Success Advice
Set Yourself Up for Success in 40 Minutes or Less

Confession: I am not a morning person—I never have been. As someone who consumes self-improvement content like a child eating popcorn by the fistful, I have read over and over that successful people don’t hit the snooze button. Still, shamefully, I always hit the snooze button, and usually more than once.
I am not one of those people who is energized and inspired from the moment my feet hit the floor; therefore, I refuse to believe that only those people can be successful. Over years of trial and error, I’ve come up with a simple routine that helps me get motivated, focused, and proves that you don’t have to be a “morning person” to make the most of your morning.
Brain Warm-Up (10 min.)
The best way to shake the brain fog and ease yourself into the day is to get the gears grinding upstairs as soon as you’re ready to open your eyes. The best part is, you can do this while you’re still in bed! When your alarm goes off (whether it’s the first alarm or one of the three backup alarms you set), reach over and grab your source of brain fuel off the nightstand.
Brain fuel can be anything from a sports article, to a sudoku puzzle, or a word search app on your phone. Journaling is a great way to wake up your mind—or watch a few clips from your favorite motivational speaker on YouTube; anything that will jump-start your thought train, works. Once you’ve finished your puzzle or completed an entry in your journal, you’ll have a little more clarity and awareness as you move into the day.
Affirmations (5 min.)
Now that your mind is engaged, begin to remind yourself of your goals. Come up with and recite affirmations that will lead you toward what you want to achieve for the day, week, month, or year. Whether it’s a long-term career goal, or an aspiration to do better in your relationships, reminding yourself of those intentions establishes a foundation for focus and motivation.
Body Warm-Up (10 min.)
Ok, time to get moving. The body warm-up is not exercise per se, it’s just something to get your blood flowing. It can be as structured or as loose as you would like, as long as it’s effective in energizing you. Do some high kicks and hip twists—jumping jacks are great, or take a stroll around your backyard.
If you’re lacking inspiration, look at your favorite workout routines and replicate some of the low-impact moves in your bedroom or living room. If you want more structure, spend five minutes stretching and then go for a five-minute walk. Again, you’re just trying to move your body enough to level up your energy.
To-Do List (10 min.)
Writing down your tasks for the day is essential. Making a to-do list encourages you to maintain focus. If all of your important tasks are written down in front of you, it becomes easier to allocate your time and successfully manage your day. I’ll tell you my secret to making to-do lists: keep it simple.
Don’t set yourself up for failure by jotting down a number of things you know you can’t complete in one day. To-do lists should be manageable and bring a feeling of relief, not a feeling of dread. Don’t forget to double-check that all your to-do’s line up with your intentions for that day and are on track with your goals.
Two-Minute Tasks (5 min.)
If you have a chore or a task that takes two minutes or less to do, do it now. Things like: emptying the dishwasher, scheduling a dentist appointment, or placing an online order for more of those special treats your dog likes, usually fall into this category. Most people procrastinate in performing these types of menial tasks because they see no serious consequence if they get put off until later.
But when small tasks start to pile up, they can cause a big problem, cluttering up both your mental space and your physical space. Get the easy stuff out of the way first so you can focus on the bigger stuff. When I don’t have any two-minute tasks, I usually spend this time straightening up a messy room in the house, or I log into my email and do a quick clean-up of my inbox. If you’re able to get a couple of things off your plate before your day even gets started, you’ll feel more empowered to take on whatever lies ahead.
Personalize It
Play around with the above routine to see what works for you. Maybe you prefer to get your body moving first because everything gets easier from there. If starting the day with affirmations sets you in the right mindset, do that. Don’t overcomplicate the routine by pushing yourself too hard. If you’re not a reader, watch a TedTalk for brain fuel. If you’re not able to come up with your own affirmations, find some examples online. Use this series of actions as a base to build your motivation in the mornings and then customize as needed. Set yourself up for success regardless of when your day gets started.
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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
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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.
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