Success Advice
Is Failing Really That Important? Here’s the Truth
Failure makes people flexible, receptive, and more accommodating.

Facing failure and criticism is the most challenging task for any human being. Everyone loves success and hates failure.
This is inherent in the human nature. Is it possible to achieve success without failure?
What is Failure?
There is always a gap between expectations and reality. When the outcome is against our predictions despite putting in sincere efforts and energies then it is termed as a failure.
The outcome may be against us either due to internal factors like unknown mistakes or due to external forces, which are beyond the human span of control.
Importance of Failure
Failure brings down excessive ego and makes an individual humble and simple. It also eliminates overconfidence among the individuals. Failure helps in making the individual highly focused on his goals and objectives.
Some people feel too big for their shoes. Failure helps them to resize the same. It makes the people more tolerant and they start empathizing with others. Failure makes people flexible, receptive, and more accommodating.
“Only those who dare to fail greatly can achieve greatly” —Robert F Kennedy
Here are some tools, techniques and tips tips after facing failure:
- Keep cool and composed. Any extra activities at this juncture result in adding fuel to the fire. When faced with failure, the human mind gets tense and does not think logically and analytically. Hence, do not become hasty.
- “Ninety-nine percent of all failures come from people who have a habit of making excuses,” said George Washington Carver. Don’t show your anger over your failure to others. When you are responsible for the failure then what is the meaning of transferring your anger to others?
- Go by the bottom-up approach by looking at the root of the problem and tackling it accordingly.
- If the root of the problem is big then slice it down into small pieces analyze the individual slices independently and integrate the same.
- Immediately think about how you went wrong and where you went wrong. Thorough analysis helps diagnose the reasons behind the failure and what transpired and prompted failure. This step will help go for introspection and provide remedial action so that the mistakes are not repeated in the future.
- Look clearly whether the failure is the result of internal factors or external forces, which are beyond human control. If the mistake occurred due to external forces then it is futile to think through it. If the mistake occurred due to internal factors then this is the time to rectify and take remedial steps.
- Accept the fact that failure is universal. Let us know and accept the fact that small achievers have small failures and big achievers have big failures. It is a well-admitted fact that the higher the fall higher the rise. Think your failure is small when compared with others as it brings solace to you.
- Take it up as a challenge. Don’t take every problem as a problem; rather treat it as an opportunity. It is only the test of fire that makes fine steel. An optimist looks for opportunities from problems whereas a pessimist looks for problems in each opportunity.
- Discuss the failure with your trusted colleagues and friends who can provide the right direction and guidance. Discussion generates wider dimensions and helps to get at the broader format for failure.
A Take-Home Message
Arrogance brings you down and humbleness brings you up. When you tumble you get humble. Bounce back from failure like a rubber ball.
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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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
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