Success Advice
Why Tesla, Apple and Amazon Prioritize Performance Over Everything Else
What influences winning, making money, or achieving goals? It’s your performance.

Everyone wants to win at the things they’re pursuing. In fact, I don’t know a single person who likes to lose. But what influences winning, making money, or achieving goals? It’s your performance. It’s what you do, not what you want, that determines whether you succeed or fail.
This means that rather than focusing on results—whether that’s landing a new client or taking home a sports championship—your goals must always center on your performance.
Let me share three reasons why:
1. Performance goals are about the process of achieving success. People who set performance goals are more likely to laser-focus on the actions and behaviors they need to succeed. This provides clarity: they define specific targets rather than vaguely pining for “the big win.”
2. Performance goals are entirely under your control. Unlike results, which can be influenced by external factors such as luck, timing, and the actions of others, performance is controlled by one person: you.
Performance goals are solely related to your own efforts and actions. This means you’ll be more likely to feel a sense of ownership and responsibility for your successes, which will increase your motivation and commitment.
3. Performance goals are flexible. Results are often very specific and rigid, which can lead to disappointment and frustration if you or your team falls short of achieving them.
In contrast, performance goals focus on the process of achieving success, which allows for greater adaptability and the ability to adjust course as necessary. This will lead to greater resilience and the ability to bounce back from setbacks and obstacles.
Real-World Examples: The Power of Performance in Action
These three individual principles translate directly to the business world. Let’s look at how three popular companies focus on performance to achieve incredible results.
Amazon
One example is its implementation of efficient supply chain management. The company invested heavily in building a vast distribution network, utilizing advanced logistics technologies, and optimizing warehouse operations.
This allowed Amazon to offer fast and reliable delivery, even for large product catalogs, which greatly enhanced the customer experience and cemented the company’s dominance in online retail.
What’s more, Amazon’s introduction of Amazon Prime showcased its commitment to customer-centric services. By offering unlimited fast shipping, exclusive deals, and access to a vast library of digital content, Amazon Prime has created a loyal customer base and contributed to substantial revenue growth.
Apple
Apple is known for its innovation and exceptional performance. One example is the launch of the iPhone. When the first iPhone was introduced in 2007, it revolutionized the smartphone industry.
Apple’s careful integration of hardware, software, and design resulted in a groundbreaking product that quickly gained widespread popularity. The iPhone’s success propelled Apple to new heights, establishing the company as a leader in the mobile market and significantly increasing its revenue and market value.
Another example of Apple’s superior performance is its retail strategy. Apple stores are known for their sleek design, exceptional customer service, and seamless integration of products and services.
By creating a unique and immersive retail experience, Apple has consistently achieved success.
This success can be attributed to Apple’s focus on providing a premium customer experience and showcasing its products in a way that highlights their value and functionality.
Tesla
Tesla, the electric vehicle and clean energy company, has achieved consistent performance by disrupting the automotive industry and pioneering sustainable transportation.
One notable example is the launch of the Model S. With its long range, high performance, and cutting-edge design, the Model S showcased the viability of electric vehicles as a practical and desirable alternative to traditional gasoline-powered cars.
The Model S received critical acclaim, won numerous awards, and significantly contributed to Tesla’s brand recognition and market value.
Additionally, Tesla’s focus on building a comprehensive charging infrastructure played a crucial role in the company’s success. Tesla Supercharger stations provide fast and convenient charging for Tesla owners, reducing range anxiety and addressing one of the major barriers to electric vehicle adoption.
By investing in charging infrastructure development, Tesla has demonstrated its commitment to supporting the entire electric vehicle ecosystem, further bolstering its position as a leader in the industry.
Performance brings results
Amazon, Apple, and Tesla focused on their performance, which directly led to achieving monumental results. Their consistency in performance and execution only raises the performance bar of their competitors—and our expectations.
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:
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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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