Success Advice
The Only 3 Things You Need to Enter the Top 1% in Anything You Do

Life is very different for anyone who is in the top 1%. Whether you are an entrepreneur, actor, athlete, doctor, author or motivational speaker – the top 1% earn at least 10 times more than others.
So for instance if you look at the highest paid actors like Dwayne Johnson or Shah Rukh Khan, they earn exponentially more than others in their fields. The same goes for JK Rowling, Richard Branson, Tony Robbins, Deepak Chopra and so many more who form the top 1% of their respective fields.
This is something that has been true throughout history. The top 1% are rewarded differently – this is the reason communism failed. I luckily realized this at a very young age and immediately wanted to be in the top 1% of whatever I did. When I started selling at the age of 5, I wanted to master sales. When I wrote my first book, ‘Invest The Happionaire Way’, I wanted it to be a #1 Bestseller and when I became a motivational speaker, I wanted to be the world’s best!
Whatever I do, I want to be in the top 1% – this is the belief I start with and once I enter the top 1%, I don’t like to stop, I want to then move into the top 0.1% and then when I achieve that, move into the top 0.01%. As they say, growth is life!
First find out what is it that you really want in life and then follow these incredible strategies to enter the top 1%:
1. Belief
Nothing is more powerful than belief. When you believe you are the best and nothing can stop you, you immediately start behaving that way. A very powerful strategy that has given proven results is to already believe you have succeeded and ask yourself – “How would I behave if I knew I would certainly succeed? How would I behave if I was the most powerful person in my field?”
You would certainly be a lot more confident and passionate. People can sense and feel this. Our mindset defines our life. People at the top knew they were meant to be there, even when others didn’t!
“To be a champ you have to believe in yourself when no one else will.” – Sugar Ray Robinson
2. Action
Simply having a belief is not enough. A belief without action is a dream and a fantasy. Action is more powerful than anything else. No matter what you want to do and achieve, you need to take action.
The people in the top 1% do not have special super powers; they are the ones who took the most action. The more action you take, the more practice you get, the more you learn and the better you become. You are able to quickly learn from mistakes and move ahead.
My first seminar had only five people, but I knew I had to keep taking action to master my skills and let people experience results. Today, our seminars are a hundred times the size of when I started out with and we still want to grow. Anyone who is at the top was not handed things on a platter. They took action and moved up. Overnight success usually takes several nights of sleeplessness to achieve.
3. Focus
I was a super naughty kid. I used to take a magnifying glass and focus the sun’s light and end up burning leaves, paper and sometimes even ants. Those experiences as a small boy taught me the power of focus. The sun’s rays become amazingly powerful when the magnifying glass is used to focus.
Similarly in life, if we were to bring in laser like focus towards what we want, we will achieve it. Focus is very important because it makes sure we are not distracted and continue using our energies towards our goal and nothing else.
You will also be able to burn and kill all your challenges with focus – the way I did with the ants. I guarantee you that if you practice these strategies with complete faith and focus, you will certainly be the master of your life and destiny!
“It is during our darkest moments that we must focus to see the light.” – Aristotle Onassis
What are you doing today to enter the top 1%? Please leave your thoughts 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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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

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…)
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.

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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