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5 Attributes of “A Player” Entrepreneurs

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5 Attributes of "A Player" Entrepreneurs

No one becomes an entrepreneur hoping to be mediocre. So what makes an entrepreneur, an A Player?

Over the last few years I’ve studied and interviewed hundreds of “A Player” entrepreneurs at the top of their field. “I noticed that the dynamic range between what an average person could accomplish and what the best person could accomplish was 50 or 100 to 1.Given that, you’re well advised to go after the cream of the cream … A small team of A+ players can run circles around a giant team of B and C players.” – Jay Elliott author of Leading Apple With Steve Jobs.

From selling hot dogs to owning a boutique hotel on the Las Vegas Strip, all of the entrepreneurs I talked to had these 5 traits in common:

 

1. “A Players” take MASSIVE action

Most people don’t take action at all and if they do, they try one or two things, fail and then give up entirely. “A players” are different, they know that if they keep putting in the work, they’ll inevitably become successful, so they keep going.

“I have not failed, I’ve just found 10,000 ways that don’t work” – Thomas Edison

2. “A Players” know their strengths

B and C level entrepreneurs micro-manage and waste time and energy on tasks that are not their core competency. “A Players” know exactly what it is they do that creates value for their business and they free up as much of their time to focus on that activity as possible.

 

3. “A Players” communicate the right way

A big hurdle for a lot of entrepreneurs is being able to communicate the right way. A lot of the time entrepreneurs steamroll others or are not able to explain things correctly to others which leads to them having to take on even more work themselves. “A Player” entrepreneurs know that they need to balance out their strong authoritative work communication with warm, compassionate caring about their employees, vendors and most importantly customers.

 

4. “A Players” course correct

When B or C level entrepreneurs run into obstacles, like their marketing not working as well as it once did or a problem with their product, they continue to do the same things. “A Player” entrepreneurs know when they run into problems, it’s time to tweak and test.

“Insanity is doing the same thing over and over and expecting a different result.” – Albert Einstein

5. “A Players” practice self care

B and C level entrepreneurs let their business consume their lives.  “A Player” entrepreneurs take care of themselves physically, mentally and emotionally. “A Players” know that it’s energy, not time, which is our most important resource as an entrepreneur. So they make sure that they take care of themselves every day to prevent burnout and build healthy habits to support the tremendous amount of energy necessary for running your own business.

 

“A Players” are the entrepreneurs who succeed, not only in creating amazing businesses but amazing lives as well.

If you’re serious about becoming an “A Player” entrepreneur, adopt these 5 attributes and success will follow!

Jon Lee is a Full Stack Marketer, who specializes in helping small businesses grow to 7 figures. He also blogs about career development and hosts the A Player Podcast where he interviews “A Players” from various fields as diverse as cage fighting and neurobiology find out more at www.Aplayerpodcast.com.

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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
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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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