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11 Signs You’re A Piss-Weak Entrepreneur.

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We’ve all met plenty of entrepreneurs whose names are not worth printing on a business card because they’re piss weak and borderline morons.

You may even be one of these such people yourself.

Here are the signs you’re a piss weak entrepreneur:

You treat your team like “workers.”

People don’t “work” for you young massier. They’re human beings with their own goals and families to feed. They don’t exist to serve you because you think your faecal matter doesn’t smell bad. They’re not going to follow you unless you lead them.

Leading people starts with treating them right. Get over yourself and your “personal brand.”

You make threats.

Like “I’m going to tell such and such some lies about you unless you hurry up and give me what you want.”

Nice one pal. Making threats is what you do on the playground, not what you do in business. Making threats is how you piss a lot of people off and ensure everyone is trash talking you behind your back.

It’s all about you and what you created.

We’ve heard your startup story a hundred times, and frankly, it still sucks because it’s all about you. What you created is not that brilliant.

In the Internet age, all of us can make money if we really want to. You haven’t figured out the one secret to life; all you’ve figured out is how to make some money, and that too will cease if you keep being a dick.

“What we’re all thinking is: “I don’t care what you built. How does it help me?”

Answer that question and you might have a chance padawan.

You’re poor with money.

Specifically, you buy useless crap like cars, clothes and houses to impress people. That’s a poor person mindset because none of this will give you the one thing you crave: significance.

“Pulling your head out of where the sun doesn’t shine and adding value to our lives is how you get rich”

You talk down to people.

Thinking you’re better than us all and shooting your mouth off is the ugliest form of human behavior that exists. Talking down to people will bring down the empire you’ve built at the same time. The problem for you is that your empire will crumble slowly, so you’ll probably not see what’s going on.

First, one thing will go wrong, then another. Before you know it, you’ll have no revenue, no staff and no one paying attention to your business. Be kind. Be humble. Be nice. Or you’ll fail.

You’re lazy.

You actually have to work. Didn’t anyone tell you the laptop lifestyle was a joke?

I know I sound like Gary Vee but that’s because he’s right. You have to put in the work to build a business that is successful and sustainable long term. There’s no Internet or tech business that just prints free bitcoins and makes you wealthy. Use your brain man.

You think you know people.

No one cares who you know or who you’re connected to. Your buddies will drop like flies if they find out you’re a weak ass entrepreneur that treats people like garbage. People will be your friend and then as soon as you make them look like morons, they’ll quickly desert you.

Knowing people so you can get stuff that you don’t deserve is not a recipe for success. It’s called using and no one will let you get away with that long-term.

“Unless you understand mutual value, you’ll never understand business”

You think it’s about the next 12 months.

That’s a very limited vision. No good business is built in 12 months. Most start to find their way after 5 years. Go back to the “How To Be An Entrepreneur Course” that sold you this false advice and ask for your money back. There’s no such thing as overnight success.

What you did today can be completely disrupted and turned upside down in 2 years. Don’t become complacent.

You spend too much time on LinkedIn.

Businesses are not created and managed through LinkedIn. I know the red notification button get’s you excited but eventually people will get sick of your ego and your “online brand” if you never deliver any value. You do that through execution, and social media can’t do that for you.

Only you can execute and that requires you to do business instead of talking about it on LinkedIn.

You think you’re genius.

You aren’t that smart. So you found one hack, one arbitrage, one marketing strategy. That’s not enough. A startup that lasts has multiple pillars and consistently looks for new ways to solve problems.

“A correction in the stock markets knocks all these so-called genius entrepreneurs flat on their backside and forces them back to a day job”

Thinking about how good you are is deluding you from the fact that you are currently a weak ass entrepreneur. Wake up and then you might see the truth.

You think your business is unique.

It’s not. Someone has already thought of whatever it is that you’re doing. Your idea means nothing. Executing is the lead indicator followed by traction.

Before you go

If any of this sounds like you, then all I have to say is quit being piss weak. Change your ways. Take a long hard look at yourself. Think about the legacy you’re creating or what value you’re creating for the human race.

Then make some changes, and get on with it.

If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net

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Business

The Entrepreneur’s Reading List That Transforms Ideas Into Empires

These must-read titles and writing insights reveal how entrepreneurs turn bold ideas into empire-level success.

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top entrepreneurship books for business growth
Image Credit: Midjourney

Entrepreneurship is powered by stories—of accomplishment, failure, and decision moments that define businesses. Books are maps, providing insight from individuals who’ve traversed the road ahead. (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
Image Credit: Midjourney

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

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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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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Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)

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