Entrepreneurs
5 Unexpected Results Entrepreneurs Can Gain by Going for Their Goals

Goals show you what is possible. In our journey towards goals, it’s not just the goals we achieve, yet the journey also gives you a chance to discover what would otherwise be hidden if you stayed in your comfort zone. As a Life Coach, I’ve guided thousands of clients to go for their big goals, thus I’ve seen how Entrepreneurs get more than they aim for.
Here are 5 unexpected results Entrepreneurs gain by going for their goals:
1. From confusion, you could discover clarity and courage
Neil is the founder and CEO of a 10+ year IT company. The growth of his company led to bigger problems. He was confused. Did he want to just close shop, sell the company, or get investors which would inevitably gain some control of his company?
By clarifying his goals, it hit him. His confusion was founded on fear. He was listening to people who had failed at getting investors. He took courage, asked more experienced mentors, and I learned later that they received the funding.
By examining what was holding him back, he developed clarity and courage to go for his goal.
2. From analysis paralysis, you could unleash the inner artist
Joy was an HR practitioner at the biggest telecom. She was an analyst, needing things to be planned out to the detail, and she was good at it. Her career was okay, yet she knew that there was more to life.
At night, she had a hobby. She made handcrafted sculptures. A creative artist behind a perfectionist career woman. When she joined us, she aimed to quit her job within 60-days. She realized that quitting her job was not her real goal, because what she truly wanted was to express her creativity and gain time-freedom.
She focused her energy to expand her craft. Before long, she delivered her first ever public workshop where she shared her passion for crafts. She was even featured on national TV! Now she gets orders for her handmade paper flower creations. And yes, she quit her job — it was just one step towards a bigger goal.
“Goals. There’s no telling what you can do when you get inspired by them. There’s no telling what you can do when you believe in them. And there’s no telling what will happen when you act upon them.” – Jim Rohn
3. From growing your business, you could discover your self-worth
Franz was always a goal getter at school and at work thus he founded a tech startup. He was pressured to produce results to get their second round of funding, yet it had become tiresome.
His pursuit for achievement created a strain on work relationships. He hated being questioned, and when investors asked him a question he couldn’t answer, he would lie just to appear as if he knew better.
Through coaching, he clarified his goals and motivations. He dug deep and discovered this deep-set belief that he was “not enough”. It stemmed from a childhood experience where his babysitter slapped him with a shoe. When he realized how the experience affected him even in adulthood, he let go and forgave.
From then on he was more calm, easier to deal with, and he no longer needed to prove himself right, nor justify his existence. He rediscovered his self-worth.
4. From being lost, you could find your power
Badette was lost as she was going through a divorce. Struggling to provide for her three kids, she was on the verge of closing a start-up business that wasn’t even along her line of expertise.
When she embarked on her goal fulfillment, she didn’t know what goals to aim for, but through coaching, she identified the ONE thing that she was totally passionate about: Coffee. All her friends and family knew that she was passionate about coffee.
She set a goal to build a business out of her passion for coffee. Starting from zero, she registered her business, built her brand and logos, created her product variants right in her home (with the help of her toddler sons!), marketed through social media and shipped out products — all within the first 30 days!
Now she is selling her product worldwide, a mere three months since she declared her goal. Once Badette was lost, now she had found herself, found her passion, and found her power.
“One way to keep momentum going is to have constantly greater goals.” – Michael Korda
5. From wanting a baby, you could release your personal baggage
Teddy and Leah (not their real names) were both accomplished professionals. She had risen up and became a partner in their law office. She established her own business. They were 5 years married and were doing well in their careers. They wanted to have a baby. But after several attempts at getting pregnant, they knew something was lacking.
Teddy had deep set issues with his father, mother, and brother. His temper at the office was an indicator of pent up emotions. Some issues had to do with sins from his past. Leah had issues about her mother. She felt as if her mother, a housewife, did not have the life that she deserved. Leah believed that motherhood would make her lose her identity.
By going for their goal of having a baby, Teddy and Leah discovered unresolved issues that were keeping them misaligned. When Teddy and Leah faced those issues and resolved them, they aligned their mindsets and beliefs to their desire of having a baby.
Within a few months, Teddy and Leah announced they were pregnant! They’ve since left their toxic work environment which led Teddy to do what he loves at a dream company, and Leah is a stay-at-home mom. They get to spend quality time as husband and wife and their 2-year old baby.
By going for your goals, you get so much more. Go ahead, write down your goals. Then go for it. You won’t know what else you’ll get until you go for your goals!
What has been an unexpected surprise for you in going toward your goals? Let us know by commenting below!
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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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