Success Advice
The Part of Success No One Wants to Talk About

Every single seminar will tell you the same thing. Every self-help, money management, business, and entrepreneurship book says the same thing. Every stress management, law-of-attraction, manifestation, and chant will do the same thing for you. The thing you are missing is the truth.
No one wants to talk about the cold hard truth of the journey of success. Success isn’t the end-all-be-all…it’s a choice. Entrepreneurship isn’t a destination, it’s a journey. Being a person of influence isn’t a celebrity title, it’s a task. Being “rich” won’t solve your problems, only you can do that.
There are so many topics around success, so many topics about how to be and how not to be. There a lot of important things which need to happen within you before you will see real success, such as forgiveness, gratitude, grit, purpose, self-control, and so much more. Every topic and every step to growth starts with one word, but I won’t sugar coat this. It takes choice.
“Every choice you make has an end result.” – Zig Ziglar
I know, I know, yes people talk about choice all the time, I just needed a catchy title! I’m just kidding. I want to talk with you about the choices you have to make that you won’t want to make and why you aren’t successful yet.
The choices you have to make
If you have been doing this “entre-porn” thing for a while now and not seen many results, I will tell you why. You don’t want it. You don’t want to go through the “what-if’s” or the uncertainty that comes from jumping head first into the freezing waters of success. And yes, the water is freezing.
If you have been working your tail off but you haven’t seen success, you haven’t given it that last bit that you know you need to give in order to become successful. You are holding onto that piece that you hold dear and cannot give up.
If you truly wanted to be successful as bad you say you do, you would have it. Success isn’t just a “result” it’s a feeling. It is defined by society as rich but success looks different to every person on this planet.
Success is different to everyone
To a single mother in Africa whose husband died from famine, success might be that her children make it into school and make it out of poverty themselves. To a young man in the Philippines success might be moving to America and starting a business. To an elderly man suffering from depression success might be spending an entire day without shedding a tear.
What does success mean to you? And what are you willing to give up to reach it? Are you ready to work 4 jobs to have the money to pay off that loan? Are you willing to sleep 2 hours a night for 6 months straight to get things in order before launching a product? Are you prepared to face the people who only want to leech off of you once you start to make money? What are you willing to give up? Your sleep, your tv, your coffee, your booze, your friends, and even your sanity?
We all know the story from Eric Thomas about the boy being held under water… “When you want success as bad as you want air, then you will be successful.” Do you want success as much as you want to breathe?
“If you don’t sacrifice for what you want, what you want becomes the sacrifice.”
The only way you will find that is to look in the mirror. Face the cold hard truth that the journey to success, which you may hit and then have to fight to get back to again and again, is in freezing water. The only person who can keep you from getting hypothermia is yourself. You have to face yourself.
Figure out what is holding you back and that ultimately comes down to asking yourself – “What am I waiting for?” Have a conversation in the mirror. Once you do that, you will see that the journey through freezing water to that beautiful place that is success for you is very tangible. You just have to choose.
What choice are you going to make today to lead you towards success? 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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