Success Advice
How to Create Meaningful Momentum Fast for Real Change

Change can be difficult for anyone, but when you’re looking to shift your life quickly and make it last, there are specific actions you can take that will enhance your chances of success. The thing that will give you the most momentum the quickest is celebrating the small wins with each step you take toward lasting change. Here’s how you do it.
Make the decision
This may sound simple, but it’s not as easy as it sounds. How many times in the past have you wanted to change something about your life but you claimed you weren’t ready yet? Or maybe you just put off making the changes until some date in the future that came and went faster than you anticipated, so you didn’t follow through?
Making the decision is a non-negotiable, irrevocable choice that you commit to. There’s no room for readiness to seep in and sabotage your efforts because you’re willing to make the leap whether you’re ready or not. It’s this level of commitment that makes the difference between temporary and permanent change because you don’t just make the decision once. You have to make the decision over and over again every time you want to give up or turn around.
This is one of the most important and powerful skills that you’ll learn how to implement in your life. And once you harness it, you can use it to create change at a faster rate than ever before.
Change environmental factors
It’s really hard to allow yourself to be different within the same space you’ve been occupying. That doesn’t mean you have to move or completely upend your environment to create change. But it does mean that you need to look at your environment and ask yourself these two questions:
- What in my environment is supporting the change I want in my life?
- What in my environment is hindering the change I want in my life?
By asking these questions and taking an honest inventory, you might be surprised by what needs to change in your environment to meet your new needs. Maybe you simply need a new houseplant or to make sure the dishes are cleaned every night before bed. Maybe you need a new organizational box to keep your toiletries orderly. Or maybe you have a couch you hate that needs to be replaced. Whatever the case may be, making the changes these insights offer you will help you get closer to making lasting changes.
“The secret of change is to focus all of your energy not on fighting the old, but on building the new.” – Socrates
Shift your habits
Now that you’ve addressed your mindset and your environment, it’s time to look at how you’re behaving. All of these elements work in concert with one another to create change. They don’t stand up to the test of time on their own. So the next thing you need to address is how you be.
When shifting your habits, you have to be conscious of what you’re doing. You have to take things off of autopilot and make intentional choices. You may need to shift one habit at a time, or you might need to make radical changes all at once. Either way you approach it, spending 60 – 90 days of intentional action will help you shift the old patterns out and build new autopilot behaviors. This requires dedication to the process and a commitment to the change. But every time you choose the behavior you want to express in your life, you build momentum to carry forward.
Give up excuses
This is one of the top sabotaging behaviors that can derail your progress if you’re not careful. Excuses don’t show up and tell you to throw everything you’ve worked for thus far away. Excuses tell you to break your commitment just this once. The problem is that once you’ve broken your commitment to yourself, it’s difficult to go back to keeping it.
There will always be a reason to go backward. Traumas, fears, and tough times will show up, and you’ll want to revert to your comfort zone. Don’t. If you don’t learn how to hold your new standards of change when things are tough, then they won’t become part of you, and you’re reaching to do better because you’re ready for the next level you. So stick to the decision you made and commit to this new version of your life.
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
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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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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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.
Entrepreneurs
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