Entrepreneurs
Why Entrepreneurship May Not Be For You
Entrepreneurship as a vague philosophical concept is really trendy right now. You’re going to see a lot of posts on social media talking about how it’s the only thing to truly set you free.
That if you can’t do it, you’re not hustling. How working for yourself is the greatest thing since sliced bread. Blah blah blah… freedom, passion, money.
You need to realize a few things: Being an entrepreneur isn’t for everyone. And that’s ok. Just like any other job in the world, it may not be a good fit for you. That doesn’t make you dumb. That doesn’t mean you won’t be successful in whatever other endeavor you choose. In fact, the majority of my historical mentors weren’t entrepreneurs. Einstein. MLK. Yo-Yo Ma. Superman. All employees.
It’s not your fault if the entrepreneur bug hasn’t bitten you. That’s the wrong sort of language anyway. That’s just you. Go do something that you really like, whether or not you have a boss and crush it! Sometimes I really envy the simple pleasure of just going to work and clocking in, doing a predefined task and leaving later that day without having to think about “the numbers” etc. Must be nice!
Here’s a reality check
You want to be your own boss? That’s cool. How about the 24/7 struggle of making sure you’re always growing and constantly trying to keep the metaphorical house from burning down…knowing that one wrong move could kill you in the beginning? Feel like doing that?
How about hiring people and having their livelihoods depend on the decisions you make every day? How about hiring friends, but then having to fire them because they aren’t a good fit? No one talks about that stuff on Instagram. It’s all mimosas and high fives! But that’s not reality, my friends.
SURPRISE: Entrepreneurship can be really annoying at times! I’m only doing this because there is literally nothing else that will make me happy. If there was something else, I would pick that! Seems much easier.
Case in point: In my early twenties I tried to become a professional actor. Within a year I knew it wasn’t for me. I liked it, don’t get me wrong, but there were other actors who wanted it WAY more than I did. I knew I didn’t have the mindset to make it through the hard times because I just didn’t love acting enough. I wouldn’t do all that it would take.
Entrepreneurship isn’t better than having a regular job. It’s just different. Maybe you want something different. In that case, it could be a great fit. But different isn’t specific enough.
“Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great” – Mark Twain
Entrepreneurship may not be for you
Being an entrepreneur doesn’t make you morally or intellectually superior to people who have regular 9-5 jobs. It may actually make you dumber, to be honest. This lifestyle doesn’t make a hell of a lot of sense. If deep down you don’t have to own a business, no matter what it takes, then don’t bother. To be successful, you’re going to have to be obsessed. At least in the beginning. You have to put your entire soul into this. But that’s good news.
The reality is, successful entrepreneurs aren’t gifted or lucky. They’re just obsessed with a single goal. Reaching that goal feels inevitable, not surprising. There’s no alternative. No plan B.
There’s nothing special going on here that you don’t understand. There’s no magical skill needed that you can acquire. Reading helps but that’s not saying much: of course you’ll have to educate yourself along the way.
“Your time is limited, so don’t waste it living someone else’s life. Don’t be trapped by dogma – which is living with the results of other people’s thinking. Don’t let the noise of other’s opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.” – Steve Jobs
The secret power is a single-minded sense of purpose. A need to create, to produce a solution to whatever problem your business is trying to solve. The approach is narrow. You must say no to a lot of other interesting opportunities. That’s what’s needed to build your opportunity.
Is entrepreneurship for you? Please leave your thoughts in the comment section 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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