Success Advice
How These Hidden Excuses Are Standing In The Way Of Your Success

I couldn’t work out why I was unsuccessful.
Surely making lots of money was the answer. Surely having an amazing social life and hanging out with the cool kids was the answer. Surely looking successful mattered.
On the surface, I look liked I was surrounded by success. The inner game gave me a different answer. You may be able to “FAKE IT, ” but you can’t fool the inner you. No one can, sorry to say.
The ugly word that is getting in the way of your success like a pimple on a Saturday night before you head to a dinner party is that word excuses.
Like the title of the book I’ve never read, “Excuses Be Gone,” I’m going to reveal (and remind) you of the excuses that have been sabotaging you.
These are the 7 hidden excuses that are standing in the way of your success:
Excuse 1: I’ll start tomorrow
There’s this phenomenon in personal development called the 5-second rule. It says that if you get an idea and don’t take one small action within five seconds, you’ll forget it. Telling yourself that you will start tomorrow is an excuse that will stop you from ever getting started.
Our minds are so forgetful because of all the useless information and distractions that now plague our lives. Failing to start is the number one problem when it comes to being successful. I don’t know about you, but I’d like to start feeling successful sooner rather than later.
Starting something tomorrow doesn’t feel that far away. That’s the lie we tell ourselves which consistently produces the same outcome: no action. A better way to think is that if you take one very small step right now, you’ll feel ten times better.
Taking action towards your dream is one of the best feelings you can have. Isn’t that far better than waiting until tomorrow for nothing to happen?
Tomorrow (noun)
A mystical land where 99% of all human productivity, motivation and achievement is stored. Tomorrow will never come…there’s only ever today.
Excuse 2: I’m too old
What do you define as old? We all think we are old, even the eleven-year-old kid next door playing on his slide. Your age has no bearing on your capability.
I’ve seen ninety-year-old seniors do more awesome stuff than a person who’s twenty-five and has all the resources, education and great mentors in the world.
There’s a champion runner named Jules Winkler who is still running marathons in his eighties. Makes me feel like a lazy bastard. Jules thinks he’s still got what it takes and focuses on being disciplined. He eats well (most of the time), tries not to stress, trains in the gym, continues to learn new techniques and believes in finishing strong.
Most of us would think he’s nuts. I think he’s a normal person with a well-adapted mindset who is living his life to the fullest rather than being smothered over the head with excuses.
Excuse 3: I’m not ready
Geez, will you ever be? Sometimes being unprepared allows you to do things impromptu. That’s how I learned public speaking. I still suck though, but I’m getting better. Where you can, prepare like a crazy. I find that leaving the last five or ten percent to chance gives a human element to your craft.
Trying to be always ready is a sign of perfectionism. Even when we think something is spot on, it still could be seen as horrible to the masses. What you think is valuable could be total garbage. I’d encourage you to get started and find your “readiness” during the process of action.
Excuse 4: I don’t like that
I’ve got news for you: you’ll only become successful when you get used to doing the stuff you don’t like. Living in comfort is a fantastic way to go nowhere in life and become unfulfilled.
“When you do things you don’t like, you learn to love them”
I got asked to look after the business continuity program at my company. I’ll cut the big words out and explain what that is for you. When a terrorist attack happens, it’s my job to figure out what the hell we would do. Who would we call? Where would people work from? You get the idea.
It seemed horrible until I did it. It’s a valuable skill to have and yes I do feel like a police officer sometimes. I’m glad we were thinking the same thing so let’s move on.
Excuse 5: What if I fail?
No need to even ask this question. Everything you try will fail more times that it will succeed. Want to start a business? You’re in for an overdose of failure. I failed at seven businesses before I had any success. If you don’t like failure, then you’re probably not going to fall in love with success.
Once you accept failure is guaranteed, you’ll feel far freer. You’ll have the right set of expectations married with a beautiful mindset. Isn’t that cute huh? Not.
Excuse 6: It’s not finished
It never will be. I meet people all the time who live in a constant state of working on a project that no one ever gets to see. Put on your big boy (or girl) pants and release something into the world. Then, get feedback and make it better.
“Without feedback, you’ll think you painted the Mona Lisa when you’ve actually painted a giant, ugly turd”
Excuse 7: What I say in my head doesn’t matter
I’ve been reading the book “The Inner Game.” It’s nuts because it’s a book about Tennis – that’s what I thought anyway. Once I got into it, I realized it was a book about the game that happens inside your head.
It turns out that the conversation you have with yourself affects your tennis shot. This fact doesn’t just apply in tennis; it is also relevant in any other passion that you seek to be successful at. We have these nasty conversations with ourselves all day.
We tell ourselves we’re not smart enough, attractive enough, experienced enough, etc. This type of conversation is the exact reason why you could be standing in the way of your own success. Tell yourself the truth without so much harsh judgment.
As the conversation in your head improves, so will your success.
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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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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