Success Advice
5 Rejected Shark Tank Companies That Are Crushing It

People love success stories, especially when the road to success was not smooth and assured. It’s those businesses that rise through rejections and adversity that make us realize that we, too, can take our businesses to new heights.
This is true even when people may not believe in these companies right now.
Consider companies that were ultimately rejected on the television show Shark Tank, for example. At first blush, it might look like a failure. However, some of those companies are doing remarkably well today. Let’s look at five of these businesses and see what lessons they hold.
1. Copa Di Vino
This is one of the most successful rejects from Shark Tank. The founder, James Martin, went on the show twice, but he never received an offer. The idea was relatively simple and something that should have been thought of years ago—sell wine by the glass rather than by the bottle: offering pre packaged glasses of wine, sold in recycled plastic containers. It now has a value of more than $25 million.
2. BedJet
When Mark Aramli went on Shark Tank and pitched BedJet, he was quickly rejected by everyone on the show. His invention was a fan system for under the sheets to keep everything cool. The Sharks were not impressed, and Aramli said “They hated me and my product. They told me no one would ever want BedJet.”
However, that didn’t turn out to be true. He used his own money to fund the project rather than relying on investors. Within just a couple of years, his company is estimated to be valued at $16 million.
3. Xero Shoes
Lena Phoenix learned that even though there wasn’t any additional investment money after appearing on Shark Tank in 2013, the publicity did wonders. After the show aired, there were an additional 3,000 orders for their sandals. Within a few years, the company has made more than $7 million in sales and has many customers around the world. They also set up a crowdfunding plan offering shares to investors, which provided them with money to expand.
4. Nerdwax
This is a cleverly named product that can be helpful for anyone who has glasses that keep sliding off their nose. Enter Nerdwax, a wax that can be applied onto the nose pads of eyeglasses, which then help them to stay on the wearer’s face. It’s a simple product and seems like one that a lot of people with glasses would appreciate.
However, the Sharks did not believe that people would be willing to pay $10 per tube for this product. The idea was quickly rejected, but the owners now report more than $1 million in sales.
5. Ring
Most people today have heard of Ring but might not realize that it was originally called DoorBot and that it was a reject from Shark Tank. The creator, Jamie Siminoff, invented the security camera, which he says was worth about $7 million at the time of his appearance on the show in 2013. He didn’t get any traction from the Sharks as they all turned his idea down. However, just a few years later the company was bought by Amazon for $1 billion.
What You Should Take from These Stories
You will note that all the ideas that went on to become successful were sound ideas with fully-fledged products/services. They weren’t just a dream and an idea—the creators had already put a lot of time and effort into creating working products.
Just because they weren’t offered a deal, or at least not an agreeable deal, from the Sharks doesn’t mean that the business wasn’t viable. These owners had some of the most business savvy minds in the world reject their ideas and told them they would fail, but that wasn’t the case.
You will want to consider the types of products that were successful. They all focus on needs or wants—ways to make life better, easier, or safer. The products were helping to make real changes.
One of the most important lessons to learn from this is to believe in what you are doing. If you know there is an audience, if you can make the product affordably, and sell it for a profit, you can find success.
Believe in yourself and your products. Don’t let the doubters and naysayers dictate your future and steal your success.
Don’t let setbacks or lack of faith from potential investors keep you from your path to success.
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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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