Success Advice
“JUST DOING” Is The Secret.

I’ve studied many of the successful writers and bloggers in my field. I put all of their success down to one thing above all else: just doing.
I’m a tall, fun loving bloke from Australia who reaches millions per month through blogging. There have been many times where I have wanted to give up. Having something you want to be successful at is hard work and there are so many other distractions that seem much more interesting.
Had it not been for the consistent observation of the successful writers I followed, I reckon I would have given up by now. When you clicked this article, you were hoping I was going to share with you a secret that would change your life – that you’d never heard before.
The truth is you’ve heard it before.
That’s right. THERE IS NO SECRET.
There is, however, a strategy you can follow and you’ve heard it all before.
“Just doing what you love over and over is the secret because so many people hear it and never follow the advice”
Shortcuts don’t exist either.
You can’t get there faster because mastery and being successful is about the “doing.” It’s the showing up every day that will eventually get you what you want. You can’t buy your way to success or cheat your way into it either.
That’s because success is measured by your impact and the value you create, You can’t lie about that, and building up the knowledge that creates your unique value doesn’t happen overnight. Success doesn’t happen overnight my friends.
It takes years.
Well not for everyone, but for 99.1% of you.
Let’s do a case study: for this example will use my mate Jon Westenberg (sounds like Steven Spielberg).
Jon has amassed a massive audience across Medium and LinkedIn and many people think he just came out of the womb, did a couple of years at school and then became this blogging sensation that drops truth bombs like they’re going out of fashion.
Okay, well that’s wrong folks. Jon was addicted to Maccas. He’s tried everything. He was writing on LiveJournal (I’ve never heard of it) and Tumblr for years beforehand. During these years where no one noticed him, he was honing his craft.
Like a lot of success stories, he just wasn’t ready yet. He had to do the “doing” to discover the following:
– What was his unique value?
– What could people learn from him?
– What was the best way to share his message?
– What platform could amplify that message the best?
These questions take more than five minutes to answer. In fact, these questions can take years to answer. That’s why the “doing” is so important.
“It’s the doing that eventually answers these questions for you. You can’t find the answers on Wikipedia or at a conference run by a guru”
Are you willing to spend the rest of your life doing it?
We can do the “doing, ” but because that takes years, it may take up most of your life. This means your motivation for “just doing” better be freaking amazing!
You better have figured out why you want to do the “doing” and what it means to you. Failure to come to this realization will cause you (somewhere in the future) to lose the plot and go off track. Major failures and mishaps in life are guaranteed. It’s during these moments that we take a break from the “doing” and then find it nearly impossible to return again.
Motivation is one of the hardest things to master.
“What none of the picture quotes on the Internet tell you is that motivation comes almost entirely from within. Being self-motivated is how you keep doing the ‘doing.’ “
So, you were hoping to read about a secret.
Sorry to disappoint you yet again peeps. As I said earlier, there is no secret: there’s only “doing.”
If it pleases you, feel free to use the whole doing lesson as the secret that you learned from me today. All you can do is keep doing the “doing.” I promise you that if you do that over and over again, eventually, you’ll find the success you want.
The doing is repetitive.
The doing is essential.
Keep doing the “doing.”
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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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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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:
-
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.
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