Success Advice
It’s The 50 Things You Do Beforehand That Lead To Your Ultimate Success.
“Oh great, another tricky, dicky headline from that knob jock blogger Tim.”
That’s what you’re thinking, I know.
Well, I love sharing the truth and a lot of the time it doesn’t look pretty. There’s a vision we all have to do something incredible even if we don’t admit that publicly. Incredible, by the way, could just mean raising a family of beautiful children.
The thing is that not having the answers to what that end goal looks like is the best part. Let me explain.
Right now what you see is my blogging career. Before today there were 50 other things that look totally unrelated on the surface.
Here’s how I got to now:
- Started out swimming as a child then quit
- Played the flute and then quit
- Joined a choir, then my voice broke, then I quit
- Began playing drums then quit
- Became a DJ then quit
- Started producing other peoples music then quit
- Became a successful entrepreneur then quit
- Trained to be a fitness freak and then quit
- Became a finance professional then quit
- Mastered the world of tech and then partially quit
- Wrote 400+ articles for a blog called Addicted2Success and didn’t quit
- Published more than 500+ articles on Medium and didn’t quit
- Published content on LinkedIn every day for a year and didn’t quit
Here’s my point: those last three dot points are what you see now but what you can’t see is everything that came before I started blogging.
Everything you do plays a part in the end result.
While singing in a choir might seem totally unrelated to blogging it’s not. Just like djing and swimming are not unrelated either.
Swimming taught me to overcome my fear of deep water.
Being in a choir taught me what it was like to be on stage in front of people.
Djing taught me artistry and creativity.
The 50 things I did prior that you didn’t see allowed me to do what you see me doing now in the form of blogging.
No matter what you start and stop in life, it will play a part in the 1–2 things that you end up being successful at and hopefully become known for.
“Don’t discredit anything that transpires in your life. Every day is contributing something valuable to your future success even if it doesn’t look like it”
Not having the answers is what makes it fun.
If I could tell you right now how you’d get to your ultimate success, it would take away all the fun.
Never in a million years did I expect to become a blogger but here we are.
Getting here has been a load of fun and I still have no idea where this will all lead. Maybe, like Tim Ferriss, blogging could lead me to podcasting. I’ll never know if blogging is my ultimate version of success and that’s the best part.
All of us (including me) are just taking steps forward and learning as we go.
Quit trying to have all the answers because it’s not going to make any difference in the long run.
You can’t predict success all you can do is work your way towards it and earn it for yourself.
Don’t underestimate the ‘art of doing’
I’m obsessed with the doing because it’s the only thing I can control.
I’m reminded daily about the ‘art of doing’ by people who reach out and want to also be known for blogging.
Many of these wannabe bloggers write something but never publish it because it’s not perfect.
Then they finally get the courage to hit publish and the world doesn’t stop and notice their Harry Potter, chart-topping piece of writing. It’s an anti-climax for them which makes them spiral further down the black hole of disappointment.
What these wannabe bloggers underestimate (without sounding too cocky) is that if they repeated the habit of publishing something every day for a year that’d be able to see where blogging could lead.
Hitting publish once is not enough and the first time you do it, it will probably suck.
The only trick for the record that I’ve ever used to accelerate my success in blogging is hitting publish as often as I can and being disconnected from the result. JonWestenberg taught me this.
Even if you fail at something like blogging it will lead you to the next thing and the next thing and so on. Eventually, you’ll find what it is that lights you up and helps you to achieve your own version of success.
Nobody (including me) can predict what that one thing will be. My advice is the opposite of many people out there. Change around your hobbies/passions as much as you like.
Learn something from one field and then move on. While you experiment and switch paths, you’ll eventually find what you’re looking for. I hope you can see that to be true through the story I’ve just shared.
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If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net
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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
-
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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