Entrepreneurs
The Secret Strategy to Scaling a Business to 7 Figures Without Burning Out
The most underestimated strategy to scale your business is enhancing the flow of information

Prior to my entrepreneurial journey, I harbored the belief that the majority of businesspeople were fundamentally dishonest. This notion was even reinforced by my friends who warned me against starting a business, arguing that it would turn me “deceptive and ethically dubious.”
This is not surprising considering our shared experiences of being victims of unjust business practices – concealed fees, exorbitant charges, or subpar customer service.
However, this viewpoint changed dramatically when I started my own business. I came to realize that it’s not that business people are inherently unethical; it’s more that they are routinely misinformed.
Only a handful of entrepreneurs actually begin with the motive to deceive their customers. Most aim to effect a positive change in the world, while also turning a profit.
Therefore, the most underestimated strategy to scale your business is enhancing the flow of information.
The Transformative Power of Information Flow and Efficient Management Practices
While this solution might not seem glamorous, and that’s probably why it’s frequently overlooked by many businesses. As a business proprietor, you are balancing a multitude of tasks and often lack the capacity to scrutinize every detail of the business.
As businesses grow, the founders inevitably become more distant from the daily operations.
However, through my interactions with numerous small and medium-sized business owners, I have learned that many of these business leaders genuinely value their customers.
They would stop at nothing to resolve a customer’s complaint, provided they were aware of it. The issue lies in the deficient flow of information to these decision-makers.
While it’s impractical for a business owner or director to keep an eye on every customer interaction, there exists a solution. You can efficiently manage every aspect of your business, even while on a break.
Implementing KPIs and NPS to Drive Growth and Customer Satisfaction
The strategy is straightforward: quantify everything and construct a dashboard. Select two or three key performance indicators (KPIs) for each department that indicate its well-being.
Across the entire organization, you should have about 10 to 12 KPIs. Regularly review these metrics, and if any fall below a certain threshold, delve deeper.
Just like monitoring your blood pressure for health reasons, these numbers provide a lucid snapshot of your company’s health. If everything is within a normal range, you can relax and enjoy your break. If something is amiss, you know it’s time to step in.
This approach can be employed in every department, including customer service. Gauge customer satisfaction through a Net Promoter Score (NPS), a single-question survey that you can send to your customers regularly.
This score can be included in your dashboard, offering a clear indication of your levels of customer satisfaction.
Remember, each data point you collect is a reflection of a customer’s voice. Just one metric can highlight an issue that might have otherwise slipped under the radar. Therefore, never underestimate the power of a well-structured dashboard.
By maintaining a close watch on these figures, you can ensure your business stays on track for continuous growth and success, even when you’re not physically present.
Importantly, the Net Promoter Score (NPS) is a globally recognized framework, enabling you to find benchmarks for your industry online. For instance, if you’re operating in the finance sector, an NPS above 44 would be considered healthy. If your NPS falls below this, it’s a signal that something could be wrong, and it’s time to investigate.
Driving Business Success Through Informed Decision-Making and Empowered Teams
When your numbers don’t add up, it’s time to delve deeper. Let’s consider the case of Starbucks, which received negative feedback about long waiting times in queues.
This feedback prompted the launch of a mobile ordering feature, allowing customers to place orders in advance via the Starbucks mobile app, and pick them up without having to queue.
This not only improved customer satisfaction but also increased revenue. Thus, increasing the flow of information within the company can directly impact your bottom line.
Furthermore, it’s important to remember that information should flow both ways. Many businesses extract insights from frontline departments but fail to feed information back to them.
Think of it like this: your employees are passengers on a bus that you’re driving, but they have no idea where you’re heading or how far along the journey they are. By providing more information – sharing business strategies and metrics, for instance – you empower your team.
Understanding the bigger picture enables them to track their own progress as well as that of the company. It gives their work purpose and imbues it with meaning.
This not only translates into better customer service but also takes some pressure off you, as the team can make decisions on behalf of the company. It’s like giving them a map so they can help navigate the journey.
This sense of ownership benefits everyone.
Additionally, insights can lead to the development of new products or services. While a founder’s main priority is often cash flow – how to generate or raise more – most businesses neglect the idea of building an information system because it doesn’t sound exciting.
But what if I told you that customer feedback could lead to revenue growth and breakthroughs?
For example, Airbnb received feedback from guests expressing concerns about the accuracy and reliability of listings. In response, Airbnb introduced enhanced host verification measures, including identity verification, improved property descriptions, and stricter quality standards.
This instilled greater confidence and trust among guests and improved their business.
In the end, growing a business without burning out isn’t just about working harder; it’s about working smarter.
By improving the flow of information and keeping a pulse on crucial metrics, you can ensure your business operates smoothly while you maintain a healthy work-life balance.
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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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