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The Counterintuitive Reason You’re Spinning Your Wheels in Business

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Whenever you’re looking to reach a goal in your life, especially if that’s building your own business, there’s one piece of advice you hear over and over again. You must have a ‘why’ that keeps you going when things get tough. And that’s good advice…but it’s incomplete. Picking just one why—no matter how compelling it may seem—isn’t enough to carry you through when things get tough. And they are going to get tough (that’s an inevitability!)  Hanging the success of your big dream on one why is setting you on a path to failure.

The Single Why problem

The problem with a single why is that it’s sneaky. It’s not readily apparent that the why you’ve chosen can’t hold up to the stress that comes with being a business owner because the why is incomplete. And let’s be honest—there’s more anxiety and fear in the entrepreneurial journey than anyone realizes before embarking on this path. It’s one of those things that you can’t truly understand until you’ve lived through it.

Most whys are not nearly specific enough. Focusing your why generally on things like financial freedom, becoming a millionaire, or giving your children more than you had can’t hold up to the pressure of the journey. They’re not specific and tangible enough to keep you going when the challenge is so clear and in your face. You must make your why specific. To get specific with your why, paint the scene of the experience with the emotions that will fill you and let yourself really go there in your mind.

A why like this looks like:

  • So I can buy my dream house in the mountains to host Christmas every year for my entire family, baking cookies, going sledding in the backyard, and making sure my parents are surrounded by their grandkids to take more photos than any one human ever needs to commemorate it all.
  • So I can go to the store and buy anything without having to triple check my account, sliding my card at the register with more peace than I would have sitting at the beach.
  • So I can take two hours to myself each morning and focus on my connection to my Higher Power, feel grounded in my body, work out, and feel ready to take on the day before I ever check my phone because there is no one else to answer to. I make the rules.

The more specific you make your why, the more compelling it will be. But you’re not done yet.

Having a compelling why is great—and it’s much stronger than a flat, one-dimensional, wrote-it-in-five-seconds-at-a-conference why. But you actually need more than one why.

“When you know your why, you’ll know your way.” – Michael Hyatt

The Six-dimensional Why

One why is never enough to really create massive change and amazing things in your life. A single why is too flimsy to truly support incredible dreams. And let’s face it, if you’re reading this, chances are your dreams are big, bold, and some may even say a little crazy. The bigger the dream, the more difficult the journey.

That means there will be times that you are so frustrated, anxious, or stressed that your one why can collapse under the pressure. If the pain of now is more compelling than your why, then the pain of now will win over your why every time. That leads to you telling yourself things like:

  • “I want time freedom, but it seems too hard—so just let me get a job.” 
  • “I want to create this for my kids, but right now, I want to sell those kids to a circus.”
  • “I want to publish a book to leave a legacy, but I never seem to have any time. So I may as well pack that dream away.”

The pain of not having your dream must be more excruciating than the pain of accomplishing your goals. That’s why the Six-dimensional why™ will act as your safety net and catch you when things get rough. The Six-dimensional why™ puts the pain of not having what you most desire front and center in your mind to keep you going. Here’s why it works so well.

Having a Six-dimensional why™ means you never have to rely on just one motivational vision. You can clearly see how your goal will impact every area of your life. When one why falls short, the others pick up the slack. The Six Dimensions are:

  • Financial
  • Emotional
  • Mental 
  • Physical
  • Social 
  • Spiritual

These whys might look like:

  • Financial: So I can pay off my student loans in the next three years, and then put all of that money toward an investment account for my kids so that when they graduate college, they’re set up for a successful start. 
  • Emotional: So I can finally walk into a bookstore and see the center display full of my books, watching passersby pick up a copy and carry it with them to the checkout counter. 
  • Mental: So I can hear the ping of my phone without having an anxiety attack and instead feel peaceful and expansive in my life, knowing that the ping I just heard was another sales notification. 
  • Physical: So I can go to my high school reunion wearing my favorite dress and red bottom shoes, hearing people tell me how I’ve barely aged (hair toss). 
  • Social: So I can take my kids and my parents to Disney World twice a year for a week or two at a time, so we can fully take in the experience and eat at Cinderella’s castle instead of hitting up the food carts.
    Spiritual: So I can look back on my life before I die and know that I fulfilled my purpose, doing everything I could to live up to the vision I had for my life.

When you write out your Six-dimensional why™, you should feel the power of it coursing through your body. Each one should evoke an emotion from you that makes you want to get to work on your goals. That way, when the challenges hit you hard, you have something six times stronger than the challenge to meet it with. Crafting the right why makes all the difference in your resilience and success. Take the time to go all-in on your own Six-dimensional why™.

Bevin Farrand is a business strategist, coach, and founder of the Take the DAMN Chance movement, using her over 15 years of experience in personal development, psychology, and communication to support small businesses and entrepreneurs to develop and execute strategies to take their revenue to 6- and 7-figures. Her superpower is helping people bring their big, bold, crazy dreams to life. In 2019, after unexpectedly losing her husband 5 days after they returned from a whirlwind trip to France, Bevin Farrand founded the Take the DAMN Chance movement. Her DAMN framework has inspired hundreds to connect with the people that they love, do the “crazy thing” that makes all the difference and, when given a choice, to take the damn chance. Bevin's genius and insights have been seen on NBC, the Online Marketing Made Easy Podcast, Lessons from a Quitter, and more.

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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.

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Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

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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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
Image Credit: Midjourney

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
Image Credit: Midjourney

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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entrepreneurial leadership skills and traits
Image Credit: Midjourney

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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