Success Advice
Starting Fast Is Important but Finishing Strong Is Vital to Your Success

As Entrepreneurs we have no shortages of ideas. Some good, some bad, and some downright terrible, and with that comes many projects. Now a lot of emphasis is placed on the speed of implementation, but the real emphasis should be completion.
Simply put an unfinished job does nobody any good. There are many excuses as to why a project is not completed but no good reason. You’ll see it everywhere you go from big corporations, small shops, and everyday households. Ideas that are half-completed and abandoned for the next shiny object.
If you string along enough of these half-completed projects it becomes a habit, and soon you’ll have trouble finishing anything. It’s a self-sabotaging script that plays on repeat and you may fall into the same tricks time and time again. So it’s critical that every project has a start but more importantly an end date.
What you can do to change this habit
Without it you have a bunch of would be ideas and a portfolio riddled with I owe you’s. So to counteract the squirrel syndrome you have positioned yourself correctly. You must have a structured and detailed time line with check points along the way. Layout tasks and dates that correspond to consistent progress pushing you towards your ultimate goal. By doing this you give yourself a tangible way to measure advancement which encourages you to stay the course.
Consistency is the key, without it you will lose momentum and stall out. So you must create a system that keeps you focused and moving in the right direction. If at any point you dip in production or motivation you run the risk of losing it all. It’s far easier to maintain a regular level of production rather, than putting 110% effort one day and 30% another.
Lets use the tortoise and the hare example. Everyone knows that the tortoise was outmatched by the faster rabbit, but he had a consistent pace that ultimately pushed him past his sporadic opponent. By applying this principle to your everyday work you make it easier to finish projects.
Another trick is to knock out the biggest task early. Get it out of the way as soon as possible and you’ll find that everything you do after will be easy by comparison. Not only do you finish the most difficult assignment, but you give yourself the mental boost to keep going.
“The secret of success is consistency of purpose.” – Benjamin Disraeli
Not all projects are destined to be completed
People change, times change, and sometimes it’s just not feasible. Volatility is part of the world we live in, and sometimes we have to pivot and move on to the next big thing, just make sure it’s for the right reasons.
You must learn to spot and weed out stale ideas in the development stages of projects before any resources are committed to any one concept. It’ll save you time and effort that can be used for ideas that you can actually implement quickly, and successfully. So do yourself a favor and keep yourself accountable for what you say. Make sure that you turn your words into reality by taking action because ultimately you are judged by what you finish, not what you start.
“It is in doing things and not reading about them that results come about.” – Stephen Richards
How do you distinguish which project needs to be completed and which one doesn’t? Leave your thoughts below!
Image courtesy of Twenty20.com
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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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