Advertising
Advertising

7 Reasons Being an Entrepreneur a Great Life Decision

7 Reasons Being an Entrepreneur a Great Life Decision

When most people come to the realization that their decision to become an entrepreneur is a life-long decision, they’re almost instantly confronted with the feeling of fear and uncertainty. While being an entrepreneur isn’t a smooth journey, life isn’t either. But if you’re out there wondering if your decision to own your business and leave your 9-5 day job behind is the right decision, I want to assure you that you’re on track to make the best decision of your life.

Have you ever wondered what life as an entrepreneur feels like? Well, the following feeling is what you get as an entrepreneur.

1. You’ll get to live the life of your dreams

Not everyone gets to live their dream lifestyle, and certainly not a majority of people that work 9-5 jobs. Many people have had tough economic times and wrong executive decisions cut their dreams short. Being an entrepreneur puts you on path to live the life of your dreams.

What most people like to associate with entrepreneurship is hard work, sleepless nights, and worries over whether they are making the right decisions or not. However, many fail to see the beautiful side of being an entrepreneur. Entrepreneurs like Sir Richard Branson, Neil Patel, Tim Sykes make good efforts to show the beautiful sides of entrepreneurship.

Advertising

By following the path of entrepreneurship, you’ll get to live the life of your dreams once success comes your way.

2. People Will Respect You

In the world where a larger percentage of its population are uncertain of what the future holds, a young person who has made the decision to take his/her own world into their hands sure gets a lot of respect from people. My friend, Olawale Daniel of Techatlast.com recently told me how so many people were asking him to sign autographs when they learned he runs his own business. This is the “cool guy/gal” atmosphere you carry around as an entrepreneur.

Your parents and siblings will have even higher level of respect for you the moment you make the big announcement that you’re going to start your own business.

3. You’ll Learn More about Money than Your Friends Would

One thing entrepreneurs learn very quickly is how money works. Someone working in a 9-5 job may not need to bother to learn about how money functions because they practically have everything handed to them. As an entrepreneur, you will learn, firsthand, that without money life can be tough.

Advertising

Young entrepreneurs like myself may find it hard to control how money goes out of their pocket, but, trust me, with a couple of hard knocks from the real world, you’ll quickly learn to keep your wallet closed tightly.

4. You Will Be In Control of Your Financial Life

A higher percentage of the problems we encounter in life are money-related. When you’re working for someone, they control your financial life. You only get paid when they decide you will. Should they mismanage the company’s funds, you may not get paid for what you’ve worked for.

Being in control of your financial life is such a beautiful thing. There are dozens,even hundreds, of books on financial management, but you’ll never get a practical experience of full financial control without running your own business.

5. You’ll Get to Know Most of Your Dream Businessmen and Women

As kids, we grow up admiring certain people. For most people they are athletes, movie stars, and authors while for others they are successful business people and politicians. The chance of meeting these people and interacting with them in the real world is just as slim as winning a lottery ticket.

Advertising

An opportunity to meet and even work with one or more of the people you admire growing up is one of the life perks entrepreneurship brings you. In 2014, Richard Branson gave several young inventors and entrepreneurs the opportunity to meet with him one-on-one and share their ideas with him.

So many successful business people, athletes, and movie stars love to interact with young entrepreneurs. Just don’t forget — once you have hit the big time, give back to the kids that look up to you.

6. You’ll Live a Life Full of Courage

If there’s one thing entrepreneurs are not, it is being a coward. Entrepreneurship will help you develop self confidence and a great sense of courage. Deciding to take your career into your own hands by starting on your own business sure takes a very great amount of courage.

So when you want to think about some other life benefits of being an entrepreneur, being courageous should count as part of it.

Advertising

7. You Get to Shape Other People’s Career

How often do you get to feel the sense of responsibility when others are involved, especially when it has to deal with their career? As an entrepreneur, you get to hire people to work for you and your business. This gives you a rare opportunity to help build people’s careers.

When you wake up every morning, remembering that a family is able to feed itself and live the life of their dream is all because of you makes you feel fulfilled.

So when you think about the decision to become an entrepreneur, think of it as your life’s best decision.

Featured photo credit: Liqueur Felix via flickr.com

More by this author

How to Become an Entrepreneur? 12 Tips from Successful Entrepreneurs 3 Unusual Ways To Get More Out of Your Old Books 5 Wealth Habits All Successful Entrepreneurs Share 6 Ideas For A Perfect Home Exterior Design 6 Ways Technology is Changing the Way We Live

Trending in Entrepreneur

1 How to Start a Company from Scratch (A Step-By-Step Guide) 2 15 Best Books for Entrepreneurs to Start Reading Right Now 3 How to Start a Successful Business and Increase Your Profits 4 12 Foolproof Tips for Entrepreneurs to Be Successful in a New Venture 5 How to Start an Online Business That Will Grow and Succeed

Read Next

Advertising
Advertising

Published on December 17, 2018

15 Important Interview Questions to Ask Employees During an Interview

15 Important Interview Questions to Ask Employees During an Interview

The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

You know it already; ask great questions!

The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

Ask great questions, of course.

Without further ado, here are 15 interview questions to ask employees during an interview:

1. “What are your career goals?”

Another version of this question is “What types of problems do you see yourself solving in the future?”

This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

Advertising

This does two things:

  1. It reveals the skills and interest in your employees.
  2. It lets you know what types of candidates you are attracting in the first place.

With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

2. “Why do you think you’re a great fit?”

It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

3. “What do you hope to learn from this role?”

The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

4. “How do you deal with conflict between colleagues?”

Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

5. “How did you learn about this position?”

Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

Advertising

This also lets you know how effective your current staffing processes are and which channels are worth the effort.

6. “Why are you interested in this position?”

Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

7. “What excites you the MOST about this position?”

After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

8. “What do you consider your weakness?”

Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

Advertising

Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

9. “What will you find challenging about this position?”

Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

10. “What additional support will you need during your transition?”

This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

11. “What qualities do you desire in a leader or manager?”

Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

12. “What do you do if you don’t agree with your manager’s decisions?”

Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

Advertising

The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

13. “What would make this company an amazing place to work?”

Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

14. “What other questions do you have for me?”

Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

15. “Tell me about yourself”

If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

The Bottom Line

Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

More Resources About Job Interview

Featured photo credit: Drew Beamer via unsplash.com

Reference

Read Next