Success Advice
The 2 Behaviors That Will Guarantee Your Success

Everyone understands, or has felt at some point in their life, the value of heightened enthusiasm. You know, those times when you woke up early, and everything in your day was a constant stream of endless activity that developed results and brought you into connections with the people or the places to make your dreams happen. Let’s call it being on a psychological roll!
Enthusiasm itself has several subcomponents attached to it, but for now I’m sure you will agree that our level of enthusiasm will begin to move us toward our desired goal. As a matter of fact, the greater the level of enthusiasm, the greater the velocity of us moving toward our objective.
But have you ever considered the fact that it might also be possible to move our goal toward us? Think about it, why should we be making all the necessary effort to move toward our goal, when we can just as easily exhibit a second behavior, in addition to enthusiasm, which will move our goal toward us.
So, if the first behavior that we have to exhibit in this law of metaphysical magnetism is enthusiasm, and enthusiasm moves us toward our goal, what is the second behavior which will move our goal toward us?
The answer is behaving in a spirit of gratitude! When I say gratitude I don’t simply mean saying in your car, “Thank you for having the lights stay green for me.” I mean a deep, sincere gratitude.
Wallace Wattles in his 1910 work entitled “The Science of Getting Rich”, says it this way, “Many people who order their lives rightly in all other ways are kept in poverty by their lack of gratitude.” Wattles further states, “There is a lot of gratitude and if you are to get the results you seek, it is absolutely necessary that you should observe this law.”
The underlying physics behind gratitude is easy to understand. Gratitude is a thought. All thoughts vibrate at a certain frequency. Gratitude vibrates at a very high frequency. The end result is that as we begin to show gratitude for us moving toward our goal, the level of gratitude we display begins to move our goal toward us. The end result of this process is a very efficient manner of reaching our goal much quicker.
“Be thankful for what you have; you’ll end up having more. If you concentrate on what you don’t have, you will never, ever have enough.” – Oprah Winfrey
How do we go about building desire displaying more gratitude? The fact is, most of us simply don’t know exactly what we want. We might have vague notions of not having to work or having enough money to be worry free, but, if you really want to build desire, it is important to get way down into the foxholes of your consciousness. Basically, you need to be aware of what it is you want! Be specific!
In order to build desire you need to follow these 3 steps:
- Set up a 30 minute time slot where you won’t be disturbed.
- Look at your life with the eyes you had when you were a child. Every day was a new adventure; life was an ever-opening flower. Go back to being a child with wide eyed anticipation and unswerving faith that you will not be denied of your hearts desires.
- Now, fill in the blank. Do it without the judge’s robe on. Do it as a child! List what you really truly want from life. Feel your blood pulse, your breath shorten and your excitement built. That is desire!
“The starting point of all achievement is desire.” – Napoleon Hill
Now that you know how to find desire, follow the next steps to build gratitude:
- When was the last time you were thankful for your eyes, ears, feet, fingers? Give thanks for the simple things in your life.
- Whatever it was that you desired (see above), give thanks! It is already yours. You need to receive it. Don’t sit down and wait for it to happen. Keep working, and work harder than you ever did, because what you desire is on the way.
- Be grateful for the people that come into your life, even the ones you don’t like. They are there for a reason. Either they will guide you or you will learn a valuable lesson from them.
The steps above should create a psychological environment for you to begin to wrap your tentacles around what you want out of life.
Guess what? There is an added benefit. As you begin to use the above system, you will not only move toward what you want, and what you want will begin to move toward you, you will begin to enjoy the journey.
What’s one thing you truly desire to accomplish this year? How will you get it done? Let us know below!
Image courtesy of Twenty20.com
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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:
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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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