Success Advice
The Power of Persistence in Hard Times – Rise Up and Don’t Give Up

When you start on an endeavour be it business related or a personal one, there are certain expectations you have. But plans don’t always fall neatly into place and often unforeseen circumstances, delays, and setbacks occur. However, strength and persistence get you across in times like these. You realize that hopes and dreams aren’t enough but instead hard work and dedication are the way to achieve success.
This is largely the reason why most people either dread undertaking tasks that require commitment or leave them halfway. Sometimes it feels as if you experience more downs than ups as you are in the early stages. This is when your mindset has to remain optimistic and tough in order to work through the hardships and hope to come out on top.
The statement from Winston Churchill, ”If you’re going through hell, keep going,” is exceptionally apt. When you are swamped by misfortunes, disappointments, and snags, it is tempting to just flounder in wretchedness and surrender. That essentially doesn’t bode well, as Churchill noted. You need to continue moving, arranging your next activities and following up on them with certainty and persistence.
In the event that achievement was anything but difficult to achieve, everyone would be fruitful. You must bear the tempest and stay concentrated on your vision on the off chance that you will make all that you experienced advantageous.
It is heart wrenching to discover that you quit when you were a stage far from creating achievement. This is the reason you should persevere regardless. You don’t want the majority of your meticulous work to go to waste.
“If you can’t fly, then run, if you can’t run then walk if you can’t walk then crawl, but whatever you do you have to keep moving forward” – Martin Luther King Jr.
Some days it will feel as though you are gaining incredible ground. Other days, it will feel as though you have not cultivated anything. These are the days when you can get effectively demotivated. You simply need to understand that ‘persistent’ activity is superior to no activity.
The energy will continue assembling each day, regardless of how little you do. Having this attitude is extremely practical, as none of us are experts at getting it done each and every day of our lives. The minute you quit pushing forward is the point at which you let the majority of your endeavors go to squander.
Persistence is most often a choice
It’s a matter of believing in oneself and finding a way to reach the end result. If we look throughout the world in every industry, in every culture, there’s one consistent trend among successful individuals, and that trend is the ability to persevere.
Our greatest leaders — Abraham Lincoln, Martin Luther King Jr., Colonel Sanders, Mark Victor Hansen, Steve Jobs — are the ones who have persisted beyond the norm, and we should follow them to become influential leaders.
When we hear such examples of overcoming adversity, we ponder in astonishment. We may surmise that effective individuals were brought into the world with gifts we don’t have or that they have assets we can’t get to. This frequently fills in as a reason for us not being as effective ourselves. That is why these leaders stand out as having fought against all odds and accomplishing all that they did purely as a result of their dedication and self-confidence.
The conventional definition of persistence is: “Refusing to give up or let go; persevering obstinately; firm or obstinate continuance in a course of action in spite of difficulty or opposition.” Is it any wonder then, that persistence is the fundamental difference between a successful outcome and a failed one?
“Perseverance, secret of all triumphs.” – Victor Hugo
Giving up isn’t in the vocabulary of effective individuals
Finding another approach to achieve objectives is fine. Searching for backup ways to go to a similar route is okay. Yet, to the challenging and daring of heart, there is no such reality as giving up.
Being persistent is the one thing which isolates the champs from the washouts. At the point when an individual makes up his or her mind to achieve a specific accomplishment and set their concentration toward that path, refusing to be dissuaded, the person in question normally gets what they aspired to achieve.
What we in general disregard is that the majority of extraordinarily effective individuals experienced many troublesome occasions in their lives prior to attaining success, times when achievement was essentially missing. What propped them up was a hope in themselves and in making the best decision. Thus, in essence they remained persistent when times were tough and hence attained success.
How do you find it within yourself to persevere in the face of adversity? Let us know your thoughts below!
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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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