Entrepreneurs
The Biggest Lie When It Comes to Scaling Your Business
There’s a powerful, short paragraph in Rolling Stone’s recent profile of Elon Musk that resonated deeply for me: “Going to sleep alone kills me. Being in a big empty house, and the footsteps echoing through the hallway, no one there – and no one on the pillow next to you. How do you make yourself happy in a situation like that?”
Like the scene in Wizard of Oz when the curtain is pulled back and the all-powerful wizard is revealed to be a frail, old man, these 44 words reveals the essential lie at the heart of Elon’s brand of entrepreneurship: that you cannot have it all.
Below, we will look at what you should always focus on even during the challenging part of scaling your business:
The (Obvious) Key to Happiness
Just about every major study has shown that the #1 contributor to happiness is our relationships. This shouldn’t come as a surprise, yet it’s shocking how easy it is for most people to forget that relationships, like plants, take nurturing in order to thrive and grow.
Musk’s work ethic has achieved legendary status – 100-hour work-weeks are his norm. Think about that. That’s 14+ hours a day, 7 days a week. Allowing 6-7 hours/day for sleep, and 2-3 hours/day for things like showers, commuting and eating. That leaves maybe an hour a day for spending quality time with the people in our lives or pursuing other passions.
Musk is held up as a role model because he’s been able to achieve financial success, massive impact, and perhaps most alluringly, fame. It’s a perfectly acceptable model – we need more people solving the world’s biggest problems – as long as you understand the cost.
Yet most people believe they can have it all ranging from massive impact, fame, a loving family, friends, travel, and adventure. This is not the truth, and it’s something I bought into for many years.
“People may spend their whole lives climbing the ladder of success only to find, once they reach the top, that the ladder is leaning against the wrong wall.” – Thomas Merton
Believing The Myth
I’m the father of 3 young kids and married to the love of my life. Like most fathers and husbands, I said (and believed) my wife and kids mean the world to me, but my actions belied my words.
For years I poured myself into my businesses. I brought on investors to my adventure travel company, and we expanded into new regions all over the world. Last year, I launched a program that would see us scale into every country on Earth by 2021. I launched new projects and businesses every few months.
I wanted the awards. I wanted the magazine covers. I wanted to speak on stages around the world. I believed the myth. I believed these things would make me happy, and with each passing month, my relationships with my wife and kids – and the other important people in my life – became more strained.
Some Things Don’t Scale
From the networks I belong to, and events I attend, I’m connected to many successful entrepreneurs, some running $100MM+ companies. In these circles, scale is unquestioned: scale is what entrepreneurs do, and the faster we can scale, the better.
Yet, the most important things don’t scale easily. As almost any entrepreneur can attest, revenue and profit often scale very differently, and fast revenue growth can – and often does bring profit down. It’s put a lot of companies out of business. That same growth creates crises and challenges that are messy, stressful, and not easy to solve.
I’ve asked dozens of my friends if they’re happier running their businesses now than when they were much smaller. 90% of the time, the answer is a begrudging no. Their businesses aren’t as fun to run. They’re working harder than ever. They’re spending less time with loved ones and doing the things they love.
What’s driving this push for scale?
Almost always, it’s a hungry ego at the wheel. It’s a quest for significance and a need for validation.I recognize this because it’s the trap that I fell into. About 8 months ago, I read Ryan Holiday’s excellent book, Ego is the Enemy. I began to see how so much of what I was chasing was driven by my insatiable ego.
Since then, I’ve been on a quest to better understand and work with my ego. The goal is not to remove or ignore my ego, but to acknowledge it and work with it in healthy ways, rather than be controlled by it.
When I finally decided to stop feeding my ego, it was like lifting a huge weight from my shoulders. I no longer chase the vanity things I once chased, and I’ve been way happier as a result. I’ve designed my life to be less in service of ego and more in service of others.
I got rid of our office and made my team fully remote (and used many of the tips in this article as a guideline) so that I could work from home and spend more time with my wife and kids. I scaled back my main business so that we could focus on profit instead of revenue and work less. I carved out time in my schedule to connect with friends and the people I want to connect with.
My relationship with my wife has never been better. I’m spending more time with my kids, and when I do, I’m much more present. I’m spending time deepening my existing relationships and fostering many new ones. I’m a much happier person, and my company is more profitable (albeit smaller).
“At the end of the day, I just want to sit with someone I love and chat about what matters and even what doesn’t.” – Crystal Woods
Scale is great, but…
I don’t want to totally write off or demonize scale. You can achieve incredible things at scale that you can’t when you’re a small company. Pursuing massive scale is perfectly acceptable and worthwhile, as long as:
a) you’re aware of the price that you’ll need to pay and are willing to pay it.
b) you’ve reflected deeply on the true motivations behind the goals you’re chasing.
Understand the price you’ll need to pay, exactly why you’re chasing massive scale, and you’re far less likely to achieve the wrong kind of success. You’ll be much happier along the way.
A friend recently posted the following words on his Facebook wall, after learning that his mom’s heart was only operating at 60% and he could be facing his last Christmas with her.
“She’s been through hell and I busted my ass every day to become something so I could provide for everyone around me. So I could give back and I finally “made it.” But money can’t buy a new heart, it can’t buy a couple more years, a couple more smiles, a couple more holidays, a couple more memories.”
Make sure your ladder of success is leaning against the right wall.
How do you make sure your priorities are in line while focusing on your career aspirations? Let us know by commenting below!
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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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