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What I Learned as a Young Entrepreneur and Why You Should Take Notes

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As a young entrepreneur, I am constantly underestimated. When people look at my age or appearance, consider the fact that I’m not even old enough to have graduated college, or refuse to believe me when I say I own a 7-figure business (seriously, Google is free!), I honestly feel a bit lucky. I’m reminded that, because I’m so young, I have plenty of years ahead of me to grow, learn, and develop even more entrepreneurship skills that will enable me to make a difference.

That said, I have learned so much since launching my business. These lessons have been a bit unconventional, for sure, and might sound a little cheesy, but I believe it’s important to get back to the basics sometimes. Whether you’re contemplating starting a side hustle, or you’ve been working at your craft for years, these three lessons I learned early on will be game changers.

1. Invest In Your Education

Knowledge is power, and the best way to empower yourself is to seek out education in all its many forms. As you think about what education means to you, try to step outside the norm of the high school-to-college pipeline way of thinking, and instead get creative with all the options available to you. Don’t cram yourself into one narrow box of learning – seek out the lessons and tools you need, invest in obtaining them, and watch your business flourish as a result.

This will require a bit of soul-searching. Consider the ways you’ve found you learn best. If you know you thrive in a classroom environment or do well managing assignments, a local college program or a structured online course might be for you. If you prefer sitting down with someone and learning from their experiences, find yourself a mentor in your industry who is willing to give some of their time and expertise. If you feel that a little bit of both appeals to you, a coaching program that teaches you skills while maintaining the flexibility to learn at your own pace might be the right fit.

“I’m convinced that about half of what separates successful entrepreneurs from the non-successful ones is pure perseverance.” – Steve Jobs

2. Choose Your First Hire Carefully

The first person I ever hired was a salesperson. This might seem like an arbitrary choice, but I learned early on that if I didn’t have someone dedicated to selling my brand and my product, I was never going to achieve the level of success and financial freedom that I knew I could. I carefully considered which type of person would be the best asset to my goals and dreams, and then set about making that position and person a reality. It took a lot of trial and error to bring the right person onboard, but once they were…man oh man, it was magic.

Making a new hire, creating a new position, or leveling up your company from a one-man show to a team of two can feel really intimidating. But you’re investing in your product, your company, and your brand, and the right candidate will see that and will want to be a partner in your success. Taking that step was one of the best things I did for my company, and it opened up a world of possibilities I never could have accessed on my own.

3. Choose and Cultivate Partnerships

Speaking of which, one of the best – and quickest – lessons I learned when I began my entrepreneurship journey is the value of partnerships. I started my company when I was only 16, and since then have been helped by so many people who have chosen to come alongside me and give me the advice and gentle push in the right direction that I needed to succeed.

You’d be surprised at the way your relationships and mentorships can level up your business, so don’t be afraid to seek out both of those things – and plenty of them – as you grow your company. One of the best things to come out of my willingness to pursue meaningful partnerships is my friendship with fellow entrepreneur Billy Wilson. I started off as his mentee, and now the two of us are working together on a joint venture 6 Figure Agency Elite. 

Above all else, the best lesson I learned is one that can’t really be quantified. I learned to trust my gut and believe that I will succeed, even when it seemed almost impossible to consider. We gain nothing by sidelining ourselves and, while the three lessons above were definitely learned through life’s school of hard knocks, I wouldn’t change any of it for the world. My experiences have made me and my business stronger because I was willing to learn from all of them.

Jared Curry is a 19 years old, 7 figure business owner. After scaling his business Scope Marketing to 7 figures, he moved on to the next project: 6 Figure Agency Elite Coaching Program. He partnered with Billy Willson whose student he used to be. Together they are offering a new coaching program for agency owners teaching them how to scale their business. Jared has been featured in Authority Magazine, Blavity, International Youth Journal, Thrive Global, The Good Man Project, FOX, NBC, and interviewed for many podcasts among which Action & Ambition on Entrepreneur.com. To learn more and join the new program that Jared offers with Billy please check: https://go.billywillson.com/elite.

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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.

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Bridging the gap between employees and employers
Image Credit: Midjourney

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.

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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.

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entrepreneurial leadership skills and traits
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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…)

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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.

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how to build a business empire
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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…)

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Change Your Mindset

Why Ideas Are More Valuable Than Resources for Entrepreneurial Success

Discover why ideas, not resources, are the true driving force behind entrepreneurial success, innovation, and lasting growth.

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Power of ideas in entrepreneurship
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History shows us that the greatest minds, Albert Einstein, Thomas Edison, Oprah Winfrey, Michael Jordan, Walt Disney, Stephen King, and countless others, faced failure early on. Yet, instead of seeing failure as the end, they treated it as a comma in their story, not a full stop. (more…)

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