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Stack The Deck: 3 Ways To Ensure You Actually Reach Your Goals

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If you’d like to learn how to properly set sustainable goals so you can accomplish them and improve your life, sign up for the free 90-Day Master Class hosted by the founder of Addicted2Success.com, Joel Brown.


Most people get goal setting all wrong. Goal setting is not a complicated thing. In fact, once you know what you’re doing, it’s quite straightforward. However, somewhere along the line, people seemed to confuse goal setting with resolutions. They can also confuse goal setting with daydreaming or with wishful thinking. That’s not goal setting. Saying I want to:

  • Lose weight – isn’t a goal
  • Run a marathon someday – isn’t a goal
  • Start a business eventually – isn’t a goal

These are aspirations and yes, they are fantastic. But they are not goals, or at least they aren’t goals that you are going to achieve. Why? Because they lack the correct structure.

Weight loss

Years ago, I made one of those classic goal setting mistakes that I just touched on. I set a goal to lose weight. In fact, I declared that I would lose something like 30 pounds in six months. A very noble endeavor.

Jump ahead to the end of the story and, wow, I ended up losing those 30 pounds! Congrats to me! Better yet, I’ve been able to keep that weight off all these years. But…I didn’t do it within six months. Instead, it took me roughly three years.

It’s great that I achieved my goal, eventually, but it would’ve saved me so much struggle and frustration if I had been aware of the right way to set things up from the beginning.

“Begin with the end in mind.” – Stephen Covey

Reading more

This year I set a goal to read two books a month. This is a huge goal for me because I am a notoriously slow reader so reading one book a month is tough. Getting two done is a real stretch, but nevertheless, that was the goal I set for myself.

Applying the lessons I’ve learned over many years of goal setting, I planned out my goal.

  • I formulated my strategies for how I would read more (like speed reading and listening to audiobooks)
  • Decided when I would read each day (mostly during lunchtime)
  • And created better systems for myself (especially in regards to note-taking)

And… how am I doing? Well, as of May I’ve already completed 17 books. I’m reading way more than just two books a month and am doing it all while growing my business, being a devoted first-time parent to my teething six-month-old, and pursuing 10+ other goals. If I can do it, so can you.

That said, I’ve learned a great deal about goal setting over the years. And what I’ve found is that, among other things, there are three rules you need to follow to set goals that you actually achieve:

1. Set goals that you can control

The first rule of effective goal setting is to set ones you can control. Control is important because many people give up on their goals when things don’t work out for them. But more often than not, those things that don’t work for them are outside their realm of influence.

Sure, you can set a goal to make $1,000 more this month than last month, but you have no control over whether or not someone buys your product. What you can control though is how many sales calls you make. So instead of setting a goal to – make more money this month – you should set one to – make 50 sales calls a day.

You have no control over the former, but you have full control over the latter. And because you have control over it, whether or not you achieve it is on you. You either make the calls or you don’t. Success or failure is within your grasp and no one else’s – it’s a good thing.

2. Don’t overdo it

Rule number two is to only set one goal per each area of your life, max. Your time is finite so if you set numerous goals for your job, you are going to constantly feel pulled in every direction. This strain will eventually cause you to either burn out and quit or make mistakes. 

Instead, set just one goal per area of your life. Have just one fitness goal, one education goal, one career goal. That way you increase your focus and decrease feelings of stress.

“A goal properly set is halfway reached.” – Zig Ziglar

3. Make adjustments as needed

Rule three is to never get “locked-in” with your goals. Another common reason people give up on their goals is because they either set ones that are unsustainable or they miss a day and decide to quit.

For example, let’s say you set a goal to run 30 minutes a day, seven days a week. Great! Now, you may do that for a week or two, but by the end of the month you’re exhausted. You may have even missed a few runs here or there.

You’re ready to give up. You feel burnt out on running and want to quit because you didn’t do all the runs you set out to do. Resist that urge! Instead, celebrate the runs you did complete and recognize that you simply need to adjust your goal to make it more sustainable.

Seven days a week might be too much, but five is just enough to push you without burning out. Much better! With that in mind, don’t be afraid to adjust your goals when you find yourself getting exhausted or coming up short.

Your turn

Follow my three rules when setting goals moving forward. Remember to set ones within your scope of control so that you can be in charge of the progress you make. To avoid spreading yourself too thin, only set one goal per each area of your life. And above all else, if you find yourself giving up or burning out, feel free to adjust your goals so that they are more sustainable.

You will achieve your goals. Just keep taking one positive step after another.

Do you have a process for setting goals in your life? If so, please share it with us below!

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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

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leadership tips for new CEO
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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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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.

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Bridging the gap between employees and employers
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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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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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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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Entrepreneurs

Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs

Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)

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