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Your Response to Your Level of Success Will Determine Your Happiness

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We are looking for ways and means to become more successful; the definition of such is really personal and has nothing to do with fame or fortune. Rather, it revolves around our ability towards being happy. Of course, the implication here is that successful people are happy people. And as long as you do not have a contorted view of success, such as I will step on as many people as I have to get rich, then this implication tends to hold true.

Happiness itself is a very strange word to define. Charles Haanel, in his groundbreaking 1912 work on metaphysical mindset and success entitled, The Master Key System, defines happiness as three separate and distinct entities that must exist to varying degrees within a person’s purview.

They are health, wealth, and love. Haanel suggested that if a person has the three of those entities to the degree of their satisfaction, they are, by definition, happy! Florence Scovel Shinn, in her 1925 publication, The Game of Life, adds a fourth dimension to happiness: Self Expression. She calls the four keys of happiness the “square of life.”

Since happiness and success are inexorably linked as we strive for one, we tend to get more of the other. This collinear relationship can assist us in building additional groundswell and momentum. In other words, when success increases, happiness increases as a result of the increase in success, and as happiness increases, we become more successful as a result of the increase in happiness.

“In the end, it’s not the years in your life that count. It’s the life in your years.” – Abraham Lincoln

But the question before us today is how do we react to that increase of success when it occurs? This is a very important question to answer as our life, in this wonderful cause and effect universe, means that an “effect” can become a cause for an entirely new effect. And if we are not careful, what started as a noble endeavor, can lead to ruin. Our mental responses to future increased success and happiness, is truly contingent upon how we react to our current level of success and happiness!

There are two “H” camps that form possible responses to the level of success we are currently enjoying: One “H” camp is hubris; the other is humility. We get to choose our response initially, but eventually it will become habit and the response will become automatic.

If hubris is chosen as an initial response to success, we tend to be overtly proud of our accomplishments and incline to want to tell the world how great we are and that the world should “get in line” and follow our path toward attainment. The focus is off of our accomplishments and is centered on us! We become the focal point instead of what we did! In Greek tragedies, hubris was considered excessive pride in defiance of the gods.

“A proud man is always looking down on things and people; and, of course, as long as you are looking down, you cannot see something that is above you.” – C.S. Lewis

It is easy to fall into this trap of thinking how great we are, because of the hard work and effort we put into our achievements. This is how hubris becomes established as a habit of behavior.

There might be a better path to consider traveling; that of humility. Being humble in the face of your accomplishments tells the world (and more important, yourself; your self-image) that you alone were not responsible for what you accomplished. That you had assistance from your parents (who had you), your teachers (who molded you), your friends (who socialized you), your business associates (who vetted you), and a cadre of others.

Humility gives them thanks for the way they touched you throughout your life. Be careful! Humility is fickle. When you begin to think you have enough humility, you begin to lose some!

Here are a few ideas for developing a healthy dose of humility in your life:

  1. Spend a few minutes in quite meditation – If not overt mediation, at least in quiet time where you can start making the connections between your success and the people that assisted you.
  2. Spend time thinking about happiness – Happiness is a present condition. If you wait for some future event to occur before you are happy, you are robbing yourself of the chance to be happy NOW.
  3. Think about the linkage between a productive existence and a happy life – Are you sacrificing too much now, for some future event? If so, is that sacrifice causing regret, remorse and guilt now? (It’s hard to celebrate your success and be happy now when you are carrying all that emotional baggage.)
  4. Begin to practice non-resistance – Don’t be a doormat but learn to bend and let go. Acceptance of what exists is a great start! Try not to argue too much with reality. It has no sense of humor! This will cause happiness to flood into your life. (And remember happiness and success are linked. When you get more of one, you get more of the other!)
  5. Be gratefulShow gratitude! Thank whoever it is you believe created the universe for the wonderful opportunity you have to show your skills and talents. And, for what you already have AND for what you will get in the future. In the words of Father Solanus Casey, OFM, “Thank God ahead of time.”

Good luck on your journey. Write me and let me know how you are doing with your success and happiness!

Biagio Sciacca, known to his friends as Bill, was a lifelong resident of Pittston, PA. He is the owner of Intelligent Motivation, Inc. a global consulting and training firm specializing in management and leadership training as well as psychological assessment for hiring and staff development. He is the author of several books relating to goal setting, and his third book, Provocative Leadership, is publishing soon. Now residing in Tamarindo, Costa Rica, he divides his time between his international coaching and training clients, writing his next book and wandering aimlessly on the beach. Feel free to contact Bill at bill@intelligentmotivationinc.com or schedule a call with him by going to www.intelligentmotivationinc.com and clicking on the “set up a call” tab.

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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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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

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Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs

Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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