Entrepreneurs
6 Things Remarkably Successful Entrepreneurs Do

While at Harvard, Mark Zuckerberg founded Facebook and made his first billion before reaching 30. The 35-year-old is worth $71.3 billion, $20 billion more than at the beginning of 2019. Sergey Brin and Larry Page founded Google when they were both 25. The list of successful entrepreneurs goes on and on.
Well, each entrepreneurial success story is different. It’s a constant roller coaster and there are many ups and downs. It’s impressive to think of how they got their start. These are the ones who didn’t give up instead and kept on hustling. But, what exactly are these entrepreneurs doing that make them wildly successful.
The rule for business has changed in recent times. Here is a quick list of 6 things that successful entrepreneurs do:
1. Validate Their Ideas In The Real World
You can live in a dream world always—Successful entrepreneurs DO. Successful entrepreneurs approve their ideas – their ideas are not just worthy of being scratched on the napkin – they prove it. You know the only way a dream moves from scribbled text to reality is through a plan.
In order to make your dream a reality, you must have a plan. Make a plan in the form of a checklist tied to timeframes. In case an idea fails, they are not deterred by failure. In fact, they are on the lookout for why it failed and try to shape the next idea into something great.
“Either You Run the Day, or the Day Runs You.” – Jim Rohn
2. Embrace New Challenges
Entrepreneurship is a challenging endeavor. When challenges arise, successful entrepreneurs take on the responsibility of addressing and handling it intelligently. This helps them overcome the most troubling obstacle to success.
Challenges are always present, but successful entrepreneurs consider them incredible opportunities. These are times when you should move ahead and do what no one else will to achieve success. When you’re excited about an opportunity but you think you’re likely to face risks, ask yourself “What are the potential shortcomings?” It can help you become more conscious.
3. When it Comes to Taking Risks, They Just Do It
When it comes to taking risks, entrepreneurs trust their gut. From venturing into new industries to taking up a new business opportunity, they are risk-takers.
Don’t let fear paralyze you from doing what you want. When you are too afraid to take any risks, talk to someone to hear some words of wisdom to take the leap. There is no way to eliminate the risk of entrepreneurship, but the best way to handle it is by allowing it to fuel you.
4. ‘Work-Life Balance’ is ‘Work-Life Integration’
I’m sure you’ve had many thoughts about the alleged term work-life balance. For entrepreneurs, it isn’t possible to have this when you are building your business. Therefore, entrepreneurs embrace work-life integration with the help of time management strategies and task delegation.
Work and life is a synergy, not a balance. Instead of longing for work-life balance, try a healthier attitude related to work-life integration by making friends at work, finding your most productive hours, and staying active in networking groups. Work-life integration is the holistic betterment of life.
“We Need To Do A Better Job Of Putting Ourselves Higher On Our Own ‘To Do’ List.” – Michelle Obama
5. Stay Prepared to Shift Gears
The game of entrepreneurship is tough. Those who are successful absolutely understood that their first idea they try might sink. It’s just that they have to be on the lookout for why it stinks and be willing to shift course.
When you think you’ve reached a new level, everything can suddenly take a turn and you’ll have to either toughen it out or let it all go. They meet the need in the market and as the needs shift, they shift as well.
Just as Instagram co-founders Kevin Systrom and Mike Krieger decided to separate from their cyber baby and move on to their next innovation. This was a piece of shocking news, but it’s uncommon for business people to shift gears to have something new. Your idea may fail just as those of many successful entrepreneurs, but don’t be deterred by failure. Be able to recognize and shape the next idea into something truly great.
6. Cultivate “an External Brain”
Having an external brain clears the mind of juggling tasks, to-dos, and non-essential tasks. If you rely completely on your memory, you can’t keep everything straight. Entrepreneurs who are creating an external brain through journals, note-taking apps, or any other tool are doing better in entrepreneurship.
As an entrepreneur, you have to capture your ideas. Write it down on a tool to keep all notes in one place organized, transfer the thoughts onto paper, decide what the next action is and organize your reminders. This will keep you out of unnecessary stress. Also, bullet journaling helps entrepreneurs stay in control of the day.
Bonus Tip: Nurturing Your Business’ Entrepreneurial Spirit
The so-called “entrepreneurial spirit” should be clearly defined. It is a mindset that embraces critical questioning, an attitude that actively seeks out changes, and continuous improvement. The entrepreneurial spirit is helping entrepreneurs keep hustling with excessive growth at the right pace that keeps peers engaged.
If you genuinely want to keep the entrepreneurial spirit alive, you need measurable points you can incorporate in your culture. Always keep a healthy and motivated team, be curious about everything, hire people who share your values, allow your people to learn, reward your top people for what they contribute, and develop a high endurance to risks.
So now that you’ve understood what the road looks like, are you ready to take the plunge? So many people hold onto their dream of entering entrepreneurship because it’s challenging, but the truth is, there is no limit on success.
Have you thought about becoming your own boss by being an entrepreneur? Share your stories and thoughts with us below!
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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.

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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