Success Advice
(Video) Dr.Phil – Learn How to Empower Yourself With This Formula For Success

You may know Dr.Phil McGraw from his daily TV talk show, endorsed by Oprah Winfrey galvanizing millions with his words of advice on Success, Careers, Sex, Relationships etc… Dr.Phil earned his doctorate degree in psychology from the University of North Texas [1979].
As president of CSI, he has traveled extensively throughout the United States, Europe and the Far East consulting with clients including Fortune 500 companies, major networks and airlines, now coaching the millions through his successful TV Show: Dr.Phil.
Dr. Phil: Learn How to Empower Yourself
Dr.Phil shares with us his Top 10 Tips for Success.
Dr.Phil – Do you have what it takes to get what you want? The winners in life know the rules of the game and have a plan. Whether you want to begin a new career, shed pounds or find the love of your life, consider these characteristics which Dr. Phil says are common to people who succeed.
Have a vision.
Champions get what they want because they know what they want. They have a vision that keeps them motivated and efficiently on track. They see it, feel it, and experience it in their minds and hearts. What is success for you? You won’t get there without knowing what it feels and looks like.
Make a strategy.
People who consistently win have a clear and thoughtful strategy. They know what they need to do and when they need to do it. They write it down so they stay on course and avoid any alternative that does not get them closer to the finish line.
Find a passion.
Are you excited to get up in the morning? People with a passion are, and they’re energized about what they are doing. You need to live and breathe what it is that you want, and be passionately invested in both the journey and the goal.
Live the truth.
People who consistently win have no room in their lives for denial, fantasy or fiction. They are self-critical rather than self-deluding, and they hold themselves to high but realistic standards. They deal with the truth, since they recognize that nothing else will make their vision obtainable.
Be flexible.
Life is not a success-only journey. Even the best-laid plans sometimes must be altered and changed. Be open to input and consider any potentially viable alternative. Be willing to be wrong and be willing to start over.
Take risks.
People who consistently win are willing to get out of their comfort zone and try new things. Be willing to plunge into the unknown if necessary, and leave behind the safe, unchallenging, and familiar existence in order to have more.
Create a strong nucleus.
Surround yourself with a group of people who want you to succeed. They will move with you toward your goal. Choose and bond with people who have skills, talents and abilities that you do not. Winners give and receive by being part of other people’s nuclear groups.
Take action.
Do it! People who succeed don’t just sit and think about what they want to do. They take meaningful, purposeful, directional action consistently and persistently. Every step they take puts them toward the outcome they’re looking for.
Set priorities.
People who are consistent winners manage their challenges in hierarchical fashion. They commit to managing their time in such a way that does not allow them to keep grinding along on priority number two or three if priority number one needs their attention.
Take care of yourself.
People who consistently win are consciously committed to self-management. They are the most important resource they have in achieving their goals. They actively manage their mental, physical, emotional and spiritual health.
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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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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.

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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