Author - Sierra Fishman

Tired of Negative Life Science Headlines? We have a Positive View

Negative headlines have been in full swing recently in the Life Sciences industry. 

From stories about rising drug prices and safety concerns to articles about companies experiencing financial difficulties, it’s no surprise that hiring managers and candidates alike in biotech, pharma and medical device fields can feel discouraged. It's true there are many challenges facing the Life Sciences industry today, but we have a more optimistic take on these newsworthy topics. By taking a closer look at some of the real successes over the past few years, by analyzing cutting-edge research findings, innovative technologies, and new product launches comes a more balanced narrative.  

Moderna will be hiring over 2,000+ professionals this year despite market uncertainty. 

Moderna just released Phase III results of their new vaccine for RSV (Respiratory Syncytial Virus) that was 83.7% effective in preventing the virus. With statistics like this, and the FDAs approval – it will lead to more hiring and the need for additional roles. This will soak up a lot of the recent layoffs within this region, keeping the labor market tight and increasing the need for talent and recruitment services.  

Don’t Just Listen To The Headlines. 

The Life Sciences sector has had its share of negative headlines this year, from site closures to declining investments. Despite these setbacks, a fair amount of progress is still being made. Recent news out of the Life Science and Pharma industries have highlighted advancements in continued R&D (Research and Development) investments, positive clinical trial results and FDA approvals. At times it may not seem like it, but there are still many dedicated scientists and researchers in niche disciplines that need hiring help due to a tight labor supply. This need for Life Sciences talent rarely finds itself on the front page of headlines but that doesn't mean hiring isn’t happening behind the scenes. It's important to pay attention to headlines to identify general trends, however, they typically overshadow the hidden labor market within.  

Let's Not Forget That This Industry Is Making a Difference in People's Lives Every Day. 

It’s not just the C-Suites of Life Science companies but the vast amount of Life Sciences professionals that are the backbone of this industry, paving the way to a better and more healthy future. The Richmond Group Life Sciences division has proven success in helping Life Science talent grow in their careers while also supporting hiring professionals to find and attract the talent they need. We believe that Life Science Professionals are the unsung heroes in an industry helping to save lives all over the world. We are here to help and support this ever-evolving industry.  

Bankers 2023 Update: Salary Scrutiny, Markets Split, What You Can Do

If you’ve been paying attention to the job market in the US in the last couple of years, you’ve probably seen a frenzy of hiring activity. As a result, there has been a significant increase in salary and wages. In banking, some roles have experienced over a 50% increase in just 3 short years.  Bankers having experienced this kind of salary increase must consider the challenge of a looming recession. 

In 2023, many clients are reviewing the candidates they fought so hard to hire at inflated salaries under the lens of an impending recession. Bankers across the country are being put under a magnifying glass, as directors scrutinize bank performance and staffing strategies in anticipation of what’s ahead. The banking industry is no stranger to recessions, but this time around it’s more important than ever to be prepared for what lies ahead.

High Salaries are Under a Microscope   

Paying unprecedented salaries to underperforming bankers has become a burden to many banks ahead of a pending recession. After wage growth peaking at a hefty 9% in March 2022, current year-over-year wages have seen a rapid decline creating more caution amongst banks and staff salaries.   

In our sampling, our team has heard from multiple banking leaders who have asked their lenders to slow down on bringing in new business in part because of the market rate, while others have asked their teams to continue to bring in new deals only in niche markets.  

The good news is 48% of hiring professionals are still frequently adding staff to their businesses.  

What Can Banking Leaders and Candidates Do?   

The bottom line. 

For hiring managers, this is a great time to evaluate and improve your current team. For banking talent this is an ideal time to assess and sharpen your skills.  

The Richmond Group Banking and Financial Services team has helped hundreds of banks and banking professionals navigate through uncertain markets and has remained a stable partner for many throughout economic fluctuations.  

While providing top tier talent and insider industry knowledge to our clients, we also provide resume help, interview coaching and expert advice to clients and candidates alike.  

How can we help you?  

The Simplest Way to Get Ahead in Your Career: Be Civil.

We recently ran a poll asking our audience if they are showing up as the person they want to be.  

Whether you realize it or not, you're showing who you are every day through your actions.  

This statistic impacts workplace environments.   How you show up and treat people means everything in your journey to success. Your workplace character also influences the success of others. Incivility in the workplace has a chain reaction effect proven to lose companies' money, talent, and innovative ideas.  Nice Guys Don’t Finish Last.   Nice guys finish first, it’s a principle backed by research. According to civility researcher Christine Porath, treating people with respect creates more productive work environments and boosts companies’ bottom lines. Even small gestures of politeness performed throughout the day lead to lasting positive change. Alternatively, negative workplace interactions have a major effect in every aspect of a business.     How much of an impact can incivility really make? Christine Porath, the tenured professor at Georgetown University's McDonough School of Business and the author of Mastering Civility, launched a study among business school alumni asking them to write a few sentences about one experience where they were treated: rudely, disrespectfully or insensitively in their workplace and to answer questions about how they reacted.  The results showed that these interactions made each employee much less motivated within their jobs.  

So much so that:  

How much of an impact can incivility really make? 

After Christine Porath published these results, she immediately received calls from numerous organizations. Cisco read about the study, took just a few numbers and estimated, conservatively, that incivility indeed was costing them over 12 million dollars a year.   This study went on to prove that incivility doesn’t only affect the person experiencing it – it affects anyone witnessing it. 

Those witnessing incivility had worse performance and fewer ideas.  

The Simplest Way to Get Ahead in Your Career: Be Civil.

Is Workplace Civility that Significant?  

Following Christine Porath’s study, researchers in Israel discovered medical teams exposed to workplace rudeness perform worse not only in all their diagnostics but in all the procedures they did. This was mainly because the teams exposed to rudeness didn't share information as readily, and they stopped seeking help from their teammates. This occurs not only in medicine but in all industries.  Incivility affects our:  
  • Our emotions 
  • Motivation 
  • Performance 
  • How we treat others Our Attention 
  • Our brainpower 
  • Our Focus  
  • Our Decision-making  
This can be a big deal, especially when it comes to life-and-death situations. Christine Porath shares in her Ted Talk:   “Steve, a physician, told me about a doctor that he worked with who was never very respectful, especially to junior staff and nurses. But Steve told me about this one particular interaction where this doctor shouted at a medical team. Right after the interaction, the team gave the wrong dosage of medication to their patient. Steve said the information was right there on the chart, but somehow everyone on the team missed it. He said they lacked the attention or awareness to take it into account. Simple mistake, right? Well, that patient died.” — Christine Porath 

Small Things Make a Big Difference. 

Incivility chips away at people and their performance. It robs people of their potential, even if they're just working around it. Civility lifts people. People give more and function at their best when in a civil environment. Research proves, when we have more civil environments, everyone is more productive, creative, helpful, happy and healthy.  Simply thanking people, sharing credit, listening attentively, humbly asking questions, acknowledging others and smiling has an impact and promotes a better work environment for everyone.  

In Conclusion, How You Show Up Matters. 

The way you show up matters not only to your success but to others' success as well. Try not to underestimate the effect of a simple action. Newton said it best: For every action, there is an equal and opposite reaction. Become the person who starts the positive ripple within someone’s day. For you never know what one single action can lead to.     References  
  1. Research on friends at work: Olivet Nazarene University Dec. 8, 2022 
  1. Christine Porath: Why being respectful to your coworkers is good for business | TED Talk  

2023 – The Age of Social Hiring

As more and more candidates turn to social media for job research, companies are taking advantage of these platforms as part of their hiring strategies. Social recruiting and recruitment marketing strategies are becoming an increasingly important part when it comes to talent acquisition since research indicated that more than 75% of job seekers research about a company’s reputation and employer brand before applying.  It has become a necessity to use social media in talent acquisition. The average internet user (job seeker) has over five social media accounts. As of 2022, LinkedIn has at least 849.6 million members - roughly 10.7% of all the people on Earth have a LinkedIn account today. Following suit, Facebook has over 2 billion active users and Twitter has over 300 million, and those numbers only continue to grow.  Social media now doubles as business media where people may go to interact with friends, express their passions, shop trends and, yes, find their next job. 

The graph below outlines the top information Job seekers look for when applying for a job or researching your company. 


Use Social Platforms to make Better Hires | Tailor your job descriptions and Company Profile 


Key Takeaways 

  • More companies will use social media to assess candidates. 
  • Brands will have to improve their reputation to have a chance at hiring top talents. 
  • Companies will be leveraging technologies like CRM and social media platforms to reach out to candidates. 

Benefits of Social Media Recruiting  

  • Increases job visibility 
  • Higher quality candidates 
  • Better employer brand awareness 
  • Reduce cost of hire 
  • Opens the door to engagement 
  • Shortens hiring time 

Tips for advertising a job on social media 

  • Work with your marketing team to create advertisements that entice potential candidates. Discuss with your marketing/branding team the perks and benefits of roles to excite candidates about the opportunity.  
  • Be concise. People scroll through social media quickly and spend very little time looking at each individual post, so your advertisement needs to get the point across quickly. 
  • Include all the relevant information. Similarly, social media users tend to be reluctant to follow a link to more information, so make sure the most important details are covered in the post itself. Make the content easy to digest and call to actions simple enough for the viewer to immediately respond.  
  • Advertise your company, not just a job. Advertising on social media is a chance to display your company culture, so try to reflect that in your posts. 
  • Target the right audience. Make sure you post your advertisement where candidates in your industry will see it, and tailor it to the platform you’re using.  
  1. Linkedin statistics and trends (2022) Retrieved from: Data Reportal 
  1. Berger, G. (2020). The Jobs of Tomorrow: LinkedIn’s 2020 Emerging Jobs Report. Retrieved from LinkedIn 
  1. Occupop (June 10, 2021) The Advantages of Using Social Media to Recruit 

How to Be Prepared & Indispensable with a Looming Recession 

With much debate over the U.S. economy potentially entering a recession and labor shortages continuing, it is an excellent time to ensure your value and take steps to prepare for a pending recession.  How do you prepare for a future recession and possible layoffs? 

Check Yourself then Promote Yourself 

In times of uncertainty, see what you can be certain about. Are you certain you are putting your best foot forward in your current position? Are you demonstrating your best effort, most of the time? Could your skill set use a review? Kindly do a self-assessment to see where you can make improvements.  

If you are already doing a stellar job and giving your work 110%, make sure this contribution is visible to your leadership team. Your boss is likely busy, ensure they see the value of your presence and contributions. Ask for a time slot on your manager's calendar and talk about transferable skills you may already have or future skills you want to learn. Reminding your manager of the contributions you offer and the future ones you plan to contribute will bode well for you.  


Krissy Whitaker, Accounting & Finance Recruiting Expert states: “With so many uncertainties of the economic climate pending in 2023, we know that the war for talent will continue. The reality of hiring top talent is challenged by the lack of candidates available amidst the vast number of openings. How can you stay relevant and be visible with so many companies eager to hire critical staff? Many companies are seeing a lack of qualified & available candidates, so take the time to stand out from the crowd! It’s important for you to consistently show your value and announce accomplishments to be highly visible for future employers to know you. As recruiters, our consistent presence in the market will prove to be an asset for you when you are open to making a career move!”


You Should Always Be Proactive Regardless Of The Economy 

While you assess yourself, continue to re-evaluate what an employer of choice means to you. Ensure that you are keeping your resume and skills up to date and explore your professional network on LinkedIn. If you end up needing to make a transition, you will position yourself for success in the future. 

LinkedIn offers skills assessments, recommendation requests, certification courses, and more – if you are looking to be an indispensable asset to potential employers, LinkedIn is an ideal place to start.     

Unfortunately, reductions in force (RIFS) are inevitable, these decisions are often out of your direct manager’s hands. Either way, it is better to be prepared.   

Doing The Above Makes You More Marketable  

While your value has always existed, it is good practice to build on it and be prepared for the unexpected. Do the things now that can make for a smoother transition if the time to move on comes around.

While making yourself stand out, there is no need to overstep and try too hard to gain your manager’s attention. Simply remember to show your value and discuss it with your supervisor. Asking for feedback is a flawless way to ensure your work is seen while gaining an honest evaluation.  

Reaching out to a recruiter is a great way to start networking. This future relationship can help you be prepared by working with a well-connected professional when the economic future is uncertain. 

A 30-60-90-Day Plan to Position Yourself for Success at a New Job

You just transitioned to a new job, it’s a great opportunity and you want to ensure you start off on the right foot. With every new job comes a bit of stress and nerves as you find your way of doing things. Staying on top of everything you need to learn and accomplish can be overwhelming. Not visibly seeing your accomplishments or how far you have come can be disheartening at times.  

We suggest using the four stages of learning (explained below) in conjunction with a tracking system to monitor the different stages of your new role and the progress you’ve made along the way. It's easy to forget a few steps here and there and even easier to miss the many achievements and headway you will make within the first 3 – 6 months of a new job. By tracking these things together, you will see what needs a bit more work and where you can celebrate some wins.  

In this article, we reference Abraham Maslow’s 4 stages of learning. 

  1. Unconscious incompetenceWe don’t know that we don’t know. 
  2. Conscious incompetence – We know that we don’t know. 
  3. Conscious competence We work at what we don’t know. 
  4. Unconscious competenceWe don’t have to think about knowing it. 

The Four Stages of Learning

The Breakdown 

Your First 30 Days on the New Job: Educate  

The first 30 days in your new position are all about getting acquainted with your team, learning about the company and understanding the core responsibilities of your role. In the four stages of learning, this is stage 1: unconsciously incompetent, meaning you are probably feeling nervous and thinking; “I don’t even know what I don’t know.” Don’t worry, you are on track. 

Leaning into 60 Days of the New Gig: Contribute  

By 60 days on the job, the goal should be to start contributing. Start speaking up in meetings, performing tasks with less guidance or oversight, and begin adding value. This stage is like stage two of the four stages of learning where you are consciously incompetent; this stage will be overwhelming because now you know what you don’t know.    

By 90 Days: Start to Initiate  

By 90 days you want to start taking the initiative where you can. Be proactive and identify projects or areas of improvement that you can tackle or volunteer to help with. 

A great way to monitor your progress is with a spreadsheet to track your advancements and accomplishments (while CRUSHING imposter syndrome). At this point in your new role, you will be reaching stages three and four of the four stages of learning: stage three, consciously competent: I know it, but it isn't 2nd nature yet.” And stage four, unconsciously competent, “It is routine now; it is 2nd nature and comes easy.”  

These stages come at different times for everyone, establish baselines that work for you and your role. Understand expectations, have patience and you will succeed. We found Break Your Budget, millennial money tips blog! Has great resources to help get your career started off successfully.  

We have provided a template modeled after Break Your Budget.  

Downloadable Excel Sheet: TRG New Role Progress Tracker 

Use these tools to set yourself up for overall success and future promotions. Remember, if you have any questions about your job, make sure you ask for help. Your mentor or supervisor would like you to succeed and will typically be happy to help with any questions. Good luck with your new endeavor.

Are You Letting Time Kill Your Hiring Success?

There is a head-spinning relationship between time and one’s ability to close a deal or lock down great talent. Those in the recruiting industry know time is the enemy and it is a relentless deal killer. Our recruiting experts understand interest declines over time. Therefore, it is imperative to make quick decisions during the interest phase of the interview process.   How Time Kills your Chance of Hiring   Let’s say you have a couple of great candidates waiting in the lineup for your new role. You are evaluating these candidates with your hiring team for a little over a week. During this process, you unintentionally let these candidates wait on the back burner while your hiring team evaluates. Two to three weeks after your interviews with interested candidates you finally come to a decision and extend a job offer.   This is how time kills your chance of scoring the best talent, the candidate you want to hire has moved on and is no longer interested in your company or the position. Or perhaps they have accepted a position elsewhere. All that time spent deliberating was pointless and you are left with no one to fill your open role. Of course, you can go with your second choice, but they were the latter for a reason.  Establish Hiring Timelines   “It's important to establish a timeline for any search project. How long is the role open for? What does your schedule look like for interviews (providing interview time windows, etc.)? Are there any upcoming events that may cause interview or hiring challenges (vacations, holidays, etc.)? Don’t lose top talent to time, stay ahead of it.”  - Pete Bolog, PeopleSolutions Client Relationship Manager - Life Sciences and Engineering  Communicate, Communicate, Communicate.  It takes time to build relationships, however, don’t drag your feet and miss out on a great candidate. When candidates are eager to accept your position, it is best to get to the next step quickly before they lose interest. Continuously communicate with your recruiter and candidates to ease any uncertainty or to simply kill the process. (Which is okay, not everyone is a great fit. That said, don't waste the recruiter or candidates' time. Let them know.) Establish a timed system with your team to narrow down prospects, quickly assess applicants and be in touch, often.      

Change the Right Way: Change Management: What It Is and Why It’s Important

Managing change has always been tough, however, it has been especially difficult these past few years. Considering pandemic adjustments, lay-offs, accepting new positions, remote workforce transitions, returning to the office and adapting to inflation have certainly increased our rate of change. Moreover, the constant modernization of technology and workforce standards forces companies and employees to respond and reshape their practices.  

As organizations restructure their labor force to meet new goals, priorities are addressed and reassigned, responsibilities are delegated differently, and change is plentiful. With employees facing a wide variety of changes at a constant rate, the importance of managing change has become pertinent. It isn’t easy to change attitudes or relationships, much less entire organizations.  

Surprise, Surprise: Most People Don’t Like Change

All organizations are made up of people. And people’s resistance is one of the biggest barriers to change. Research shows that only 38% of people like to leave their comfort zone. When these people are presented with a change, they experience positive interpretations of the change resulting in positive emotional reactions. The other 62%, however, immediately feel fear and discomfort. This is where change management becomes advantageous.  


Jon Burkhart, President of Banking at The Richmond Group USA states: “In my experience, resistance to change often stems from a person not understanding the personal benefit of what making a change would bring them. Change is more easily managed when you can help someone understand that the positive long-term impacts vastly outweigh the immediate inconveniences.” 

The Change Management Flow and Process 

Change management is meant to mitigate risk and give a methodical, winning approach to implementing change while helping people accept and adapt along the way. It is a systematic approach that includes dealing with the transition or transformation of organizational goals, core values, processes or technologies. 


Download PDF: Change Management Flow

Here’s How You Can Start Implementing Change Management At Your Organization 

One way to clarify the vision is to go through the 4P’s of change. By asking yourself these questions, you can feel confident and prepared. 

Purpose: What is the reason for/background to this change? What are the benefits? 

Picture: What will things look like after the change? What would be the risk of not doing it (the “burning platform”)? Restate the benefits. 

Part: What’s my part in the change? What do you expect me to do? 

Plan: What’s the timeline? What are the key milestones? How is it all going to work? 


Change Management Process Flow 

(WalkMe, Change Management Blog, The Ultimate Change Management Process Flow) 

PART 1: CHANGE PROPOSAL | Identify the change 

Begin with a needs assessment and the 4 P’s of change. You must support your change proposal with evidence. 



Who is this change affecting? What levels will the change impact? IT systems? Organizational hierarchy? Departmental processes? What are the costs and implications? What do you need from the organization to successfully put this change in place? 



Contract and engage for change 

STEP 1: Establish a sense of urgency 

Remember, people are naturally resistant to change. What are the benefits? 


STEP 2: Build guiding coalition 

You need support for the change at all levels of the organization. 


STEP 3: ESTABLISH THE APPROACH | Create the vision and strategy 

Use the work you did on the 4 P’s of change. 


STEP 4: Communicate the change vision 

An army of volunteers can help you communicate the change vision to stakeholders. 


(B. CHANGE: Deliver and make change stick

STEP 5: IMPLEMENT | Empower or enable action 

Put plans in place for every aspect of the change, including communications, training, and review. 

Also, you must ensure that the organization is prepared for the change. There are no barriers to the change, nor conflicting behaviors or procedures. 


STEP 6: Create short-term wins 

Remember to celebrate success to maintain high motivation. 


STEP 7: MONITOR | Consolidate gains 

Measure, monitor, evaluate. This is how you can be sure of success. 

Monitoring and evaluation will enable you to anchor new positive behaviors into culture. You’ll also be able to catch old habits before they threaten the entire change process. 


STEP 8: Anchor into culture 

Don’t rush into this step. It takes time to form new habits. Only when the old habits seem out of place can the new behaviors become ingrained in culture. 

To Wrap it Up 

Try sharing this flowchart with your organization, so everyone feels included in the process. Establishing a game plan for change allows easier management and continuation of the process resulting in a better environment for everyone.  

At the end of the deliberation, a celebratory beer or two couldn’t hurt the process, work hard and enjoy your company evolving. Happy, changing.  

Give Feedback When a Candidate Doesn’t Get Chosen

Why feedback matters  

It’s not easy to be on either side of bad news; being rejected for a job or having to tell someone that you’re not offering them a role they’ve invested time and energy into is not an enviable position. How an organization handles applicants is perceived as a reflection of how it treats its employees, so it’s best done well. Giving feedback to rejected candidates (who made it through to the interview process) benefits everyone involved. 

Candidates are 3.5x less likely to re-apply to a company when not informed about their application. 

Giving Applicant Feedback Benefits the Candidate + Your Company Reputation 

Providing a candidate with actionable feedback and insight into why the decision was made creates goodwill between the candidate and your company. The candidate is more likely to think highly of your business and speak in kind regard about their experience. This small act does a world of good for your talent brand—because you’ve humanized the candidate's experience through to the end, with empathy. On the other hand, no response at all is frustrating and disheartening and can result in a negative perception of your organization/brand. A negative applicant experience or simply “ghosting,” applicants can turn off both future applicants and customers. Respond professionally to all applicants and consider giving feedback to interviewees who finish in second, third or fourth place. 

Giving Feedback Strengthens your Hiring Process 

Having a standard system/SOP in place for applicant feedback means you have a thorough process for sorting out finalists. Giving feedback to applicants demands clarity on what makes an ideal candidate for the role. Providing an applicant with reasoning for your decision compels you to articulate why specific candidates don’t make the cut. During this action, you will identify patterns in your candidate feedback that can in turn help you observe weak spots in your hiring process. This may alert you to the fact that your job description needs to be revised. Collecting these data points helps you refine your hiring process and benefit future hires.  

Simple Tips on Giving Feedback to Passed Applicants: 

  • Be respectful. 
  • Tell the truth, in a helpful way. 
  • Keep the message clear and concise.  
  • Give examples where you can. 
  • Tie your feedback back to your job description. 
  • Focus on the potential: 
    • Give feedback on changeable qualities – focus on skills that the candidate can acquire or responses that could have been stronger, rather than saying you went with a more experienced applicant. This gives the candidate something to work on and improve upon.  

Why Your Mindset is Crucial to Your Success, Personal Growth and Business.

The principal factor influencing a person's success, whether personal or professional, is one's mindset. What you consistently think about has a direct impact on your behavior and output. What some may consider a trivial thing makes a stark difference and accounts for the primary distinction between those who succeed and those who do not. To achieve your goals, your mindset needs to match your aspirations, otherwise, it will hold you back from being successful in your endeavors. 

Focus on these areas to master your mindset and achieve success personally and professionally. 

1. Your Self-esteem  

To accomplish anything, one must feel capable of doing so – this is where high self-esteem impacts your success. Self-esteem is an internal dialogue that informs how we perceive and evaluate our worth, whether that be positive or negative. It also frames our self-concept (the comprehensive view we have of ourselves). To develop strong self-esteem, you must begin with a strong and optimistic mindset.  

Your self-esteem is a crucial tool that affects your daily self-dialogue and reinforces your beliefs, attitudes and feelings about yourself. So, become the sentinel of your mind and plant healthy seeds rather than criticism and doubt. What you think becomes reality. 

2. Your Perspective  

Tony Robins said it best Nothing in life has any meaning except the meaning [we] give it.” How we attach meaning to events and circumstances has a profound effect on whether we view situations with optimism or pessimism. Your mindset and perspective run parallel to one another; if you have a negative perspective, chances are you have a negative mindset. Looking at your perspective through rose-colored spectacles increases the likelihood of formulating a well-rounded perspective and attaining long-term success. 

3. Your Determination  

Without some drive and determination, accomplishing any objective will be less than pleasant. Try making it to the gym with no determination. Yeah, how comfortable is that couch?  

Your drive and determination have the power to direct your mindset and motivate commitment. Your drive is what will push you past your comfort zone. People with healthy drive/determination are self-motivated and strive to accomplish more. A positive mind and strong drive will not waste time complaining about circumstances but instead work with conviction to improve them. 

4. Your Grit 

Grit, willpower, courage, fortitude; all these nouns boil down to mental toughness. Described by Oxford as “A quality of mind or intellect characterized by a refusal to be intimidated, a determination to follow through even when things are going badly, and an ability to control emotions and remain highly focused when under pressure.” With the basis of a strong mindset, you will be able to work towards mental toughness and clarity. Once mentally tough, you can become the person that digs deep and works persistently to achieve goals. 

So the equation to a great mindset and probable success goes something like this: 

Self Esteem + Perspective + Determination + Mental Toughness = Successful mindset = Successful life 

Once you have your mindset in good order, discover things that inspire you. Matthew McConaughey gives a speech on defining success for yourself. A great listen to shape your mindset and success.