Success Advice
How the Coronavirus Made Me Into a Teenage Author

I am grateful for quarantine. It forced me to sit my butt down on a chair and think about what I wanted to do with the next two months of my seemingly empty existence. It forced me to list a number of things that I was good at — one of which included writing. It forced me to hatch out a 31,000 word 124 page book in less than three weeks. It made me into a published author… at the age of 15.
STEP ONE: The First Wave
So, a bit of background story to begin with. Since I lived in China, the first wave of the COVID-19 pandemic hit my high school at the end of February. At that time, I was still on a Chinese New Year trip back to my hometown in Taichung, Taiwan. I was safe for the time being… and I was bored out of my mind.
Online classes began almost immediately when the school’s return date was postponed. I can tell you that I slept till noon, spent approximately three hours per day on Instagram, and binge watched every Netflix show available. After a whole month of endless procrastination and moping around the house, I felt incredibly sick with myself. It was then that I changed my entire routine, and set ONE GOAL for myself. I was going to write a book.
STEP TWO: The Ultimate Plan
When I first decided to sit down and write a book, I was determined to actually FINISH the book. I knew myself a little too well. In the past, I have always tried to write a novel, but I could never FINISH writing it. I would write ten pages for the first chapter, read it over, and not be satisfied with it to continue.
“If you want to be a writer, you must do two things about all others: read a lot and write a lot.” – Stephen King
To solve this problem, I set up a strict schedule for myself. Here is how I organized this schedule:
What’s Your Daily Word Count?
I forced myself to write 1,000 words per day, AND it didn’t matter if I was uninspired or unmotivated on a particular day — I made myself sit in front of my computer for 1–6 hours per day to write 1,000 words for my book.
I know that everyone writes at their own pace. Some people can only do 200 words per day and others can go up to 3,000. My advice is to be consistent with your daily word count, and don’t stress yourself out by setting an extremely high daily word count.
Eventually, I doubled my word count because I had the time to write more. During my last week of writing my book, I pushed myself to complete 2,000 words per day.
You Cannot Decide The Length of Your Book
I didn’t know how long my book was going to be — a conventional e-book length of 12,000 words, a standard business book length of 80,000 words, or a young adult targeted book of 50,000 words? My book is an e-book targeted at teenagers about business.
Later on, I predicted that my book would be around 35,000 words. After my editor returned my rough draft back to me, it was cut down to 31,000 (she deleted an entire chapter). For a book’s word count, it’s always going to be different. The most important part is not your word count, but YOUR CONTENT.
How To Plan Your Book’s Content
In a OneNote page, I jotted down the main contents of my book TO GUIDE MY WRITING. This included the chapters, subsections, and core ideas, important points and messages.
Why do I say guide my writing? Well, there are a lot of writers that love to be “spontaneous” and they only write when they feel “inspired.” The truth is, this isn’t the most productive way to go about writing a book, especially if your career path is to be a bestselling novelist. Guided writing (or a pre-planning process) can definitely help you write faster and with higher efficiency.
For the writing process, I can only think of one word: consistency. I knew that if I slacked off today, I would lose the motivation to continue writing the next day and the next day. It was like keeping a Snapchat streak — but only having to write 1,000 words a day.
How Are You Going To Publish Your Book?
You’ve probably heard of self-publishing, but you’ve probably never heard about how terribly tiring and frustrating it can be. To begin with, I self-published my book, Business Insider with a Teenager, on Kindle Direct Publishing (KDP). A little definition time: KDP is a self-publishing service created by Amazon that publishes your book to Amazon and Kindle stores.
First of all, it’s free. Second of all, it was not easy to do. From creating your own cover to formatting your book on Kindle Create, the whole publishing process was not fun to deal with.
Although KDP provides a lot of helpful tools and tutorial videos, there are still a lot of things that you have to learn along the way. There are so many self publishing services out there (Kobo Books, Apple Books, Google Play Books, Ingram Spark), but the top recommended one is KDP.
“If there’s a book that you want to read, but it hasn’t been written yet, then you must write it.” – Toni Morrison
Last Word
Bestselling author or not, I WROTE A BOOK. I can slap the title of “author of Business Insider with a Teenager” on my bio, talk about it in my job interviews, and write it into my college applications.
The coronavirus is one of the most traumatic and rare experiences that the world has ever encountered. Industries have changed — some individuals have started their own business, others have gone bankrupt.
Me? I became an author, got a huge opportunity to become a social media marketing manager at a local company, started writing for a local magazine, took on local professional photography and videography gigs, and still manage to get decent grades in my sophomore year at high school.
Quarantine gave me the opportunity to slack off or to do better. In the end, the decision was simple. I chose to get to work.
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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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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.
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