Success Advice
(Video) The Success & Power Of The Worlds Biggest Sports Brand “Nike”

One of the most recognizable brands in the world, worth 16 Billion Dollars in revenue alone, The shoe and athletics sportswear company “Nike” wreaks of Success. Their products are considered high performance, new, creative, innovative, aspirational and also inspirational on and off the field. So how does a company such as Nike continue to deliver their high value product and branding success? Read on to find out!
when NIKE first started they ran by another name Blue Ribbon Sports. Blue Ribbon Sports was stuck in a cesspool of sporting brands out there as just another sporting company on the block, Nikes founder Phil Knight noticed this and decided to go back to the drawing board to re create a new image and new name.
Now, there are a few basic principles contributing to success that will always apply in whatever business you are in. To mention a few, you need a brand name that your customers will remember; you need a quality service or product with the right packaging and a way to advertise your product successfully from the start. This way you can create the future of your product and this is exactly what NIKE did.
5 Things About “Nike”
1. The name NIKE originates form the name Nicé, a Greek goddess. Without dwelling on the philosophy behind the Greek mythology, the choice of this name was remarkable. NIKE launched their first campaign 1972 at the Olympics where Steve Prefontane was the first to wear NIKE shoes. The scene was set against the myth that the Greeks believed that Mount Olympus was where the powerful Greek gods, the Olympians lived. Nicé, a Greek goddess with wings, resembles the spirit of victory. Her victories were in both peaceful competition and in battle. Think of the goddess holding a palm branch – the victory symbol – that is the goddess Nicé! They could not have chosen a better name. The name NIKE was branded and is even more well-known worldwide today as it was then.
2. Branding your company’s name on a continuing basis is of utmost importance. People tend to associate a quality product with success and victory. Well, by sponsoring famous sportsmen and sportswomen NIKE used their success as the basis for their business model to make sure that we think of NIKE as quality, despite the price of the product.
3. Next is packaging and distribution. NIKE is a world-wide brand today and available in almost every shoe selling outlets and chain stores. Their packaging is cost effective and well labeled.
4. NIKE diversified their product as the industry developed over time. Today, we can purchase different types of shoes to fit our needs and demands. Simply look at the variety of sporting shoes they launch on the market place. They’ve got a shoe for almost any sport type you might think of participating in and any style of sports clothing to fit.
5. The business model of “NIKE” is based on the exact same principles taught today. To be successful, do not re-invent the wheel, so to speak, rather perfect it with a quality product with a name your customers can relate to by being creative. That way you will hold longevity and a quality product for the future.
Watch below to see into the mind of Phil Knight, Co-Founder of Nike as he explains why he believes he has reached success and why he still sticks to his “thought as by many” unethical way his business runs in Asia for manufacturing and production.
(Video) Nikes Founder “Phil Knight” Confronted By Controversial Documentary Legend Michael Moore
http://www.youtube.com/watch?v=cOI0V4kRCIQ
(Video) Nike Better World – History featuring Phil Knight
http://www.youtube.com/watch?v=3osb4IYOw2Q
Success Advice
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

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
Entrepreneurs
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.
Entrepreneurs
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
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