Success Advice
What Every Entrepreneur Can Learn From These 5 Amazing Sportsmen Who Turned To Business

There are clear parallels between the world of sport and business. Those who rise to the top often share similar character traits such as determination, a strong ‘will-to-win,’ a crazy work ethic and the ability to function at an exceptional level both individually and in a team situation. What lessons can an aspiring entrepreneur or business owner take from their business careers?
Below are five lessons from some truly amazing sportsmen who made successful transitions from the world of sport to the world of business. We have focused on those who made more money and continue to do so from their off field/off court businesses than they did from their sports salaries.
David Beckham
David Beckham would readily admit that he is not the best ever footballer (soccer to our US readers) to play the game but he definitely shares traits with those who could more readily substantiate that claim. His commitment and work ethic are well-known, representing England with his best performance when his last minute free kick sent England to the World Cup Finals, during the World Cup qualifier versus Greece on October 6th 2001.
It was when his transition into business that David Beckham truly excelled. When Beckham joined LA Galaxy after leaving Real Madrid in 2007, the 5 year deal was for worth $250 million and included sponsorship and merchandise sales.
Lesson from David Beckham:
Think global and be prepared to go where your products services are best appreciated. e-commerce means that small businesses (even sole traders) can trade internationally.
Magic Johnson
A true superstar on the court in the NBA period we informally refer to as ‘Before Jordan’ Earvin ‘Magic’ Johnson often had moves that left his competitors drooling. This did not change as he transitioned into a very successful business career.
Under the banner of Magic Johnson Enterprises he owns Burger Kings, T.G.I. Fridays, Magic Johnson Theaters, 24-Hour Fitness/ Magic Johnson Sport health clubs in poorer communities that lacked these establishments. In April 2011 he also purchased 3 radio stations in the Phoenix, Arizona area.
Lesson from Magic Johnson
Commercial opportunities are not limited to one type of consumer. Get to know the dynamics of your market and use them to your advantage.
George Foreman
When George Foreman was counted out in the historic ‘Rumble in the Jungle’ fight against Muhammad Ali on the night of October 30, 1974 in Kinshasa, Zaire he could never have imagined the magnitude of his ‘comeback’ and that it would not be in the ring but outside it.
In 1995 Foreman partnered with household-products maker Salton and helped them sell almost 100 million George Foreman Grills. In 1999 he sold the rights to his name to his grill-making partner for $137.5 million. He has introduced a clothing line and cleaning products line.
Lesson from George Foreman
You have to take risks to reap the rewards. Putting his name to a grill was quite a risk for the former world heavyweight champion.
Tony Hawk
It’s not an overstatement to say that for many people, Tony Hawk “Is Skateboarding”. It was Hawk who landed the first ever “900” at the X games—two and a half spins in mid-air and created around 80 new tricks and yet his business moves have proved to be just as amazing.
Hawk owns Birdhouse, one of the largest skateboarding companies in the world and started his own clothing line – Hawk Clothing. He has established sponsorship deals with Six Flags, Kohl’s, Infospace, Adio shoes, Jeep and Sirius Satellite Radio, but his best application to date was the launch of the Tony Hawk’s Pro Skater Video game in 1999 in partnership with Activision. The game quickly became a bestseller making his company the No. 1 action-sports video game franchise. He has also published his autobiography which also became a bestseller.
Lesson from Tony Hawk
Embrace technology to expand your brand.
Venus Williams
Venus ‘Ebony Starr’ Williams is well known for exploits on the tennis court having amassed 43 career singles titles including 7 majors but her form is just as impressive in the business arena. She is the CEO of V Starr Interiors, an interior design firm founded by Williams in Florida after she completed her associate degree in Fashion Design at the Art Institute of Fort Lauderdale. In a separate deal Venus partnered with retailer Steve & Barry’s to launch her own fashion line ‘EleVen’.
In 2009, she became part-owners of the Miami Dolphins, a professional American football team, along with her sister Serena Williams. She has also co-written a book, ‘Come to Win; on How Sports Can Help You Top Your Profession’, which was highly placed (5th) on the New York Times bestseller list.
Lesson from Venus Williams
Build business ventures around your passions and continue your professional development.
We hope that you have found this information inspiring.
Guest Blog written by Mike Pitt, Founder and CEO of Marketing Fundamentals Ltd www.marketingfundamentals.com
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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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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

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
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.
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