Success Advice
(Video) The Inspiration Behind Tony Robbins…….The Motivational Master ‘Jim Rohn’

We are all familiar with Anthony Robbins who is a common household name where the subjects of Success and Motivation are concerned. Anthony Robbins started his career, promoting seminars for his mentor and well-known public figure, Jim Rohn. According to Anthony, Jim Rohn taught him that “happiness and success in life are not the result of what we have, but rather of how we live and what we do with the things we have makes the biggest difference in the quality of life”.
Read on to learn a thing or two about the master of Motivational Speaking.
Jim was born and raised on a small farm in Idaho and grew up as an only child. Once graduated from school he went on to college, completing a year before he dropped out to join the work force. Jim struggled financially as he worked for $57 a week at the age of 25 as a stock clerk for Sears and saw no way out of his financial difficulties.
Jim was invited to attend a lecture being given by Entrepreneur, John Earl Shoaff. John spoke of business, wealth, accomplishments, charisma and life philosophy’s which inspired Jim, giving him a new sense of hope and drive that he could do more with his life. John was VP of sales at a Nutritional company; Abunda Vita.
They say that when you want something that bad, you surround yourself with people you inspire to be like, mimic their ways and learn as much as you can from them and how they got to where they are today. This is exactly what Jim Rohn did when he made a decision to leave his clerk position with Sears to join Abunda Vita where Jim began his process of personal development that culminated in his becoming a millionaire by the age of 31.
Jim was invited to share his story with others at his local rotary club which he kindly accepted, naming his talk “Idaho Farm Boy Makes It To Beverly Hills”. So many people enjoyed his story that he was then asked to speak at various luncheons and other local events. This soon lead to his first public seminar at the Beverly Hills Hotel in 1963 which was the beginning of Jim Rohn presenting Seminars all over the country telling his story and teaching others the personal development philosophy he believed led to his accomplishments.
Jim Rohn presented seminars for more than 40 years and has been credited for his influence by other well-known motivational speakers and authors such as; Tony Robbins, Mark Victor Hansen, Jack Canfield and Brian Tracy.
One of Jim’s 17 published books was named ‘Five Major Pieces to the Life’ and was built around what he considered to be the five key components of success:
– Philosophy – how you think
– Attitude – How you feel
– Action – What you do
– Results – Measure often to see if you are making progress
– Lifestyle – the kind of life you can make for yourself out of the first four pieces
Anthony Robbins Tribute To Jim Rohn:
Watch this 3 part video of Advice from Jim Rohn on how to have your best year ever!
Jim Rohn Quotes To Live By:
To attract attractive people, you must be attractive. To attract powerful people, you must be powerful. To attract committed people, you must be committed. Instead of going to work on them, you go to work on yourself. If you become, you can attract.– Jim Rohn
We can have more than we’ve got because we can become more than we are. – Jim Rohn
The big challenge is to become all that you have the possibility of becoming. You cannot believe what it does to the human spirit to maximize your human potential and stretch yourself to the limit. – Jim Rohn
Pity the man who inherits a million dollars and who isn’t a millionaire. Here’s what would be pitiful: If your income grew and you didn’t. – Jim Rohn
The most important question to ask on the job is not “What am I getting?” The most important question to ask on the job is “What am I becoming?” – Jim Rohn
It is hard to keep that which has not been obtained through personal development. – Jim Rohn
After you become a millionaire, you can give all of your money away because what’s important is not the million dollars; what’s important is the person you have become in the process of becoming a millionaire. – Jim Rohn
Income seldom exceeds personal development. – Jim Rohn
What you become directly influences what you get.– Jim Rohn
Values were meant to be costly. If it doesn’t cost much, we probably wouldn’t appreciate the value. – Jim Rohn
Count the cost first. Don’t pay too big a price for pursuing minor values. – Jim Rohn
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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.

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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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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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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