Success Advice
Quit Focusing On The Outcome — A Simple Way To Get More Of What You Want.

Being obsessed with outcomes is messing up the chances you have to do more of the work you love.
The goal orientated world we live in preaches outcomes and in the business world that takes the form of KPI’s. Outcomes are like having dessert as the entree — it doesn’t make sense.
Much of my career has been focused on outcomes until I figured out how to get more of what I wanted.
The three phases I went through were these:
Part One: Hustle/work hard.
At the start, you don’t need any motivation towards an outcome you want in your life. Momentum happens because the sheer shine of your new idea does all of that for you.
When I first started blogging, the first fifty articles were the easiest to write. I had no expectations, audience or critics to tell me I was a moron. I’d sometimes write for eight hours at a time and it was easy to punch out 3000–4000 words with my eyes closed.
I preached the idea that you have to work hard because that’s what I was doing and thought “Well if I have to do so much work then everyone else should too.”
I still believe in working hard, but it’s not my only criteria anymore to enjoy life. Things have evolved and hard work alone is not enough.
Part Two: First success
In the first year of blogging, I had my first taste of success. I wrote an article that had 84,000 shares on Facebook.
I fell for the delusion that I’d be Tim Ferriss or someone of that stature within a few short months. Oh, how wrong I was…haha.
There were several more mini-successes after that, but there was a lot of nothingness in-between each milestone.
Part Three: The plateau
I spent much of my career on the internet trying to hustle, work harder than everybody else and produce as much content as I could.
Like anyone that has tried to focus on outcomes, there comes the inevitable part called ‘the plateau.’
Then there was a period where for about a year there was silence. I hit a major speed bump and wondered if writing about entrepreneurship was what I wanted to do.
Out of boredom from being single and hating my job, I kept going. There was still no change or progress for a while. I kept focusing on my goal but if the truth be told it didn’t really motivate me.
There were many times during this period of nothingness where I could have given up. Then, things started to change
Part Four: The realization
A man named Torio sent me a message one day saying I’d helped him.
From that moment, I stopped focusing on the outcome.
I discovered that focusing on the process was far more important. That process for me was giving everything I had to inspire one person. Step by step I just kept focusing on that goal.
It was the process of blogging I’d fallen in love with by accident.
Now all I concentrate on is following the process I’ve created and trying to be just 1% better every few months at helping people. I read, write, fail, get criticized, take risks and repeat.
What you learn is this:
Show up and commit to the process.
Quit trying to get something through an outcome-based approach and focus on helping people solve a problem. Every time you get to help someone it feels much better than achieving any goal.
Hitting 84,000 shares on that early Facebook post meant nothing compared to the entrepreneur who emailed me and didn’t commit suicide because of an article I wrote.
Expect nothing.
Focus on what you can give.
Enjoy the whole process.
If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net
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.

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…)
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