Success Advice
Don’t Dump Your Boss to Start a Business Without Doing These 3 Things

“Fire your boss. Follow your passion. Own your time.” These statements, inspiring on one hand, are capable of luring many away from working a regular 9-5 job to becoming entrepreneurs. Statistics show that 6 out of 10 employees are fully dissatisfied with their jobs. Reasons vary from having a terrible boss to inadequate compensation to lack of interest. This makes entrepreneurship an attractive alternative instead of working for someone else. However, starting a business is not all rosy.
Having a Great Idea Doesn’t Qualify You To be a Successful Entrepreneur
Yes, I said it! And not just me. Steve Jobs said “Ideas are worth nothing unless executed; They are just a multiplier, execution is worth millions.” All the great entrepreneurs you hear of today didn’t get there because of the sheer brilliance of their ideas. They had to put in the work. Many people actually get confused at the difference between having an entrepreneurial mindset and being an entrepreneur.
Those are two different things because having an entrepreneurial mindset means you are visionary. You have great ideas and can think outside the box. It also means you are willing to take risks to reach a goal. You tend to go beyond your job description to get things done. You are able to see how actions tie into the business outcome and channel your energies accordingly.
Being an entrepreneur, and a successful one, is a different ball game entirely. It is being a business owner. One who runs all the moving parts of a business successfully. It requires some very strong attributes which are critical if your business will not just survive but thrive.
“Success usually comes to those who are too busy to be looking for it.” – Henry David Thoreau
Here are the three things you must know/do before starting a business:
1. Conduct A Proper SWOT Analysis
You need to conduct reality checks for both you as an individual and the business you want to start. SWOT is an acronym that stands for Strengths, Weaknesses, Opportunities and Threats. Conducting a SWOT analysis will help you understand the business field you want to go into as well as what your advantages are. This can help you develop a strong business strategy that places you in the top percentile.
Your strengths could be your knowledge, background, education, network, skills, or location. A question to ask yourself here is, “what competitive advantage do I have over other players in the industry?” Weaknesses are reflective of the areas where your business is not favorably matched to other competitors. You need to know them so you can have a developmental plan to eliminate these weaknesses.
Opportunities are external positive factors that offer reasons why your business can/will flourish. Exploring these opportunities can help you stand out even in a crowded marketplace. Threats are negative influences that often are beyond your control but can affect the sustainability of your business. To be forewarned they say, is to be forearmed. Another critical aspect of a reality check is a personal psychometric assessment as an entrepreneur.
The result of an entrepreneur’s psychometric test will show a summary of the individual’s strength of the characteristics they already have as well as areas where they need improvement. This is so they can have a successful entrepreneurial career. Attributes tested include passion, creativity, ability to take control, industriousness, knowledge/experience and pursuit of achievement.
There are different tools that aid this kind of assessment. The result is not to discourage anyone from starting a business. Rather it offers insight as to what your personal strengths are and you can then make a decision as to how to proceed with your business goal.
2. A Roadmap for Getting Seen (or Getting Clients!)
Clients are the lifeline of every business. Without clients, you just have an expensive hobby. What is your plan for visibility? That is, apart from hounding family and friends. Some people actually are great at what they do, but suck at convincing others to pay for their expertise.
Too many newbie entrepreneurs start a business and get stuck because they don’t have any clients and are trying every possible way to get leads both online and offline. This is not the time to run around trying different strategies. You might need to hire a business coach or get into a business mastermind to see what is working for others.
You will find out what works for you, but you need to get out there. The internet has made it a little easier by offering different platforms where you can share your knowledge and grow a community of people who know, like and trust you.
Another quick method I always share with my clients is for them to explore sharing their message or expertise on other people’s platforms. When you have a solution, you are able to create valuable content for the specific audience you want to serve. You naturally show up as an authority and build your own audience from being featured.
“Growth is never by mere chance; it is the result of forces working together.” – James Cash Penney
3. Low Hanging Fruits – Results! Results! Results!
People are more comfortable trusting a business that others have experienced. It is the belief that if you’ve been able to achieve one result, then it can be replicated. What that means for you as a prospective business owner is that you need to quickly prove your idea and record results as fast as you can.
You cannot begin to think about a fancy website, business funnels and the whole works, when you haven’t tested your idea. It will be folly to think of quitting your job in this case. It doesn’t matter what kind of business you want to start, you can always start small. Get a client, do the work, then get a testimonial.
This person can get you referrals and then you begin to scale from there. When your income from your business has matched or surpassed your 9-5 job then you can resign. This might be an unpopular opinion but it is valid. Your bills won’t wait because you’re starting a business, and you still need to eat.
While you think of investing to grow the business on a large scale, do the work to get guaranteed results in the interim. Working your regular job can become an unpleasant chore especially when your heart is lit with the dream of running your own business. Take the time to prepare adequately and you can guarantee that your business will not be among the statistics of businesses that fail in the first 5 years.
Have you ever thought of being an entrepreneur, or are you already an entrepreneur? Share your stories with us below!
Success Advice
What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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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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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…)
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