Entrepreneurs
6 Secrets of Super-Productive Female Entrepreneurs
More than ever before we are seeing motivated, intelligent and capable female leaders carving out the way in new, established and underdeveloped industries. Why are we seeing this new trend of women coming out of the wings to really show us what they are made of and how they can change the face of business? And even more fascinating than this, what are their secrets and how do they do it?
Here are the 6 ways in which we believe these super women are stepping into entrepreneurship and what we can learn from them:
1. Drive and Determination
Entrepreneurs such as Janine Allis who started with Boost Juice are full of drive and determination, as if they have something to prove, not to others but themselves. The up and coming women of this new generation as well as the female entrepreneurs from the last two decades have incredible talent, creativity and drive.
We see their companies and vision have depth, purpose and global initiatives. We see this in Janine Allis as her company growth then lead to her expansion into other passions and pursuits including nutrition, the environment and sustainability. No longer just being driven by material needs and values, leaders such as Janine want to make an imprint on the planet.
Instead of small minded success, they have planetary change and global domination in their business plans which makes for a very exciting time to be alive and be the outside witnesses of this change and progress in the world.
“A dream doesn’t become reality through magic; it takes sweat, determination and hard work.” – Colin Powell
2. Work/Life Balance
Entrepreneur Lesley Gillespie from Bakers Delight shows us the innate capacity to balance work and life. Aware of the building blocks to success, such as nutrition, sleep, relaxation and support, these women are plugging in and investing support teams and infrastructure around them.
No longer is the ‘work harder and faster’ mode being adopted, instead these leaders are quick to plug in, out source and use technology to help them map out and create the work life balance that they know they need to keep going. Lesley’s choice of the franchising model to scale her business shows us diversity and balance is required to get to the top.
Moving into franchising proved to be a winning move for her business, with revenue increasing from $585 million to $619 million last year. This is inspiring to both us as observers and also those on the inside as they are creating company culture that has longevity and support for others in their workforce.
3. Seeing the Big Picture
These female leaders have the capacity to see the big picture. Often they have come from extensive and exhaustive careers in the corporate sector and are now drawing on these experiences to create change and new models to solve the same problems.
This capacity to think big, perform big and deliver big visions brings dynamic and fluid change to environments that have become stale and unproductive. Not becoming burdened down with details and quick to delegate, these leaders are leading with a ‘go big or go home’ attitude which, we see is transforming industry and innovation left and right!
4. Early Mornings
Much like Xerox CEO Ursula Burns and First Lady Michelle Obama,to maintain their energy and health, these women wake up in the morning and practice an hour of power. This time is used to reflect, set goals, exercise and engage in personal development. This new generation of leaders are committed to self improvement and as such make time to work on themselves along side their businesses.
With the increased availability and trend of personal development there are many ways in which these women engage during this daily hour of power. Many write in gratitude journals, many listen to audios and podcasts as well as read an array of self development books.
5. Tech Savvy and Productivity Hungry
Technology and innovation becomes a big indicator and promoter of flow for these entrepreneurs. With the latest technological devices, programs and systems in play for their work and life efficiency, they master the use of leveraging technology to gain more productivity.
Whether it be through coordinating project management and team members, through the use apps or using virtual assistance and virtual meeting platforms, these women have access to everything at their fingertips to ensure their time is utilised to the max! With greater advancements in technology and organisational software it’s never been easier to become organised, productive and efficient in all aspects of their lives.
6. Meditation and Exercise
Entrepreneurs like Lorna Jane Clarkson have taught us about the importance or exercise and meditation as essential stress release. Through her brand Lorna Jane she leads the way modelling weekly preplanned and determines mediation and exercise regimes.
Female entrepreneurs know what it takes to play at the top of their game they are committed to putting in the time and exertion to perform at their best. Whether it be working out with a trainer, setting personal goals with group exercise classes or walking, running and swimming, these entrepreneurs make time for this as part of their lifestyle.
Many often engage in weekly yoga and daily meditation practices alongside their exercise regimes as a way of promoting wellness and maintaining a healthy and stress free lifestyle.
“Meditate, Visualize and Create your own reality and the universe will simply reflect back to you”. – Amit Ray
One thing is for sure, these female entrepreneurs and hungry leaders, are changing the way business looks and appears to us all and we have a lot to learn about the productivity, consistency and tenacity they display in their careers.
It’s wonderful to see female entrepreneurship becoming normalised, promoted and encouraged by all industries as women harness their drive, motivation and innovation, creating impact in the world.
Which female entrepreneurs have inspired you? Please leave your thoughts 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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Entrepreneurs
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Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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…)
Change Your Mindset
Why Ideas Are More Valuable Than Resources for Entrepreneurial Success
Discover why ideas, not resources, are the true driving force behind entrepreneurial success, innovation, and lasting growth.

History shows us that the greatest minds, Albert Einstein, Thomas Edison, Oprah Winfrey, Michael Jordan, Walt Disney, Stephen King, and countless others, faced failure early on. Yet, instead of seeing failure as the end, they treated it as a comma in their story, not a full stop. (more…)
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