Success Advice
(Video) Billionaire UK Business Man Alan Sugars Top 10 Success Tips To Live By

The U.K Fiery Businessman & Star of The ‘Apprentice‘ TV Show “Sir Alan Sugar” shares with us a little advice in Business and his Top 10 Success Tips he lives by. He may not be a role model for all as his style of management is often considered “out of touch” and negative, the proof is in the pudding with this as Alan Sugar’s Business Empire grows to a Net Worth of 1.14 Billion to date.
Watch these Videos & Read on for the valuable advice that can only be shared by one of a kind, “Sir Alan Sugar“.
Alan Sugar’s Keys To Success
LORD ALAN SUGAR – Business 101
http://www.youtube.com/watch?v=_r5XWLll8co
LORD ALAN SUGAR – Business 101 – Pt2
http://www.youtube.com/watch?v=VZf0jR2kYiY
ALAN SUGARS TOP 10 TIPS FOR SUCCESS
1) Only set up in a business you know something about. You can’t just wake up one day and think you’ve come up with the best thing since sliced bread if you’ve got no experience in that area. It may be an industry you have been working in for years or a hobby you have.
2) Research your market thoroughly. Make sure that there isn’t something similar on the market already. Why would anyone want to buy something from you if it’s already out there?
3) Listen to experts in the relevant industry. Don’t ask friends and relatives for their opinions – they will only tell you what you want to hear just to be nice to you.
4) Draw up a proper business plan. You will need this to show you know where you are heading and you understand the market. It will help to make others take you more seriously.
5) Take things one step at a time. Don’t try to run before you can walk. Start small. Get it right and then grow when you’re ready for the next step.
6) Be prepared for lots of setbacks. Not everyone will be as enthusiastic as you are, but if you really believe in your idea and you have the determination and passion you will succeed.
7) Find a niche. It doesn’t always have to be something brand new. There’s not many things that haven’t been done before – just come up with something better or a better way of doing it.
8) Don’t expect the banks to throw cash at you. You have to put your money where your mouth is and prove to them that you are prepared to take a major risk, like remortgaging your house. If you show them how seriously committed you are, then they will be less hesitant to cough up.
9) Get advice from lots of different sources. From small business advisers at your bank to organisations such as Business Link, The Prince’s Trust and Shell LiveWire.
10) Be realistic. You may think you’ve come up with a great idea, But will anyone really want it? Do they really need it? Is it cost-effective? Is it practical to produce?
Sir Alan Sugar Quotes:
You’re a lightweight. You’re fired.
Alan Sugar
I can tell you where every screw, nut and bolt is in my company. I know everything [in my business]. Never, ever, underestimate me.
Alan Sugar
There’s only room for one bigmouth in my organisation, and that’s me.
Alan Sugar
Once you decide to work for yourself, you never go back to work for somebody else.
Alan Sugar
Learn to read body language.
Alan Sugar
From his book The Apprentice: How to Get Hired Not Fired
The shareholders are looked after by me. And they should be very thankful. I run Amstrad as if it was my own. They get their accounts every year, their profits and dividends. And if they don’t like it, they should sell their shares. But I’ll run my – the – company the way I want to. Not the way some twat in the City wants me to.
Alan Sugar
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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.
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