Success Advice
Here’s How To Be More Chilled Out: Get More Sleep.

If you study productivity and write about it a lot as I do, people assume you must work 18 hour days every day.
I don’t work 18 hour days. I’m human. I’m normal.
Amongst my successful friends who have started businesses and made some serious cashola, they actually do the opposite.
They’re focused.
And they get a good night’s sleep.
Arianna Huffington has recently brought to light how important sleep is and what you can do to increase the quality of it. She preaches turning your phone off a few hours before bed and the art of blackening out all natural light from entering your bedroom.
She also advises gradually winding down the day with activities that are good to do before bed like reading.
The image I’m presenting here though is the opposite of what you see on social media with the “Hustle until your dead” picture quotes and entrepreneurs telling you to work your face off (what does that even mean?).
Somehow, we’ve fallen for the myth that minutes spent on a task equals the result. That’s total BS though. I sit next to people in an office every day that look like they are working their butts off, but when you actually look at what they’re doing, they’re making the following mistakes:
– Being taken over by small talk and distractions
– Trying to do too many things an executing on nothing
– Trying to look busy as if someone actually cares
– Doing things the old way rather than innovating and finding a faster way
My sleep story.
I won’t bore the pants off you. I felt tired and went to the doctor. I tried everything until someone said, “Tim how many hours do you sleep?”
I had to think about it and then I said “6-7 hours a night.”
That sounded like the average and like it should be plenty. What I didn’t realize was that it comes down to the quality of sleep and the number of hours is often different for each of us.
I cranked up the hours of sleep to eight and ever since I’ve felt heaps better. I’m now more focused and I don’t wake up yawning a lot in the morning.
Blacking out my windows and changing my pillow to a bamboo foam one also helped.
Here’s some things I learned about sleeping along the way:
1. It’s about discipline.
We can all go to bed an hour earlier and experiment with a bit more sleep. You have to make it a must (just like your goals) to execute and get the results. That takes discipline.
“Once you see the benefits through sleeping enough, you should be able to develop the willpower to go to bed earlier and stop working, or watching your TV that will never make you successful”
Sleeping is a decision and it will help you in the long term.
2. Napping helps too.
That might sound completely ridiculous but it really does help. I’m lucky enough to have nap chairs at the office I work in. On a particular day, if I feel extra tired and find myself getting pissed off easily, I go and have a 15-minute nap at lunchtime. Sometimes I do meditation instead – depends on how I feel.
3. Young adults need this advice the most.
Many interns and young adults who are in the first few years of their career need this advice the most.
“There’s this myth that if you get good grades and work longer than everybody else, you’ll climb to the top of the ladder and be successful. This concept is completely wrong”
Good grades mean you can recite other people’s information from a book. Whether you can think, make decisions, be creative and add value to the business world has nothing to do with fact’s and ideas you’ve memorized.
Also, take note of the senior leaders – I have. They typically roll into the office last and are the first ones to leave between 3-4pm. They’re not lazy; they’re just adding value which is the only measure of business success.
You’ll never be asked in a job interview to provide a timesheet of how many hours you worked or to brag about working late. In fact, if you mention that you work long hours, the HR team will think there’s something wrong with you and that you can’t manage time.
4. The mind must be chilled to work in your favor.
A rested mind makes better decisions and is less stressed.
A mind that is tired gets angry easily, makes poor decisions and has no focus.
There’s nothing better than having the empty space and efficiency of a mind that has been adequately rested like a well-rested steak, in an overnight marinade that’s just been placed on the BBQ (I’m Aussie so excuse the barby analogy). Okay, I’m Vego too, so that’s enough of that!
Bonus: My single best productivity hack.
This one won’t surprise you at all: Wake up early. After a good night’s sleep, waking up early allows you to spend those first few hours when your energy levels are high, on the one or two goals that are most important to you.
I find I’m more chilled when I spend the first few hours of my day being productive and working on my passion (blogging). It means for the rest of the day, I’m chilled because I know I’ve achieved at least one thing. Anything I achieve after the early morning is a bonus.
Not a bad way to live your days out don’t you think?
“My biggest enemy is distractions and the only time I seem to avoid them is early in the morning”
At 5 am, there’s no one emailing me, ringing my phone or telling me to clean up mess.
The thing is that I can only wake up early if I go to bed early and get a good night’s sleep. Getting more sleep is the antidote to waking up early if that’s something you struggle with.
There’s no point waking up early though if you’re tired because you won’t be productive. You’ll fumble around and procrastinate rather than working on your goals.
***Closing Thought***
Try getting more sleep for yourself. Don’t pretend you like being tired every day because deep down you know it’s sabotaging your success and making you lazy. The ancient art of sleeping more is back in fashion and the time is now to take advantage of it.
Instead of “Hustle till you die,” try this new mantra: “Execute with energy.”
If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net
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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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