Success Advice
In Order to Succeed You Have to Stay Hungry and Humble

Staying on top of our game in this competitive world is harder than ever. There’s little room for error, and there will always be someone gunning for the crown. To remain on top, we must realize that success is temporary and it’s paid daily through blood, sweat, and tears. We’re just tenants in this game, and our landlord can kick us out at a moment’s notice.
To pay our dues, we must remain hungry and humble-hearted. We must not feed into our ego and avoid believing the stories we tell ourselves. Stories that magnify our strengths while minimizing our weaknesses. It’s these tall tales that inflate our pride and have us thinking that we’re larger than life.
It’s this reason that Kanye claims to be a god and why Chad Ochocinco (retired star receiver for the Bengals) changed his name to his own number in Spanish. This tendency to let success get to our heads becomes a debilitating handicap and one which will eventually pull us under.
By buying into these stories, we end up sabotaging our psyche. We think we can slack off and still receive the same results, but that couldn’t be further from the truth. It’s at these critical moments that we must have the awareness to step back and humble ourselves.
Realize that we’re human and that nothing lasts forever. With this attitude, we’ll be better suited to adapt to the flow of life, while capitalizing on every opportunity that presents itself. On the other hand, when we let our heads get too big we end up setting ourselves back by ostracizing others and overlooking chances to grow. We think we know it all and we stop learning.
By limiting our expansion, we soon become stagnant. While resting on our laurels, we then get surpassed by those who are hungry and willing to work.
“Believe in yourself! Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy.” – Norman Vincent Peale
Humbleness and hard work will pay off
For instance, after sustaining a devastating ACL tear in 2011, Adrian Peterson, an NFL running back, was facing a long road to recovery. Many players don’t return from such knee injuries and most didn’t believe he could play at the same level.
This didn’t stop Peterson however as he quickly got sewn up and immediately started the recovery process. Not much was heard from Peterson in the months that followed, but on opening day a lot was seen.
After enduring the rigorous rehabilitation period, Peterson scored two touchdowns and averaged nearly 5 yards on 17 carries. Peterson would end up capping the season with 2,097 yards and 9 yards shy of the world record.
Peterson carried the Vikings into the postseason that year with little help from his offense and did it with no flashy touchdown celebrations and very few words. When asked about his season he said he’d take a playoff berth over 2,000 yards any day.
Peterson’s selfless attitude and ability to work through pain despite his past success is truly commendable. When most would have not been the same as they were before the injury, Peterson defied the odds and rose to the occasion.
It’s this type of mindset that we too should adopt to reach new levels of success. Instead of sitting back and letting past victories go to our heads, let’s attack the day as if the scoreboard reads 0-0.
With no ground gained and no ground lost, we’ll be forced to view ourselves objectively. As a person trying to make it in this world. Nothing more, nothing less.
“With trials, you become wiser. You learn more about yourself and the people surrounding you.” – Adrian Peterson
Are you staying humble but hungry or are you letting success get to your head? Comment below!
Image courtesy of Twenty20.com
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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:
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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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