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If You’re a Burned Out Entrepreneur There’s a Solution

If You’re a Burned Out Entrepreneur There’s a Solution

Entrepreneurs dedicate most of their time and effort to their small businesses. These endeavors are, after all, their dream and no one else has the passion and concern that they have to make them succeed. There is nothing wrong with hard work and dedication, but even people who love their companies will suffer when they have an imbalance in their lives for too long. Neglecting their own health and not relaxing or enjoying time away from corporate worries can lead to burnout. It is a problem that will derail dreams faster than the economy, a bad business decision or a weekend away.

What is Entrepreneurial Burnout?

Burnout occurs when people give out more energy and time to their work than they give back to themselves in rest and relaxation. It doesn’t happen after a week or two or strike suddenly. It creeps up on people over a period of time. Many entrepreneurs are unaware of the issue until someone close to them points out the common warning signs. The easiest way for it to happen is to believe that burn out is impossible or imagining that simply because a person has achieved their dream of having their own company they will always be happy. These mistaken beliefs only increase the level of guilt an entrepreneur has when they realize they want to run away.

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Signs of Being Burned Out

There are a number of physical and mental signs of burnout. Physical problems include frequent headaches, body aches and exhaustion. Many become more susceptible to colds or just frequently feel unwell. Memory loss, unexplained anger and bouts of depression are common mental and emotional concerns. People are stressed out, unable to think of anything except work and may begin to have problems in their relationships. In severe cases some entrepreneurs eventually stop caring about their work quality and begin to neglect their families and their own health due to feelings of hopelessness.

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Why Entrepreneurs are More Susceptible to Burnout

The issue of entrepreneur burnout is common simply because so much is resting on the shoulders of people running their own company. They have to worry about paying the bills, keeping clients happy and managing their employees. These responsibilities are in addition to caring for their families and worrying about their personal expenses. They cannot walk away from their own business the way they could with a traditional job. They are the ones that have to resolve all conflicts.

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How to Prevent Burnout

Being an entrepreneur will always be stressful, but there are ways to avoid burnout. The first step is to build a strong work team as soon as possible. This allows the owner to delegate work to others and remove some of the responsibility from themselves. Creating a schedule is another important step. Giving permission for time off lets people have hobbies, spend time with friends and family members and take long, rejuvenating vacations.

Reversing Burnout

Schedule a vacation immediately. Do not put it off to finish up work or wait until it is a “good time”. If you’re one of those ‘easiest way possible’ types, something like a cruise or houseboat are perfect for your vacation. They’re cozy and convenient, but also offer amazing luxury. The views are stunning, there is plenty of privacy and everything is contained in one place. This is a vacation without a busy itinerary. If you’re one of those ‘all or nothing’ people, you’ll probably want to try out at least one of these 50 once in a lifetime travel experiences instead, and experience something with a greater sense of adventure.

Owning a business is a big responsibility and the person at the top is important to the entire organization. Entrepreneurs often refuse to take time off because they worry the company will suffer without them. However, there really are only two options. Number one, They can disappear for a couple of weeks each year and return rejuvenated and with a fresh outlook or number two, they work 365 days a year feeling uninspired, unhappy and allow their health (and business) to suffer. The risk of burning out running your business is real and it is serious. Buy a swimsuit, dust off the fishing gear and schedule a vacation today!

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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