Success Advice
What Every Entrepreneur Can Learn from Will.i.Am

What are some of the reasons that entrepreneurs do not succeed? If you were to ask them, you would probably receive answers such as, “I didn’t finish college” or “there was no customer base for my product“.
These excuses, along with all of the others that may be included, are not words that one would hear from powerhouse William Adams aka ‘Will.i.Am’, who has enjoyed immense success despite the fact that both of the excuses cited above could have applied to him at one time or another.
Will.i.am was not born with a silver spoon in his mouth. He never knew his father. In fact, his formative years were spent in a low-income neighborhood with his mother, who had a dream for her son that went beyond convention. Determined to give him every opportunity to succeed beyond his circumstances, she enrolled him in the more affluent public schools on the west side of Los Angeles, where he not only survived – he thrived.
Will.i.am discovered his love for music in high school, a fact which is evident by his energetic and brilliant creativity as a founding member of the hiphop/dance/pop group, The Black-Eyed Peas.
To Will.i.am, innovation is second-nature, which is what landed him in an enviable position with Intel. He designed his own digital camera with a more powerful lens than conventional cameras, not because he suddenly had an epiphany that people would want this, but because he realized that it would help him with his own efforts to shoot great digital photos.
Will.i.Am designed a cover for the iPhone, which snaps on the back of the device and greatly improves the function of the phone’s built-in camera. The i.am+ foto.sosho hardware fits over your iPhone, turning the device’s eight megapixel camera into a 14 megapixel camera and adding a range of filters and lenses, including standard, fish-eye, wide and zoom. It also includes a keyboard for the sharing and tagging of pictures. He then collaborated on an app that performs functions similar to Instagram with capabilities for editing and sharing photos.
His creative genius can be seen everywhere, from his idea for Coca Cola to launch the Ekocycle project which manufactures products with recycled materials.
Perhaps two of the best contributions Will.i.am has made to the entrepreneurial world is that of the concept of doing and giving back. His his entire objective in formulating the Ekocycle idea was to encourage people to recycle. The earnings from this highly-profitable venture are shared by Will.i.am and Coca Cola, and donated to their favorite charities.
Not all of Will.i.am’s ideas have been successful though. His efforts to launch a social media platform for music lovers (DipDive) did not succeed. When asked about the possibility of the failure of his new iPhone accessory, he simply shrugged and said:
“Well, then I’ve made something cool for myself.”
This kind of attitude has earned Will.i.Am respect as a risk taker who isn’t just in it to “please the people”, and is known to be “the way”, of most mature and successful entrepreneurs today.
Will.i.am has shown that the creative side of a musician contains more substance than traditionally believed by corporate America.
His example is the basis for the reason that large companies seek out his ideas and his innovation for new ideas and concepts. In the past, there has been a misconception that musicians lack the intellect, drive, and business sense that it takes to succeed. Will.i.am is a prime example of how the creativity, that is inherent in the make-up of a musician, is actually an asset that can be tapped into for entrepreneurial success.
What can every entrepreneur learn from Will.i.am?
To sum it up into a list, the items would include, but not be limited to:
1. Your social background, affluence (or lack thereof), race, or creed should not hinder you from pursuing your vision.
2. The only obstacles to success are those which you place upon yourself.
3. Envisioning the goal, then pursuing it, is only part of the formula. Once the goal has been achieved, envision another one.
4. Looking beyond yourself keeps things in focus. Giving back to your community, or even to the planet in general, yields an intangible benefit that keeps “you” as the entrepreneur, focused on the overall picture.
5. Failure should not define the entrepreneur. In fact, it should not be in his or her vocabulary. Call it a re-definition, a refocus, or a discontinued endeavour. The word “failure” implies an inherent shortcoming, which should not be allowed to be a consideration.
6. Sharing the spotlight does not detract from one’s success. Will.i.am saw that the addition of Fergie to The Black Eyed Peas would add improvement to his group, and would benefit to the whole teams success. Your team is just as important as you are when it comes to success, sometimes changes within your team are needed to take you business and vision to the next level.
7. The world is forever changing and so are the business landscapes in every industry, you must be open-minded and able to adapt when trends and interests evolve. Will.i.Am makes sure he is inline with or 1 step ahead of the trends within his industries.
Conclusion
Will.i.am fulfilled the vision of his mother, who saw the value of believing in her son. Through his love for music, discovered in high school, he built upon his musical creativity and used that energy in venues that typically do not reconcile easily, such as the left-brain/right-brain theory.
Entrepreneurs would do well to follow Will.i.am’s example of setting goals, imagining better versions of what we see every day, and then putting those goals and visions into action.
Enjoy & share this Will.i.Am Picture Quote:
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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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