Connect with us

Entrepreneurs

Why Sara Blakely Is So Successful

Published

on

Sara Blakely is an American businesswoman and the founder of multi-million dollar underwear company, Spanx.

Blakely has been recognised in both the Top one hundred influential people, and Top one hundred powerful women in the World.

 

Sara Blakely’s Early Years

sara blakely billionaireSara Blakely’s original plan was to become an attorney, however, when she failed an entrance exam into law school she was forced to change paths. She accepted a job at Orlando, Florida’s Walt Disney World where she worked for three months. Blakely supplemented her Disney income with work as a stand-up comedian.

After the short period with Walt Disney World, Blakely took a job selling fax machines door to door for office supply company, Danka. By the age of just twenty five Blakely had proven quite the salesperson and was promoted to sales trainer.

Part of Blakely’s ‘uniform’ was to wear pantyhose which she disliked. She didn’t like having to wear them in Florida’s hot climate and didn’t like the look of the seamed foot when wearing open-toed shoes. However, she did like the way they eliminated panty lines and made her body look firmer.

 

“It’s important to be willing to make mistakes. The worst thing that can happen is you become memorable.” – Sara Blakely

The Birth of ‘Spanx’

sara blakely billionaireWhen Blakely was going to a private party she cut off the feet of her pantyhose whilst wearing them under a new pair of slacks as an experiement. They consistently rolled up her legs but she did achieve the look she desired.

When Blakely was twenty seven she moved to Atlanta, Georgia and whilst continuing to work at Danka she spent two years and $5,000 on the research and development of her idea. Rather than spending another $5,000 on legal fees she wrote her own patent for her product after buying a textbook on the topic. Blakely then went to North Carolina, home of the most Hosiery mills in the USA to pitch her idea but she was rejected by every representative. They were all used to dealing with big companies and didn’t see any potential in her idea.

 

Sara Blakely’s estimated net worth is $1 Billion.

 

sara blakely billionaireTwo weeks later Blakely received a call from a male mill operator who wanted to support her concept after being persuaded by his two daughters.  As she went on to develop her idea, Blakely realized that the hoisiery manufacturing agency was run by males who weren’t using the products that they were creating.

The prototype product was finished within one year with Blakely and her female family and friends testing the product. This was a big step for the industry as testing on people had never happened up to that point. Whilst making progress on refining her product, Blakely noticed that the industry was using the same sized waistband for all hosiery products. For the development of her product, Blakely had variable sized waistbands to account for different sized customers.

 

“I think failure is nothing more than life’s way of nudging you that you are off course.” – Sara Blakely

sara blakely billionaireBlakely’s vision was gathering momentum, she proceeded to revolutionize the packaging of hosiery products. She realised that all of the current packaging was beige, white or grey, featuring the same type of model. Blakely opted for bold, red packaging with animated images of different looking women.

The next stop was to find a name for her product and she grew increasingly frustrated after not arriving at a decision after eighteen months of thinking. When she was in the final stages of deciding on a name she wanted to model the ‘k’ sound in companies like Coca-Cola and Kodak and this was further compounded by her knowledge of the ‘k’ sound getting the best reaction from a comedy crowd. Originally, Blakely was going to call her product ‘Spanks’, however she switched it to ‘Spanx‘ when her research revealed that constructed names were more successful and easier to trademark.

 

The Growth of Spanx

sara blakely billionaireBlakely managed to secure a meeting with a buyer for the Neiman Marcus Group, in which she changed into her innovative product in the ladies restroom to prove its worth. As a result of the meeting, Spanx was sold in seven of Neiman Marcus’ stores, with Bloomingdales, Saks and Bergdorf Goodman quickly following suit. Not resting there, Blakely sent a basket of products to the office of Oprah Winfrey with a card explaining her vision.

Blakely was handling all aspects of the business: marketing, logistics, product positioning and more. In the latter part of the year 2000, Oprah named Spanx one of her ‘Favourite Products’ which caused a boom in popularity and sales. Spanx achieved $4 Million of sales in it’s first year and $10 Million in its second year. Blakely signed a contract with QVC, the shopping channel around this time and sold 8,000 pairs of Spanx in six minutes!

 

Sara Blakely’s Billion Dollar Empire

 

Conclusion

Sara Blakely has built a net worth in excess of $1 Billion by using failure as a stepping stone, always innovating and believing in her vision. Her ability to find a solution has always been incredible, all the while enjoying her life and keeping a smile on her face.

Had Blakely passed herLaw exam, Spanx would not exist and she would most likely not be a billionaire. Rather than allow failure to get her down she used it as a springboard for success.

What have you failed at that could be the reason you are now pushing towards your ultimate success and happiness?

Jermaine Harris is a Coach, Trader, Author and Speaker. He is passionate about human potential and empowering others to change their lives in the same way he did. Jermaine believes that the opposite of being 'stuck in a rut' is possible and explains how in his book, The Rut Buster. Get to know Jermaine better at: jermaine-harris.com

Advertisement
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

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.

Published

on

top entrepreneurship books for business growth
Image Credit: Midjourney

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…)

Continue Reading

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.

Published

on

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.

Continue Reading

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.

Published

on

entrepreneurial leadership skills and traits
Image Credit: Midjourney

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…)

Continue Reading

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.

Published

on

how to build a business empire
Image Credit: Midjourney

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…)

Continue Reading

Trending