Success Advice
Joel Brown’s 4 Powerful Dimensions of Success

In 2011, Joel Brown, now Founder of the widely popular motivation website Addicted2Success.com, was working as a salesman in the corporate world. The Chief Operating Officer of the company he was working for invited Joel to an intimate workshop where he came across the “Wolf of Wall Street”, Jordan Belfort.
Meeting Jordan was Joel’s first experience to a person that challenged him on his vision. Joel was told that his purpose was the intersect between “what he was good at”, “what he loved doing”, and “what solution he would love to bring to the world”. That night, Addicted2Success was born and it came due to an intersection of Joel’s expertise in marketing/networking, his love for reading books by a myriad of influencers like Tony Robbins, and his solution which he conceived as sharing the knowledge he learnt from his experiences in the music industry, corporate world, and even as a snake handler in the north west of the Australian desert.
Today, Addicted2Success stands as the world’s premier motivational website receiving over 120 million views in the last six years, and having over 2.2 million social followers across various platforms. Like his company, Joel has also grown into becoming a person that speaks globally on self development and developing a successful brand online, and an avid philanthropist. He will be featured in four documentaries this year including “RiseUp” and “THINK” alongside behemoths like Tony Robbins, Dwight Howard, The Dalai Lama, Jack Canfield, and Bob Proctor.
“It is in your moments of decision that your destiny is shaped” – Tony Robbins
When I asked Joel what he credited his success to, with no hesitation he said “self development”. To Joel, self development is a constant journey an individual takes to fill the gap between who they currently are and who they could potentially become. Joel has interviewed over 100 successful individuals from Gary Vaynerchuk to Deepak Chopra.
In doing so, he has discovered an underlying pattern of abilities these successful individuals posses and this discovery led Joel to create four dimensions of success that directly affect self-development in every human being. Joel puts these dimensions to work in his own life in the form of his coaching program.
Dimension #1: Values
Values present individuals with a compass in life and by virtue, they guide you. If you do not operate by your values (I.e. you go by someone else’s definition of success), you will have a difficulty in achieving your full potential. Your values can encompass anything from business and fitness to charity and family. Joel believes that people should strive to figure out their top three to four values as by doing so, they can tie their goals to their values. For example, one of Joel’s top values is self-development (contribution).
When Joel went about building a business he simply implemented an element in the business’s culture that served to service and contribute to others which only drove him more to work at building and growing the business. Joel believes that motivation comes from external sources and thus is not as sustainable as inspiration which is intrinsic and comes from a hunger to succeed. That hunger can come about when you link your values to your goals. It’s just not as simple as reading quotes on positivity.
Dimension #2: Beliefs
Joel equates beliefs to being ready and that in order to succeed you have to believe in yourself but more importantly have an unwavering belief that whatever you want to achieve is possible whether that be a business you wish to build, or a record you wish to break. Joel’s favourite story is of a man who had an unwavering belief to build his business that despite being turned down by 302 banks for financing, he continued to strive towards his vision. That man was Walt Disney. To succeed, one must stack their empowering beliefs over their limiting beliefs.
Joel recognizes that humans tend to default to the negative, and due to this recognition he believes that in order to counter act those limitations, we have to focus as often as possible on what we believe is true and possible.
Dimension #3: Habits
Joel equates habits to being willing to change your own life before you change others. Habits are daily actions that can get you closer to success. They can range from actions as small as twenty minutes of meditation to reading three books a week.
To think that you will change as a person overnight is absurd, but to think that your willingness to change in itself is a sign of success is empowering. After all, habits are powerful and if you choose unhealthy habits they can act as a detriment to your success. Joel sums it up best: habits will make or break you.
Dimension #4: Skills
The last dimension is skills and Joel equates this to ability but not just the ability to perform technical tasks but also to excel emotionally (i.e. great communication, becoming self aware).
In the world we live in, Joel recognizes the plethora of online resources from webinars to podcasts that are at our disposal. However, simply reading many books or watching a lot of videos is not enough. It can provide foundational knowledge but in order to get to understanding the intricacies of your subject or industry, you need to surround yourself with people that have your desired skills. Joel loves that Elon Musk when he started SpaceX surrounded himself with the world’s best rocket scientists and picked their minds for hours daily.
So great, you’ve read these four dimensions and some of you might even be feeling motivated and ready to go. Now what? Joel believes that there is no real self development without action. In life, Joel has strived to acquire wisdom and he believes the only way to transform your knowledge and understanding into wisdom is through action.
“At any given time, you are either moving closer to or further away from success.” – Joel Brown
—————————————————————————————————————————
To access Joel Brown’s podcast interviews with some of the world’s most successful people and videos, head over to iamjoelbrown.com
If you would like to learn more on how to build a million-dollar online brand like Joel, subscribe to his mailing list!
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:
-
Build diverse talent pipelines
-
Embrace flexible work models
-
Design compelling career paths
-
Simplify HR processes
-
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…)
-
Change Your Mindset4 weeks ago
Why Ideas Are More Valuable Than Resources for Entrepreneurial Success
-
Entrepreneurs4 weeks ago
Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs
-
Health & Fitness3 weeks ago
The Surprising Link Between Exercise and Higher Income
-
Entrepreneurs3 weeks ago
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
-
Entrepreneurs2 weeks ago
The Leadership Shift Every Company Needs in 2025
-
Change Your Mindset2 weeks ago
7 Goal-Setting Mistakes That Are Secretly Sabotaging Your Success
-
Success Advice1 week ago
What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
-
Success Advice5 days ago
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)