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Why Your Values Dictate Your Success

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Do you know what your core values are? There’s what you say and there’s what you do. You can be clear with your core values by watching your actions. Do they match what you say your values are? If no, why not? 

1. Values dictate behavior

Action is preceded by thought, whether those thoughts are conscious or subconscious. Your thoughts are filtered by your individual set of values and beliefs, which process through your neuropathways to help you arrive at the decisions you make for the actions you take. 

According to social science, values are personal but also have a cultural element to help you understand what’s right and wrong; good and bad; important and unimportant. Values often bond people together and create the social norming systems of a culture. 

It’s important to know which values you hold so that you can take intentional action. Studies state that values act as a guide for behavior and become central to your identity. When a value becomes central to your identity, that’s when it becomes a strong indicator of your behavior. 

What this means is that if you want to become successful (as you define it), you need to have the values that the successful version of you has and make them key parts of your identity. For example, if the successful version of you values organization but you live in a cluttered mess, then you need to take time to get yourself organized and make it a priority. Actions can shape your values, and as you upgrade your behavioral standards, they dictate how you see yourself. To start this process, write out all of the values you believe the successful version of yourself to have. Save that to the side and read on.

“Good values are like a magnet – they attract good people.” – John Wooden

2. Behavior dictates success

Your behavior will show you where your identity and core values stand as of today. If you’re not sure which ones are important to you, look at your behavior. If you value convenience over effort, you’ll see a lot of clutter or sloppiness in your life. If you value growth over comfort, you’ll constantly challenge yourself and engage in activities that make your mindset expand. Your behavior will show you what values have become part of your identity.

Once you recognize which actions you’re engaging in regularly, you can identify the values and beliefs that those behaviors are running on. Make a list of the current values and beliefs coming up for you. Looking at that second list, you can compare them to the list you created for the future version of yourself

What do the lists have in common? What differences exist between the two lists? Honing in on the commonalities and differences gives you a clear indication of where you need to put the effort in for cultivating new or stronger values that become part of your identity.

3. Focus and support

Your values are the consistent indicators of what your focus centers on, which allows you to make more conscious decisions that can lead to success. When you’re facing decisions or actions, a good way to draw your attention back to your own success is to ask yourself, “Is this choice aligned with the success I want and the values I hold or not?” That answer will help you make stronger decisions that help you achieve your goals.  

Likewise, they also help you bond with other people. You’ll often work with people who have similar values. If one of your core beliefs and values is elevating others, then you’re more likely to work with people who will elevate you. Having a support system that understands and honors your values will help you stay on track for success.

“When your values are clear to you, making decisions becomes easier.” – Roy E. Disney

4. Building new values

Creating a new system requires a bit of discipline. You have to give space for the new behaviors and thought patterns to happen while catching the old ones before they sabotage you. 

In order to do that, you have to be conscious of what you want to change and actively choose new actions for habits that were likely automatic before. The more you implement these changes, the more natural they’ll become for you. That’s how the new values become part of your identity, which leads to success when those changes are in alignment with your goals.

What do you think are the most important values to embody on your journey to success? Share your thoughts with us below!

Kellee Marlow is an Impact Entrepreneur, Business Strategist, Empowerment Accelerator, and Motivational Speaker. She built her career by embracing disruption and identifying innovative concepts and technologies that challenged companies and people to think differently. After 20+ years of business experience in different roles and industries, Kellee has created a catalyst mindset that is science-proven, focused on empowerment, innovation, and inspiration that guides people to successfully realize their entrepreneurial or personal goals. She is the founder and host of Spark, on KXSF.FM and 8+ online platforms that stream world-wide. Kellee created the Spark platform to inform, inspire, and ignite her audience by pinpointing the underlying value of the expertise from change-makers in psychology, wellness, business, and innovation. She tackles topics including the future impact of artificial intelligence and cryptocurrency; career reinvention and self-empowerment tools like empathy, gratitude, and social fluency.

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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
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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.

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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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