Success Advice
(Video) Bill Gates & His 11 Tips For Success You Will Never Learn In School

One of the greatest role models of business in this day and age would have to be the founder of Microsoft “Bill Gates“. If he is not battling it out with Warren Buffet or Carlos Slim on the “Forbes Top 100 Richest Men In the World” list, he is travelling the world with his wife Melinda Gates donating his billions to charity, being an active philanthropist.
Bill Gates confesses he was a last minute guy when it came to handing things in at school at never really took study & business seriously until his company Microsoft found its legs. In this post Bill Gates shares with us his Top 11 tips for Success that you will never learn in school, only in the real world and life experiences.
Bill Gates 11 Tips For Success You Will Never Learn In School:
1: Life is not fair – get used to it!
2: The world will expect you to accomplish something BEFORE you feel good about yourself.
3: You will NOT make $90,000 a year right out of high school.
4: If you think your teacher is tough, wait till you get a boss.
5: Flipping burgers is not beneath your dignity. Your grandparents had a different word for burger flipping: opportunity.
6: If you mess up, it’s not your parents’ fault, so don’t whine about your mistakes – learn from them.
7: Before you were born, your parents weren’t as boring as they are now. They got that way from paying your bills and listening to you talk about how cool you are.
8: Your school may have done away with winners and losers, but life HAS NOT.
9: Life is not divided into terms. You don’t get summers off, and very few employers are interested in helping you “find yourself”. Do that in your own time.
10: TV is not real life. In real life, people have to leave the coffee shop and go to jobs..
11: Be nice to nerds. Chances are you’ll end up working for one!
WARREN BUFFETT AND BILL GATES GO BACK TO SCHOOL:
Bonus – Warren Buffets Advice:
Have the right Heroes, the people you look upto will help form who you are to become later in life. – Warren Buffett
Invest in as much of yourself as you can, you are your own biggest asset by far. – Warren Buffett
Have your own Passion, follow it, dont take a job if you don’t like it. – Warren Buffett
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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:
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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.
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