Below is an exerpt from my book “Billionaire in Training.” This is a sample of the teachings that I gave at Prairie Meadows on Wednesday, October 24.
So often I meet people who think they’re in business for themselves, and yet by my definition, they’re not. Let me explain. read more
Information: At this first stage being information the entrepreneur needs education in his choice area or interest. “Education” is a broad term that can have many meanings, but it is generally defined as the process of learning and acquiring information.
Entrepreneurship is a system of being self-employ with no breakdown as being condition with the problem, situation or challenges of unemployment in a given system. An entrepreneur is an agent of change.
According to the 2011 EFA Global Monitoring Report, in 2008 there were about 796 million illiterate adults worldwide, more than half of them living in South and West Asia, two thirds being girls and women, and another 67 million school-age children that were out-of-school, of which over 26 million residing in Asia and the Pacific.
As a manager or leader, do you let your people assume more responsibility when they are able? Do you know when that is, or do you keep telling yourself that they aren’t ready yet?
In my travels from organization to organization, I talk with thousands of people every year who want to be treated as “partners” rather than as employees. They want information to flow up as well as down. But, oftentimes, leaders do not want to give up control.
Women of rural communities in India are handicapped by entrenched caste, class and gender hierarchies, ethnic and religious discrimination as well as unequal distribution of resources. Poor women of rural communities adopt many creative strategies to cope with difficult and highly unequal situations. However, programmes taken up by the government for the empowerment of women of rural communities often fail to recognize these.
“Empowerment is an effective approach for improving employee attitudes and work behaviors in a broad range of industries, occupations and geographic regions,” said lead researcher Scott Seibert, professor of management and organizations in University of Iowa’s Tippie College of Business.
According to Seibert, the study results indicate that properly implemented empowerment initiatives can lead to higher job satisfaction, lower turnover and reduced stress among workers. Empowered employees also are more innovative and perform better at their jobs.
If they don’t take the initiative by seeking out new projects and looking for opportunities to share their ideas and suggestions, an organization can become ensnared in old ways of doing things.
But if workplace culture doesn’t encourage employees to be proactive, they likely will not have the courage to take the initiative. A proactive culture rewards employees for taking action without being asked. Employees are expected to take initiative and lead regardless of whether they are in a formal position of authority. Talent managers can foster this environment by sharing employee stories that provide tangible examples of proactive behavior.