Entrepreneurs
7 Rules About Small Business That Are Meant to Be Broken

Famously said by Marilyn Monroe, “If I’d observed all the rules, I’d never have got anywhere.” If you are aiming high and planning to materialize your dream by defying all barriers and killing the stereotype, then the quote mentioned above is something that will get you going. Talking of small businesses, if we look back at the history of SMEs-turned-world-changing-MNCs, some remarkable brands like Apple, HP, Google, Walt Disney, Mattel and Amazon certainly get a special mention.
Now you must be thinking what rule did Steve Jobs break or what exactly were Larry Page and Sergey Brin up to? Well, breaking the rules doesn’t necessarily mean to try out random illegal stuff that may put you behind bars. Breaking rules indicates ignoring certain stereotypes to rise above what is regular and conventional in order to turn your small business into a successful and universally recognized company someday.
Published on Forbes, the list of small companies in America that are making it big in the industry has a count of 25 firms with revenues ranging from $3 Million to a huge $532 Million. Astonished much? Nothing really is impossible you see!
Here are the 7 conventional small business rules which are better to be broken than to follow blindly:
1. Do not rope your family and friends in the business
This perhaps is the most common and an unspoken law followed by many people in the domain of start-up businesses. It’s a misconception among us that involvement of family and friends ruins the business prosperity. Do you know your favorite café Starbucks was founded back in the year 1971 by three San Francisco University students, and the original McDonald’s restaurant in California was founded by the McDonald brothers Maurice and Richard McDonald? So it is a myth after all!
2. If you are good at something, never do it for free
You may oppose this notion of working for free but have you ever thought of it the other way around? Suppose you have a start-up business that offers online academic writing service. Declare free essay help for all as a part of your promotional campaign. Provide all interested students with free services once and pitch the premium ones eventually. At least you can have people notice your business. That’s something which is crucial to every small trade.
3. No graduation means no business prosperity
Michael Dell (Dell), Larry Ellison (Oracle), Jan Koum (WhatsApp CEO), and Evan Williams (co-founder of Twitter), are examples of successful college dropouts turned billionaire business tycoons, apart from the iconic Steve Jobs and Zuckerberg.
Nonetheless, this is no way an indication to drop your graduation plan and start a trade right away. But in case you cannot continue with the graduation program or have to leave midway, then it won’t bring any harm to your business, as long as you have the zeal to innovate and stand out. Your motivation for the day – If they can do it, so can you!
“If you can dream it, you can do it.” – Walt Disney
4. You are too young to start a business or get an internship
Sound familiar? Well, this is yet another man-made small business rule that keeps coming in between one’s aspirations and dreams. Being young has nothing to do with businesses if you have the motivation to start something on your own with a focused mindset.
Rather, a young entrepreneur has greater advantages as compared to that of the mid-aged one. As you get older, taking risks and being flexible and dynamic might be a problem, but such is not the case with the youngsters. They are agile, more liberal, open to changes and risk takers. As you know, taking risks in business is the first step towards attaining success.
5. Not all social media campaigns work well for the business
Social media is a terrific platform for all small business owners aiming to invest less and generate more revenue. On the contrary, you can’t actually be too confident about it. You never know who’s available on which platform. The internet is a big thing, and you can’t get enough of it.
Because of this, choose to make a difference, sell your ideas, promote your products in as many social media sites possible, and leave no possibilities unexplored. Remember, digital marketing costs less than the traditional methodologies.
6. You have to have a plan drafted for seamless operations
Planning is always crucial to every business, but bringing compulsion to it and not being flexible enough to think anything beyond a drafted plan can at times bring limitations. There are moments when you need to plan things up quickly and make smart decisions early in the process.
Every time you would call your team for a meeting or sit with pen and paper and spend hours brainstorming, you might lose out on opportunities that your competitors might already have grabbed with agility, confidence and smartness. At times, you need to think beyond drafted agendas. That’s all you need for a quick transmutation!
“Management is all about managing in the short term, while developing the plans for the long term.” – Jack Welch
7. Follow what your successful competitors are doing
To draw inspiration and ideas is one thing, but following them blindly is another. If you want your business products and services to be remembered with great brand recall values, then it’s time to make a move, and think beyond tried and tested strategies. Trying out the good old approaches and sticking to the conventional ideas of marketing is good, but that won’t help your target audience experience or explore something new and catchy, will it?
So, here’s your chance to try out the untried, break the unbreakable, jump beyond your boundaries, think beyond all limitations and achieve what you wish for. Your business is in your hands, make it a big one.
Do you want to start a business? If so, what would you like it to be? Let us know in the comments 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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