Success Advice
The Blueprint to Increase Your Luck and Achieve Success

Success eludes everyone. Most people chase success and only a few achieve it ultimately. Everybody wants to achieve success while nobody wants to encounter failure. Success comes when you learn from your failures. If success comes easily, it goes away easily. When success comes through lots of hard work, struggles and sacrifices, it remains with you forever. Even if you have setbacks for the time being, you will be able to regain your position and achieve it again because you know it’s worth it. Hence, aim to achieve success through hard work to ensure the longevity of your success.
Success has many fathers while failure is like a mother who teaches you many lessons. Success has many definitions and it depends person to person and their passions and priorities. Success means when the right person is in the right place at the right time. Success needs both the right time and timing. Success comes when you can visualize and connect your dots effectively. Success is the ability to align your abilities with your outcomes. Succinctly, success is an alignment of your intended objectives with your desired outcomes.
Most people fail because they fail to manage their external disturbances and distractions. They lose their focus when they are confronted with frequent failures. Most people work hard to prove themselves and achieve success. However, only a few achieve success because they can anticipate external risks and disturbances and stay motivated to accomplish their objectives. They take feedback when they fail to do better next time. They are part of the solution, not the problem. They invest their time and efforts to accomplish their passionate goals and objectives.
For them, success is a byproduct, not an end-product. When you crave success excessively, you seldom achieve it. Instead, if you focus on your passions and goals, you will be able to achieve success. For extraordinary achievers, their passions are their priorities, not success.
Believe in pluck, not luck
Pluck is the ability to overcome external disturbances. When external factors favor, people can achieve their success. The favorable aspect of these external factors can be called luck. Sometimes the talented and hardworking people run into bad luck ending up as failures. That is why some people may be down due to their bad luck, but they will never be out as they invested their efforts and time consistently.
“Shallow men believe in luck. Strong men believe in cause and effect.” —Ralph Waldo Emerson
A blueprint to increase your luck and achieve success
Some people opine that luck is essential to achieving success. Of course, luck is a minor factor that tilts everything and tips the scale toward your success. Luck comes from your pluck. When you dare to follow your dreams despite external disturbances, you will be able to achieve success. Here is a blueprint to increase your chances of luck and achieve success.
Come out of your comfort zone because your comfort zone never creates achievers and leaders. Take risks in your passionate areas. Don’t worry if you fail. But learn lessons quickly to move forward. When confronted with failures, think of ‘what next’ rather than brooding over your failures. Create a circle of positive friends to create positive vibrations. Build a network of strong connections. Help them and seek their help. Be gracious to be a giver. Appreciate people during your journey.
Appreciation costs nothing except investing your precious time. Talk to people irrespective of their rank, position, and profile. Be smart to take the best and leave the rest while listening. Take the best ideas and jot down them. Explore the ideas. Remember, your luck comes from your pluck. In a nutshell, change your attitude toward luck. Be positive. Be willing to take the risk and fail. Raise your bar. Emphasize excellence. Avoid whining, criticizing, complaining, and condemning. Appreciate others. Above all, be magnanimous.
Explore innovatively to achieve success
At times people blame their time of birth for not achieving success. There are opportunities at every stage of history to establish and achieve success. All that people must do is to explore the prevailing gaps and strive to fill those gaps to achieve success. Some people blame their parents for not providing education and opportunities. It is not proper to blame parents. In my case, I am not fortunate to acquire education when I wanted.
Then I explored my ways and joined Indian Air Force when I was 19 years old to serve my nation, earn money and learn things. I acquired several qualifications while serving in Indian Air Force such as DME, BSc, MA, PGDCLL, PGDBM, and MBA. After leaving the Indian Air Force, I acquired my Ph.D. in Soft Skills in 2011 despite facing financial challenges. You must find ways to accomplish your objectives rather than blaming others.
For some people, success comes early while for some people, success comes late. Success will certainly touch your toes when you are willing to work hard, risk, and explore your passionate areas. Thomas Jefferson rightly remarked, “I am a great believer in luck, and I find the harder I work, the more I have of it.” Remember, if you achieve success overnight it goes away overnight. Hence, achieve success slowly and steadily to sustain it.
Both luck and pluck are intangible and are essential to achieve the success which is again intangible. Success will come when the time arrives. Hence, contribute your best consistently and constantly without focusing too much on your outcomes. To summarize, success gives you short-term relief and fulfills your short-term temptations whereas adding value to others provides meaning to your life. To conclude, emphasize adding value to others. You will be remembered beyond your lifetime for your contribution.
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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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