By: Jason Mann

If you’re like me you work everyday to achieve something you desire.

Most people work because they want to solve a problem. Even working 9-5 is all about making money so you can have things you want.

So why is it that people online fail to realize their dreams and end up quitting?

After talking with many business owners who had decided to shut their doors I discovered they all had five things in common.

The five things were:

#1: Feeling overwhelmed

Feeling overwhelmed is not hard to do. Everyday we are bombarded with new strategies and ideas and hundreds of “breakthrough” products and services.

So how do you over come this suffocation.

You focus on steps you need to take to reach your goals and decisions that will help you obtain results.

If you know that you want to earn more money then you must decide on a path and stick with it until one of two things happens. (A) You achieve your goal or (B) you prove path you chose is not working.

Either way, sticking to your intended path is only way to achieve any results.

#2: Following wrong advice

When I wanted to learn how to write advertising for my business, I sought out people who were getting paid $10,000-$50,000 to write on advertisement.

Highly successful advertising writers who had knowledge I wanted. I surrounded myself with them. I started corresponding with them and picked their brains for what information they would offer up.

In short, seek out people that are where you want to be and surround yourself with them. You will soon find yourself raising your level to theirs. #3: Thinking about Money

After speaking with dozens of highly successful people I have found they view their business quite different from rest of world.

You see, they believe in setting themselves apart from rest of crowd and doing something others don’t do very often. In fact, on web it is becoming even rarer with each new business that starts up.

They think about YOU. You really matter to them. Ever buy something because you liked way people made you feel? If you think about it, you have bought a lot of things because of that.

Many law firms understand importance of building a diverse workforce. The changing demographics within United States have signaled to firms that diversity is an important goal that will affect firm’s viability and ultimately bottom line. In response, many firms have launched diversity recruitment efforts designed to bring more women and attorneys of color into firm. The problem has been that within a few years of being hired attorneys that qualify as “diverse” leave firm in search of more inclusive, diverse and culturally competent work environments. Below are some critical reasons why attempts at creating diversity have failed.

1)Lack of Commitment at top: In order for diversity initiatives to succeed, there must be vigorous support for it at senior level of firm or organization. Partners are change agents of firm. Committees formed to address issues of diversity, recruitment, retention and cultural competence must be lead by key leaders within firm.

2)Failure to assess firm’s environment: Assessment is critical in helping to create and implement an effective diversity initiative plan. It’s critically important to understand an organization’s level of development before launching a diversity or cultural competence initiative. Firms must be prepared to assess their hiring practices, overall culture, interpersonal relationships, views about diversity and promotion practices

3)Over emphasis on recruitment and hiring: Relying on recruitment as a primary means of creating diversity will prove to be an ineffective strategy. Instead, recruitment is simply an initial step in overall process. Firms must ensure that their work environment can support a diverse staff. Next, firm-wide, culturally effective systems and practices must be implemented in order to prevent excessive attrition among women and attorney’s of color. Retention and development of a strong and diverse pool of attorneys depends upon firm’s ability to create a work environment that values and leverages difference, mentors cross culturally and consistently measures and monitors progress and development of all attorneys.