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Success Advice

Why Many People Will Never Achieve Success and How to Make Sure You Do

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Many people think if they could only reach success that their life would somehow be better. They live by “if onlys” (if only I had a better job, if only I had a bigger house, if only I had a different spouse). Even worse, they tie their happiness to this future goal of success, refusing to be happy now, before their goals are reached.

Somehow this magical pinnacle they refer to as success is some far away dream or goal that keeps them mired in the day-to-day smallness that never lets them break out of their unhappiness.

I have also had this way of thinking be a part of my life, but once I realized that it was backwards, my life changed dramatically. I have reached several lofty goals I set for myself. Interestingly, my life was not miraculously different when those dreams became reality. So I wondered, what makes people think an external item in their life will automatically make it better or different?

The Game Is An Inner Game

When we set goals, there is a determination that drives us towards those goals. The motivation is often that our lives will change for the better. This fuels many people to keep going when times get tough to keep going towards the successful achievement of that goal.

In reality, the motivation needs to come from within. It needs to be a burning desire to complete the goal, not for the external satisfaction or rewards it may bring, but for the internal peace and satisfaction that you feel. The gratitude and completeness that you feel even being able to have the opportunity to strive for the goal should be what drives you forward.

“Always be yourself and have faith in yourself. Do not go out and look for a successful personality and try to duplicate it.” – Bruce Lee

Success is Not a Destination

One of the things I noticed about myself was that sometimes when I achieved what I set out to do I often had a feeling of being let down afterwards. This is sometimes referred to as the “day after Christmas” syndrome. This is because there is so much excitement leading up to Christmas day and then once the gifts are opened, the meals are eaten and the guests are gone, we are left with the cleanup and life goes back to normal.

It is the same with achieving certain goals. Let’s say you had a goal to purchase a new car. You’ve worked extra hours, you’ve saved your money, you’ve made sacrifices, dreaming of the day you get to sit in those leather seats. The day finally arrives! You are driving around in your brand new car and  for a little while, it feels great. Then slowly you start to realize your life is still the same. Nothing else has changed. You have the same problems and life issues as before the car came into your life.

Enjoy The Journey Along The Way

The key to achieving true success, and along with it, true happiness, is to actually make the pursuit of the goal the fun part, not reaching the final destination. That’s just the icing on the cake. The planning, the extra work, the challenges, all of the things making up the pursuit are the real success.

How you got there is the ultimate achievement. Live for the here and now. That is the best way to achieve success.

“The good life is a process, not a state of being. It is a direction not a destination.” – Carl Rogers

How are you making sure you enjoy the journey while finding a way to reach your destination? Let us know by commenting below!

Image courtesy of Twenty20.com

Debbie Peck known as the Digital Trendsetter. As a Digital Strategist and Certified Social Media Manager she helps companies stay ahead of the curve by creating campaigns that humanize your brand, engage with your ideal audience and increase profits. Check out more on her website http://debbiepeckdigital.com. You can also follow her on Twitter:@debbiempeck.

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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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leadership tips for new CEO
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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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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