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Want to Be an Entrepreneur? Stop Reading and Start Doing

Want to Be an Entrepreneur? Stop Reading and Start Doing

The most common question I get from people interested in startups and entrepreneurship, is this:

I have an idea for a startup… what do I do now?

and while this post isn’t meant to provide a full answer to that question, it is meant to tell you something you should not do that may seem like a good idea.

The number one thing you shouldn’t do once you have an idea for a start-up is nothing. You’ll meet tons of people like this in life, who go around saying “Oh I have this great idea for a company, I just haven’t started on it yet.” They’re what you’d call “wantrepreneurs” who are also likely afraid to tell you what their idea is “because you might steal it” (tell everyone your idea, no one has enough time/energy to steal it and no one cares about it as much as you do).

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The second worst thing you can do once you have an idea is only slightly better than doing nothing, and I call it getting stuck in the “Start-up Nonfiction Vortex.”

Getting trapped in it is easy. We’ve been brought up in a system (institutional education) that values collecting as much information as possible before applying it. That’s why you take four years of college covering a huge number of areas before entering the workforce, instead of entering and figuring it out as you go.

Since we’ve been raised to believe we need to collect tons of information before getting started, we become paralyzed in the face of starting a company, which leads to the belief that we need to do one of two things:

  1. Get a four-year degree in business/entrepreneurship
  2. Read a ton of books

Since spending four years “preparing” seems a lot more daunting than reading some books, it’s natural to choose the later. But in reality they’re both mistakes–the real solution is:

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3. Get started

But more on that later.

The Start-Up Nonfiction Vortex

There are a ton of books out there about starting a business. A huge publishing/authoring business has been built around “wantrepreneurs” reading everything they can get their hands on instead of starting their business. And I have to admit I was one of them. I decided I wanted to start a company last May, and between May and September, I read 39 books all related to entrepreneurship and start-ups.

It might start by going to Amazon and searching for “start a business” or “be an entrepreneur.” Every book you read will lead to new insights into things you never knew before, and the reaction after each will be “whoa, I never knew about this, I better keep reading to make sure there’s nothing else I don’t know.” To quote a friend of mine, when you’re an entrepreneur it’s “like ignorance squared, because you don’t know what you don’t know” so the safest route feels like learning everything.

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It’s a trap though. Without specific things to apply the knowledge to, it will largely be forgotten. We tend to remember random information very poorly when we haven’t applied it or used it in our daily lives, and if you’re reading books while waiting to start your business you’re likely not doing anything with it. This creates two problems:

  1. If you’re taking notes, you don’t actually know what you should be taking notes on
  2. You’re going to have to read it again later when it’s actually relevant

 

Escaping the Vortex

The first startup/entrepreneurial endeavor you try will probably fail. And don’t worry, that’s good news. It means you have nothing to fear, nothing to be ashamed of, and no reason not to start. If you’re an at least decently achieving student or worker then you’re probably unaccustomed to the idea of failure being okay, but in the start-up world it is because even when you fail, you still learned a lot.

That’s why you don’t need the non-fiction vortex. If you simply pick an idea, get some friends, and get started you’ll learn ten times as much in 1/10 the time you would have reading. Since we started our company three months ago, I’ve learned magnitudes more than I did in reading all of those books, and even for the books that did turn out to be useful, I didn’t realize at the time which parts were actually valuable and have had to go back and re-read them.

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Does that mean you shouldn’t read at all? No, of course you should, but I think you could get away with just reading “The Startup Owner’s Manual.” Read it once for a high-level view on what you should think about, then go back and read through it as you apply it to your business. Draw on other books as you run into problems that you need solutions for.

But most importantly–get started. So many people miss out on great opportunities because they’re afraid to take that risk. Don’t fall into the trap of delaying it until you’re “ready” or spending all of your time reading to make it as safe as possible. Just stop reading and start doing. You don’t need to look before you leap.

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Nat Eliason

Writer and Host of Nat Chat

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Last Updated on June 5, 2020

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’s 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; 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 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 and 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. People Respect Leaders; People Fear Bosses

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 Credit

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 the 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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You can learn more about 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 most difficult tasks 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 them.

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 Colleagues; Bosses Are Just Bosses

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

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

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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.

Final Thoughts

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.

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Featured photo credit: Brooke Lark via unsplash.com

Reference

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