Entrepreneurs
9 Support Networks All Entrepreneurs Need to Succeed in Business

Entrepreneurship is a lonely, but rewarding venture but you don’t have to go at it alone. While new business owners are advised to have an accountant and lawyer on their team, there’s rarely mention about the support networks you need as you start and grow your business. The people in these networks keep you focused, motivated and accountable. They are sources of encouragement, ideas, referrals and resources. Additionally, they give you feedback, constructive criticism and guidance.
Regardless of which stage your business is in, you’re going to need support. It’s best to establish your support systems as soon as you consider starting your own business. Then, cultivate those relationships as your business grows. Following, are the 9 support networks entrepreneurs need to succeed.
1. Mentors
A mentor is someone who has experience in the area in which you need help and is willing to help you. They provide direction and guidance, and shorten your learning curve by months, even years. Mentoring relationships can be formal or informal, in-person or virtual. Generally speaking, the mentor gives more than the mentee. However, the mentee can reciprocate by checking in periodically and asking if he or she needs anything. When contacting your mentor for advice or check-ins, be respectful of his or her time.
2. Accountability Partners (AP)
Accountability partners are the most important support person in your network. They hold you accountable for completing short-term projects. This is either a free or paid virtual relationship that requires commitment from both parties.
Here’s how this relationship works: You tell your AP the project you’re working on, the estimated completion date and desired result. Send a tentative outline of the steps required to complete the project. You both set a mutually convenient check-in schedule.
During check-ins, you will give an update on your progress, discuss challenges and next steps and ask for advice, if needed. You could also brainstorm ideas. Your partner can be a mentor, coach, friend or colleague. Essentially, it is anyone committed and invested in your success.
3. Coaches
Coaches help you develop personally or professionally. You hire and pay them for a set amount of time, although the time could be extended upon agreement by both parties. You can work with multiple coaches simultaneously. Be sure the people you’re considering hiring are qualified to help you before investing in their services. Also remember that you can fire them if they don’t provide the service and support you need.
4. Mastermind Groups
Mastermind groups are small groups that help you move forward professionally and keep you accountable in your endeavor. The group meets on a regular basis and each team member has a turn to discuss his or her successes and challenges, brainstorm ideas and consider possible solutions based on suggestions from team members. They meet in-person or virtually over a long or short-term period. These groups can be formal or informal and with paid or unpaid memberships.
5. Online Groups
Online groups are very convenient when you need help, especially when you spend most of your time online. Most groups are either on Facebook or LinkedIn. The most effective groups have active moderators that post frequently and hold members accountable.
The benefits of these online groups include, but are not limited to, meeting new and cool people, giving and receiving help and accountability. In addition, you’ll develop relationships that may grow offline.
In order to benefit from these groups, though, you have to be active. Don’t just appear with the expectation of getting help or drop in periodically. Be prepared to share your knowledge and experiences consistently. Memberships to online groups are typically free.
6. Meetups
Check out Meetup.com to connect in-person with people with similar interests in business, hobbies or fitness. In addition to meeting people and learning new things, there may opportunities to conduct presentations and workshops. You may also connect with potential partners for business projects. Most meetups are free to attend however, some events require a small fee.
7. Professional Organizations
These member-based organizations cater to professionals in specific professions and industries. Continuing education, updates on industry news and laws, and networking opportunities are just a few benefits they offer. You have to pay annual dues, as well as registration fees for monthly meetings and other events.
8. Friends
Friends are your foundation. They will listen to you, encourage you, and be honest with you, even if you don’t like it. When they may not know what you’re talking about. They may even ask clarifying questions and offer suggestions. Most importantly, they will comfort you during challenging times.
9. Business Development Centers
Your business growth is their priority. They have counselors and partners to help you at all levels of business. They hold workshops, seminars, conferences and networking events, sometimes in partnership with organizations who want to reach business owners. They offer opportunities to pitch and present your business to investors and banks for funding. And they connect you with other business owners who can become clients or partners. Counseling services are free, but you do have to pay for workshops, conferences and other special events and services.
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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