Entrepreneurs
How to Create a Company Culture That Motivates Entrepreneurship

Professor Howard Stevenson from the Harvard Business School states, “maintaining an effective culture is so important that it, in fact, trumps even strategy.” But the question arises how to create a company culture that inspires motivation and innovation from employees? Searching for such a culture, many leave an old-school corporate environment.
Therefore, it depends on the leadership to create a progressive culture and encourage their employees to do it. Only having some business values or mission statement is not enough. Having a strong culture leads to consistently motivated employees and augment performance.
A study by Daniel R. Denison and Aneil K. Mishra in 1995 indicated that culture could be an integral part of the ongoing change process, and key positive culture traits can indicate an organisation’s effectiveness and performance.
What is an entrepreneurial culture?
It’s a complex term, and several definitions could be found about entrepreneurial culture. The word entrepreneurial takes its meaning from how an entrepreneur undertakes what they do and the style. Culture is defined as the values, attributes, behaviour, and beliefs that individuals learn and pass on from one generation or group to another. Therefore, the union of these two terms. “
Entrepreneurship Vs intrapreneurship
An entrepreneur is the founder, who builds, and grows their own organisation, whereas an intrapreneur works within an organisation. However, both need entrepreneurial thinking – identifying opportunities and effective strategies to capitalise on them. Entrepreneur and intrapreneur are somewhat the same things, just manifested slightly differently. Let’s explore both sides of the fence and see how you can establish your company culture.
Who is an Entrepreneur?
Someone who sets off to build their own business from scratch and has complete freedom and responsibility. An entrepreneur designs and launches a business taking all the rewards and risks that come with it.
Creating something unique in an uncontested market space. Or an iteration of an existing idea or concept, a new product in a competitive market space. Entrepreneurship comes with an inherent risk founders take on when starting their venture. When everything goes according to plan, entrepreneurs are often rewarded handsomely for their work – leading the pyramid of a large, successful venture.
However, if the venture fails, entrepreneurs are the ones who find themselves in the sinking ship. Assuming all the risks and often laden with debt, as more than 90% of startups do.
Who is an Intrapreneur?
An intrapreneur is someone who develops a new project within a company. An employee within an organisation is responsible for innovating change by giving a future direction.
Empowering your human resources to take ownership of their responsibilities and at the same time giving them freedom and support to succeed. Intrapreneurship is a practice that allows employees to be entrepreneurs within the limits of their company.
Intrapreneurs are usually given significant projects that can impact the company’s future, with access to resources, finance, and personnel. The significant difference here is the associated risk. The company will absorb all the costs and potential fallout.
Types of intrapreneurship
There are generally three types of intrapreneurs
- Creators
- Doers
- Implementers
Having at least one of these types in a company can really benefit the overall success and innovation.
The creator is the innovator and comes up with all the ideas. Always searching for better ways and thrive change with a focus on the bigger picture. Creators often don’t like structures and do not focus on the details. They always want to move on quickly, coming up with ideas but don’t want to do it themselves.
The doers focus on performing the tasks that need to be done. They take the ideas and run with them, focused on achieving results on the task at hand. Have a clear picture on the bigger scale, but always willing to drill down to the details. Doer intrapreneurs take responsibility for the task with effective communication to get the job done.
The implementers ensure that everything is completed. They are the executors and make things happen. With the knowledge of how things need to be done. They focus on the goal, are effective negotiators and can work under pressure. Implementers take the lead and motivate others to achieve the results without stopping.
“A great leader not only leads, he turns followers into leaders.” – Daren Martin
How to encourage intrapreneurship?
A company that encourages internal entrepreneurial thinking begins with a leader exemplifying it. Leaders need to foster intrapreneurship in the workplace for improved growth of the company and the employees.
Be transparent – Including your employees in decision making, trusting them with important information and tasks makes them feel valued. They will feel more involved in day-to-day business processes, irrespective of their individual roles.
Reward proactive behaviour – Managers and leaders should not try to control every detail of what their employees do. Rather they should be open, hands-off, and reward employees who take charge and find ways to improve efficiency, sales or the product on their own.
Fix problems – Issues are expected in a startup setting. That’s where the entrepreneurs must take responsibility and address the problems as they arise. If they fail to do so, it could escalate and cause the business to break down. When you instil this kind of urgency and responsibility in your employees and teach them to fix all problems right away, large or small.
Encourage healthy competition – Like entrepreneurs, intrapreneurial culture promotes a healthy sense of competition to perform their best job and get results. However, the leader is responsible for ensuring the employees remember that their success is intertwined.
Organising and managing remote teams requires adopting new norms in the workplace to create a healthy work environment.
In the end, you’re all one team. Leaders should make sure people understand and feel they’re part of something bigger than themselves.
How intrapreneurship contributes to corporate innovation?
The intrapreneurs are the dreamers who perform. The ones that take on the responsibility to create innovation of any kind within a business. Intrapreneurs possess qualities such as a sense of responsibility and intrinsic motivation. They’re more than just an ideas factory. They take responsibility for managing the ideas and seeing them through to profitable reality.
Given the definitions, intrapreneurs are highly beneficial for both themselves and the organisation they are working within. Fostering an intrapreneurial culture in an organisation can result in innovative change, increased agility and results, improved efficiency, reduced costs, and increased profitability.
It helps businesses grow while adding a level of flexibility. An intrapreneur visions new and diverse opportunities, directions or ways of working for the organisation. Similarly, intrapreneurship opens the organisation’s eyes to potential leads that can bring positive change.
They think and act differently from other employees and possess characteristics suitable for senior management. Engaging these exceptional employees with different company functions has the dual benefit of helping a company identify future leaders while also training them at the same time.
Intrapreneurial culture is essential for a company as it allows employees to use their skills efficiently to benefit the company and themselves. Giving them the freedom to grow and innovate within the company for the company’s gain. It fosters an environment of autonomy and independence within a company while looking for the best solutions to a problem.
Business
The Entrepreneur’s Reading List That Transforms Ideas Into Empires
These must-read titles and writing insights reveal how entrepreneurs turn bold ideas into empire-level success.

Entrepreneurship is powered by stories—of accomplishment, failure, and decision moments that define businesses. Books are maps, providing insight from individuals who’ve traversed the road ahead. (more…)
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:
-
Build diverse talent pipelines
-
Embrace flexible work models
-
Design compelling career paths
-
Simplify HR processes
-
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 Mindset4 weeks ago
Why Ideas Are More Valuable Than Resources for Entrepreneurial Success
-
Entrepreneurs3 weeks ago
Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs
-
Health & Fitness3 weeks ago
The Surprising Link Between Exercise and Higher Income
-
Entrepreneurs2 weeks ago
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
-
Entrepreneurs2 weeks ago
The Leadership Shift Every Company Needs in 2025
-
Change Your Mindset1 week ago
7 Goal-Setting Mistakes That Are Secretly Sabotaging Your Success
-
Success Advice7 days ago
What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
-
Success Advice3 days ago
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)