Success Advice
I Had To Give Up A Lot To Get Here – And That’s A Powerful Advantage You Should Consider.

A business I loved.
A network of friends that partied hard.
A negative, useless mindset.
A set of rules that I didn’t create.
A routine of daily habits that made no sense.
Saying yes to stuff I didn’t care about.
Giving up stuff gives you focus to work on your goals.
If you want to achieve a big, audacious goal that makes us all sit back in our chairs – that will change the world – you have to learn to give up more. Sounds counter-intuitive but it’s not.
This is not about being a crybaby and giving up as soon as things get a little tough. This is about doing less so you can achieve more. It’s about focusing rather than letting your attention be played with like a set of marbles lying on the floor that have no home to go to and are fun to play with.
It’s about rejecting more and being okay to say “Enough is enough, I’m giving up so I can win more.”
Giving up is not the traditional self-help advice you’d read in any book produced by someone that has a top-ranking iTunes podcast. That’s because giving up is really hard and it can make you look ridiculous. How you look doesn’t matter so much anyway.
“No one is going to slap you in the face, throw iced water on you, and tell you to focus on fewer things. No one is going to tell you to stop doing what you don’t love and that’s why you must be the one to make the decision to give up”
I can’t make that decision for you. Instead, you have to be honest with yourself and decide to give up on a few things that no longer serve you. You have to get clear on what does matter, so you can give up on what it’s pointless, useless, not working and stealing your time.
This means you’ll have some short-term pain but you’ll get the longer-term benefits. Those benefits may take a while to surface and show their beautiful face though. Patience is needed.
People that follow me on social media think it’s about what I’ve achieved. What they don’t know is what I had to give up. They don’t know how challenging it was to be on my knees, with nothing, going for broke, being tired, emotional and worn out, and still believing that I had it within me to change the world in some significant way.
I get that no one knows your struggles quite like you do and that can be frustrating at times. Complaining won’t help you make progress or have more time; giving up will. Giving up will get you back in the game.
The battle your fighting is the same for every one of us too. Your problems are not unique. We all have to sacrifice stuff we love and things we like doing to get the time we need to focus. It’s so cliché but unless you put in the work, do less and do a few things really well, you’ll be forever scratching your head like a loser wondering why life is passing you by and you’re not feeling fulfilled.
You’ll be forever searching for motivation or external forces rather than understanding that it’s your fault that you didn’t give up X sooner.
Giving up is perfectly fine. It’s what I did to get where I am and it’s what you must do to live the life you’ve always dreamt of.
If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net
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…)
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

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…)
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.

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
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.

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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