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Success Advice

The Secret Behind Being the Best, Elite, and Rich

When you want to fast-track your career, you must build a team of connections globally

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When you want to achieve amazing success globally you must build a team of strong connections and networks. After completion of your education, parents have a limited role to play in your life except in supporting your family and finance. 

However, when you want to fast-track your career, you must build a team of connections globally to add value to them and leverage their connections. 

Advantages of Connections 

Connections are crucial for your career and leadership success. They help you keep in the right place at the right time. They help you timely and immensely.  When a raindrop falls into an ocean, it loses its significance. 

In contrast, if the same raindrop falls into a shell, it becomes a pearl. Right connections, coaches, and mentors help you fast-track your career. Additionally, research shows that most jobs are available based on your network rather than through advertisements. 

Even if you don’t have money, your connections help you greatly. That is one of the major reasons why people invest their time, energy, and resources to build connections. Some people attend events and functions to network with others. 

There are networking events at the end of each program to connect with like-minded people to explore opportunities. It is a well-admitted fact that behind the success of every person there is someone who laid the ladder for their success. 

Therefore, success is not a solo game. It is a confluence of various factors including hard work, persistence, and connections.

Tools to Connect with Others

Here are some tools to build your network. Don’t be shy to talk with strangers. Be comfortable opening up with them. Don’t be overly conscious about making mistakes. Be cheerful. Smile to connect with others. 

Start your conversation based on your knowledge, skills, and abilities. Also, initiate your conversation by outlining others’ areas of interest. Be a good listener. Don’t interfere when others converse with you. Present positive body language to connect with others. Adopt a mirroring technique to connect with others quickly. 

Avoid interfering with their personal issues and lives. Your conversation must be professional with an emphasis on ethics and etiquette. Keep your network as diverse as possible to make it powerful and inspiring. Have a strategy and execute it effectively. 

“The richest people in the world look for and build networks, everyone else looks for work. Marinate on that for a minute.” —Robert T. Kiyosaki

The Secrecy Behind Being the Best, Elite, and Rich

People prefer to pursue education in prestigious institutions. Apart from acquiring knowledge from the best faculty and exchanging knowledge with their peers, they enjoy quality connections. 

Some of their connections reach higher positions in the long run. They help themselves since they hail from the same institution. The alumni from these institutions help their institutions to grow stronger and greater. 

In this way, they elevate their brand and strengthen their connections. Additionally, if you want to stay rich forever, one of the best ways is to acquire quality education in prestigious institutions as the alumni extend their help to themselves.  

Remember, a single contact with the right person at the right time will keep you in the right place to touch your tipping point.  

Maintaining Your Network is Harder 

Building your network is hard and maintaining your network is harder because you must invest your time, money, and energy to keep your connections growing and giving fruit to the next generation. 

I have come across some people from the second generation enjoying the fruits of connections from their first generation in various walks of life. Hence, don’t underestimate the power of connections.

‘Who You Know’ versus ‘What You Know’

In the current global scenario what makes the successful and unsuccessful is the ability to network with others effectively. Some people became stars due to their connections. Subsequently, they worked hard; built their skills and abilities; and retained their positions. Hence, don’t underestimate the power of networks and connections

In fact, ‘who you know’ matters more than ‘what you know’ in this cut-throat competitive world. 

It is observed that some people are very strong in their areas but they don’t know how to build connections and showcase them with others. They find it challenging and remain unnoticed and unrecognized throughout their lives. 

On the other hand, some people have the right connections and showcase whatever little they have and achieve recognition and success quickly. Hence ‘who you know’ certainly matters more than ‘what you know’. If ‘what you know’ is the king of success, ‘who you know’ is the queen of success. 

Both king and queen are essential to run your career empire successfully. To summarize, the way hard and soft skills are essential to achieve your career success, ‘what you know’ and ‘who you know’ is essential to fast-track your career.

Social media is a powerful platform to build your connections and enhance your network. Hence, utilize it effectively by building a team of quality connections globally with a positive, right, and strong attitude. Help them and seek their help. 

Reshuffle your team with changing times and technologies as per your principles and philosophies and based on their reciprocal response to achieve success in all spheres of your life.   

Professor M.S. Rao, Ph. D., is a 21st-century Philosopher and the Father of “Soft Leadership.” He is an International Leadership Guru and the Founder of MSR Leadership Consultants, India. He has forty-four years of diversified experience, including military, and is the author of fifty-four books, including the award-winning See the Light in You.

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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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