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4 Ridiculous Myths That Keep You From Being an Entrepreneur

4 Ridiculous Myths That Keep You From Being an Entrepreneur

Have you ever thought about starting a company and being an entrepreneur, only to decide it was “too risky”, that you “didn’t have a good enough idea”, or that you “can’t succeed without being a programmer?”.

Those excuses are complete junk.

Let’s tackle 4 of the most common myths, right here, right now:

Myth #1:  You need a great idea to succeed in entrepreneurship.

Think the hardest part of starting a company is coming up with a great idea? Hell no! Coming up with an idea is the easiest part—I think of great, potentially profitable business ideas on a daily basis.

Ideas are the easiest part because something else is much more difficult, and far more important:

Can you actually execute your idea? Can you actually do something to bring the startup idea to life?

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Ideas are worth less than a role of single-ply toilet paper bought on sale at the dollar store. Ideas are all talk. What I want to know is: Can you, and have you actually done something about it?

Let’s look at what the experts have to say about this:

Derek Severs explains that ideas are just a multiplier of execution, with execution being far more valuable. Paul Graham, founder of the world-famous Y Combinator incubator tells potential applicants explicitly:

“I care more about the founders than the idea, because most of the startups we fund will change their idea significantly. If a group of founders seemed impressive enough, I’d fund them with no idea.”

Do you see the punchline here? Action is what matters. You need great people to act. Instead of focusing all of your time on coming up with an idea like “the next Facebook, only better,” focus on finding a great team, and figuring out how to actualize.

Myth #2: You have to quit your job & take on a lot of risk in order to be successful at startups and entrepreneurship.

Plenty of entrepreneur blog articles talk about “being ready to take the big leap into entrepreneurship” by quitting your day job to work full-time on your startup.

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Seriously, don’t worry about that crap.

Most people I know who have started companies did so while in school, or as a side project while working full-time: one friend started a nationally-recognized DJ company; the other started a TechStars-funded robot development company. None of these people were immediately met with this “quit your job NOW NOW NOW or lose your chance forever!” situation.

Clearly, if your efforts are successful, you’ll l get to the point where you’ll need to decide whether or not you want to quit your job and jump into working full-time on your startup. Until then, there’s plenty of work that you can do part-time.

It comes down to having a plan: plan to work on your startup as a part-time endeavor until it makes sense to make the leap.

Myth #3:  You need to be a programmer to create a startup, or you’re not worth a hell of a lot.

“Since I can’t program, I guess that means no startup for me.”

No, no, no. This one is the biggest lie of them all. Every time I hear this, I want to Frisbee-throw my laptop out the window and into the parked car down the street. I can’t count the number of friends who told me they were learning programming so they could create a startup. Come on, guys.

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Technical people may want you to believe that the value’s in the programming, but think about where the risk lies: what are the odds of being able to program your idea? Basically 100%. What are the odds of being able to find customers? A hell of a lot less.

If you’re the business guy, your job is actually harder than the programmer’s is.

Programming is about 2% of the pie. How about finding customers? How about making sure they even like what you’re making? Management? Raising money? Product concept development? Instead of crying that you can’t program, ask this instead: “do I bring something of value to the table?” For example, are you an expert in your domain? Are you a proven sales / marketing / business development person? If you have that value, you’re on the right track.

The founders of Foursquare, Box.com, and Pandora, for example, were not technical people. Go find some people to help you program (or perhaps be willing to join their venture), and don’t sell out and go “learn to code.”

As a side note, I’m not saying you shouldn’t know about programming or you should never learn it—I’m just saying that you should focus on building and displaying your own value, rather than just pretending to be good at something you’re not.

Myth #4:  90% of businesses will fail within X years, so that means the odds are bad for your startup too.

Businesses fail for a reason, not for a statistic.

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You know that feeling you sometimes get when you walk into a new restaurant?  The “I don’t think this place is going to be around much longer…” feeling, and it fails 2 months later? Do you think that’s an accident? Alternatively, is it because you intuitively sense that there’s something missing?

Along these lines, read this great article about one person’s failure of starting a coffee shop in NYC that proves my point perfectly. Note how they followed their romantic vision of a “cute, quaint” coffee shop without caring about learning how to successfully execute a coffee shop business: it wasn’t by chance that they failed.

You’ll make mistakes, and failure will be a part of the equation. It was for me. But where I was different, was that I was smart enough to know how clueless I was, so I took smart risks, learned, and improved from there.

Rather than worrying about failure, read startup literature, learn, and though that, minimize your chances of failure and bolster your case for success.

So, Stop Making Excuses, and Start Executing!

Featured photo credit:  Businessman sitting at desk via Shutterstock

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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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