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Success Advice

The Real Formula to Success Is Something You’ve Always Been Taught

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What if I told you that there is a formula that can predict your success in nearly all endeavors of your life? It can determine how much you earn, your weight, and even the quality of your relationships!

This mathematical equation is one of the biggest insights on success I have ever had, and it took me about 20 years to understand it. But no worries, it’s not some complicated formula that only the science nerds of us can understand. In fact, it´s one of the simplest formulas you could ever think of.

The secret formula to success: 1 + 1 = 2

That´s it. One plus one equals two. You are probably wondering how in the world this has anything to do with your life. It’s simple, what you put into your life is what you get out. If you put in level 2 effort, you will always get level 2 results. Not 3, not 4, and not 5. Always 2. If you want level 10 results in your life, whether that´s success in business, your marriage, or your next marathon, that´s exactly the level of effort you have to put in. 9.5 level effort is not enough, you need 10.

“If you want extraordinary results you must put in extraordinary effort.” – Cory Booker

In life, you always get the results you deserve. If you want greatness, you have to live for greatness. Not just for the final result, but the painful and laborious process that will take you there. Success is not a giant one-time event, but rather occurs when a series of small steps are added together consistently, day after day. No matter whether it is running a marathon or becoming a better salesperson, success comes when you get just a little bit better every day.

Never lie to yourself

When you look at your goals right now, how much effort is really necessary to succeed? Are you putting in that effort every single day? If you are like most people, you will probably realize that the effort you put in on a daily basis is not sufficient for the size of your goals. When that happens, you are just lying to yourself. You say you want to be successful, but you don´t put in the work. That´s a bad place to be.

The truth is, you can wish for success all day long, but if you don´t put in the necessary effort, you don’t really want it. If you don´t eat, sleep, and breath your goals, you are just pretending. Wishing and hoping for things to work out is not enough, you must act. Dreaming about success is great, but always remember this: A goal without a plan is just a dream, and will always stay just that.

“Some people want it to happen, some wish it would happen, and others make it happen.” – Michael Jordan

If your daily effort doesn’t match up with your goal, it is time to recommit again. It is natural to slack off from time to time, but anytime you find yourself procrastinating, you need to get yourself back on track. Get inspired by your goal again, envision it, and commit to making it reality. Determine the effort that is necessary to reach your goals, and then put it out there every single day until you succeed!

Are you putting in the necessary work or are you still dreaming about it? Leave your thoughts below!
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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.

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Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

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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Success Advice

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

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leadership tips for new CEO
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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…)

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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.

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Bridging the gap between employees and employers
Image Credit: Midjourney

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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
Image Credit: Midjourney

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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