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10 Things Successful Young Entrepreneurs Do Differently

10 Things Successful Young Entrepreneurs Do Differently

Generation gaps are getting more and more severe and, when you think about it, it’s really no surprise. The rushing technological development of humankind that sprang in the 20th century and is still going strong in the 21st has been the catalysts to mark this gap so severely.

Truth be told, if I was born somewhere in the 40s or 50s, I would most definitely have a lot of trouble understanding the lives of youngsters these days. It is very challenging to even filter all the information that we now have access to, let alone put it to good use. I mean, I’m not terribly surprised by the look of bewilderment on my mom’s face when I show her my Twitter profile. Heck, even I get lost in there sometimes.

These years have been marked by the success of the generation of people popularly named the millennials. People born between the beginning of the 80s up to somewhere in the mid 90s can consider themselves a part of this group. There are some things distinct about this particular age group that makes them capable of achieving success very early in their lives. Here are some of the traits & tricks these young entrepreneurs boast about and rely on when making decisions.

1. Mark Zuckerberg: Be dedicated

(1) Mark Zuckerberg

    “Are you willing to make sacrifices for your passion?”

    As the owner and founder of Facebook, Mark Zuckerberg is one of the most successful people in the world, let alone among the millennials. Dedication to work and innovation have set this 30-year-old genius apart from the competition, and his wealth is estimated somewhere around $33.1 billion. According to Mr. Zuckerberg, you should devote yourself to what you are doing and if this means missing a few nights out then so be it.

    2. Aden Levin and Rob Tominey: Know your market

    (2) Aden Levin and Rob Tominey

      “Essentially, we want to become the number one company for inexpensive but high quality travel.”

      Millennials are quite aware that the majority of their generation loves to travel and these two young entrepreneurs, being that they are a part of this generation, found it as an ideal place for investment. The broader message here is to be aware of the time that you live in and give the people what they want, don’t try to convince them into what they need, in other words, there words do your market research thoroughly.

      3. Jamie Dunn: Choose your friends wisely

      (3) Jamie Dunn

        “Surround yourself with positive people who believe in you.”

        As a 20-year-old who managed to put his own company together at that age and ended up hitting major success, Jamie Dunn definitely has natural talent for entrepreneurship. When he was asked what he found most difficult through his rise to success, he replied that the biggest problem was breaking out from that circle of people who claimed he would never make it. Encouragement is a big part of success.

        4. Ben Weissenstein: Start at the bottom

        (4) Ben Weissenstein

          “Everything started as nothing.”

          Mr. Weissenstein’s career started when he was helping his mother organize a garage sale at the age of 14. At the age of 19 he had already started a company with a couple of friends with no knowledge of how to run a business. He claims that their organization was rather simple in the beginning but, gradually, they learned and got more organized.

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          5. Amelia Humfress: Enjoy diversity

          (5) Amelia Humfress

            “You get to dive straight into the interesting challenges and do something different every day, rather than just making the tea!”

            In her first year as an independent coder, Amelia made a turnover of £408,000. Today, she holds Humfress’ coding, which has the flattering title of one of the best places to code in 2014 and currently offers classes in many types of coding, web design and much more. She claims that her motivation comes from the fact that her job always has to offer new and interesting challenges.

            6. Sheel Tyle: Find your inspiration

            (6) Sheel Tyle

              “Finding your motivation and drive that will not go away”

              The youngest on the Forbes 30 under 30 finance list in 2013, Sheel Tyle is an associate NEA at a venture capital firm and a young entrepreneur. He ties his greatest inspiration to an event he witnessed on the streets of Mumbai. Apparently, he witnessed a man haggling a price of his purchase from 20 to 19 rupees (which is somewhere around 2 cents) and this kind of devotion inspired him to start his own career.

              7. Sheryl Sandbergs: Keep the ones you love close

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              Clinton Global Initiative Annual Meeting In New York

                “Remember to find some times for the ones you care about”

                A woman that managed to get Facebook’s shares up 140% works hard but doesn’t only focus on work. Outside of work, she has an active life with her family and friends which is something that is generally considered a priority by millennials across the board.

                8. Steph Parker: Know your SEO

                (8) Steph Parker

                  “Learn about social media and modern marketing.”

                  As one of Forbes’ Top 30 under 30 Marketing and Advertising, her career has really been a diverse one. One of the crucial things that helped her move forward was her experience and understanding of how SEO works which helped her discover how content actually reaches people. If you want to be a modern entrepreneur, you have to use the right SEO tools in order to allow people to reach the idea you want to present them with.

                  9. George Burgess: Be a problem solver

                  (9) George Burgess

                    “Finding solutions to problems you have and then capitalize on them.”

                    As a student, Mr. Burgess had trouble finding any useful apps to help him prepare for his A-Levels. The fact that there is a considerable number of apps out there and that none of them helped students get through their education struck him as an ideal place for investment and it appears he was right. Focusing on real needs is a must if you want people to take notice.

                    10. Jamal Edwards: Make your hobby into a profession

                    (10) Jamal Edwards

                      “Turning a hobby into an entrepreneurship ends up leaving you with work you love.”

                      At 15, he started amateur filming with his friends, just for fun and he uploaded his first video in 2007. In just 7 years, he has grown so much that he worked with some of the most famous Pop Stars out there and gathered a following of 400,000+ subscriptions on YouTube.

                      There is a lot to learn from these young people and I hope this helps you on your way to success. Remember, not every entrepreneur makes it as quickly as these guys, so don’t get discouraged and things will definitely happen for you.

                      More by this author

                      Ivan Dimitrijevic

                      Ivan is the CEO and founder of a digital marketing company. He has years of experiences in team management, entrepreneurship and productivity.

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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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