Success Advice
The Self Help Guru’s Are Selling You Crap.

You don’t have to save the world to be fulfilled in life.
I’m living proof. I love inspiring people, but I didn’t donate a million dollars to any charity or take a selfie with Oprah while feeding children in Africa.
And having millions of followers…
And doing pilates, yoga or the gym…
And watching every motivational video…
And reading every New York Times Best Selling Book…
…is not the secret to life.
The Self Help Guru’s are lying to you.
But why would they do this Mr. Tim? Simple…they want your money and your attention. Their grand plan is to make themselves feel better and have something cool to say at their dinner party on Saturday night, amongst mega influencers on social media requires them to have these attributes mentioned above.
You can have all the money, followers and knowledge in the world – this will not guarantee you of jack.
“The Self Help Guru’s also lie to you because what they do is a business. It’s not about helping people at all; it’s about them and their ego”
That photo they have of them at some mansion in LA is not their place – they rented it for a day. The Ferrari in the video they posted on YouTube is not there’s – it’s rented. Why do they fake all of these things? Their answer is it attracts millennial’s who are driven by money. What a load of BS.
Let me give you the good news.
You don’t need any Self Help Guru to change your life. What you need is the following:
– A meaning for your life
– A cause that allows you to serve others
– A healthy dose of love that you give out freely
– A kind heart
– An ego that is under control
– A tribe of people that understand your cause. The size doesn’t matter, only the depth
– An infectious personality that comes from being compassionate and kind
Everything I just mentioned can be cultivated on your own. You can’t buy these things off a shelf or fake them. There’s no magic set of keys other than the one’s you are already holding. Work on your self. Go beyond yourself.
Here’s what worked for me. It’s simple, to the point and easy to copy.
I’m lazy as hell when it comes to changing. Unless I hit a rock bottom point in my life I end up doing nothing. I love to consume content and often forget about creating my own (that can kill your success).
I love a good hype session but then I often forget to take the action. Sometimes I feel like I’m not good enough to do what I do.
There are times I look in the mirror and go “Geez I wish I could go to the gym 3 times a day.” When I meditate I’m often distracted as hell. All these things I just mentioned are normal.
“Every Self Help Guru that’s selling you this BS version of a “Successful Life” has the same challenges as you. You don’t need the help of a guru”
What you need is this.
You need to learn to be disciplined. You must practice improving yourself every day. You need to be honest (like I just was) about the things that you struggle with in life rather than seeking perfection. You need to be kind to yourself. You’re doing the best job you can with what you have so go easy on yourself.
It’s time to get real.
You don’t need a $5k mastermind group or a success course in Hawaii to transform your life. You don’t need any guru to help you find your life’s purpose.
Find your purpose yourself by trying different things.
Get to work.
Back yourself and smile more.
Don’t try and achieve everything in 6 months because it will never happen quickly.
The Self Help Guru’s have been lying to you the whole time. They don’t have all the answers and they’re probably less successful than you are. Happiness comes from within and no guru can show you the secret.
If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net
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.

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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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

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…)
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.

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.
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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