Success Advice
Why It’s Never Too Late For You To Achieve Success

We live in a world of extreme speed and convenience. While I won’t argue that it’s not awesome, it has become the success seekers biggest enemy. You’re used to getting things now.
– Fast food
– Instant messaging
– The one week weight loss cleanse
And when you get your big idea, you’re conditioned to expect it to happen at the same speed. But it doesn’t. And you give up, and pack it in only to go back to your day job. This way of thinking is so far off, it is borderline scary.
People now see 30 as a crisis age. An age where you’ve either done it or your done. “Better settle down, buy a house and throw the dreams aside.” But history will show us that this is far from the case. The truth is, that through the convenience revolution we have experienced, while mostly everything has sped up substantially, success has remained as it always has been – a slow moving process.
This concept has never been more hard to grasp than now. And the secret to success, lies in it’s understanding.
Let’s look at Leonardo Davinci.
“A Genius”
“A Born Genius”, most would say.
But they would be wrong. Bare with me, just watch the video:
The Long Game Part 1: Why Leonardo DaVinci was no genius from Delve on Vimeo.
Incredible video. One of my favorites.
As you can see, the truth is, at age 30, Leonardo was a loser.
When we think of age 30 now, we think crisis. “If we haven’t done anything now, we never will.”
Imagine what Leonardo must have thought. Especially during a time where the average life span was nearly half of what it is now.
More successful people who were still losers at age 30
1) Michael Faraday
2) Harrison Ford
3) Ulysses S. Grant
4) Marcel Proust
5) Nikola Tesla
So what happens next?
Leonardo eventually reached great levels. But it was 16 years later.
What happened between those years from 30 to 46 when Leonardo first painted his masterpiece?
What took these other late bloomers from bankrupt and living at home to the genius’s we now know?
For that you’re going to have to watch part 2.
The Long Game Part 2: the missing chapter from Delve on Vimeo.
I wanted to share these video’s with a large audience because of how profound and powerful they are.
Just having this grasp of the long game can change your entire perception of success.
As Joel stated in my latest podcast episode with him,
“All you hear about is the glory, and never the story.”
This realization can allow you to get through the hard times and eventually achieve success.
But you’ve gotta ask yourself.
How bad do you want it?
Are you ready to play the long game?
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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.
Entrepreneurs
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