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3 Things Entrepreneurs Are Terrible at and How You Can Fix Them

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I’ve noticed something. And I’m curious if you’ve noticed it, too. It seems like just about every time I scroll through my news feed to see what’s a buzz in the world of entrepreneurship, I get totally bombarded with a hoard of inspirational articles like “7 things successful entrepreneurs do every morning” or “12 unconventional entrepreneurs who made it big”. Does that happen to you too?

Don’t get me wrong; I love reading these types of articles just as much as anyone (that’s why I love Addicted2Success). It’s kind of fun to find the similarities between yourself and the inspiring business leaders you see on the page in front of you. And hey, it gives you a nice little ego boost as well.

But it’s also good to take a reality check every now and then, and realize that us entrepreneurs– we’re people too. Behind that bold, strong, fearless facade we put on every day, we’ve got our Achilles’ heel just like anyone else. But there are things that we need to get better at.

Here are the 3 things that we, as entrepreneurs, are notoriously bad at (and how to fix them):

1. Admitting that you’re already successful

Tell me if you’ve ever had this thought before: “Always pushing myself is what’s gotten me to where I am today. If I ever ease up, I’ll never be successful.”

I have, too. It’s human nature to cling to that underlying, subconscious belief of “I am not enough”. But let’s take a closer look and investigate what’s buried inside of this little fear: “Always pushing myself is what’s gotten me to where I am today” … the implication being that you’re actually proud of where you are today! Who knew?

Most of us are able to sing the praises of other successful entrepreneurs with ease, but when we retreat back into the depths of our subconscious, we beat ourselves up relentlessly.

It’s healthy to feel that innate desire to improve and become the best versions of ourselves, that’s what’s gotten you to where you are today, right? But when you’re struggling to see the light at the end of the tunnel, or you start to feel yourself suffocating under that never-ending pile of work, it’s time for you to take a step back.

Walk away, look at the bigger picture, and realize that where you’re at today is already pretty darn good.

“The more you praise and celebrate your life, the more there is in life to celebrate.” – Oprah Winfrey

2. Rewarding yourself

Let’s get back to the basics of human psychology here. We all know about Pavlov’s famous experiment on classical conditioning, right? Reward “good” behavior, and you’ll start to see more of it. It’s Psychology 101. When you look at it this way, rewarding yourself on your wins, no matter how big or small, is a no-brainer.

Even so, entrepreneurs are notorious for being type-A, hustling, go-getters, (as I sit here typing this at 5 AM on a Saturday…) but it’s easy to forget our little wins, and even our big ones, when we’re constantly grinding, pushing ourselves, and replenishing our to-do-lists.

Use these 2 steps to spark an immediate sense of accomplishment from just about anything:

  1. Make checklists. Just the simple act of crossing something off a list sparks an instant sense of achievement. Even if it’s something as little as sending an email or outlining a blog post, write it down and check it off!
  2. Tell someone else. When it’s a big victory that you’re dangerously close to ignoring, just post on social media, or tell a friend or family member (preferably a loud one) and watch what happens. They’ll make sure you celebrate appropriately.

 

3. Asking for help

Easily the quickest and most powerful way to accelerate your progress at anything, asking for help is… well, it’s scary. Entrepreneurs hate to show even a hint of weakness, uncertainty, or vulnerability, especially when they think it could jeopardize the credibility of their business.

What do high-performing athletes, CEOs, and celebrities alike all have in common? They have coaches. They have mentors. And they understand that the sooner that you pinpoint your weakness, and find someone who can help you, the sooner you’ll reach your goals.

It’s scary to admit that you need help to get where you want to go. But the second I finally did, I felt like I was lifting an immense weight off of my shoulders.

When I finally hired a  business coach, within days of our very first call, I started seeing real, tangible results. It completely blew my mind. But a coach who’s been where you want to go has this ability to see around corners that you just can’t, no matter how hard you try.

It’s scary to question your own success, but when it comes to your business, the sooner that you admit that you need help, and find someone who’s been where you want to go, that’s when you’ll accelerate your progress and results in unimaginable ways.

 “The strong individual is the one who asks for help when he needs it.” – Rona Barrett

As an entrepreneur, what do you need to start getting better at? Leave your thoughts below!

Nico Moreno is a Conversion Copywriter and human psychology connoisseur. He has an odd obsession for creating Snapsterpieces of his yellow lab Yoshi, and teaches bloggers and entrepreneurs how to write high-converting email copy. Say hello to him here.

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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
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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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entrepreneurial leadership skills and traits
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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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Entrepreneurs

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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how to build a business empire
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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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