Where the lines between personal and professional life blur, the question of high performance has become more relevant than ever. How do individuals and organizations not only achieve but sustain excellence in this “new normal”? Mark Cunningham, founder of The Achieve Institute, shared insights on The Bliss Business Podcast that offer a timely and profound answer to this question. His message was clear: success is not about grinding harder — it’s about developing the right habits and mindset to work smarter.

The Power of Commitment to High Performance

Cunningham’s philosophy begins with a simple but powerful idea: commitment. High performance, in any field, starts with an unwavering decision to be fully invested. This isn’t just a corporate buzzword; it’s a mindset. According to Cunningham, whether you’re an athlete or a business professional, you must be “all in.” Dabbling or half-hearted efforts will never yield the results you’re striving for. What’s fascinating, however, is his observation that many organizations, even large ones, fall into a survival mode, moving from one quarter to the next without truly committing to long-term excellence.

In high-performing teams, commitment is the foundation. Once this commitment is in place, everything else follows, from setting goals to aligning daily actions. It’s not just about showing up; it’s about showing up with purpose, every single day.

Forward-Thinking Habits: The Key to Continuous Growth

One of the most insightful habits Cunningham identified is the importance of having a forward-thinking mindset. In today’s world, where change is happening faster than ever, this habit is critical for sustained success. He noted that many people and organizations unintentionally operate with a “rearview mirror” mentality — looking backward to understand the future. This approach limits creativity, innovation, and ultimately, growth.

Instead, Cunningham advocates for a future-oriented approach where teams focus on creating what they need rather than fixing what they have. This shift is more than just an attitude adjustment; it’s a practical framework that helps organizations break free from incremental improvements and embrace transformative change. When leaders set a clear vision — a “North Star” — for their teams, they create space for innovation, collaboration, and forward momentum.

The Danger of Fixing Instead of Creating

A central theme in Cunningham’s methodology is the distinction between fixing and creating. He found that too many organizations fall into the trap of constantly fixing problems, which keeps them tethered to the past. Fixing is reactive, and while it’s sometimes necessary, it doesn’t drive true progress. High-performing teams, on the other hand, focus on creation — building systems, processes, and solutions that drive them toward their goals.

Cunningham’s personal story as an elite athlete underscores this point. He spent a year trying to fix his discus throw, only to get more frustrated and stagnant. It wasn’t until he shifted to focusing on creating an ideal throw — rather than fixing what was broken — that he saw a dramatic improvement, gaining 30 feet in his performance within six weeks. This principle applies to business, too: focusing on creating the future, rather than obsessing over the problems of the past, unlocks new levels of performance and innovation.

Engaging the Entire Workforce: The Myth of the Top 10%

A particularly compelling part of Cunningham’s philosophy is his approach to engaging the entire workforce. Too many organizations focus exclusively on their top 10% of performers, rewarding them while neglecting the potential of the other 90%. Cunningham argues that this is not only short-sighted but leaves significant performance gains on the table.

By focusing on the bottom third or middle tier of employees, leaders can unleash untapped potential that, when nurtured, can drive significant results. Cunningham’s example of a sales team that shifted from a narrow focus on top performers to a broader approach highlights this. By engaging the entire team, the organization saw a 33% year-over-year improvement in just two quarters, and a 75% improvement within a year. This radical shift from “exclusive performance” to “inclusive growth” is a critical habit for any leader seeking sustained success.

Sustainability Over Burnout: The Role of Balance

Cunningham’s approach to high performance is rooted in sustainability. He draws from his athletic background to emphasize that pushing harder isn’t always the answer. In fact, working too hard can lead to diminishing returns, burnout, and injury — both physical and mental. The key to long-term success lies in working smarter, not harder. High performance isn’t a one-time event; it’s a consistent effort to grow and improve over time, which requires balance and recovery.

In today’s hyper-connected world, where the demands of work often bleed into personal life, finding that balance is more challenging than ever. But it’s also more essential. Cunningham advises that downtime and recovery are as much a part of high performance as hard work. Without rest and reflection, even the most talented individuals and teams will eventually burn out.

Love and Connection: The Human Side of High Performance

Finally, Cunningham touches on an often-overlooked aspect of high performance: love and connection. For some, the idea that love belongs in business might seem out of place. Yet Cunningham makes a powerful argument that loving what you do — and fostering connection within your team — is not only beneficial but essential for achieving and sustaining high performance.

When people feel connected to their work and to each other, they are more motivated, more engaged, and more productive. High-performing organizations aren’t just focused on hitting numbers; they are focused on creating environments where people thrive. And when people thrive, organizations thrive.

Conclusion: High Performance in the New Normal

In this new normal, where the rules of business are being rewritten, Cunningham’s insights offer a blueprint for sustainable, high performance. It’s not about working harder or pushing people to their limits. It’s about fostering the right habits: commitment, forward-thinking, creating rather than fixing, engaging the entire workforce, and sustaining a balance between effort and recovery. Most importantly, it’s about infusing love and connection into the workplace.

As we continue to navigate an ever-changing business landscape, these habits will be the keys to unlocking long-term success — for individuals, teams, and organizations alike.

Check out the conversation with Mark Cunningham on The Bliss Business Podcast

Originally Featured on The Bliss Business Podcast Blog

The future of work is upon us, and it’s clear that the traditional systems we’ve clung to for so long are no longer sufficient. In a recent Bliss Business Podcast episode, Jose Leal, co-founder of Radical World, shared his perspective on why work models of the past are collapsing under the weight of their own dysfunction. His message was loud and clear: force-based systems — those driven by top-down control, compliance, and manipulation — are not only outdated but actively harmful to human potential.

What Jose highlighted, and what we must all come to grips with, is that the prevailing business models have entrenched a system of force that stifles creativity, motivation, and innovation. The time has come for a radical shift in how we work, one that prioritizes human needs over profit margins and control.

The Fiat Lens: The Root of the Problem

At the core of the dysfunction, Jose argues, is what he calls the “fiat lens” — a framework of force that has shaped how businesses operate for centuries. From the moment we enter the workforce, we are conditioned to comply. Whether it’s school, work, or even societal norms, the message is the same: follow the rules, meet expectations, and do as you’re told. This compliance-driven system operates on a belief that control and order are the only ways to achieve success.

But this framework, Jose explains, is inherently flawed. It dehumanizes workers, turning them into tools rather than partners in the pursuit of shared goals. This is why so many people feel disengaged, demotivated, and burnt out. In his experience, after years of being complicit in a system of layoffs and forced compliance, he had an epiphany: the system wasn’t broken because of the people in it; it was broken because of the system itself.

Moving Beyond Force: Radical Purpose as the New Paradigm

Jose’s message is about much more than just identifying what’s wrong. It’s about offering a path forward — one rooted in what he calls “radical purpose.” Unlike the fiat lens, which relies on imposed control, radical purpose is about understanding human nature at its core. It’s about acknowledging that people have innate needs for meaning, belonging, and the ability to make an impact. When these needs go unmet, people feel trapped, frustrated, and disengaged.

In contrast, when organizations create environments that align with these fundamental needs, they unlock a wellspring of motivation, innovation, and collaboration. The key is not to force compliance but to foster environments where people are naturally motivated to contribute.

The Future of Work: Collaboration Over Control

So, what does this radical shift look like in practice? It begins by dismantling the hierarchical, top-down structures that dominate most workplaces today. Instead of leadership by control, we need leadership by collaboration.

Jose mentioned an inspiring example from the Dutch healthcare company Buurtzorg, which operates without traditional management structures. In this model, nurses form self-regulated teams, collaborating to solve problems without being dictated by a boss. This approach has been wildly successful, both in terms of employee satisfaction and patient outcomes. Why? Because it taps into the fundamental human need for autonomy and collaboration, rather than compliance and control.

The Role of Empathy in Radical Change

A significant point in the discussion was that force-based systems strip away empathy from the workplace. Empathy is often viewed as a “soft skill,” but in reality, it is the foundation of any healthy, productive work environment. By understanding the emotional and psychological needs of employees, organizations can build cultures that inspire rather than coerce.

The future of work will require leaders who are not only emotionally intelligent but also willing to build systems that prioritize people over profits. This doesn’t mean abandoning financial success — it means recognizing that true, sustainable success comes when people feel valued, heard, and empowered to make an impact.

Practical Steps for Leaders: How to Start the Shift

The shift away from force won’t happen overnight, but there are practical steps that leaders can take to begin the transformation:

• Recognize the Fiat Lens: Acknowledge that much of the way we operate is based on outdated systems of control. Awareness is the first step toward change.
• Foster Collaborative Environments: Encourage teams to self-organize and collaborate. Give employees the autonomy to choose projects that align with their passions and strengths.
• Prioritize Human Needs: Shift the focus from compliance to fulfillment. When employees’ needs for meaning, belonging, and impact are met, they will naturally be more engaged and motivated.
• Model Empathy: Lead with empathy and vulnerability. By showing your own humanity, you give your team permission to do the same. This creates a culture of trust and collaboration, rather than fear and compliance.
• Create New Systems, Not Just Incremental Improvements: As Jose emphasized, tweaking the old system won’t be enough. We need entirely new structures that are built around human needs, not profit maximization. Start small by creating teams that can self-regulate and collaborate without the need for top-down control.

Conclusion: A New Way Forward

The future of work will not be defined by how well we can control people but by how well we can inspire them. As Jose Leal pointed out, the old systems are crumbling, and a new paradigm is emerging — one that is built on collaboration, empathy, and radical purpose. This is not just a theoretical idea; it’s a practical, necessary shift that businesses must embrace if they want to survive and thrive in the 21st century.

Now is the time to let go of force and control and start building organizations that meet the needs of the people within them. The businesses that embrace this change will be the ones leading the future of work. Those that don’t will find themselves struggling to keep up in a world that no longer tolerates the oppressive systems of the past.

Check out the conversation with Jose Leal on The Bliss Business Podcast

Originally Featured on The Bliss Business Podcast Blog

Many leaders are focusing on technology, AI, and operational efficiencies as the primary drivers of success. However, a deeper and often overlooked factor is emerging as a competitive differentiator: emotional intelligence (EQ). In a recent episode of The Bliss Business Podcast featuring Daniel Sieberg, the concept of EQ in leadership was front and center. Sieberg, a seasoned media and innovation expert, highlighted a truth we must embrace: leadership success in the AI era will hinge on our ability to connect, empathize, and lead with emotional intelligence.

Emotional Intelligence: The Key to Unlocking Human Potential

While AI and machine learning are enhancing business operations, there’s an irreplaceable element that technology cannot replicate — empathy. Sieberg discussed the importance of creating a psychologically safe environment, a concept that Google identified as the most common trait among its successful teams. This idea underscores a critical fact: when employees feel safe to express their ideas, challenge paradigms, and be vulnerable, innovation thrives.

Psychological safety, at its core, is a product of emotional intelligence. Leaders who foster such environments understand that their role isn’t just about hitting targets but about unlocking human potential. It’s a recognition that people aren’t just resources; they are the key drivers of creativity and innovation. In today’s AI-driven workplace, where automation can handle much of the routine, human ingenuity and emotional intelligence are the true currencies of leadership.

Vulnerability as a Strength, Not a Weakness

One of the most powerful points Sieberg made was the value of vulnerability in leadership. Far from being a sign of weakness, vulnerability is a strength that fosters trust and connection. Too often, leaders feel the need to project an image of perfection or infallibility. But the reality is, showing your human side can inspire others to bring their authentic selves to work.

Vulnerability is about more than admitting mistakes; it’s about creating an environment where team members feel safe to fail, to learn, and to grow. Sieberg shared his own experience of learning to self-regulate — recognizing when he tends to dominate a conversation and making space for others to contribute. This level of self-awareness is fundamental to EQ and helps build stronger, more cohesive teams.

In startups, where teams are small and trust is paramount, this openness becomes even more important. Leaders who can be vulnerable set the tone for a collaborative, trusting, and emotionally intelligent culture. The result? Teams that work not just harder but smarter — together.

The Role of EQ in Navigating the Hybrid Workplace

With the rise of remote and hybrid work, fostering emotional intelligence has never been more critical. Sieberg acknowledged that while technology has enabled greater flexibility, it has also created new challenges in maintaining team cohesion. Video calls, Slack messages, and remote work hubs have their benefits, but they lack the depth of human interaction we get from in-person connections.

This is where EQ becomes invaluable. Leaders must find creative ways to foster connection in a digital world, ensuring that team members feel seen, heard, and valued. Empathy doesn’t always come naturally through a screen, but those leaders who make the effort to understand their teams’ needs and emotions will find themselves far better equipped to lead in this new era of work.

Emotional intelligence helps bridge the gap between technology and human connection. It enables leaders to adapt, not just operationally but emotionally, ensuring that even in a remote setting, people feel a sense of belonging and purpose.

AI and Empathy: A Complement, Not a Replacement

The conversation also touched on AI’s role in leadership. Sieberg pointed out that AI is advancing to the point where it can mimic empathy through features like sentiment analysis and customer service interactions. But here’s the catch: no matter how advanced AI becomes, it cannot replace the depth of human empathy. Empathetic AI might be able to recognize frustration in a customer’s voice, but it cannot fully understand the complexities of human emotions.

This is where leaders need to step in. AI can handle the data, the metrics, and even some decision-making, but it’s human leaders who must bring empathy to the table. Emotional intelligence allows leaders to interpret and respond to emotional cues that AI simply cannot, ensuring that businesses remain people-centric even as they become more technologically driven.

Self-Love: The Foundation of Effective Leadership

One of the more personal revelations from Sieberg was the importance of self-love in leadership. He spoke candidly about his own journey toward loving himself, and how that has impacted his leadership style. Leaders who cultivate self-awareness and self-compassion are better equipped to handle the challenges of leadership because they lead from a place of authenticity and inner strength.

In an age where leaders are expected to be constantly “on,” self-love allows for balance and resilience. It enables leaders to give more to their teams because they are not running on empty. As Sieberg put it, “When you love yourself, you operate better alone as an individual contributor in a remote working environment.”

Conclusion: Leading with Emotional Intelligence in the AI Era

As we navigate the complexities of the AI-driven business world, emotional intelligence will be the defining factor of successful leadership. Technology can do many things, but it cannot replace the human need for connection, trust, and empathy. Leaders who embrace vulnerability, foster psychological safety, and prioritize emotional intelligence will not only inspire their teams but also drive lasting innovation.

The future of leadership isn’t just about how well we integrate AI into our operations — it’s about how well we integrate emotional intelligence into our leadership. As Sieberg emphasized, EQ is not just a soft skill — it’s the real currency that will set leaders apart in the age of AI.

Check out the conversation with Daniel Sieberg on The Bliss Business Podcast

Originally Featured on The Bliss Business Podcast Blog

As we stand on the precipice of unprecedented technological advancement, the future of business isn’t just being shaped by automation and AI — it’s being redefined by how we choose to integrate people, purpose, and profit into these evolving models. After listening to Xiaochen Zhang, founder of FinTech for Good, on The Bliss Business Podcast, it’s clear that we are entering a phase where AI will fundamentally reshape not only how we work but why we work.

Xiaochen brought up an intriguing point that many organizations still fail to grasp: AI has the potential to streamline systems and reduce operational inefficiencies, but without guardrails rooted in purpose and responsibility, this same technology could spiral out of control, leading to unintended consequences. This is where business leaders need to pause and reconsider their approach. Is the primary goal profit, or is there room for a model where people and purpose co-exist with profitability? I believe it’s the latter — and it’s an urgent conversation we need to have.

The Role of Purpose in AI-driven Businesses

At the core of this shift is a simple yet profound question: What is the role of purpose in the future workplace? Traditional business models have long been obsessed with efficiency and short-term gains, but as Xiaochen explained, these systems are no longer sustainable. AI’s power to optimize and remove friction is undeniable, but as it stands, many companies are ill-prepared for the societal impacts of this shift.

The stark reality is that many boardrooms and executive teams aren’t asking the right questions. As Xiaochen pointed out, responsible AI requires governance at the highest levels. Board members need to be equipped not only with technical knowledge but with the foresight to understand the social and ethical implications of the AI systems they deploy. Without this understanding, we risk creating systems that prioritize short-term shareholder returns over long-term societal well-being.

This is why purpose matters more than ever. AI has the potential to exacerbate existing inequalities and biases unless it is developed and deployed with fairness, transparency, and accountability in mind. And it’s not just about protecting the public — companies that fail to embrace this mindset risk becoming irrelevant in a world that is increasingly demanding ethical leadership.

People as the Pillars of Business Longevity

Xiaochen touched on another critical point: AI’s impact on job displacement and the future workforce. While many companies are laying off employees in favor of automation, this short-term thinking could cripple them in the long run. The real competitive advantage lies in retaining people who understand the intricacies of your business, your customers, and your operational hurdles. These are the people who will help you navigate the complexities of the evolving business landscape.

AI is a tool — not a replacement for human creativity, empathy, or problem-solving. It’s imperative that companies find ways to integrate AI without undermining the people who make their businesses thrive. Leaders must ask themselves: How can we use AI to augment human potential rather than replace it?

Companies that prematurely dismiss their most knowledgeable employees may find themselves missing critical insights needed to adapt to the future. Employees who understand customer pain points, organizational processes, and product development are invaluable in designing new business models that incorporate AI’s capabilities while keeping humanity at the core.

Conscious Capitalism and the Future of Work

In this new landscape, the principles of conscious capitalism — where businesses are driven by both profit and purpose — are more relevant than ever. Xiaochen made it clear that business models focused solely on investor returns are missing a critical opportunity. By focusing only on profit, companies often steamroll over the other stakeholders — employees, customers, vendors, and communities — that contribute to their long-term success.

I see this as an opportunity for companies to redefine their missions. Leaders need to rethink how they define success, moving beyond shareholder value to include the well-being of all stakeholders. Purpose-driven organizations will be better equipped to attract and retain top talent, earn the trust of customers, and foster innovation in a way that is aligned with societal needs. In a world where AI is becoming more pervasive, having a clearly articulated purpose will be a company’s North Star, guiding its decisions in ways that build resilience and trust.

AI: A Double-Edged Sword

Of course, there is a flip side to all this. AI is a double-edged sword — it offers the promise of unprecedented efficiencies, but it also comes with inherent risks. If businesses don’t take the time to build guardrails now, they could face dire consequences. AI can perpetuate biases, harm privacy, and create a system where decision-making becomes opaque. For every gain in efficiency, there is a potential loss in human oversight.

Xiaochen’s work with AI 2030 is a perfect example of how we can create frameworks to prevent these dangers. His emphasis on responsible AI governance — focusing on sustainability, privacy, fairness, and accountability — is a roadmap for businesses to follow. By setting these foundations, companies can ensure that AI is used ethically and for the betterment of all stakeholders, not just for short-term financial gain.

The Time for Action is Now

The business world is at a crossroads. The decisions we make today about AI, purpose, and people will determine the kind of future we create. The message is clear: companies must be prepared to evolve. The rapid pace of AI development may feel overwhelming, but it’s also an opportunity to build a new kind of business model — one that centers people and purpose alongside profit.

Leaders must embrace the fact that the future of work is about more than just efficiency and technology. It’s about creating systems that empower people, honor purpose, and contribute to a better world. The future is not just about what we build with AI; it’s about how we build it and for whom.

The question is no longer if businesses need to change but how they will change. The companies that embrace this shift will thrive in the AI-driven world, while those that cling to outdated models will struggle to stay relevant. It’s time to lead with purpose and redefine what it means to be successful in the age of AI.

Check out the conversation with Xiaochen Zhang on The Bliss Business Podcast

Originally Featured on The Bliss Business Podcast Blog

In the business world, we often talk about innovation, agility, and productivity as cornerstones of success. Yet, we seldom give enough weight to one of the most transformative forces in the workplace: empathy. As I reflect on the recent Bliss Business Podcast episode featuring Gloria Folaron of Leantime, it’s clear that we are on the verge of a business revolution where empathy, paired with an understanding of neurodiversity, will be the key to unlocking future potential.

Gloria’s journey from an ER nurse to a startup leader gave her a profound perspective on this. While many in business take a linear, purely performance-driven approach, Gloria sees the human element as critical to the success of any team. Her emphasis on “cognitive accessibility” is an important concept for business leaders to grasp. Cognitive accessibility isn’t just a buzzword; it’s a recognition that we all process information differently, and tools and systems should be designed to support that diversity.

The Power of Neurodiverse Teams

One of the most eye-opening moments in the podcast was the revelation that over 53% of individuals in the tech industry identify as neurodivergent, but most companies believe that only 3% of their workforce is. The disconnect here is staggering and reflects the hidden potential within teams that goes untapped due to a lack of understanding or safe spaces for disclosure.

Neurodiversity in the workplace is not about accommodating deficits — it’s about leveraging different kinds of strengths. For instance, those with ADHD often bring creativity, rapid problem-solving, and the ability to synthesize information quickly. This diversity of thought is a strategic advantage. Companies that embrace these varied cognitive approaches are far more likely to outperform their competitors, particularly in industries that thrive on innovation.

Empathy: More than a Soft Skill

But what does this have to do with empathy? Everything.

Empathy is the bridge that allows team members to understand each other’s unique challenges and strengths. It fosters an environment where neurodiverse individuals can thrive. Without empathy, even the most well-intentioned diversity initiatives will fall flat. Gloria’s approach of embedding empathy into project management — through tools that are not only functional but also adaptable to different cognitive styles — highlights that the success of a project is often less about hitting deadlines and more about the relationships within the team.

The traditional view of business productivity has been that efficiency and results come from a streamlined, one-size-fits-all approach. But studies and real-world examples are showing us that this mindset limits potential. When teams are given the space to work in ways that align with their cognitive strengths, their engagement and productivity skyrocket.

The Business Case for Empathy

For those still focused purely on the bottom line, consider this: Teams that include neurodiverse professionals are 30% more productive than those without them, according to Deloitte. The same study shows that companies that foster empathetic environments see lower turnover, increased innovation, and greater team cohesion. This is not just a moral or ethical stance — though it should be that too — it’s a business strategy that drives real, measurable results.

The path forward is clear. Companies that invest in creating empathetic, neurodiverse work environments will outlast those that cling to rigid, outdated structures.

The Future is Human

As Gloria mentioned, love and empathy are not just emotional niceties that we can afford to ignore in business — they are critical drivers of long-term success. Those companies that choose to prioritize human connection and neurodiversity will be the ones that not only survive but thrive in the coming decade. In fact, I would argue that this shift represents the next phase of business evolution: one where we no longer view empathy as a soft skill but as the competitive advantage it truly is.

In the words of Gloria Folaron, “For the companies that do capture that [empathy], they’re going to be the companies who end up succeeding.” The future is human, and the businesses that understand and embrace this will be the ones leading the way.

Conclusion

This perspective is not just about theory but about a vision for what the future of work can be. It’s time to let go of antiquated beliefs about productivity and embrace a more holistic, human-centric approach. The data, the experience, and the results all point to the same conclusion: empathy and neurodiversity are the keys to a truly successful and sustainable business future.

Check out the conversation with Gloria Folaron on The Bliss Business Podcast

Originally Featured on The Bliss Business Podcast Blog