Entrepreneurs
Here Are 7 Things Any Entrepreneur Can Do Right Now to Prevent Burnout

Sometime in the middle of 2019, the World Health Organisation (WHO) added ‘burnout’ to its handbook of International Classification of Diseases or the ICD-11 as an occupational phenomenon. Chronic workplace stress, endless to-do lists, constant feelings of fatigue. Entrepreneurs who are working on ideas to build and/or grow something from scratch are very well acquainted with these terms and feelings. As an organisation grows, there is an increasing number of decisions to be made and departments to be led. It only grows from that point on and the workload never ceases to exist.
This workload gets trickier to combat in the case of an entrepreneur because you are solely responsible for the organisation’s operations as well as strategic health. In the midst of this, it is easy to forget about one’s own health! It doesn’t help that the idea of overworking and hustling has been glamorised to the extent of detriment. It’s not new that the hustle culture has its cons. As entrepreneurs, we need to put in extra effort and time, but establishing healthy habits to prevent burnout is equally important, in the long run!
Here are a few steps one can take to safeguard against the abyss of burnout:
1. Be protective of your routine and time
If you want to make the best of your time and establish healthy boundaries between working hours and non-working hours, you have to be extremely protective of your routine and time. Having a routine cuts your anxieties in half. How? Think of it this way: there are plenty of uncertainties in the act of running a business. If your routine will be unpredictable as well, you may not end up accomplishing much.
Here is a hack: Start your day with the thing that is on top of your priority list and that requires your creative inputs. If you start your day by doing something monotonous and uninspiring like responding to emails and texts, you will lose out on the best hours of your day.
Use the wee hours of the morning to set your schedule for the day, or better yet, make a checklist the night before. This simple exercise can help prevent a crisis of decision fatigue. You should know your breaking point and take a pause when you reach it during the day.
2. Identify the triggers of your stress
The most prominent symptom of burnout is stress. While some levels of positive stress can serve the purpose of pushing you to perform, too much stress over a prolonged period can push you to exhaustion. It is imperative that you identify the triggers and activities that exacerbate your stress and anxieties. If there are particular instances or meetings that cause you panic or stress, you can work to pluck out and eliminate the cause of the stress in that specific situation. If you can keep stress at bay, the battle is half won!
“I have a theory that burnout is about resentment. And you beat it by knowing what it is you’re giving up that makes you resentful.” – Marissa Mayer
3. Meditate and exercise to create mind space
The time you spend meditating and/or working out will help keep you away from the screens and the workplace in general. There are additional benefits of meditation and yoga, including stress alleviation. Yoga is also said to develop and strengthen your counter-stress response system called the parasympathetic nervous system.
4. Unplug
Drawing from the idea of the creation of mind space without distractions and noise, you should set aside some time each day when you can unplug. In this age of hyperconnectivity, you can get overwhelmed attending all the phone calls, and parading from one meeting to another. Take a break every day when you have a little time to yourself so your mind can rest. This is also the time you can set aside time for quiet reflection and try to live mindfully.
5. Build a great team
This is easier said than done, but if you put together a dream team, you can count on them to shoulder part of the overall responsibility and decision-making. They can focus on specific departments and look at things from a vantage point that you may not have, being the boss. You can delegate work to good workers and managers – work smarter, not harder!
6. Redefine self-care
As an entrepreneur who is hustling hard to kick projects off the ground and experimenting every step of the way, it is important to define your idea of self-care and then treat yourself to it. It could be meditation or working out for some as discussed before, or reading a book or watching TV or cinema for others. Work-life balance is key.
7. Volunteer
When they talk about how giving feels good, they aren’t exaggerating. But how can giving back to society help you prevent burnout? It is the same principle – when you give your time instead of money, you are choosing to connect with the real world. For instance, if you volunteer at a dog shelter, you are coming in contact with helpless dogs – and such experiences can help put things in perspective. You could be teaching underprivileged kids or at a community college, mentor young people, spend time at an old age home or community clinic. Volunteering is truly a way of getting unalloyed, unconditional happiness.
Part of why involvement in an activity that doesn’t reap monetary benefits is beneficial is because it is believed that we can easily fall prey to converting every hobby or recreational activity into a capitalistic pursuit. And that is only an invitation for more stress. When you are involved in a pursuit without any strings attached and without expecting anything in return, you are able to enjoy the process for what it is.
Burnout can be easily avoided if you know where to draw the lines. Even so, the passion of an entrepreneurial spirit is hard to beat. Make sure you strike the right balance.
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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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