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Success Advice

Here’s How to Keep Growth and Expansion from Crushing Your Success

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Sit back and take a moment to think about where you are and where you want to be. Daydream about having a thriving business that generates enough revenue to create financial freedom for life. Dream about having supportive relationships that inspire and push you to work harder.

Dream about being the most optimized version of yourself in your mind, body, and spirit. There’s less stress about all the major growth areas of your life. That daydream is the goal of many success-minded individuals. Guess what? It doesn’t have to be something you only fantasize.

We started this journey to create success, achieve optimal time freedom, and build financial security. We have a vision and purpose of making an impact on everyone around us. It’s not an easy or straightforward success path. At times, achieving our goals requires more than we feel we’re capable of producing. 

You can accomplish all the goals you’ve sent if you put in the challenging and consistent work to create the foundation for success — a plan for achieving those goals in a set amount of time. The path to accomplishing your dreams doesn’t start with open-ended goals. 

“You will either step forward into growth or you will step back into safety.” – Abraham Maslow

You have to use modern personal and professional growth strategies that push you into becoming the most optimized version you can be. Not preparing for growth and expansion will crush you. Achieving success has hurt just as many people as failure has. When you accomplish significant life and business goals, you reach a different level. That place requires higher-level action and a healthier mindset to continue the growth. 

Here’s how to prepare for exponential success and the strategies to have in place to keep your success from becoming a nightmare. 

Create Growth Systems

Growth in every area should be the goal, but it can also be the leader’s downfall. Success-hungry leaders need to have the systems and structure in place to handle rapid change and its effects. 

We can only handle so many things during any given time in our journey. If you got more clients than your business can fulfill, it would feel overwhelming and not possible. If you spent too much time saying yes to those in your life, you lose the self-care boundary you need to thrive. 

It would be best if you had systems and a plan to manage expansion. You may have heard stories of businesses that have been featured by Oprah on her TV show back in the day. They would experience an explosive increase in sales that crippled their businesses because they weren’t prepared. 

It’s called the “Oprah Effect,” and it happens to those that aren’t prepared for growth with systems and a future vision. The time to understand and put systems and structure in place is before the journey to growth starts. Build your life and create a success mindset for where you want to go, not where you currently are in your growth. By the time you start to experience results, you’ll be ready to fulfill the expansion. 

Have a Future-Minded Strategic Plan 

It’s not too late. If you’re ready, you have an opportunity to put systems and a strategic plan in place to handle growth. Technology, software, and access to knowledge of the Internet allow us to build and handle growth. You can partner, hire, and learn what you don’t know. 

You have to build and do the work with the future in mind. The future work involves a different level if you’re consistent — the expression is to “act like you’ve been there before,” and you’ll then have the muscle memory. 

Having a strategic growth plan means you have established healthy habits that are in line with your values. You have support teams in place — even if that’s outsourced help through professionals. 

There is no aspect of your life and the goals you’re playing catch up on because you weren’t preparing. Rapid success is the goal, but you know you have to be ready for it. Building the life of your dreams means putting the systems and structure in place that get you there. Do that as you create because it’s too late. 

“The best vision is insight.” – Malcolm S. Forbes

You can accomplish all of the daydreams we talked about at the beginning of this article. If you’re willing to put in the real hard work and have a plan for the results that work will bring — you won’t be overwhelmed by the fruits of a successful life. Take a few minutes to get honest about where you are right now and where you’re striving. Think about what that place will look like and plan according. Don’t become another success statistic. 

Andréa Albright is on a mission to create the next movement for authors and evolve the publishing industry. She is not just a publisher, she is a Legacy Maker. Andréa’s first movement took the health and fitness industry by storm. She amassed over 10,000,000+ views on YouTube, was featured on the Women’s Health and Fitness magazine cover and grew her health business to over 100,000 raving fans. Since then, she has become the author of 25 books, reaching tens of millions worldwide in over 40 countries. Now, she has taken her passion for helping authors find the same success by publishing books with meaning. Some of the organizations she’s worked with include Maritz Inc., STS Capital, Casoro Group, Trusted Medical Centers, Real Estate Expert Advisors, KeepMore, and hundreds of entrepreneurs. Some of the places she’s been published and featured include Women's Health and Fitness Magazine, Oxygen Magazine, Thrive Global, The Good Men Project, Medium, CBS News, Fox News, ABC News, NBC News, Entrepreneur, and Forbes. Join her at andreaalbright.com/.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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leadership tips for new CEO
Image Credit: Midjourney

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

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.

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Bridging the gap between employees and employers
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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:

  • Build diverse talent pipelines

  • 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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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