Entrepreneurs
5 Productivity Tactics to Help You Win as a Creative in Your Online Business

The shift in business has made online entrepreneurship as easy as visiting your local grocery store. The possibilities are endless and the variety is abundant. As creative entrepreneurs, your mind is always powered on flying through hundreds of ideas, thoughts and visions at any given moment. It’s the Jekyll-Hyde of being overwhelmed with too many ideas or a drought of none.
Online business is both a blessing and curse in that, you can reach a wider audience while getting caught up in the noise of your competitors keeping you from being competitive.
Here are the 5 productivity tactics that will help you win in online business as a creative entrepreneur:
1. Create Before You Consume
As a creative, you’re wired to look to the world for inspiration. With social media at our fingertips it makes it easy to get caught up in what our competitors are doing falling victim to comparison syndrome. Start your day off by journaling and using an outlet to release your creativity that’s been bottled up through the night. Only once it’s been released should you then consume the content of others for inspiration. The idea is to only absorb what will help you and not get caught up in the quality of their work to yours.
“Productivity is less about what you do with your time and more about how you run your mind.” – Robin Sharma
2. Silence Your Creativity
The blessing and curse of a creative mindset is our inability to switch it off. We often get so consumed in striving for our goals that we missed all the signs leading us to burnout. We then hit a wall that stalls us for a few days, weeks or even months. Dedicate time every day to doing something non-creative. Go for a walk, meditate, get lost in a book and let your mind relax to refill your creative juice tank.
3. Lean On the Right Support
It’s so easy to get caught up in doing everything on our own. You hold massive visions and goals for your life that others simply won’t understand. The beauty about that is, we all do. Take that first step and reach out to others in your network or invest in a coach or mentor who can keep you from getting deep in your negative thoughts and motivate you to keep pushing through. Support is crucial especially for a creative entrepreneur. You need someone to communicate your vision to and help you create strategies to achieve it.
4. Invest in the Right Tools
Having the right tools can make or break your creative career. Tools don’t have to be a heavy financial investment. Some of the best tools you can use are free. Find the ones that work for you to keep you on track, organized and productive. A hangup many creatives encounter is their ability to lose track of time. The Pomodoro Timer is a lifesaver when it comes to keeping you on track to achieving your goals.
It has three time options, a 25, 10 and 5 minute setting with the 5 and 10 minute settings being used for necessary breaks before restarting the 25 minute timer. Another tool popular among creatives is Trello. It allows you to tap into the Type A personality while still owning your Type B. These are just a few of the many available to you.
“Productivity is never an accident, it’s the results of a commitment to excellence, intelligent planning & focused effort.” – Paul Meyer
5. Establish a Healthy System
What makes entrepreneurship fun for creatives is their ability to tap into the world around them for creativity at any given moment. Where this becomes a challenge is they often neglect their own self-care to fulfill their creative big-picture vision. Start by dedicating 30 minutes to yourself every morning to relax, enjoy the calm and ease your mind into the day. This will allow you to create a steady and consistent flow throughout your day instead of jumping right in and burning out quickly.
What do you use that helps your productivity as an entrepreneur? Comment below!
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.
Entrepreneurs
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