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How To Be A Badass Goal Digger: 2 Golden Rules Successful Achievers Never Break

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Have you ever been stuck on stagnant when it comes to achieving a goal? You start strong and dream of finishing strong. You get revved up and begin the race to achieve your next big accomplishment. Everything’s going great then somewhere in the middle or perhaps even shortly after beginning, things go south faster than you can say “gentlemen start your engines.”

There are as many different goals as there are countless numbers of people trying to achieve them. Sadly, only a few will make it to the finish line. What makes the difference between those that do and those that don’t might surprise you. Just stay with me and I will show you how to hit pay dirt when it comes to achieving goal success. 

It doesn’t matter if you want to lose weight, get a better job, rebuild your life, rebuild your credit, publish a book, or start a new business. Our goals may all be different and look different. We all have the same objective no matter the goal. That objective is to always get results. Goals without results are simply a source of frustration and a set up to lead you to a setback.

There are two main things successful achievers understand and do consistently well. Below are two golden rules that will have you digging up goal success like a pro:  

1. Finding The Landmines Before You Step On Them

The first golden rule may seem so basic that you may wonder why I even bothered bringing it up; However, you would be surprised at just how many people miss this crucial first step and miss the mark of achieving their goal. Sometimes we just need to be reminded how important this step is.

Over my many years as a nurse, I have lost count of the many patients and people I have worked with on achieving various goals. The goals ranged from seeking better health, better dietary or disease management, helping them to adjust to a change in their declining health status or helping survivors of domestic violence rebuild their lives.

The number one reason that held most of them back was not that they lacked a desire for change or even a lack of ability. Many of them had both the desire and the ability to change their situation but there was one big thing that stood in the way of what they wanted.

The one thing that held them back the most was happening on a subconscious level. Brewing just beneath the surface was a belief that they didn’t deserve good health or whatever it was that we were working towards. They held a belief within, that something or someone else was more important than taking care of themselves. This in turn signaled messaging to the brain that they were not important enough. Without question, this belief torpedoed any chance they ever had of achieving what many of them truly wanted and desperately needed.

Yet, because they believed they weren’t important enough or deserved it enough, the battle had already been lost before the fight even began. One of the most damaging things we can ever do to ourselves when we are setting our goals is to allow ourselves to believe that we don’t deserve success. Most of the time this happens on a subconscious level without us even realizing it.

Taking a little time out to self-reflect and examine if you have any self- limiting and self-destructive beliefs before you attempt your goal digging will go a long way in helping you to dig up the prize. It doesn’t matter how many degrees you have, how much money you spend on career advancement seminars, or how much you invest in your outer image. If you secretly don’t believe you deserve success, you will sabotage every effort to achieve it because you don’t believe you deserve it. If you have any lingering self-destructive beliefs. Identify them, deal with them, beat them and carry on!

“No matter how qualified or deserving we are, we will never reach a better life until we can imagine it for ourselves and allow ourselves to have it.” – Richard Bach

2. Can Someone Pass Me My Success….Please?

The second, and certainly not the least important golden rule is that successful achievers do not wait for permission to achieve. Successful goal achievers do not seek anyone’s approval or permission to succeed. If I’m brutally and somewhat painfully honest, in my younger days in the beginning of my career, I was guilty of feeling like I needed permission from others to succeed.

When I look back on my younger self, I realized how counterproductive, self destructive, and self defeating that really was. I wasted so much of my time treading lightly in the fear of intimidating someone or being seen as different than, I missed out on enormous opportunities.

By seeking or worse needing permission or approval from others to be successful is like handing the keys to your happiness and well-being over to someone else and hoping things turn out okay. The people who are in your life and there to support you will be happy you are succeeding. The only problem they will have is wondering what the heck took you so long!

Share with us what is a recent success you’re excited about! We want to hear from you.

Tracy Brack RN, BSN is an author, registered nurse, domestic violence advocate and motivational speaker. She has worked in some of America's top Level I trauma and training health systems including Yale Hospital in New Haven Connecticut . Her blog @ www.queenadventures.com  is designed to inspire and empower single women to expect and achieve more in their lives. Download her Free Ebook “The Single Woman’s Rise From Pain To Power” @ https://queenadventures.com/from-pain-to-power

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Success Advice

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

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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…)

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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.

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Bridging the gap between employees and employers
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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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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Entrepreneurs

Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs

Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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how to build a business empire
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Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)

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