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Success Advice

The Uncomfortable Truth Of What Is Keeping You From Success

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wasting success
Joel Brown

Do you really want to know what is keeping your from success?

Really, really?

Because it’s not a lack of productivity apps or time management skills…

It’s not even those customers that aren’t calling you back, those friends who are not supportive or those colleagues that never seem to listen to you…

I’m sorry, I’m so so sorry.

But it’s you!

Here’s why:

 

1. You’re Not Clear On What Success Really Is

I’ve been interviewed for a popular magazine in the Netherlands when I was a student and it was all about what we wanted out of life after our studies. I’m caught on print that all I wanted was to have an amazing, well-paid job, a big house and a car to go with it. 6 Years later I find myself in a big fancy office filled with highly achieving consultants where I drove to in my big fancy car from my big fancy house being incredibly jealous of the guy who waters the plants because he’s obviously a lot more HAPPY with his life and work than I am.

Having a clear vision on what success is to you is a basic necessity; how else are you going to know that you’re heading in the right direction and if you indeed ARE successful?

But make sure your vision grows and evolves along with you in life.

 

2. You’re Not Listening To Your Gut

Us human beings are a fascinating bunch; instinctively we almost always know what’s right or wrong for us but we hardly ever listen to those instincts and do the wrong things anyway. The reasons for this could fill an entire library but the effect of it is that we waste our time and energy on things that are not in line with our core vision and are therefore keeping us from success.

Listening to your gut and acting on it demands you to be very brave. It means that you’ll have to say no to opportunities and people even when that puts you at risk of being unpopular or even not profitable in the short-term. But it’s authentic, and in the end, that’s the only way to success.

And not listening…that will keep you nice and safe in your comfort zone. You know, the place where you’ll very likely NOT achieve the things you want to.

 

3. Your Ambition Is In The Way

Who is your big hero, entrepreneurial or otherwise? Do you just look up to them and learn from them or do you want to be exactly like them?

There’s a big difference! It’s great to have people to look up to and learn from, especially in this day and age where so many inspirational stories are shared. We learn that we’re not alone in our struggles on the path to success and we learn how to recognize and not fall in to the pitfalls these people have.

But what if you want to be exactly like them? What if you’re not happy until you’ve achieved the same as they have?

Personally, I can’t seem to shake the ambition of being a combination of Nelson Mandela, the Dalai Lama and Angelina Jolie and am not happy until I get the same recognition they get…

Yeah, that’s never gonna happen!

Not because I don’t deserve that recognition or am anything less than they are but simply because I’M NOT THEM.

But it does limit my behavior and level of courage at times…

We all have our own lives, paths and characters and can be extremely successful in our own rights, but we’re keeping ourselves small if we keep comparing ourselves to others.

 

4. You Can’t See What You’ve Already Achieved

At what point will you be able to look at yourself and your business and be happy with what you’ve achieved?

Most of us can’t. Most of us have this continuously lingering thought in the back of our heads that tells us that it (and we) are still ‘not good enough’…

It’s both the comparison of ourselves to others and an ancient imprint in our brain that compels us to always be something bigger and better than we are. It’s evolution and simply in our DNA.

But it’s not really useful is it? What’s the point of working this hard and actually achieving all this success but not enjoying it for what it is?

Rand Fishkin, founder of Moz wrote this beautiful post about his depression. He says that he feels guilty for the mistakes he’s made and that he has put his company at risk. But facts are that they’ve never been at any real risk, at least not more than any other business. Another fact is that pretty much everyone responding in the comments, including his colleagues, disagrees with him and tells him there’s no guilt necessary.

I think Rand is a superhero for sharing his story but it goes to show how deep these self-deprecating thoughts go even when someone clearly IS successful.

Sometimes…there’s nothing keeping us from success. Sometimes, we’re already there but just not able to see it.

 

Not sure if you’re holding yourself back in any way? Answer these questions:

–       Do you really know what success looks like for YOU?

–       Do you always listen to – and act on – your instincts?

–       Does the awesomeness of [insert name] keep you from even trying?

–       Could it be that you’re already there? Hint: listen to the people close to you!

 

Dreaming big, having huge ambitions and always aiming for growth and improvement are all essential for success and great characteristics for anyone that thinks of themselves as a personal leader.

But don’t let them become their own pitfalls.

 

Believe in yourself and be happy quote

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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.

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Bridging the gap between employees and employers
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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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