Success Advice
How Children View Success & What We Can Learn From Them
There are some great companies who have incorporated play areas for their innovation teams. The idea behind this is to move an adult out of their regimented, structured way of thinking and put them in a child’s environment where there are no limits on what he or she can think or do. The adult might get in touch with their ‘inner child’ and gain a different perspective that may be the potential catalyst for new innovations. To understand the method behind the ‘madness‘ of corporate play rooms to stimulate creative thinking, consider how children think and how boundless their minds are.
Google, Facebook and almost all the companies in the world that are known for innovation encourage their employees to take some time to play, take naps or even have recess in an area equipped with appropriate toys.
Judging by what these companies have been able to do and how they have grown, this is a strategy that works.
So how do children view success? And what can we learn from them.
Read on to find out.
What Everyone Can Learn From A Child’s View on Success
What’s wrong with the way adults view the world
Adults behave the way they do because they have to please society and perpetuate certain beliefs in order to be deemed worthy of being of the status they might occupy in their workplace, community and family.
A child’s wide view has no judgments of good or bad. Labels are put on by society and imprints of trauma are created when children seek to make sense of things that happen to them.
What is it that we lose when we grow up?
Certain behaviors should be unlearned as we age. Some of these behaviours should be done away with anyway like bed wetting; however, there are certain traits that we should keep with age like limitless imagination and spontaneity. It doesn’t take much for a child to be happy and it is not that far-fetched to assume that it’s possible to be anything you wish when you grow up.
A child’s brain is very flexible, they can change their minds easily. They are curious and will want to explore the boundaries that adults create for them. However, as children grow up they get to a point where they have to define who they are and will hone in on things that they feel are relevant. When this happens, no one is aware that the great number of possibilities that exists is decreased, by choice.
To be a successful person you need to be able to zone in on the things that are relevant to you and exploit them, but there is always a limit which requires you to have an explorative mind as well that allows you to stop and step out of what the accepted definition of who you want to be and the goals you have really is.
As some motivational speakers like to say, “you are the author of your own life”, and this process starts with your childhood dreams and the journey you had to take to transition. Your mind may not be able to turn back time but you can definitely change your attitude and outlook on life to get an ending that is more to your liking.
“If a child is to keep alive his inborn sense of wonder, he needs the companionship of at least one adult who can share it, rediscovering with him the joy, excitement and mystery of the world we live in.”
Getting a fresh perspective and daring to go outside convention
Companies who have adopted creative play rooms rely on innovative thinking but adults always have rules that they want to follow, they don’t colour outside the lines. Children might be presented with a drawing of an elephant and told to paint the elephant, very few, if any, will paint the elephant in the exact way a real elephant looks, some may even paint the elephant pink, or green because of a fixation with everything they paint is pink, sometimes there are spots on tigers and stripes sometimes on an elephant even when we all know that it can never happen.
To encourage and boost a child’s confidence, and help him or her to grow up being sure of how worthy they are, children need a fresh perspective. A fresh pair of eyes stretches the horizon and suddenly, you will find yourself thinking thoughts asking the question “what if?”.
What else can we learn from the way children view the world
If you were a product, a good analogy of the difference between the younger version of yourself and who you are as an adult now is to consider your childhood as the research and development phase. A lot can go wrong, most of the time the problems are introduced by the parents and the system where this product is being developed. We all know that at the end of the day, we are products of our childhood circumstances (good or bad), some of us come out better than others but we all have the ability to improve ourselves if we can look back and figure out what elements we missed out on.
It is never to late to reclaim the positive elements and add the naïve childishness with the wisdom and experience of age.
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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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