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5 Lessons Aspiring Entrepreneurs Can Learn From David Bowie

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David Bowie was a person without limits. He was the limit himself and nothing could cut off someone of that kind. Indeed, in his reality, there were no such things as gender or social norms. Speaking of his style, music, video, or sexuality, David Bowie pushed the boundaries and made everyone follow his lead.

He was an extraordinary person who has influenced generations of musicians of all kinds. And I’m sure that even in ten years after his death there will be young people with guitars trying to pick out the melody of “Changes”. Before becoming a source of inspiration himself, David Bowie drew it from everything around him.

Here are five lessons for aspiring entrepreneurs to learn, follow, and celebrate the legacy of David Bowie:

1. Accept failure and continue trying

Don’t be afraid to fail. instead learn from it and continue trying. At the beginning of his career, David Bowie was not very popular. People were not much impressed by his first albums. However, he advocated a theory that only those who risk will go far. Entrepreneurs tend to take risks and  avoid failures at the very beginning. Not everyone of your projects or ideas will bring desired success, but you should accept the failure, learn from that experience, move on, and meet new challenges head on.

“Failure is the key to success; each mistake teaches us something. ” -Morihei Ueshiba

2. Don’t be afraid of the sweeping changes

When Bowie became Ziggy Stardust in 1972, a big break happened to him. Beginning with this album, the musician became a rock star, which completely modified his image. So take advantage of the unpredicted changes that will certainly come your way. When you are an entrepreneur, things you do will change your attitudes. Of course, if these things are significant enough to do that. And if they do – it is a sign that you are doing something valuable and meaningful. If so, then it is well worth the effort.

 

3. Be cooperative

Throughout his career, David Bowie cooperated with different musicians, who helped his ideas embody in the best possible way and brought his music to the next level. Some of his most successful albums were produced by Brian Ino. As a result, those works of art became milestones of his legacy and the rock music as a whole.

He cooperated with the best talents of those times, including Mick Ronson, Mike Garson, and Carlos Alomar and these collaborations were the lifeblood of his music. Business relies on entrepreneur’s talent to cooperate with the right people at the right time. This helps create innovations and execute the best strategies. As Bowie’s experience proves, being in touch with the right people can determine the results of your own work.

 

4. Experiment

It is difficult to name any musician in the history of rock music who experimented more than Bowie did. From being a singer and songwriter, to tinkering with funk, and joining mainstream and pop, Bowie took more risks than anyone. However, all his experiments weren’t successful! Experiments lead to success because they let your creative juices flow. Being an entrepreneur, you will have to nurture bold ideas, try out new technologies, and establish changes in your organization. Clever experiments often end up with a positive business outcome and increase your chances of success.

“Ideas do not always come in a flash but by diligent trial-and-error experiments that take time and thought.” –Charles K. Kao

5. Inspire others

As we can tell from society’s reaction to Bowie’s death, he inspired many people. It would be hardly an exaggeration to say that he is the most influential person in the history of pop and rock music. His rebellious spirit inspired people and will continue to do that. Entrepreneurs can also “be heroes” for their organizations. Being someone who inspires employees to higher performance and encourages their creativity is not an easy task, but achieving this is a way to better performance.

What lessons did you learn from David Bowie? Please leave your thoughts below!

Veronica Hunt is an ed tech expert and an experienced blogger from Delaware City, DE. As a blogger, Veronica sees her purpose in providing her readers with up-to-date info in the spheres of self-improvement, entrepreneurship and psychology. Currently, works for StudentShare blog as a content writer. Apart from work, Veronica adores traveling and yoga. You can contact Veronica on LinkedIn.

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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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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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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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