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Success Advice

To All The Critics: I Love You.

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Writing so many blog posts each year comes with some added benefits. One of those is having critics.

I’ve never really had so many critics before, so it’s a brave new world. I seem to get the most critics on LinkedIn. Today I got a message from a nice follower that said: “Tim, don’t let the critics get you down.”

My response (in my head) was “They don’t get me down. Critics, I love you.”

Here’s why:

Returning negativity achieves nothing.

That’s why I can only love my critics.

The opposite is to hate them and engage in negative back and forth conversations that try and determine who’s got the bigger “you know what.”

I choose to embrace my critics and join forces with them. I choose to see the other side and try at all costs to see the positive in what they’re saying – even if it’s negative and destroys my precious ego.

Returning negativity will only suck the energy I need to write these words and inspire as many people as I can. That’s not a price I’m willing to pay and you shouldn’t partake in this game either.

You’re entitled to your opinion.

Black, White, Oriental, Mexican, Vegan, Bi-Sexual, Homosexual, Liberal – whatever your beliefs are and wherever you come from on this planet, I believe you are entitled to your opinion. It’s the one thing that can’t be taken away from you.

“Without critics, we’d never have innovators, entrepreneurs and disruptors. Critics challenge the status quo”

Some are negative and some are positive. Either way, they disagree with you (and me). Critics show me that we all have a voice and freedom must let us exercise it.

I’m wrong a lot.

In fact, more than I’d like to admit. I was wrong about touch screens never becoming a thing; I was wrong about coffee pods never taking off; I was wrong about the gay marriage vote in my home country gaining traction and ultimately being implemented.

We’re all critics at some point in our life. More often than not, we will be wrong. I’m not the fountain of knowledge that Yoda guards with his life and neither are my critics.

I get to challenge my own thoughts.

In the moment, my ideas sound like Pink Floyds Dark Side Of The Moon (in other words, a masterpiece). The reason I love critics is they often show me that some of my ideas are more like that 90’s song “Asshole.” In other words, horrible, condescending, offensive and inaccurate.

Critics won’t take no for an answer at times. They dig down to my real why and keep me accountable. They ensure I am delivering value instead of content that is self-promotional (not my style, regardless).

Those beautiful, courageous critics question my evidence, correct me on quotes I source from books, and even provide free spellchecking and grammar services direct to my bloody email! I mean I should just about be paying for their service. Needless to say, I give them my love instead.

I’m not trying to reach everyone (1000 true fans).

Out of every 100 people I reach, I’m probably only going to have less than 50% of those readers like my stuff or get value from it. I can never get everyone to agree with my way of life. I’m not trying to. Some of my critics who hate my work have even admitted on occasion that they’ve learned at least one thing.

“I love my critics and having a conversation with them teaches me so much”

I learn more from my critics often than my own friends, mentors and family. The aim of the game is not to convert everyone to being part of your tribe. As I learned from the great Kevin Kelly, all you really need is 1000 true fans.

These fans can spread your message for you and it’s enough to make an income from if you have an online business.

Critics are like a cold shower.

What do I mean? Your critics are good for you just like cold showers are. They make you uncomfortable and no matter how many times you engage with one, they always take you by surprise.

You have to be uncomfortable to achieve big things. Critics provide that service – again, for free. You need to hug your critics and treat them like mentors. Some of what they say is nonsense, but deep down, there is valuable advice hidden somewhere.

Just like one date is not enough to get married (unless you’re Casanova), you have to have regular chats to truly see the knowledge that critics can offer and to find out what they can teach you. I saw Tai Lopez do an interview recently with one of his critics and it was epic to watch.

Tai learned so much from his hater and he ended up falling in love, and wanting to meet his critic for lunch!

If you want to be somebody, fall in love with your critics.

Critics, I love you. Mwah!

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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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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