Success Advice
How to Open New Doors of Opportunity and Wake Up Fulfilled

Everyone is screaming to live a meaningful life and do something that matters. You look on all the bookshelves and at social media influencers, it’s a common message to find your passion. It begs the question though, are those same people living the life they desire? I am sure many are living a life fulfilled but there are so many that aren’t.
If that was the case, we would not be fighting against an identity crisis. The majority of the world would not be living in stress, anxiety and wake up every morning fighting to get out of society’s imposed rat race. We know at a basic level that life is meant to be filled with excitement and that we desire to have an impact.
The problem is that most individuals do not understand this, otherwise people would not continue to open up the same doors to life. Those doors include going to school, getting a degree, finding a job, getting married, having kids and then crossing your fingers that you work hard enough for 40-50 years in order to actually start enjoying your life!
The New Door of Opportunity
Yes, we do have an identity crisis and are struggling to win the battle against stress but the underlying issue is a lack of clarity. Clarity about who we are as individuals. Clarity about the type of life we want to live.
Clarity is not comparison! Comparison is confusion. Clarity is the first new door of opportunity you can give yourself today. The reality is that if you want more out of your life then you must change. You must change the image you hold of yourself. Do not be scared of change because with no clarity, no change and with no change comes no growth.
Here are the 3 Steps For Greater Clarity
Step 1: Vision
First, you must define and create a vivid vision of your future. Most people are sucked into the rat race of life because they have no mental image of what it is they desire. People are conforming to others beliefs, lifestyles and even the way they dress because they have not taken the time to decide what they want out of life.
When you form a clear picture of your future, it’s a boost in your own self-confidence. The confidence to walk away from people, places or opportunities that do not align with your future. On the flip side, it also gives you the confidence to reach out to people or opportunities that move you closer to who you want to become.
Many people never take the time to actually sit down and think about their future. They are stuck inside their fixed mindset and think that this is just as good as life is going to get. You are the creator of your future.
Take time today to define what you want your life to look like so that you can begin becoming that person. You do not become a millionaire after you make a million dollars. You become a millionaire in the years, months and days leading up to that moment.
“Success without fulfillment is the ultimate failure.” – Tony Robbins
Step 2: Thoughts and Feelings
Once you have created the picture of your future self, what feelings will that bring to your life? Does your future self bring you more peace? Maybe joy and happiness? Even a greater sense of purpose and meaning?
Now you can begin writing down the feelings you want to experience everyday. Like so many people today, they crave more peace and less stress. You can not wake up everyday and stay addicted to your stressful thoughts and expect to gain peace of mind. What thoughts can you start thinking of today that will bring a greater feeling of relaxation.
Begin living as your future self. How would that person walk and talk? What would they eat? How would they experience life? As you start practicing those feelings everyday, it becomes a new excitement and energy booster. Just like you can become addicted to the feelings of stress. You can also become addicted to joy and excitement.
Step 3: Living Meaningful
The all important piece of life, we crave to live a meaningful life. This is determined by the actions and behaviors you take each day. What areas of your life are most meaningful? For some people, that might be giving back to charity or the local community. This could mean a multitude of things.
It can be in the form of a donation to a charity that impacted you or someone you love. It can also be volunteering to coach a little league baseball team because that ballpark had such an influence on you growing up. Here again, you must decide what is meaningful to you. Because as human beings, we all crave connection. In a world where we are virtually connected during all hours of the day, what we really crave is meaningful relationships.
Who could you reach out to today to strengthen a relationship with in your life? Not just a phone call or text but to go sit down and enjoy the human experience again. This might mean leaving your phone in the car during a night out and focusing on the people around you. That is a huge part of living meaningfully.
The greatest part about our lives is that we have the power of choice. We get to choose the lives we want to live. We have the power to become very clear about what we want to experience. You do not have to wait for anyone or anything. Do not wait until tomorrow to begin. Decide today what your life will look like a month from now, one year or five years. Your list and picture will change over time because you will grow as a person and greater clarity means greater growth. With new growth comes outstanding life experiences.
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Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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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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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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