Entrepreneurs
8 Obvious Signs You Were Built for Entrepreneurship
Entrepreneurs are not born but they cultivate the skills of entrepreneurship within them. To be an entrepreneur, you have to be passionate, resilient, tolerant to ambiguity, have vision, flexibility, believe in yourself and be a rule breaker. These are just the few indications that an entrepreneur is growing inside you.
Here are a few unexpected signs that will surely help you in deciding whether you should go for entrepreneurship or not:
1. You are not easily contented
Normal people think of how to celebrate their victory after achievements but entrepreneurs think “What’s Next?” They are always restless and never satisfied with their achievements. They always crave for something new and are ready to take on new challenges.
2. You are a control freak
Entrepreneurs always love to be in charge of their work but at the same time, they need to maintain the balance between controlling business and letting the talented people around take the reins. If a person likes being in charge and can easily convince people to follow their vision, then they can be a good entrepreneur.
3. You are a born risk-taker
Nothing high can be achieved without the risk. Hence, entrepreneurs are calculated risk takers. If you love risk, entrepreneurship is likely going to be a great fit for you.
“Do one thing every day that scares you.” – Eleanor Roosevelt
4. You like making your own money
A desire that you pay yourself for the accomplishments is a clear calling card of an entrepreneur. Entrepreneurs start with working for other people’s ideas for a fair salary, but after getting fed up they start their own business and work on their own ideas.
5. You don’t fit in the crowd
Successful entrepreneurs don’t lead a normal life. They are mostly drop outs, quit lucrative jobs, and do silly things simply because they want to live a life on their own terms. If you are a black sheep and always eager to do something out of the box, then entrepreneurship is your catch.
6. You are an introvert
Entrepreneurs are introverts and hence they recharge themselves in the best way by being alone. Being introverted means that you are more of an “ideas” person and are great at fostering a team environment. There are always certain entrepreneurial advantages that come from being an introvert.
7. You are passionate
Being a successful entrepreneur is not an overnight success. From lack of customers to profits, one has to face everything. Without an undeniable passion for your work, it will be very difficult to cross all the disappointments and hard times ahead. Pick any successful entrepreneur and you will find their passion for their work is the key to their success.
For once, let’s take the example of Atul Gupta, an Indian Born South African businessman who even after many failures in his starting days of business is currently the owner of almost all the sectors, be it mining industry, media industry in South Africa. His passion is the answer to all his failures and his competitors.
“You can’t fake passion.” – Barbara Corcoran
8. Confidence is your success mantra
Entrepreneurs always believe in their abilities and know that they can succeed, but they need to sell their idea and lead a team. In many cases, confidence goes a long way in each of these pursuits.
There are many different personality traits that help entrepreneurs become successful, and these are just a few of the possibilities. If you find any of these listed descriptions being relatable, it’s likely that you’re destined for work as an entrepreneur. Don’t wait any longer. Get out there and change the world!
How do you plan on changing the world? Tell us your dreams in the comments below!
Image courtesy of Twenty20.com
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
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)
Entrepreneurs
Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs
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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