Success Advice
How to Achieve More by Intentionally Doing Less
Often times when we look to achieve a certain goal, we set ourselves up for failure because we come up with these ridiculous expectations for ourselves.
“I’m going to exercise twice a day, six days a week” – even though you haven’t seen the inside of a gym in years.
“I’m going to save $10,000 in 90 days” – even though the only thing you typically save is that item on sale from being stuck on the shelf too long.
“I’m going to wake up every day at 4:30am” – even though most restaurants have stopped serving breakfast by the time you usually wake up.
Get the picture?
In no way am I saying you should avoid goals that push you, and force you to step outside of your comfort zone. But I am saying, sometimes it’s better, and more realistic, to set more conservative goals that you can actually stick to.
One way to make that happen, is to intentionally limit yourself to doing a little less than you know you’re capable of.
Let’s go back to that exercise example above.
Biting Off More Than You Can Chew
In week one, you actually go to the gym twice a day, for six days. Then in week two, you go to the gym six days, but you only make it twice on three of those days. By week three, the whole “two a day” plan isn’t working anymore.
Then, by week four, you’re not even going to the gym six days anymore. By week five, you’re lucky if you make it three days. Fast forward a few more weeks, and the gym is a distant memory.
Sound familiar? I’m using the gym as an example, but this applies to pretty much any goal you set for yourself. You start off at a ferocious pace, only to eventually burn out and revert back to your old ways.
So what’s the solution?
How do you give yourself a fighting chance to actually achieve those goals that could improve your life? Well, the answer is something you may not be expecting.
In order to achieve more, sometimes it’s better to do less.
The Theory in Action
Here’s another scenario, but in this one, you intentionally plan to do a little less.
You set a goal to workout 45 minutes a day, 3 days a week, every week, for the next year. You know on a good day, you could realistically work out for 60 minutes. And on a good week, you could workout at least 5 days a week.
But you also know that not every day is a “good day“. You understand that just because you could, doesn’t always mean that you will.
The first week, you meet your goal. The second week, you meet your goal. And the third week, and the fourth week, and the fifth…
By the end of the year, you’ve stayed consistent and totally transformed your body.
But you made sure to never work out more than 45 minutes a day, and never more than three days a week. Even if you felt you could do more.
Why would you do that? Why would you purposely restrict yourself from doing more?
Doing Less in the Short Term, Achieves More in the Long Term
The answer is simple. It’s better to do a little action, consistently, than a big action sporadically. Even though you may be limiting yourself in the short term, you’re building up your ability to stay consistent in the long term.
Working out three times a week for an entire year is better than working out six days a week for a month.
Saving 5% of each of your paychecks for year, is better than saving 15% once.
And when you force yourself into doing slightly less than your maximum ability, you increase the chances of actually sticking to whatever it is you’re trying to do.
This one, simple strategy, could be the difference between finding success in the goals you set, and constantly struggling only to fall back into your old ways of doing things.
If you’d like more of my advice you can get updates from my blog, DoReallyGood.com, where I show you how to utilize willpower, habits, systems and automation to create lasting change that leads to the achievement of your goals.
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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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