Success Advice
The Power of a Paradigm Shift

In 2017 as I lay on my bed after finishing a class at university, I was feeling hopeless and lost. I didn’t enjoy the concept of university, and was feeling a significant lack of purpose in my life. While aimlessly scrolling through Instagram to pass the time, I came across Gary Vee’s post which read: “the most successful people in the world read on average 50 books per year.” I had never enjoyed reading, mainly because of the books we were forced to read in school. I always knew that conformity and the system was not for me, but that success was something I truly desired deep down, so I went to go and find a book.
Fortunately, my dad has a bookshelf with hundreds of options. After a quick scan, I picked out Positivity by Barbara Frederickson. I began to read it – and I was hooked. Within a week I had finished it, feeling like I’d learned more in those 250 pages than I had throughout 12 years of schooling. And so began my journey on the pursuit of knowledge, which has truly transformed my life. It enabled me to act on things I never otherwise would have, and has built me into the capable, outgoing and driven person that I am today.
From the moment I picked up that book, my paradigm shifted. Essentially a paradigm is a framework – whether it be something we consciously or unconsciously embody, our paradigm is what guides our thoughts, beliefs, feelings and actions. A paradigm shift is when a fundamental change in approach or underlying assumptions of a belief system takes place, which allows us to transform and will inevitably shape us into the next version of ourselves that we become.
Before, I was living in a paradigm where I was lost – wanting success, but not truly believing I could achieve it. After all, every habit, behaviour or belief is simply a pattern in our brain – the more you reinforce something into your mind and body, the stronger that pattern will become. The moment I began to empower myself through knowledge, was the moment I could start to see myself achieving the things I wanted to achieve. Many of them have manifested, and I’m truly excited to see how far I can take it.
“There is more treasure in books than in all the pirate’s loot on Treasure Island.” – Walt Disney
One of the biggest problems I see with society, some of my friends and family included, is that they’re stuck in the same paradigm they’ve been in most of their lives, because that’s all they know. Don’t get me wrong, it’s hard to break free from the deep conditioning we’ve experienced since we were young, but with discipline and continuous work, we can. When you do, there is truly no better feeling than setting your mind to something and going out and achieving it. Unless you’re fortunate enough to have never struggled with your own mind, changes are quite often unnatural and difficult.
Many of us find comfort and security in our beliefs, which is why it can be so hard to question and challenge them. It is scary and confronting to think that everything we’ve ever been taught is not true, which is why so many would rather live in denial rather than accept, face and embrace the often-uncomfortable truth.
Regardless of this, not all hope is lost and it’s never too late to change – whether you’re 16 and want to start your own business, or 45 and want to quit your job to pursue something you’re passionate about. The first step is to change your mindset and shift your paradigm to get to a place where you have such a deep conviction in yourself and what you’re doing, that there is no way you can’t achieve it.
“Conventional wisdom is the scripture of mediocrity.” – Dan Pena
Despite being a quote that ruffles a few feathers, it’s a mantra that I live by. If everyone’s walking in one direction, I’ve trained myself to go the other way. The majority of people never succeed, which is why I choose to take the lonely and uncertain path, rather than the one of least resistance. But believe me, if you had said this to my 15-year-old self, I would have quivered at the thought. That’s why I say if I can do it, anyone can.
In my opinion, a paradigm shift is the most profound, transformative and growth-causing thing one can do for themselves. After all, we will only regret the chances we didn’t take, and we won’t take those risks if we are stuck in a paradigm that tells us to take the safest route possible.
What’s one thing you’d like to get done before the end of the year? Share it with us below so we can keep you accountable!
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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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