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Success Advice

There Is No Shortcut.

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Many people reach out to me and want to know how I got to write for so many of the top publications on the internet.

They’re hoping to discover some secret trick.
They’re hoping they can jump the queue of all the other writers wanting exposure for their work.
They’re hoping I’ll cast a magic wand and instantly make them famous.

It’s not about fame, money, friends or magic tricks that are best kept at the circus.

What you’re missing.

I spent three years writing nonsense about stuff I hated. I hung out at weekend events recording video interviews that made me fall asleep when I watched them back. I said dumb stuff that upset people.

I reached out to lots of publications who turned me down or never responded. I got told “no” more times than I’ve had hot dinners.

For a long time, I had no credibility or reason for people to support me.

“I spent a lot of time at the bottom eating sh*t and wanting a break. I refused the temptation to feel sorry for myself or have others feel sorry for me”

What I did instead.

Worked my face off.
Posted blog articles at least three times a week.
Created the best art I could.
Stay inspired through podcasts and books.
Had Skype calls with top writers and offered them something in return.
Showed kindness towards every comment whether positive or negative.

I executed on my goals every single day until I got what I wanted. I chose inspiration and leading people, over Netflix and chill.

Somedays will suck.

Even after having many viral articles on the Internet, I managed to write something the other day that got 17 likes in total. It sucked worse than anything I’ve produced.

“You can’t sit at the top of “viral appreciation,” hugs and hi-fives forever”

You’ll go up, you’ll go down and you’ll rise again. It’s all part of the process.

There is no shortcut.

I got on many of these top publications by posting non-stop on lesser-known publications first. I wrote a lot so I could find my voice. I looked everywhere for advice that would help people. I never gave up and kept building momentum.

If you want to write for a top publication or be successful at anything, then you must understand that there is no shortcut other than putting in the work and executing.

There’s no shortcut. It all starts with you.

Oh, and you have to actually create something that is of value.

No one is rewarding you for generic, unhelpful, self-promoting pieces of content/writing.

Ask yourself these questions:

Can you be patient?
Will you put in the work?
Have you got experience?
Do you back yourself?
Is your ego in check?

You’ll get featured in a major publication if you act on this advice. I promise you.

If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net

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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
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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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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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