Success Advice
Keep Any Project on Track With These 5 Strategies
Planning and executing a project is crucial to its success.

For every company it is important to keep developing and growing. To do so, there are many ways a business can continuously grow.
One of these methods is by having multiple projects running. Starting a project can be a challenging task, but once a project runs smoothly, it is also a very exciting task. But what is the best way to set up a project as a company? You have to take different aspects into account and anticipate different situations.
In this article, we will discuss five tips that can help you keep your projects running smoothly.
1. Create clear goals
Just as with every other project, it is important to set clear and reachable goals. These goals should satisfy a number of aspects. First of all, they should be measurable. By making the goals measurable, you and your team will know when a goal has been reached.
It is important that you do an initial measurement and a final measurement, so you know if and when progress has been made. In addition, formulated goals should be realistic. By setting realistic goals, you can work more efficiently and effectively. When a goal seems unrealistic, it can reduce motivation because the goal seems so far away.
Setting reachable goals is not only important for the project itself but also for the team. The project goals will also make sure that everyone who is working on the project has the same direction for the project in mind.
Now everyone knows what they want to achieve and can think of how they can achieve it.
2. Make use of software
Besides setting clear and realistic goals, it is also important to use different software. Using project management software allows you, your project members and your company to streamline communication, distribute tasks and track progress. This gives a good understanding of the current state of the project.
Furthermore you and your team can track the current progress and see how far the goals are from being reached. Monitoring the project progress is essential to ensure that everything is on track.
There are different online platforms that could help you and your team to streamline communication. The best part about using an online platform is that everyone can always have access to it.
Maybe some employees work at home for a couple of days in the week, this will be no problem when using online software.
3. Keep communicating well
Having good communication is important in every company and project. Not having clear communication, team members and stakeholders could feel detached to the project and therefore your company.
By communicating structured with the team, they can keep each other up to date on the status of different projects, furthermore you can help each other if needed and ensure that everyone stays involved in the project.
It could be a smart move to assign one person to manage the communication within the project. This person will be responsible for streamlining the communication and informing everyone regularly about the progress.
By doing so, everyone will know who to talk to when they would want some more information about the project or have some specific questions.
4. Risk Management
There are risks associated with every project. The bigger the project, the more risks are involved. It is therefore very important that you recognise and acknowledge potential risks at an early stage. This is where risk management can help you.
By writing down potential risks, you identify what could possibly go wrong. After this, you can develop a plan on how you want to mitigate each risk. By performing good risk management, you show that you know what you are doing.
This keeps the motivation of your project members high. So it is very important that you regularly identify potential risks and adjust your course if necessary.
Also for this matter, it can be important to assign one person to be responsible for risk management. This person can develop him or herself to learn about risk management and to follow different courses on how to prevent risks.
It is important that one person is the responsible person who can be contacted by stakeholders or interested to learn more about the project.
5. Flexibility
Having flexibility in a project can be a very important aspect in a project. Every project involves risks, therefore unexpected changes, potential delays, challenges and extra costs can occur. It is therefore important to be able to adapt the project and the team to changes in the planning.
It is therefore also important that everyone is resistant to changes and can handle uncertain situations. Try to collaborate with flexible and open minded people that are proactive and want the project to succeed.
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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:
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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
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.

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