Entrepreneurs
5 Motivating Tips for Mompreneurs to Balance Work and Motherhood

Being a woman entrepreneur may be one of the most challenging jobs in the world, but being a mompreneur (mom and entrepreneur) is more so. You have to live two demanding roles, that of a mother and an entrepreneur, simultaneously.
Choosing between breastfeeding a baby and taking an urgent client call is never easy. It may bring you down on your knees sometimes, urging you to trade one dream for the other. Nonetheless, you must hold on! Many successful businesswomen believe you can balance motherhood and entrepreneurship perfectly.
As you can’t give up contributing to the household income, you must find a way to balance the two roles. Here are five tips that will prove helpful:
1. Keep Honing Your Time Management Skills
As you will need to live a double life, you have to function at your maximum efficiency almost 24/7. Without impeccable time management skills, you will be wasting the time you don’t have. So, you need to keep improving your time management skills forever.
You should have a well-planned daily schedule every day, even on weekends. Also, make sure to plan your next day the day before. Thus, you will be able to distribute your time to all the tasks at hand. Make a to-do list using a planner that suits you.
How much time and energy will you require for completing a particular task? Will you have enough energy left to tend to the subsequent responsibility? Consider these two factors when planning the day. However, know that you can’t get it all done, and that is okay. No one can do it all to perfection. Perfectionism can be disastrous. That’s why you need to set realistic goals and have realistic expectations as well.
If you try to do it all yourself, you will probably end up messing it up and putting everyone else under a lot of stress. Because of this, include only the amount of tasks that are humanly possible to handle in a day, both, as a mother and an entrepreneur.
“The key is in not spending time, but in investing it.” – Stephen R. Covey
2. Avoid Mom-Guilt at All Costs
For many women entrepreneurs, mom-guilt is the biggest concern. Sometimes, you may not have the time to attend a soccer match on account of a string of important business meetings, or you may not be able to make time to bake cookies.
No one wants to flaunt dirty dishes and messy floors. However, all moms have kids that disobey or get in all sorts of trouble; and there’s always a pile of dirty laundry sitting in the corner. Even most full-time moms are unable to make it to every soccer game or bake cookies. Your life as a mompreneur isn’t going to be any different.
Guilt is a toxic emotion that can impair your performance on all fronts. However, as all your struggles are in your head, it is up to you to learn to say no to mom-guilt. Getting rid of mom guilt is not easy, but it is doable. The moment you stop thinking about it, you will not feel guilty as a mom nor as an entrepreneur.
3. Delegate Responsibilities
As mentioned in the first point, you can’t do it all. That’s why you should delegate personal as well as professional responsibilities to others.
For example, if you need some mommy time, you can hand over a few of your entrepreneurial duties to your deputy for the day. You can also delegate some responsibilities to your deputies on a daily basis. This will allow you to have more family time or concentrate on the most crucial tasks at work.
On the family front, you can get help from your partner. Talk to your better half about how he can help you. Chances are he will have a full-time job too. So, you will need to sit down and figure out how to share chores and parenting duties.
You can also have an extended help network from other family members and friends. Don’t forget to show your appreciation for the help you are getting from your partner or other family members. A simple “thank you” after they have put the kids to bed can go a long way.
“When you delegate work to a member of the team, your job is to clearly frame success and describe the objectives.” – Steven Sinofsky
4. Learn to Roll with It
Leading the life of a mompreneur is often messy and unpredictable. Despite your perfect planning, things may spiral out of control occasionally. You will fail to meet your daily goals from time to time, even though they are realistic. Being a mompreneur isn’t always glamorous.
You have to learn to roll with the punches life throws at you. Accept that you will miss a deadline occasionally or have your baby spit-up on your blouse while attending a client call. Once you accept this reality, you can eliminate a lot of stress.
Doing this will make not only your life easier, but also of those around you. Remember, acceptance is the key to professional and personal success.
5. Mompreneurs Need Me-Time Too
One can easily get lost in their attempt to find balance between being a mother and an entrepreneur. If you are working from home, the lack of separation between these two roles often makes it difficult to set aside some me-time.
However, you can’t afford to compromise your mental or physical health. You not only need enough sleep, exercise, and nutrition to keep you going, but also solace whenever time permits. You can take up a hobby, visit a nearby spa or relax for a few minutes while sipping a cup of hot coffee. Just make sure to do it regularly. Make time for self-care in your busy schedule.
Being a mompreneur is no easy task. From keeping your time management skills up-to-date to setting aside some me-time, these five tips will help you become a successful mother as well as an entrepreneur. They will help you create a balance between these two critical roles.
Are you a mompreneur? What did you do to set up a successful business while changing diapers? Share your experiences in your comments.
Image courtesy of Twenty20.com
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.

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:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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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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