Success Advice
6 Important Things to Consider When Choosing an Investor

Angel investment is one of the preferred options for starting up your business. Angel investors are successful businessmen, investing their own funds into a potentially rewarding business opportunity. As an entrepreneur, it is crucial for you to choose an investor that can fulfil your specific business needs.
The right investors can add value to your startup, far beyond the capital they bring to your business. You need to be careful in selecting the investors because seed investing is an early stage investment requiring particular skills and experience.
Here are the six important things to consider when screening and choosing the right angel investor for your company:
1. Experience
You should choose investors who have the experience of building, running, or helping startups in the past. They should have a proven record of investing in startups that have been successful in their endeavors. More than their money, their experience is vital, which makes them an invaluable advisor.
Your angel investors should have experience in the same business domain and in-depth knowledge of your industry. If they have achieved success in other domains or industries, they may give opinions on how to grow your business that aren’t applicable in your field. With the requisite experience, they can guide your business through the difficult start-up phase.
2. Trust
Your angel investor should be trustworthy who can keep your company’s confidential information safe without creating problems for you by using that information against you. It is important to choose an investor who gives you not only monetary assistance but also the right guidance and knowledge. A good angel investor is the one who invests in your team along with your business.
3. Risk Taking
The success of your business venture cannot be guaranteed as there are many potential risks that can lead to its failure despite a brilliant idea. It is vital to find an angel investor who is willing to take calculated risks on a rational basis rather than emotional considerations. They shouldn’t be overconfident and they should think differently from the crowd and be willing to learn from mistakes to keep your company going in the right direction.
4. Support
Angel investors who have been a successful entrepreneur can be very helpful to your business. They have it all to guide and support you to develop a successful business and overcome the challenges that your company can face in the initial stage.
Good business angels are very supportive, helping you in problematic situations. They act as a mentor for you to help you achieve your goals by constantly coaching you and supporting you at every step. They provide time and empathy during your tough times.
These investors have an idea about the highs and lows a new business has to go through before it succeeds. They can give you emotional motivation and help you with their expertise and involvement, ensuring success. They will encourage and challenge you at every step of the way and offer you advice when needed to make you grow as an entrepreneur.
5. Expectations
Before you choose an angel investor for your business, you have to ensure that they have realistic expectations about the timeline of the growth of your company and when you achieve your goals. They should even have realistic expectations about how profitable your company will be in the long-term.
Too high expectations can put pressure on your business and make you take risks that can get you off track and not be good for building long-term value of your business. You should select investors who demonstrate flexibility and have reasonable expectations around reporting, communication, and goal-setting.
6. Patience
Angel investors should be patient enough to understand that it takes time to earn profit. They should have the quality of thinking long term and visualizing the bigger picture of your company’s future. Your business angels should be calm and relaxed, and not be the ones who panic and fear to take challenges. It is crucial for them to understand that startups go through highs and lows, and there’s high competition. A good angel investor will remain calm and accept the fact that all new businesses have to struggle in the initial years before they become stable.
When assessing angel investors, you will have to ask them questions about their prior investments, what their expectations are and how much involvement they will take in your business, among other things. You will have to find investors that have the same domain expertise and portfolio companies related to yours.
By considering the above-mentioned points, you will be able to evaluate whether you and the angel investors are aligned and if it is feasible to have a partnership with them in the long-term. Take the help of your network to find the right investors with requisite skills, experience, and funding capacity to get your business global. So, use your due diligence and get the best angel investors on-board!
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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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.
Entrepreneurs
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