Success Advice
How to Build Character That Guarantees Lasting Success
Your character is what sets you apart from others

It is easy to get caught up in the idea that success is solely based on one’s abilities and talents. While it is true that having skills and talent can take you far in life, it is ultimately your character that determines how long you stay at the top.
Your abilities may open doors for you and give you a head start in your career or personal goals, but it is your character that ultimately defines who you are as a person.
Most notably, your character is what sets you apart from others—what people remember about you despite what talents you have and what success you have achieved.
The Characteristics of Character
Being of good character means having integrity, honesty, resilience, and humility. It means being able to face challenges with grace and perseverance, and to treat others with respect and kindness. It means being able to admit when you are wrong, and to learn from your mistakes.
When you exhibit these aspects of character, people are more likely to trust and respect you. They will be drawn to your authenticity and your ability to handle difficult situations with grace and maturity.
Your character will also help you build strong relationships with others, both personally and professionally. In times of adversity, it is your character that will guide you through.
It is easy to be successful when everything is going well, but it is during challenging times that your true character is revealed.
“Talent sets the floor, character sets the ceiling.” — Bill Belichick
How to Develop Good Character
Character is not something that can be bought or learned overnight. It is something that is built over time through your actions and choices. It is a reflection of your values and beliefs, and it is what ultimately defines who you are as a person.
Here are some steps you can take to becoming your higher self.
- Clarity—People trust the clear and distrust the vague. Communicate clearly and frequently.
- Compassion—Think beyond yourself: listen, show appreciation, be engaged, and serve others.
- Consistency—Be consistent in your thoughts, words, and actions. Always ask, “Am I doing the right thing?”
- Competency—Humility is the first step in learning. Stay competent and capable.
- Commitment— Honor your commitments, which includes loyalty and dependability. People who stick with us when things are tough are the ones we can really trust.
Don’t be a victim of circumstances. Your choices create your circumstances. Own your choices and your actions
As you strive for success in all areas of your life focus on building a character that is rooted in integrity, honesty, and respect. Nurture your relationships with others, and always stay true to yourself.
In the end, it is your character that will truly determine your success and happiness in life. So, aim high, work hard, and always remember that while ability may take you to the top, it is your character that will keep you there.
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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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