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Where Will You Be in 3 Years? How to Strategically Transform Your Life

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Let’s settle the debate once and for all. Which is more important? What you know or who you know? Well, as it turns out, it’s a trick question. The answer: Both.

Progressing in your career or in growing a business is never easy without the right relationships. But, when you finally do get to meet the kind of people who have the power to put you on the fast track to success, you’d better have something to contribute.

By the time we finish college, we’ve spent years and years developing what we know. This knowledge and competence is added upon as we gain on-the-job experience. But, there’s a good chance that you haven’t given nearly as much thought to developing the other side of the equation. Many of us don’t invest sufficient effort to expand who we know. Often, this pattern of behavior persists throughout a person’s entire career.

Don’t Be Random, Be Strategic

We have a tendency to view education very methodically. We plan it out years in advance. Seeing as how that’s only half the battle, shouldn’t we also create a plan to methodically build our network?

Throughout his impressive career, networking expert Keith Ferrazzi has created a method that could change the way you think about developing and nurturing business relationships.

In his bestselling book, Never Eat Alone, Ferrazzi writes: ”The tool I use is something I call the Relationship Action Plan. The most simple version of the plan is separated into three distinct parts: The first part is devoted to the development of the goals that will help you fulfill your mission. The second part is devoted to connecting those goals to the people, places, and things that will help you get the job done. And the third part helps you determine the best way to reach out to the people who will help you to accomplish your goals. This means choosing a medium to connect, but, more important, it means finding a way to lead with generosity.”

For many of us, networking refers to an activity during which we:

  • Congregate in large groups of people (many of whom may be unemployed)
  • Spend a few hours engaging in friendly small talk with strangers
  • Exchanging business cards, followed by never speaking to each other again

There are multiple flaws in this method, not the least of which being that it’s far too random. For the most part, you likely have no idea who’s going to be at the next networking event that you plan to attend. You don’t know if the people that you talk to will be in a position to help you achieve your goals.

“Personal relationships are always the key to good business. You can buy networking; you can’t buy friendships.” – Lindsay Fox

Is Research Creepy?

Take time to plan ahead. Do your best to determine which people have the greatest potential to assist you in accomplishing your professional objectives. Research these people and try to learn how you can meet, connect and build ongoing relationships with them.

As you do so, be sure to keep in mind what Ferrazzi says about “finding a way to lead with generosity”. When reaching out to these people, your first concern should be how to add meaningful value to their lives so that you can establish a positive relationship.

There are those who would probably consider this type of behavior to be borderline stalking. After all, the plan is to diligently study a group of people, some of whom are probably strangers. You want to learn about their likes, dislikes, habits, hobbies, family, friends, etc.

When you think about it this way, it is admittedly a little bit weird. That said, keep in mind that your goal is to create a mutually beneficial relationship by leading with generosity and value. In other words, you’re studying these people in order to learn how to best help them.

Obviously, there are boundaries that you don’t want to cross. Be tactful and respect privacy. Luckily, these days, you can often learn plenty with things like Google, social media and company websites. For the most part, this is information that the person has chosen to publicly share with the world.

In the end, this type of planning may still make you a little uncomfortable. But, honestly, those who refuse to leave their comfort zones tend to have a low propensity for success. If it makes you feel any better, think of yourself as a spy gathering vital intel that will help you accomplish your mission to do good and fight for justice.

What Do You Want Out Of Life?

In your efforts to create and execute your own “Relationship Action Plan” (RAP), remember that this is about achieving your goals… which means you need to have goals. Those goals need to be specific, well thought out and realistic. They also need to have deadlines. (Otherwise they’re just dreams.) 

“I list what I’d like to accomplish three years from today. I then work backward in both one-year and three-month increments to develop mid-and short-term goals that will help me reach my mission.” – Keith Ferrazzi

Where Do You See Yourself In 3 Years?

Imagine what you could accomplish after three years of executing a well thought out Relationship Action Plan!

You probably spent somewhere between one and two decades in school developing and increasing what you know. Now you can add to that knowledge by expanding who you know, so you can achieve the kind of success that we all want.

What do you think is most important: what you know or who you know? Let us know by commenting below!

Image courtesy of Twenty20.com

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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.

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Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

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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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

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Image Credit: Midjourney

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…)

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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.

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Bridging the gap between employees and employers
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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.

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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.

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entrepreneurial leadership skills and traits
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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…)

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