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G-Ten: 9 Ground-breaking Steps To A Successful And Whole Life

GLASGOW, UK, January 2015 – When you achieve success and your full potential, money, power and status are likely to follow. Successful people have common elements and themes in their lives.

Here are 9 patterns that successful individuals have in common:

Direct Focus On One Thing. The only formula these individuals seem to need was the 80/20 principle, also known as the Pareto Principle. What it says is that 80% of your success comes from only 20% of your effort. And the principle applies not only to their business lives, but to all areas of life, whether health or relationships or anything. They do less but accumulate more.

Treat Yourself With Self-Compassion. Become a master. The only way you become a master is through action. Perhaps you’ve heard of the 10,000 hour rule, which gives you an idea of the kind of time you have to put in to become world-class at anything. Too many individuals fear failure, but the path to success is to put in your best effort all the time. You will fail, but failure is merely a bump on the road to success. Successful people don’t beat themselves up over mistakes. They are gentle on themselves, creating an internal environment to reflect and learn, not to rant and rave.

Practice Self-Awareness. Self-awareness has to be accessed and cultivated daily, but once a certain level of self-awareness is attained (and for everyone that special point differs), it will bring great value and clarity to your life. Self-awareness will give you a clear perspective of your personality, strengths, weaknesses, likes, dislikes, values, beliefs, and motivations. This awareness is how decision-making happens among those who are decisive.

Be Present In the Now. Successful individuals seize not only the day, but each moment. And the only moment that’s worth anything is the one happening right now! Timing, as they say, is everything.

Show Up To Life With Passion. This is where it all starts. Successful bring to life an energy that radiates outward, and you can actually feel it. It’s both contagious and magnetic. This energy is what attracts the people, the money, and the resources. This is what allows them to “work” long hours and still have the energy to spend time with family and friends. This passion allows them to “show up” in all aspects of their life.

Live A Purpose-Driven Life. Successful people all have a vision of who they want to be and what they want to do. This purpose isn’t just thought about, it’s both felt and known. Although the specific expressions of this purpose may change over time, such as in a career path, the overall message is constant.

Learn to Give and Receive. They lose themselves in others. Giving and receiving in love is important to all of them. By giving to others they became aware of their abundance and become flooded with gratitude. Appreciation of others and themselves becomes an uplifting experience.

Listen To Understand. Individuals of this calibre realize the full power that is inherent in listening. They listen to others in order to understand them, not to be understood. Too many people fail to listen because they’re busy crafting their own response, usually with the intention of being understood, rather than first taking the time to understand the speaker. Failing to learn and live active listening is a recipe for costly mistakes in life.

Set Goals with Deadlines. Successful individuals have a clear vision about what to focus on and how to accomplish their goals. They have deadlines and stick to them, holding themselves accountable for their progress. Their word is everything, so much so that it’s the easiest way to literally speak their reality into existence. Once they say they will do something, they do it!

Successful people aren’t successful by chance. They chose to be successful and then made it happen by first nailing down their vision. They don’t ask for permission and they don’t search for acceptance.

For additional information, contact a member of the G-Ten administration team at This email address is being protected from spambots. You need JavaScript enabled to view it.

G-Ten’s Mission: “Loyalty to our Customers, Results for our Brands”.

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G-Ten Promote The Importance Of Ambition

GLASGOW, UK, January 2015 – Ambition is the path to success. Persistence is the vehicle you arrive in. – Bill Bradley.

Ambition is one of those traits many of us don’t have enough of, If at all. You can’t blame the majority of people for not having any either, though it’s not an excuse. Throughout our childhood we’re encouraged to get an education, get a job, and “just” get by. We’re encouraged to “just” have enough, do enough, and achieve an average amount. But there’s no ambition in achieving an “average” amount.

Ambition is about thinking enormous. Ambition is about thinking massive, and having an insane amount of drive to push you towards those goals. Any ambition we have as kids gets sucked out of us by the education system, not to mention our parents and those around us who lack ambition.

There are 6 phrases you’ll never hear an ambitious person say. And if you’re lacking some, you need to adopt these habits and ways of thinking!

1. It’s Impossible

Not only does it seem impossible until it’s done, there are countless people who have already done it. Ambitious people know this, and nothing is impossible to them as far as they see it. And even if an ambitious person doesn’t know somebody’s already done it, they’ll still believe it’s possible anyway.

Look at the internet for example. Do you really believe the internet would exist if the creators thought it was “impossible“? Of course not. And do you think countless creations would exist if the creators lacked ambition? No way. Nothing is impossible in the eyes of the ambitious! “It always seems impossible until it’s done.” – Nelson Mandela.

2. I can’t do that

An ambitious person has a “can do” attitude at all times. It’s a part of their DNA and a natural habit. Ambitious people believe “I can” no matter how insane, crazy, out of this world, unconventional, or challenging it might be. A non-ambitious person believes “I can’t” so as a result they don’t. The meaning of ambition is a strong desire to do or achieve something. But you can’t have a strong desire to achieve something if you’re operating on a “can’t” mentality. Whether you think you can or you think you can’t, you’re right. ― Henry Ford

3. I don’t have what it takes

You’ll never in your life time hear an ambitious person say “I don’t have what it takes“. Such a statement is not even a part of their mentality or vocabulary. Their brain doesn’t register or believe it.

Whereas a non-ambitious person believes they don’t have what it takes to achieve, succeed, or get something done. So they never have the guts, ability and drive to get it done.

4. I’m not willing to do whatever it takes

Ambitious people are driven to succeed, achieve and accomplish what must be accomplished. Ambitious people will do whatever it takes to come out on top and make it happen no matter what. Ambitious people are willing to pay the cost to get there, even if it means facing failure and dozens of setbacks. Ambitious people are willing to keep pushing and keep moving forward, regardless of how many times they’re knocked down. People who lack ambition aren’t willing to do that, so they settle for less.

5. Success is an option

Ambitious people don’t see success as an “option”, they see it as a MUST. They see success as a “succeed or die trying” mentality. They don’t see it as just an alternative, an option, or something there’s a “chance” they can have. Ambitious people see it as a responsibility, a MUST, a commitment and a vow. Non-ambitious people don’t see it this way, so they get too comfortable and too relaxed with what they have.

6. I’ll never be successful

What you affirm is what you believe, and what you believe is what you’re destined to have. Ambitious people might have ups and downs like everybody does, but their core beliefs don’t change.

They’ll still believe they can be successful no matter how big the challenges are. And they’ll still believe they have what it takes to be successful no matter how difficult. Find someone you know who has no ambition whatsoever, and I can guarantee you they don’t believe they’ll ever be successful. Ambitious people are too determined and focus to be thinking like that!

If you’ve got ambition, keep that ambition burning because you need it.

For additional information, contact a member of the G-Ten administration team at This email address is being protected from spambots. You need JavaScript enabled to view it.

G-Ten’s Mission: “Loyalty to our Customers, Results for our Brands”.

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FOR IMMEDIATE RELEASE G10 www.g10glasgow.co.uk G10 Discuss One Interview Question GLASGOW, UK, January 2015 – Building a great leadership team is one of your most important jobs as CEO. But it can also be one of the hardest. What makes it so hard is that you not only have to find people with skills but also those with the potential to inspire results far beyond their team's abilities. And today's hiring process doesn't make things easier. Sites like LinkedIn feature inflated resumes, making it hard to tell how much value the candidate brought his previous employer. Legal barriers prevent references from spilling the beans, forcing employers to read between the lines. So how can you find the right leader? Well, you can start by asking one simple question, "Tell me about the last person you fired." This question and the discussion that follows prove to be the strongest indicator of a candidate's leadership ability. If he says, "I haven't fired anyone," it's obvious this person either doesn’t have enough experience or is too nice. You can't build a great team without occasionally deconstructing and rebuilding it. And while every leader makes mistakes, if he can't admit, correct, or move on from them, you don't want him or her at your company. If the candidate did fire someone, then find out how it happened. As the story unfolds you will learn something key: how well he or she communicates. If he says the candidate was surprised, find out why. More likely than not, he did a poor job of communicating where the employee stood, which is hard to do, but necessary. If he says the candidate wasn't surprised, let him walk you through the termination process. Great leaders are often like coaches, providing consistent and honest feedback. Do you find the candidate fits this description? Be sure to find out why the employee didn't work out. Explore what mistakes were made in the hiring process and how they fixed those mistakes afterward. You want a self-reflective leader who is constantly evaluating himself as well as his processes. Before the story is finished, ask one final question, "What did you do after they were let go?" This will show you their level of empathy. Average leaders tend to do the bare minimum, offering severance and a positive reference. But great leaders often do what they can to help the ex-employee get back on his feet. Pay attention to body language, as you want leaders who make quick decisions and follow through. At the same time you don't want a robot, so if he shows no emotion, think twice about hiring. That's not to say leading without emotion is a bad thing, but it certainly isn't for everyone. Finding great leaders is incredibly hard, but if you find some, they will help your company experience incredible success. For additional information, contact a member of the G10 administration team at This email address is being protected from spambots. You need JavaScript enabled to view it. G10’s Mission: “Loyalty to our Customers, Results for our Brands”. # # #
FOR IMMEDIATE RELEASE G10 www.g10glasgow.co.uk G10 Share Five Secrets To Team Building GLASGOW, UK, January 2015 – In order for your company to prosper, you must figure out how to build a team that works well together. That can be a difficult task. After all, creating a team means bringing together people with different skillsets and varied personalities to work towards a common goal--a complex undertaking. Here are five ways to approach team-building: 1. Play to Individual Strengths You need to understand what each individual member's strengths are and put each person in a place to shine. If a team member isn't good at details, they will never be good at details. You need to decide if they do the rest of their job well and if so, partner them with someone else who can help shore up their deficiency. 2. Encourage Transparency Teams are a lot like families, and you need to let them work things out on their own. When things start to go awry, bring together those who aren't getting along and make them work through their concerns. Don't let them put you in the middle of a he said/she said situation. Your primary job is to help team members understand each other better. This approach will feel uncomfortable, but if they learn that your go-to strategy is to bring them together to work it out, they will start trying that on their own and will only involve you when absolutely necessary. 3. Establish Ground Rules Your team needs to know how you like to operate. Are you a solution oriented manager? When issues arise, and they will, don't get caught up in whose fault it is, or why it happened. Take time to do that at an established and appropriate time later. Some managers prefer to do root cause analysis immediately and then move forward from that point with a solution. Everyone's style is different, and it is often based on the type of work you do. The important thing is that your team knows your preferred work style so everyone is thinking toward that same goal. 4. Let Them Know You Have Their Back As the leader of a team, your team members must know that you have their back and that you are their greatest supporter. Remove obstacles that are in the team's way and to be there to support them when issues arise with a customer or other internal groups. When you team members know they have your unconditional support, they can move forward with confidence. 5. Provide an Incentive Create a goal that your team can work towards--a day off at the end of the quarter, flexibility in their work schedule, or a bonus. Realize that just as your team members have different skills, they probably respond to different incentives, so rotating through the types of incentives you provide or allowing for flexibility is key to the success of an incentive. For additional information, contact a member of the G10 administration team at This email address is being protected from spambots. You need JavaScript enabled to view it. G10’s Mission: “Loyalty to our Customers, Results for our Brands”. # # #
FOR IMMEDIATE RELEASE G10 www.g10glasgow.co.uk G10 Announce 2015 Expansion Plans GLASGOW, UK, December 2014 – CEO George Kennedy has announced this week that the G10 team have plans to expand the business in 2015. Working in Health & Beauty and other industries, G10 strengthened their affiliation to a whole portfolio of clients in the final quarter of this year and as a result there is now an increased demand on the Sales and Marketing department of the business. G10 have launched an online recruitment drive which they hope will help them to find the skilled new talent that they need. With an in-house training program it shouldn’t be long before G10 are on the way to hit Q1 goals and their larger expansion goals for the year. Along with expanding the Glasgow headquarters, G10 are planning on branching out to other cities in Scotland, increasing their client base and seeing a 350% rise on this year’s annual profit report. They will be announcing quarterly updates. For additional information, contact a member of the G10 administration team at This email address is being protected from spambots. You need JavaScript enabled to view it. G10’s Mission: “Loyalty to our Customers, Results for our Brands”. # # #