Success Advice
The Dynamic Between Our Conscious & Subconscious Minds
A renowned speaker, business consultant, record-setting speed skier and Olympian, Vince Poscente believes in the enormous potential of the unconscious mind.
In his book ‘The Ant and The Elephant’, Poscente likens the dynamic between the conscious and subconscious minds to an ant and an elephant. He believes our minds are separated into two distinct functions – the conscious and subconscious elements. Our ant is the intentional part of the brain, but our elephant is the instinctual, impulsive part of the brain that houses emotions and memories and even guides the body to perform vital functions. While we tend to know our conscious minds – our ants – rather well, we often overlook the power of our elephantine subconscious minds. When we do, unfortunately, we squander a wellspring of human potential.
Having read too many books focused on what a problem or solution is and too few focused on how to solve the problem, I love how Poscente, with his trademark wit, wisdom and steely resolve, created ‘The Ant and the Elephant – Leadership for the Self: A Parable and Five-Step Action Plan to Transform Workplace Performance‘.
Below I have highlighted the key takeaways from his book:
Action Step #1: Find the ‘elephant buzz’.
Find the emotion that ignites your vision. Inspire through your emotion and ever underestimate the power of that emotion.
- Clarify your vision
- Make fear your friend. Not your master.
- You don’t know what you don’t know. Open your mind to discover possibilities that may not be obvious at the time.
- Zero in on a goal that has a depth of meaning. The journey has to be worth taking.
If you are working on something exciting that you really care about, you don’t have to be pushed. The vision pulls you.” – Steve Jobs
Action step #2: Stay the course.
Change is gradual. Remember the drops in the bucket to avoid frustration. Learn to delay gratification.
- Commit to cultivating positive dominant thoughts.
- Shift your beliefs, attitudes, and truths so they are aligned with your vision.
- Envision having the goal, rather than merely wanting the goal.
- Elgo’s beliefs, attitudes, and truths can be deeply held. You can change Elgo’s mind with a dedicated, focused effort. (Elgo = the elephant representative of our Impulsive side)
Action Step #3: Use gold dot reminders.
Gold dots are triggers for goals that have emotions tied to them (To remind you of your goals). Your personal gold dot must align with the gold dot of the team.
- Consistently focus on your performance.
- Experience your goal as though it were happening right now.
- Show your gratitude consistently!
Action Step #4: Institute pattern busters.
Once you recognize yourself or your team playing out the pattern of negativity, interrupt this thought by saying, “Thank you, but that is not part of my vision. My vision is…” Experience the vision in detail.
- Strengthen your confidence.
- Frustration will lead to negative thoughts. Negative thoughts add fuel to more negativity. This negativity can be a pattern that destroys your confidence.
- No two thoughts can occupy the mind at the same time. Replace negativity with positive, confident thoughts.
“You can’t live a positive life with a negative mind”
Action Step #5: Use flash cards.
Design flash cards that detail stressful scenarios. Mentally experience handling these stressful situations with ease.
- You learn how to control your response to any situation.
- Unforeseen circumstances will arise. Expect the unexpected. Anticipate your response to challenges as well as your teams.
The Five C’s:
- Clarity of vision: A goal with a depth of meaning has an emotional buzz
- Commitment: Commit to a process of positive dominant thoughts
- Consistency: Apply consistent strategies. (The bucket will turn blue)
- Confidence: Strengthen confidence by breaking negative patterns
- Control: Practice responses to the unforeseen events that may arise
Have you read ‘The Ant and The Elephant’? What did you think of it?
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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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