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10 Things No One Will Tell You About Being an Entrepreneur

10 Things No One Will Tell You About Being an Entrepreneur

It’s Friday, the end of another tediously-long work week, working for a person or a company you don’t particularly believe in, doing work that doesn’t inspire you. You find yourself, once again, day dreaming about the possibility of becoming an entrepreneur, working for yourself, making way more money than you could at a 9 to 5 job, and having the freedom and flexibility you’ve always wanted. You’ve got a great idea, or perhaps several great ideas, and you’re incredibly close to walking into your boss’ office to quit your job and embrace the life of the solo-preneur.

Excellent idea! Nothing beats the entrepreneurial lifestyle. Before you make the leap though, consider these ten challenges of being an entrepreneur.

1. You will be your business.

Every single aspect of your business is a direct reflection of you.

You will have to confront your own demons. If you don’t believe in your dream, if you aren’t highly motivated, if you have a tendency to self-sabotage, or if your business idea is completely misaligned to who you are as a person, then all of that will be reflected in your business. You won’t succeed. You are the creator of your own destiny. How you function will be how your business functions.

On the flip side, you will be your business when it’s successful! All aspects of your business will be a direct reflection of your success. And you are fantastic, sans demons.

2. You will have to know yourself to know your business.

Why? Because (see above) every aspect of your business is a direct reflection of you. If you don’t know who you are, what motivates you, crushes you, inspires you, and what your strengths and weaknesses are then you aren’t really serving yourself in your own life, and you certainly aren’t being of service to your own business.

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If you hate direct sales and love bookkeeping, then know that about yourself, and get the support you need so that sales will still get done in your business and you won’t hide behind the auspices of bookkeeping. If you know you only function on deadline, start creating daily deadlines for yourself. Know how you work, how you don’t work, and figure out how to maximize your potential and either learn how to do what you can’t do, or hire out what you can’t or won’t do.

3. You will not be your own boss.

You being the Founder, CEO and President of your own company means nothing, because you will also hold every other title. You generate the trash and you take out the trash. Your real boss is your customer (and your technology). They call the shots, and you must figure out how to respond to their wants and needs…all the time.

Once you have customers, it can be liberating to respond to their needs rather than just build the infrastructure of your business. They will be your customers, investing in you and your products!

4. You will miss having a steady paycheck.

And you will not initially be the highest paid person in your business. Most likely your tech support will be. Unless you choose to be your own tech support to “save money,” which will actually cost you money because you will spend hours every single day working on your website, auto responder, social media, SEO, and other tech savvy ways of reaching out to customers. Entrepreneurs spend the majority of their business day building and managing the infrastructure of their businesses.

You will not be the first paid: your infrastructure will.

These hours will accrue on top of all of the hours you will spend developing content for your business, marketing, networking, bookkeeping. In other words, the work-life balance which you managed to have in your day job with the steady paycheck will no longer exist.

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But all of the hours and all of the money your business earns will be yours to do with as you please. There is no upper management taking a cut of profits because you are now upper management.

5. You will be frustrated by everything.

Everything will take twice as long…if it even happens. What seems easy on paper (launch a new website) can take weeks or even months if it’s at all complicated, or if it includes a shopping cart of available products. Writing marketing copy takes twice as long and you will find yourself frustrated by blank pages, customers who need any explanation or sales pitch, as well as the whole marketing industry.

But the end result is that you will become an expert in technology, website design, marketing and sales, bookkeeping, product development, copywriting, networking, and business acumen. You will become an expert in these areas when you push past your frustration and stick with it.

6. You will be frustrated by everyone.

Your friends and family won’t get what you are doing and might not even won’t support you. Your customers (if any) will frustrate you. Your virtual assistant, web guy, bank manager, and any and all sales representatives will piss you off. Nothing will move at the pace you will like it to, and everyone in your life who is not an entrepreneur will annoy you, irritate you, and cause you to stop answering your phone.

Plus, the majority of people you interact with will not believe in your vision, and will nitpick it apart until you start doubting your own abilities and ideas.

But when your dream actually happens, when that first customer pays for your service or product, you will have proved everyone else wrong. And, more importantly, you will have believed in the most important person in your life–you.

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7. Self doubt will become your new best friend.

…and your bed will be your constant companion.

Seriously, if you are in bed reading this article, the most practical advice I can give you is to get out of bed. Find a different dedicated space to work from.

Self doubt is normal and natural in entrepreneurs, sometimes as familiar to us as breathing air. That does not mean that self doubt gets to be the master. Figure out what you need to move through self doubt–a team of trusted advisors, a mantra you say to yourself when you start doubting, therapy, a time out. The more frequently you are able to move through self doubt the less hold it has on you.

8. Your first iteration of your business will be wrong.

Sorry folks, I didn’t believe that either. That was until I reworked my business just two months in, and then four months after that. Defining your business is like a dance between yourself, your belief in yourself, and your customers. The more you understand yourself and your customers the more your business will be reshaped to reflect the best of who you are and the deepest needs of your clients.

The more you allow the dance to happen, as a natural course of events, the better your business will be.

9. You will not be all things to all people.

You have to buckle down and create a niche. The more watered down your business, the less successful you will be.

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Trying to be all things to all people doesn’t work and comes off as a flaky business strategy. This can annoy you and your customers, as neither of you will really understand what the business is about. Being all things doesn’t serve you or your customers. If you don’t know what you’re selling and who you’re selling to, how will the customers know they need to buy it?

Stop trying to be everything. Your success lies in specificity.

10. You will become an expert on all aspects of your business, whether you like it or not.

This point deserves repeating. One of the most rewarding parts of being an entrepreneur is in how fast you become an expert in all aspects of running a business. It can be a painful process: like learning to ride a bike, drive a car, and do multiplication tables all while having your teeth extracted (I’m not exaggerating). But then, on the other side, you are a wealth of knowledge and information about small business! It is an empowering feeling to understand your own business inside and out.

Still think you want to be an entrepreneur, even after reading this? Excellent–you may have what it takes! Believe in yourself, take a calculated leap, and fly. I believe in you.

Featured photo credit: Macbook Pro Keyboard Detail/Viktor Hanacek via picjumbo.com

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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.

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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.

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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.

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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.

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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

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