Success Advice
Wealth Lessons Everyone Should Hear for Every Stage of Your Life
Do you have the courage to rewrite your story?

Do you see what I see? Likely not, as we each see ourselves through the lens of our own story.
Here’s a snapshot of mine.
I grew up lower middle class. I was overweight and bullied in school, which had a lasting emotional effect well beyond the years of bullying. My mother was a homemaker and my dad worked around the clock so he was rarely home.
After a defining moment involving being bullied and then being inspired by the movie sensation Rocky at the time, I laced up my tennis shoes and went for a run. From that day on, fitness became my church in many ways and it shaped my discipline. I thrived as a straight A student and then married and had my first child during my last year of college…1983.
My career in wealth management followed a few years later along with my second child. My career and life have seen incredible lows….and highs! – the market crash of 2000-2002, the Great Recession from 2007-2009 and the COVID-19 Pandemic in 2020.
I navigated a divorce, found love again (and we just celebrated our 17-year anniversary!) and became a father for a third time in my 50s. With all of its ups and downs, the one thing I know for sure is that I wouldn’t change any of it as it made me who I am today.
What I would share with my younger self
We often hear the phrase, “What would you tell your younger self?” For me, when I look in the mirror, I think about what I would tell myself at various stages in life like my 20s.
During this phase, it was all about the hustle, and there was no real balance. I feel like it was fight or flight mode all the time.
What I would tell my 20ish self:
- Work to find balance – your happiness depends on it.
- Live a little – laughter is like medicine.
- Spend as much time with your kids as you can – it goes by SO quick!
- Set goals and track them.
- YOU are going to make it (be dedicated and consistent).
I was reflecting on my 30s and all of the lessons I learned in this period of time. It may have been a little rocky (yes that is a nod to the movie that inspired me to get fit), but by taking the lessons, I learned the value of learning versus winning.
If I was talking to my 30ish self I would say:
- It’s better to cut your losses early – time is invaluable.
- It’s okay to start over – failure isn’t final.
- Eat more pizza – an indulgence here or there won’t derail you.
If you do what you love, you will never work a day in your life – are you working or doing what you love?
Integrity always- your reputation should be your most coveted possession – act accordingly.
I don’t know if its just me but in my 40s I realized that you need to channel grit to outlast life. Mentally, emotionally and physically I realized that longevity and sustainability in all ways was key.
If I had a chance to sit down with my 40ish self I would say:
- Trust your gut – it’s usually right.
- For every door that closes, another opens. Don’t be afraid of closed doors. They are redirections.
- Life is a marathon, not a sprint – train accordingly every day.
My 50s were empowering – not because they were easy – but because I learned the importance of mastering uncertainty. In life, the one constant is change so if you can learn to master uncertainty, you are already ahead.
A few other things I learned in my 50s include:
- You cannot control the market = it took me a long time to accept this but it is a universal truth.
- Things don’t always turn out as planned – and that is ok – as they turned out as they were supposed to.
- Be brave when others are fearful – after all, fear is often simply “false evidence appearing real,” as our minds like to create all sorts of stories.
Do you have the courage to rewrite your story? Today in my 60s I look back at myself on the day I laced up my tennis shoes and went on the shortest yet hardest run I have ever been on. I remember thinking…my life cannot always be this way.
I have to create change. Were my runs easy while I was over weight? Did the bullying voices immediately go away? No. Change doesn’t happen overnight. It requires discipline, dedication and consistency.
But am I grateful beyond measure that I put on my running shoes that day and committed to change? Yes. I can’t imagine where I would be today had I not made that decision. So, have the courage to rewrite your story if needed. No explanation necessary. Make the choice to make the change.
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…)
Success Advice
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:
-
Build diverse talent pipelines
-
Embrace flexible work models
-
Design compelling career paths
-
Simplify HR processes
-
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
Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)
-
Personal Development4 weeks ago
Discipline Creates Freedom: Why Systems Make Success Sustainable
-
Change Your Mindset4 weeks ago
Why Ideas Are More Valuable Than Resources for Entrepreneurial Success
-
Entrepreneurs3 weeks ago
Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs
-
Health & Fitness3 weeks ago
The Surprising Link Between Exercise and Higher Income
-
Entrepreneurs2 weeks ago
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
-
Entrepreneurs2 weeks ago
The Leadership Shift Every Company Needs in 2025
-
Change Your Mindset1 week ago
7 Goal-Setting Mistakes That Are Secretly Sabotaging Your Success
-
Success Advice5 days ago
What Every New CEO Must Do in Their First 100 Days (or Risk Failure)