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Why It Pays To Be An Entrepreneur In This Day & Age

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This is the era of the “omnipresent” entrepreneur, with more selection, more novelty, more transformations, more opportunity, and more possibilities. What’s driving the rise of the entrepreneur today?

Many are beginning to realize that they cannot depend on companies to offer the necessities life requires, in order to subsist; they must get it for themselves.

 

A New Breed In Times Of Need

Many factors have contributed to the need for individuals to “go it alone,” and try to make ends meet. From December 2007 and June 2009, the US experienced its largest economic collapse since the Great Depression. Named the “Great Recession,” the economic retrenchment saw GDP decrease 4% and unemployment doubled from 4.9% to 10.1%.

Now, more than ever, individuals are being encouraged and motivated to start their own businesses and become self-employed. The world has already experienced the likes of the Eastman’s, the Ford’s, the Carnegie’s and the Westinghouse’s. These entrepreneurs became successful during a time much like today; however, they created jobs; therefore, jobs were plentiful. It’s not the same today. Jobs are being created but outsourced, leaving a whole group of people behind who must now learn to play “catch-up.”

Reports show that 70% of high school students aim to become entrepreneurs at some time in their careers. Becoming an entrepreneur today is widely regarded as the best move one can make because it adds new products and jobs to the populace. Unmatched throughout history, entrepreneurs are becoming a factor in the political fixture. According to the Kauffman Foundation, entrepreneurs create 60% of all new jobs in the economy.

 

From Nothing to Something

Everyone likes to think of an entrepreneur as someone who came from nothing and stumbled upon millions of dollars. Yes, there are many who came from nothing, but stumbling upon millions of dollars is rare, if it actually happens at all. In addition, studies show that women entrepreneurs are on the rise. For example, Sara Blakely has shown us “the proof is in the pudding”, she has just been labelled the Youngest female self-made billionaire with her panty hose line “Spanx“.

Lisa Hufford launched Simplicity Consulting after many years as an employee, Vicky Thompson established the Valuation Management Group, and Crystal Culbertson launched Crystal Clear Technologies. These businesses have a combined annual profit of more than $50 million!

Then again, you have Steve Jobs (R.I.P), founder of Apple Computers, Bill Gates founder of Microsoft, and the new kid on the block, Mark Zuckerberg who founded Facebook. The entrepreneurship of these individuals led to a revolution of software programs that we use today. Nevertheless, miracles aside, what happens to the average person? An entrepreneur can just as well be the person who sets up their own vegetable stand or one who sells handmade tablecloths at craft shows. If you have created a business around your passion then you are an Entrepreneur.

 

Becoming an Entrepreneur is an Inside Job

Many people today feel something extraordinary is about to take place in the world, in fact, it is taking place right now! The days of depending solely on companies for our livelihood as our parents and grandparents once did are over. The days of finding the “perfect” job with guaranteed employment for the next 30 years is extinct. Company and employee loyalty seems to be a thing of the past. Nonetheless, becoming an entrepreneur is not an elite occupation requiring credentials to join. Anyone can become an entrepreneur; the only requirement is an idea for a business. Your idea can be:

 

  • Something totally new or an invention that resolves a difficulty
  • A modification of an idea started by someone or from somewhere else that does not violate any patents, trademarks, or copyrights
  • An existing concept catered to a new market
  • Creating something customary like opening a shop

 

What is without doubt is that having an idea is not the only requirement to become an entrepreneur. Together with their idea, an entrepreneur must draw qualities from within while utilizing outside resources. Essential qualities include willpower, zeal, ambition, keen intelligence, good timing, and momentum of execution. External necessities include finance, exploration, and support.

Entrepreneurs need to recognize their potential market, or at least have an intuitive understanding of the market they are attracted to. In addition, they will need to know if their product or service has the possibility to accommodate the demands of a commensurate number of people in order for their idea to pay off.

With Computers, Smart phones & Apps out nowadays, this means that aspiring entrepreneurs have access to millions of tools and resources at their finger tips. Which means that becoming a well equipped entrepreneur, just got easier!

Social Media networks make it easier to link and network with like-minded people and have proven to help entrepreneurs and startups raise the funds they need to juice up their business.

Checkout a great crowd funding website by the name of Kickstarter if you are looking at acquiring some funding for that new great business idea.

 

Conclusion

Building a business does not happen overnight. It will require all the willpower, ambition, persistence, and zeal that you can muster. You will need to believe in yourself when it seems like the odds are against you but you must also have the keen intelligence to know when to modify your plan. There is a saying “failure will never overtake you if your determination to succeed is strong enough.” Being an entrepreneur is an “inside job,” with a few outer hurdles to cross along the way.

If your mind is made-up, you will jump over those hurdles and succeed!

I am the the Founder of Addicted2Success.com and I am so grateful you're here to be part of this awesome community. I love connecting with people who have a passion for Entrepreneurship, Self Development & Achieving Success. I started this website with the intention of educating and inspiring likeminded people to always strive for success no matter what their circumstances. I'm proud to say through my podcast and through this website we have impacted over 200 million lives in the last 10 years.

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Success Advice

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.

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Why one-size-fits-all leadership doesn’t work
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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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