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The Real Reason Why Your Dreams Don’t Become a Reality According to ‘The 10x Rule’ by Grant Cardone

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Everyone has dreams. We all want to make something of ourselves yet it’s only a tiny percentage of people ever follow through. The self-help world encourages us to “Think Big”, “Follow Your Passions”, “Live as if there was no such thing as failure” and it usually just leads to keeping people stuck in a dream state, wishing, hoping and fantasizing yet never actually moving forward.

Why is this? Thinking big is just one part of the equation. This missing piece in the jigsaw is a bias towards massive action. Big Dreams + Little Action = disappointment and frustration.

Thinking and dreaming big must match with the equal and equivalent amount of action for it to go anywhere. When you combine big thinking with massive action you will be surprised at how much you are capable of, once you tap into the power of momentum.

What stops most people from achieving their goals?

I’ve been reading Grant Cardone’s “The 10X Rule: The Only Difference Between Success and Failure” and in his view success comes from taking 10 times more action than you previously anticipated.

What stops most people from achieving a goal is underestimating the time, effort and energy involved in completing the project. They don’t spend enough time listing the steps required to succeed, the adversity they will need to overcome to push things through and the price they must pay to attain the goal.

If the number one sticking point in goal attainment is a lack of action then it’s obvious that the solution is in massive action. So what happens is they give up at the first sign of frustration or disappointment.

“Never reduce a target. Instead increase actions. When you start rethinking your targets, making up excuses, and letting yourself off the hook, you are giving up on your dreams.” – Grant Cardone

When I look back on my own life, anything I have ever achieved that was worthwhile did take an extraordinary amount of effort. Anytime I have ever coasted or done a “normal” amount of work, I would fall short of my target and feel the pain of frustration and disappointment which lead to reducing my targets.

In “The 10 X Rule” Cardone talks about his own failures in business and how he bounced back; “I committed to making this work by increasing my efforts 10 times. And as soon as I did that, everything started to change – immediately. I went back into the marketplace with the right estimation of effort and started seeing results. Instead of making two to three calls a day, I started doing 20 to 30

Most people fail only because they are operating at the wrong degree of action. There are 4 degrees of action which you can choose from:

  1. Do Nothing
  2. Retreat
  3. Take Normal Levels of Action
  4. Take Massive Action

At the “do nothing” level people are just accepting what comes their way. They are not pushing themselves or motivated to improve any area of their lives.

Retreaters are those who have taken action, experienced some setbacks or failures and retreated back into “doing nothing”. Examples of this include “Most businesses fail anyway so I am going to give up”, “Marriages aren’t working out these days so I will stay single”, “Businesses aren’t employing so I am going to file for unemployment benefit”.

The third degree is normal levels of action which is usually considered adequate. Grant says this is the most dangerous level where most people blend in, never stand out and thus never achieve the real success they wanted.

Lastly there is massive action which Cardone states is our most natural state. This is where you burst forth with 10 times the action you previously anticipated. “The goal is to be seen, thought of and considered – in one way or another. Your only problem is obscurity not talent”.

Obscurity is your only problem not talent. I like that. I am sure you all know someone who is less capable than you but experiencing much more success than you are. Why? Because they are more known and fearlessly putting themselves “out there”. So which degree of action are you taking currently? And will you commit to taking 10x action?

“Regardless of which degree of action you operate in, they all require work in their own way.” – Grant Cardone

So why not set your goals and actions higher than you ever imagined because it is highly likely you are not only underestimating the time, energy and effort involved in your endeavour, you are also likely underestimating your own capabilities and potential. Set high goals and never stop fighting.

Share with us one goal you have for 2017, and how you plan on achieving it. Comment below so we can see!

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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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Image Credit: Midjourney

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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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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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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Entrepreneurs

Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs

Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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how to build a business empire
Image Credit: Midjourney

Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)

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