Success Advice
The Number One Thing to Stop Doing to Become More Effective
We all have this crazy love-hate relationship with our To-Do list, right? (Ok, for many it might be straight-up hate or profound avoidance.) I get it because I talk to clients about it every day.
But there’s one major problem with how most of us approach our to-do list: We become obsessed with getting it ALL done ASAP! We start creating “Dream Lists” of 15-20 things that we are determined to complete today. Then, we only knock out 4-6 of them because other things get in the way, and we feel frustrated and depressed. Does this sound familiar?
If so, then I’m going to tell you the one secret that can immediately shift that destructive and disempowering pattern in your life. Even better, it’s something for you to STOP doing…Stop confusing your “Master List” for your “Today List.”
1. What is your “Master List”?
We all have dozens, if not hundreds, of things on our plates. Writing them down allows you to reflect and prioritize your actions. Capturing those tasks in one consistent place (a notebook, software app, etc), establishes the beginning of your “Master List.”
Your “Master List” is the one place where all your actions live. It’s where all those possible actions hang out until you’re ready for them. But, it’s not what you work from during each day. Trying to work from your “Master List” will feel crazy overwhelming because it will, and should be, never-ending.
In the best of all possible worlds you will still have a to-do list on the day you die. Having the list is a sign that you’ve stayed engaged in your life all the way to the end. In other words, having a list is a GOOD thing.
“The only thing more important than your to-do list is your to-be list. The only thing more important than your to-be list is to be.” – Alan Cohen
The types of tasks on the list may evolve over time, but having a “Master List” is every bit as important as having a calendar to remind you of when to show up for the dentist or that lunch date with your friend.
2. What is your “Today List”?
If your “Master List” is where all your actions live until you choose to complete them, then your “Today List” is the SHORT selection of the items that are your priority for today. This list should have no more than four items on it.
Just four tasks? (And I do mean tasks, not projects. Actions that you can complete in 5-30 minutes.) This might sound like horrifying levels of under-achievement. But, things are going to come up. That call from your client, that urgent email response, the last minute errand for your kid’s homework. New tasks show up in our lives constantly each day.
When we choose our four priority tasks intentionally each day, then we can both keep ourselves focused and leave space for the urgent things to arise without knocking us off course or making us feel overwhelmed.
What I teach my clients is that your four daily tasks include: your “Inspired Action” and 3 bonuses. Your “Inspired Action” is a commitment that you’re making to yourself. This one item, come hell or high water, will get done before the end of the day. Once that’s accomplished, then the other three items are your next top priorities.
If you get through all four tasks on any given day, then celebrate! Seriously… 3 minute dance party, at least. When you’re done celebrating, then you can decide if you want to go back to your “Master List” and choose another task to power through. Or, you can leave space for inspiration, flow, or other activities as they arise. You’ll likely choose what works based on your energy and schedule for the day.
“Make each day your masterpiece” – John Wooden
When you stop confusing your “Master List” for your “Today List”, then you increase your ability to focus and decrease your persistent sense of overwhelm. It’s one of the simplest, and fastest tricks to immediately improve your effectiveness each day.
Have you been confusing your “Master List” and “Today List?” Please share with us in the comment section below!
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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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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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