Success Advice
How Creatives Can Survive in the 21st Century

Van Gogh. Everybody has heard his name and seen at least one photo of his paintings online. They probably even know about the yellow paint and the ear thing. But all of that aside, the genius of Van Gogh was that he was a true artist. He painted the world as he saw it and let the viewer experience it too.
Sadly, he wasn’t very good at business. In fact, from what I can tell he was bad at it. It’s reported that he only sold one painting in his entire life. That sucks, but the truth is we probably all know someone like that, or we are someone like that. Talented but lacking the confidence to sell our work and not have to eat ramen every night (or Kraft Dinner if you’re Canadian).
If it makes you feel any better, I found myself in that exact situation. I like writing and I want to make a living from it. I should be out there tapping the keys until someone showers me with cash, right? Instead, I was working every other job you could think of. I was running away from my true calling.
That’s how I found myself spending a Tuesday afternoon in a Zoom meeting watching Chris Do teach a group of people how to scale from zero. I was surprised to see over 700 people, all of whom ran their own business or wanted to start. The advice shared during the hour was practical and immediately applicable.
The takeaway? Most creatives don’t think like business owners, and they need to start.
How To Take Your Creative Business to the Next Level
Obviously, there are artists, creatives, writers, and designers who have all found a way to get paid the big bucks for their work. Just look at Jeff Koons or Yayoi Kusama who have both sold millions of dollars worth of art and worked with huge brands like Louis Vuitton. They weren’t afraid to put their art on display and they also weren’t afraid of making some straight up suit and tie deals either.
When I first met Chris Do, I was nervous and not sure what to expect. On the screen he has an air of mystery. There are moments that he comes across as cold or tough, he certainly isn’t afraid to tell you how it is. Other times he’s telling jokes and making people laugh. The biggest question I had was, why spend all this time teaching others? There are easier ways of making money.
The truth, as I see it, is that Chris is a teacher through and through. Nobody spends hours a day giving people halfway around the world individual time and attention unless it fuels their sense of purpose. Whether we want to admit it or not, we need people like Chriss. Hell, Van Gogh needed someone like Chris, because he knows how to turn an artist into a business owner without killing the creative.
Here’s 11 things I learned from Chris about scaling from zero:
- Make a list of possible services that you can offer someone regardless of how realistic it is
- Rate each service on a scale from 1-10 based on three things: personal fulfillment, value to market, and profitability
- Add each column up with a maximum score of 30. What is the highest rated service?
- Think of your ideal customer. What do they do? What do they need? What do they want?
- Craft a no brainer offer, something so good they can’t refuse. (Godfather style)
- Complete a market audit. Who else is doing the same thing? What is their price? How are you different?
- Get some experience. Gain some social proof. Offer to do a job for free in exchange for a case study.
- Start to pitch your services to others for money.
- Collect client quotes as you go.
- Continue to work your way up in price.
- Under promise and overdeliver.
That’s a pretty quick rundown of how to get started making money from your skills but it works. Most people want to feel like they’re making the right decision when giving someone their dough. It’s your job to ease their anxieties and deliver one hell of a product.
Chances are you’ll probably be a lot happier slinging your talents for cash instead of working a soul sucking call centre job… unless that’s your passion. If it is you might not have a soul to suck.
All jokes aside, I began to see business as art form. “Pricing is a little bit science and a little bit art,” Chris said, before picking up a Batman figurine and giving everyone his best Batman impression. In this modern digital world, it might seem like everyone is living their dreams, making money online, and living on the beach. You might see other creatives and wonder how they’re able to support themselves. Why are you, the starving artist, living in a van down by the river? And why is Chris Farley there with you?
All I know is that the man behind The Futur knows a thing or two about turning art into business and business into art. He helps the dreamers, and he certainly helps the doers. Let this be the mindset shift you need to get started, take action, and become addicted to success.
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.

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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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

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…)
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.

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.
Entrepreneurs
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