Success Advice
The 3 Step Process to Ultimate Victory

The rain fell heavily from nowhere as we were driving back home from a business meeting. My husband was driving and before we knew it, it grew dark, started hailing, and we couldn’t see the way. We were in the middle of nowhere and stopping in the middle of the heavy rain didn’t sound like a wise idea because the hailstorm had potential to damage the wind screen.
Inside me there was fear that we would not get home. My Husband had to be strong for the both of us. It took us an hour to drive where it normally would’ve taken a few minutes if the road was clear.
Many people take longer to achieve their dreams because they lack clarity. When one knows what they want, it’s also easy to set goals. However, there are reasons why many people do not set goals to achieve their dreams, including:
- They do not know what their dream is. They cannot differentiate between a wish, fantasy or a dream.
- They do not know how to set goals.
- They are not self-disciplined to follow through.
- Fear of failure.
- Not being accountable to anyone e.g a coach
When the rain stopped, I recall how relieved my husband and I felt as we increased speed to cover up the delay we had experienced earlier. Just like the road being clear, clear goals help increase your confidence as you develop competence and boost your motivation to pursue your dream.
“Have goals so big, your problems pale in comparison.” – Grant Cardone
Successful people know what they want and focus on achieving it. The starting point is to determine what you want and ask yourself if you’re willing to pay the price. Driving through the hail storm was risky but we were determined to get to our destination so we did not focus on the hindrance. Some of the ways one can perceive their dream as stated in my book, ‘The dream!” are:
- Your childhood desire in your heart.
- Motivation from watching successful people
- Motivation by a cause e.g. desire to impact lives
- God given or inspired dream
- Dream inspired by association
- Dream inspired from an experience or overcoming a challenge.
There are questions one could also ask themselves on top of the above to seek clarity of their dream.
- What do you really want to be in 50 years from now?
- What do you want to have 50 years from now?
- What do you want to do 50 years from now?
- What are the activities that give you the greatest sense of meaning?
- What do you think about most of the time?
- What do you talk about most of the time?
- What do you want?
- What don’t you want?
To perceive your dream is to grasp the who, what, where, and how-to. Sometimes, all you will see is just a glimpse of the end of the vision; and everything unfolds as you walk the journey.
When you start walking, you do not have to have the full picture of how you will get there. More often than not, the “how” unfolds as you walk the journey. Do not let the storms of life distract you from dreaming. As long as you are clear on the dream and determined to keep driving through the storm, eventually it will be clear and you will achieve much more than you ever thought. When you are clear on your dream, it is just the beginning of the journey. When you are determined to be successful after clarity follows action.
“Shoot for the moon. Even if you miss, you’ll land among the stars.” – Les Brown
What action are you going to take after reading this article?
- Write goals down
- Identify the obstacles in your way
- Determine the skills and knowledge you require to achieve the goals
- Determine the people whose help you will need
- Determine how much you will need to finance your dream
- Determine how you will finance the dream
Successful people write their goals down and follow through systematically. Writing the dreams down can be hard at first but if you start and are consistent, it will become a habit. People who write their goals down achieve much more because it helps them to visualize their goals. Those who write down their goals on how to achieve the dream and follow through systematically will gradually move from frustration to fulfilment and underachievement to achieving great dreams.
How are you making sure to make this year the best year you’ve ever had? Share your stories & thoughts with us below!
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…)
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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…)
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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.
Entrepreneurs
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