Success Advice
7 Reasons Why Men Make Great Entrepreneurs

It’s often frustrating for men to hear the popular sentiment that women make better entrepreneurs than men. It’s not fashionable to argue, but the truth is that the number of female-owned businesses are only growing at a faster rate because there were relatively few to begin with. Male-owned businesses are still growing more quickly in absolute terms.
In any case, while it may not be the most fashionable opinion we’d like to present the opposing argument, so here are 7 reasons why men make great entrepreneurs.
Do Men Make Great Entrepreneurs? Read On:
1. Men are more driven to make money
Studies have shown that women tend to be motivated to start their own businesses in order to strike a better balance between work and family life. For instance, many women start businesses from home in order to take care of their children while still generating an income.
Conversely, men tend to be more motivated by financial success in their ventures. They start companies with a view to becoming financially independent and, if all goes well, obscenely wealthy. While there’s nothing wrong with either approach it seems that men have the advantage in creating thriving businesses. Male entrepreneurs are willing to work longer hours and devote more of their energy to the venture, while women tend to be satisfied with modest success.
2. Men more readily seek investors
Perhaps due to the inherent differences in the types of businesses (small and home-based vs. large and ambitious), men are more willing to seek investment to help grow their business. While it may be the case that the obligations to repay investments and dividends down the line become onerous, in the short term this willingness to seek out finance helps male-owned businesses thrive much sooner, while female-owned businesses can only grow at the rate at which profits can be reinvested.
3. Men have more experience in business
Male entrepreneurs tend to start their businesses after a lifetime of work experience, and as such can draw on that experience to help their venture succeed. Women, on the other hand, often switch focus throughout their lives to make time for a family, abandoning work for several years until their children are no longer dependent on constant care before returning to continue their career.
While it may be unfair to hold a biological necessity against them, the fact is that women on average have less business experience than men.
4. Men are more willing to delegate
Many women find it difficult to break from the habit of doing everything for themselves, and when it comes to handling aspects of their business they can easily spread themselves too thin.
Men are much more ready to delegate, and happy to hire employees who can manage certain tasks with greater competence and efficiency. Men are more willing to hire accountants to deal with money matters, and for the simple reason that professional money managers are better at finding tax deductions than the layman that puts male entrepreneurs in a stronger financial position.
5. Men tend to be risk takers
Male entrepreneurs are more prone to impulsiveness and risk taking than women. While this may be a dangerous characteristic it’s also true that risk can pay dividends in many cases. The result of this is that male-owned businesses often grow at a much faster rate than businesses run by their female counterparts.
6. Men can be more decisive than women
While this many not be true for all men, male entrepreneurs can be more decisive and confident than women. Arrogance may not be an attractive trait, but in the world of business a certain amount of confidence in your abilities (or even over-confidence) can bring positive results.
7. Men can manage money more effectively
Finally, male entrepreneurs have the (dubious) advantage of societal sexism in their favor. Men have traditionally been breadwinners in charge of the family purse, while women were reduced to homemakers. Even in this generation the cultural hangover still persists, as today’s entrepreneurs were raised with the old ways.
While this benefit will no doubt vanish as today’s youth are raised with a fairer and less confining focus on gender roles it does, at least for this generation, mean that men tend to have more experience in financial matters than women, helping them make the best decisions to grow their business.
If you haven’t already, make sure you checkout ‘The 7 Reasons Why Women Make Great Entrepreneurs‘
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The surprising truth about leadership styles that can make or break your team’s 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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