Entrepreneurs
The Many Faces of Benjamin Franklin: A Masterclass in Versatile Leadership
Versatile leadership involves the ability to adapt communication as per the needs of others.

Versatile leadership involves the ability to adapt communication as per the needs of others. It is different from situational leadership where the leaders have to adopt the strategies as per the situation.
In versatile leadership, the leaders have to demonstrate the skills and abilities by suiting to various kinds of people and situations. It requires lot of flexibility, maturity and emotional intelligence on the part of the leaders to balance various kinds and aspects of people.
It is also about having expertise and experience in multiple areas.
Leadership is about managing complexities and diversities. At times leaders lose some to gain some.
However versatile leadership helps in eating the cake and having it too. It balances and manages diversified people with diversified opinions and views thus keeping the flock together.
In this context, let us look at Benjamin Franklin who displayed his versatile leadership by venturing into various facets of life in his lifetime.
A Versatile Leader
Benjamin Franklin was one of the rarest Americans.
He will be remembered forever in the history of mankind for his unique and unparalleled incarnations as a printer, publisher, postmaster, philosopher, author, inventor, entrepreneur, intellectual, statesman, and humorist.
He was also the rarest of the rare American leaders who wrote a lot to enlighten the world and who did a lot to write about him.
Ben was a multifaceted personality with in-depth knowledge in several domains. He excelled in various areas and aspects and evolved as a versatile leader. Versatility was his personality.
He preferred the road less traveled. He was a rag to riches story that also epitomizes an inspirational leader. He created a group—Junto that emphasized on self-improvement. He was the brainchild for self-improvement books.
His writings influenced Andrew Carnegie and Dale Carnegie. He laid the foundation for human development and progress. He opined that everyone deserved success irrespective of their poor parental lineage.
Ben’s incarnations
Ben was self-educated and learnt through voracious reading. He learnt the tricks of the printing trade from his brother, James. He deserted the press due to the differences with his brother and worked as a typesetter in London.
After returning to Philadelphia he worked as a shopkeeper and bookkeeper. He donned the role of publisher of a newspaper called The Pennsylvania Gazette. He proved as an author with the publication of Poor Richard’s Almanack.
Let us briefly profile few of his incarnations as an inventor, entrepreneur, intellectual and statesman.
Inventor: He had passion for inventions. He indirectly championed for the cause of industrial revolution through his scientific inventions. He invented lightning rod, bifocal glasses and Franklin stove to name a few. He was liberal to share his inventions with others as he did not patent.
Entrepreneur: He had business acumen and risk taking ability. He set up his own print shop and first franchisee system. He competed and collaborated with his competitors as a business strategy. He converted business threats into opportunities and came out profitably in his business endeavors.
Intellectual: Ben diversified his reading into diversified domains such as politics, history and science that widened his mental horizons. He is an example to the present day youth that anyone can start the journey towards success anywhere at any age and stage of life. It is the bad tradesman who blames his tools. Ben did not blame his poor parental background. He proved to the world that anything and everything is possible through passion, perseverance and persistence.
Statesman: Ben proved his statesmanship through his diplomatic skills with an emphasis on win-win approach. He was an effective negotiator and net worker. He was a successful diplomat who promoted better relations between France and America. He was a statesman par excellence.
Thirteen virtues: Ben was a practical man. He practiced what he preached. He practiced thirteen virtues by following one virtue for a week. The thirteen virtues necessary for true success are: temperance, silence, order, resolution, frugality, industry, sincerity, justice, moderation, cleanliness, tranquility, chastity, and humility. One of Ben’s friends advised to add humility as the thirteenth virtue as he was proud in his conversations. Subsequently he included humility as the thirteenth virtue and practiced rest of his life.
Extraordinary leader: Ben was an extraordinary leader who gave due credit to others. He empathized with others. America was blessed with a leader like Ben who was instrumental in drafting the constitution and one of the founding fathers of American constitution. He was the most accomplished American during his time.
Benjaminism: He strove for innovation and creativity irrespective of the area he explored. He was the first to include pictures in newspapers. He influenced every aspect and area of human life. All human beings use his inventions and follow preaching either directly or indirectly. There is an element of Benjaminism in every human being in this world.
American legend: It is difficult to replicate his charisma in the current context. However, the present leaders can learn several lessons from this American legend. Ben’s ideas and ideals and values and virtues are relevant to the humankind. He demonstrated to the world that an individual can do anything and everything in a lifetime.
Ben was an extraordinary leader, inspirational leader, innovative leader, visionary leader, strategic leader, servant leader, passionate leader and above all a lasting leader. He left his footprints in the history of mankind through his versatile leadership.
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:
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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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