ve tried, the greatest ally, tactic, or tip I’ve come across thus far, was given to me by Steven Pressfield, in his books, The War of Art and, Turning Pro

Both books cover a great deal about what it means to create something, far beyond what I’m going to talk about in this article. What they did that no other book had done before, is position doing work as a battle. A battle against an enemy that Pressfield calls, The Resistance.

 

What is the Resistance?

The Resistance is anything that keeps you from doing your work. It can be internal, in the form of fear, worry, or laziness. It can be external in the form of others who are trying to pry you away from your mission and your work.

 

The Resistance has a few definitive characteristics

 

The Resistance is persistent

You can defeat it in battle, even kill it, but it will always come back the next day. Battle against the Resistance is a daily endeavor for those of us who are trying to perfect our craft.

Whether you’re an athlete, a writer, a marketer, an artist in the conventional sense, or a person trying to lose a few pounds, but every time you start a diet, the world seems to conspire to get you to quite, you’re at war against the Resistance.

The Resistance is your fear of failure that prevents you from setting the big, hairy, audacious goals your soul truly wants to achieve, set, and create in your life. It’s your sense of worry that prevents you from aiming high enough, the voice inside of you that wants to remain small and safe.

The Resistance has to be defeated if you’re going to not only write the book your want to write, paint the painting your soul longs to create, or get paid to play the game you’re in love with, but it has to be defeated if you’re going to live.

Pressfield has one of the most eloquent and eye-opening definitions of ambition I’ve yet to read:

Ambition, I have come to believe, is the most primal and sacred fundamental of our being. To feel ambition and to act upon it is to embrace the unique calling of our souls. Not to act upon that ambition is to turn our backs on ourselves and on the reason for our existence. ~ Steven Pressfield, Turning Pro

Ambition isn’t merely what you want in life, it is life. To defeat the Resistance, is to live in accordance with what your soul truly longs for, what it feels this thing called life is all about.

 

The Resistance is cunning

The Resistance will try to rationalize your laziness. It’s your internal voice that tells you that the deadline can be pushed to tomorrow, that it’s “ok” to take just one, insignificant day off.

The Resistance will trick you if you don’t identify its existence, and wage war upon it.

If you ignore it, the Resistance will conquer you, leave you broke, weak, and as far away from accomplishing your goals, and the object of your ambition, as you can possibly be.

The only way to understand what it truly is, is to be aware that the Resistance exists, and it’s trying to kill you every day.

 

The Resistance is fear

The Resistance is relentless, persistent, and cunning. It can take the form of happy thoughts, of people you love, of selfish desires, but it’s always grounded, founded, and supported by fear.

Having read Mr. Pressfield’s books many times over, and waging war against this demon daily, I still find it hard to determine whether it’s the Resistance talking, or me. I have to focus to determine whether it’s a venture – or an adventure – I truly want to pursue, or one that’s guided by fear.

Fear always wants to lead us to safer pastures. Fear isn’t something we should avoid, or move with, but something we should oppose.

If something scares us, then it’s a pretty good determinant of something we should be doing, pursuing, moving towards, and giving every ounce of our energy to.

It’s the things we fear most, that we often want most.

Our greatest fears aren’t snakes, crocodiles, or spiders, but failure in what we’d most like to do with our lives. Our greatest fears in life are that we’ll die without doing what our souls know we should be doing.

When we take the first step to accomplishing this object of our fear, the Resistance throws everything it possibly can at us. It puts more on our plate, reasons with us as to why now isn’t the time, brings a relationship into our lives, the death of a loved one, another interest that’s easier, a route that is safer to take.

 

The Resistance is real. It’s cunning, persistent, and relentless

It will attack us when we’re about to embark on our great journey, or we’re about to realize is become something real, tangible, a creation. Identify the enemy if you want to live a strong life, ignore it if you want to live a small one.

Fight it everyday as the alarm rings and you’d rather stay in bed. Defeat it with every step towards perfecting your craft, facing your fears, and conquering that voice inside of you that wants nothing more than safety.

If you’re waging this war, and fighting this battle. I applaud you. You’re one of the few.

 

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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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  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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