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9 Things All Successful Lifestyle Entrepreneurs Believe

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Joel Brown
Let’s face it. Every entrepreneur wants their business to be successful.

You’re no exception.

Yet 80% of businesses fail within the first eighteen months.

And especially for lifestyle businesses, your attitude and beliefs can be the difference between its failure or success.

After all, as a lifestyle entrepreneur, you are your business.

These nine beliefs can make or break the success of a lifestyle entrepreneur.

1. Successful lifestyle entrepreneurs believe value is the key to success

Successful entrepreneurs’ businesses have one thing in common:

They provide value to their target market.

The more value the entrepreneur communicates to their target market, the more value they enjoy in their business.

“Success is not what you have, but who you are.”- Bo Bennet

2. Successful lifestyle entrepreneurs believe in building relationships

Successful entrepreneurs recognize that relationships are the key to business.

As a lifestyle entrepreneur, your relationship with clients, industry leaders, and even competitors becomes your bread and butter.

They say that it’s not what you know, it’s who you know. That’s true in entrepreneurship, too.

3. Successful lifestyle entrepreneurs believe in integrity and trust

Have you ever heard the quote: “people do business with people they know, like, and trust“?

It’s never been more true.

Successful entrepreneurs know this and by maintaining integrity in all that they do, they build trust with their target market.

Would you rather do business with your trustworthy neighbor, or the guy who seems to just want to take your money?

The best marketing is being known as trustworthy.

4. Successful lifestyle entrepreneurs believe in the power of focus

It’s better to be great at one thing than okay at everything.

Successful entrepreneurs know that they can’t be everything in their business.

They focus on what they are good at, grow their business with their unique skills, and let others take care of the rest.

Whether that means hiring a team, a virtual assistant, or finding one-off help on Fiverr or oDesk, they know that there are some things that others are better at, and leverage the skills of others.

5. Successful lifestyle entrepreneurs believe that motivation is a dead end

Do you want to know something surprising?

Successful entrepreneurs aren’t always motivated.

Even the most successful entrepreneurs struggle with motivation, but they still make progress when they feel unmotivated.

How?

Habits.

They build rituals and habits around important actions, so even when they aren’t motivated, they are still moving forward.

Building habits pays compound interest.

6. Successful lifestyle entrepreneurs believe that failure is an ally

Successful entrepreneurs know that failure is how you grow and learn.

We’d all prefer not to fail, but if you don’t fail, it means you aren’t taking enough risk.

Failure is how you develop into a successful entrepreneur.

Successful entrepreneurs don’t let the fear of failure hold them back. They use failure as a tool.

7. Successful lifestyle entrepreneurs believe that competition is healthy

In business school, we’re taught that competitive markets are not good markets to enter.

However, successful lifestyle entrepreneurs believe that competition is a positive thing.

After all, competition means that you:

  • – Have found a profitable market, and
  • – Can learn from the competition’s errors and mistakes.

Furthermore, competitors can become mutually beneficial allies.

“The best way to predict the future is to create it.”- Peter Drucker

8. Successful lifestyle entrepreneurs treat themselves as an asset

What is your biggest personal asset?

Probably your house, your car, or your investments.

And how do you treat that asset?

You’re kind with it. You’re generous in the time and attention you put into it.

You treat it right.

Successful entrepreneurs treat themselves as their business’ most important asset.

They take time out, fuel their bodies with nutrition, exercise, and take care of themselves. They believe in themselves, and don’t give in to self-doubt or fear.

time-is-money-addicted2success-quote

9. Successful lifestyle entrepreneurs believe that narrow and deep is better than wide and shallow

Successful lifestyle entrepreneurs know that it’s better to find a corner of the market and dig deep, developing expertise and establishing themselves in that niche, rather than picking a wide market and trying to serve everyone.

  • They know that their products aren’t for everybody, and they are fine with that.
  • They serve their small, narrow niche well, and fight the urge to please everyone.
  • They know that by pleasing everyone, you please no-one.

 

It’s time to start channeling your inner successful entrepreneur

You may have heard some of these points before.

Maybe you find yourself nodding in recognition.

But have you focused on implementing each belief into your business?

Don’t forget that knowledge isn’t power until it’s applied.

So it’s time to start channeling your inner successful entrepreneur and let these beliefs guide your business.

Whether you memorize them or print them out, make these beliefs your mantra.

Every time you are facing a decision, align yourself with these beliefs.

And soon, they will be so ingrained that your gut will guide you – straight 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.

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Bridging the gap between employees and employers
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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.

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