Idiotopedia: Entrepreneurs Shouldn't Taking Things Personally

Before I learned how to manage stress, I almost gave up on my entrepreneurship... well, somehow, it still happens right now, especially when I am dealing with many startups that I have incubated. So, let me share thru this short article what I have observed thru my personal experiences. Therefore, there are no negative intentions or bad recommendations here, so please do reflection when building our organizations.

The stressful situations that I had been experiencing almost took me off the path. It's hard not to take everything that's happening in our business personally. However, there's also no limit to how much we can take into our personal life. Because of how much we're focused on building our business, it can be easy to get caught up in the negative effects of people who seem to disregard what we're building.

Let me start from my own story; it's hard to keep track of all the communication and contact details of people who suddenly stop communicating with me. Recently, I was reminded of this phenomenon as I reflected on the various radio walls of silence I've experienced as a roller coaster entrepreneur. While ghosting can be harder than not hearing a "no," rejection reflects how someone values me and respects my decision-making process. On the other hand, failing to receive a response from a potential partner or investor is heartbreaking. It means that my idea was so insignificant that it didn't even warrant an acknowledgment.

I was getting caught up in the negativity loop after a certain event was easy. I might ask myself why the people didn't write back or why my Instagram or LinkedIn post didn't get enough likes (well, such an idiot statement, rite... I am not a celeb!). Sometimes, my stress levels can quickly rise. When I learned how to detach myself from the situation, I could no longer take these inevitable defeats personally. Instead, I would focus on doing other productive work. Well, let me share a bit of experience I learned over time to do exactly that;

• I understood to have empathy for the other person.?

It's easy to look at a situation from our perspective alone without considering what is happening in the person's life on the other end of the exchange. We're all busier than ever. We're all figuring out a way not to be overwhelmed. If we're struggling with an illness or an anxiety attack, consider the person ghosting us. They may not be on top of their inbox or struggling with an illness. Giving fineness and prioritizing our self-care over others can be a lifesaver. Cultivating empathy for one person is a short journey that can be used to improve the lives of others. Empathy is essential in delivering value to those around us in today's workplace.

• Just focus on our positivity.

If we spend too much time focusing on the shortcomings of our venture and not enough on the good things it can do, we'll miss out on everything that makes it unique. For instance, if we're in the process of getting a partner or investor, don't dwell on the rejections or the radio silence. Instead, think about how great it felt to hear that we're getting a chance to work with them. Then, when we hear yes, what did we do differently? I had learned to focus on the moments when I succeeded. This has allowed me to scale my sensation. Be positive; this is not an "only-fan" article!

• Be helpless.

If we're feeling negative about ourselves, try to drop the mask and let go of the negativity. For example, try being more open and honest with us instead of being too proud to accept rejections or setbacks. No matter how hard it is, hearing nothing can be harder than hearing no. It doesn't have to be to ruin our day, week, or month. Instead, being open to hearing no can help us find new opportunities.

But wait, these are all about things we face in startup organizations as leaders, but how about we work for startup organizations? Let's say we are having a hard time finding a great boss; then, we might struggle to reduce the misery the employees are experiencing. However, the best way to deal with this is to find a great boss to help us get where we want to go. Unfortunately, there are many types of bad bosses, and we should avoid being one of them. Well, what different types and what should we do about them?

1. The control freaks.

Some bosses fear their careers will be at risk if a project goes off the rails. This fear might be caused by the fact that they were let go from another job after they missed an important deadline. Well, having a control freak mentality can suffocate us. However, we can take two simple steps to get over this. Working with this type of boss better:

• Well, we must first connect with the boss to feel like they are genuinely interested in our work. From my experience, this can be done by telling them that we share their urgency and that they must be given the necessary time and resources to complete the task, but then action speaks louder.
• Give them project status reports so they can keep track of what's happening in their project cycle. They can also receive daily emails with lists of what's been accomplished and what's next, but some bosses don't read emails.

2. Absolute ghoster.

Another awful boss might be intentionally ignoring us or interested in other things. Regardless of the reason, they will not stop treating us this way. This is why we must act, then how? Well, again, here are other personal experiences of dealing with such a boss;

• It would help if we established structured interactions with our boss at least once a week, got on his calendar, and scheduled a meeting for each session. They should also provide a detailed agenda so we can complete the meeting in 15 minutes or less.
• Use their preferred medium for communication. For example, we can find out if they choose to communicate with us through text, email, or in person. Also, keep track of all the topics we need their input on so we can ask them if they're in the office.
• Before the deadline, get the boss's input on key deliverables. If they've been absent from our work, send them a report a day before it's due so they can give us their feedback. This will make it easier for us to avoid getting fired if our report is poorly received.
• It would also be best to build strong relationships with people in the company who can help us succeed. This will allow us to identify areas of weakness in our boss and improve our perspectives on them (I know somehow easy to tell, but in reality, everything can be the opposite...)

3. The sociopathic bully.

If we have ever worked for a boss who drives their subordinates to tears, we are in the hands of nasty and abusive bully-ers. These types of bosses are known to be incredibly dangerous (and a lot of them out there)

Then how to deal with that situation:

• Every company doesn't want bad bosses. Even the most depraved bosses can be removed from office if the evidence against them is strong enough.
• Please keep a record of the misbehavior of our boss, as well as the dates and times when it occurred (well, not being another psychopath or stalker). It will help us identify the individuals who were hurt. We can ask our colleagues to do the same by forming a peer posse to watch out for the bad boss. They can then record their observations in a form that they can keep.
• To get the evidence against a bad boss, find an ally who is friendly with the individual we want to share it with. If things go well, our boss might be removed, but the bad one might remain. Before we leave, make sure that we have a good resume.

And good bosses can help us improve our skills and reach our goals. But they can also make our bad bosses bearable.

Let's continue to do the right things as startup entrepreneurs; there's been a lot of talk about the recent trend of job candidates ghosting their potential employers. Unfortunately, this practice also creates negative feelings, as some bosses do it themselves. Unfortunately, bosses can sometimes be slow to respond to certain communications and employee requests. For instance, they might experience the stress of meeting the demands of an overwhelming inbox or dealing with the backlog of issues while trying to figure out what to do next.

Some bosses choose to ignore their discomfort by acting immature and irresponsible. They may not know how to resolve a problem or answer an employee's question, so they avoid doing the work required to figure out the solution. Some managers dislike or feel bothered by their subordinates and prefer not to interact with them. Conflict-averse individuals may think it's easier to disappear when they're not arguing with one another.

The distress experienced by ghosted employees is similar to that of lost love in the dating world (experiences will tell the story!). It can have various costs and manifestations. Many of those who have been ghosted believe that something is wrong with them, and their work can be affected.

• Waiting for directions or responses can be very frustrating for employees. They can then feel like they are not being supported properly.
• They may make up their minds or fill in the gaps with their ideas. They may also get carried away and get carried away.
• They tend to comment negatively about other employees, leading to general dissatisfaction and disengagement.
• The person who ghosted their employees can have a negative reputation due to their incompetence and potentially destructive behavior.

If we're not addressing the issues that are affecting the company, then we're not managing. This is the main reason management is all about working through the actions of others. It's hard to be considered a leader if we're known for being weak and waffling. In addition, failure to implement projects and initiatives can lead to the loss of key decisions.

Our team members must be aware of the issues affecting them, and they can be encouraged to let us know immediately. To ensure they're getting the necessary response, start by making an agreement with them that includes a set of reasonable deadlines.

As a boss, we ensure to stay true to our word and provide new information and direction to our employees by the established deadline. Although we don't have to agree with their positions or concerns, we can still address these issues by talking to them about the situation. If there's a situation where we can't control the outcome, we can still stay in touch with them by explaining the situation to them. We don't want to be associated with bad dates, but we also don't want to deal with disgruntled and unhappy people. That's why, instead of avoiding them, show up and speak up.

From my other observation, a shortage of workers and a tight job market have led to a rise in professionals turning silent and canceling contact. Typically associated with online dating, this behavior torments recruiters and forces companies to rethink their hiring processes. But unfortunately, in addition to prolonging the hiring process, the practice also causes companies to lose track of their employees. A job candidate may appear for an interview but then leave without making an appearance. They may also go on to accept a position but never show up for the first day. This behavior is not limited to candidates, as many companies have reported employees who leave without making an appearance.

Then, why do employees ghost? It's a complex question that can be asked to understand the behavior. Various factors can affect this behavior. First, the lower unemployment rate is good news for workers. It means that there are more jobs than unemployed individuals, making it easier for people to find a job they like. One of the main factors that can affect this behavior is the technological changes in how people communicate. With the rise of social media and messaging apps, people have become more likely to establish relationships quickly but lack personal contact.

Many feel they don't need to speak with a boss or recruiter to get the job done. Unfortunately, this is a common sentiment, and it's also caused companies to rethink their approach to hiring. But I have also observed that employers often ghost their employees as well. For instance, if a company had 30 percent of its workforce laid off, the management would have to earn bonuses by hitting certain numbers. Then, on the day of their scheduled induction, employees are notified that they will not be able to enter the building on Monday. This is a severe form of employment, where employees can leave anytime, and employers can fire them anytime. So, what can bosses do to prevent ghosting? (Can someone answer this?)

If we're the victim of ghosting, it's important to remember that it can be a sign that things could get worse or an indication that something could have already ended badly. So regardless of whether we're the employee or the employer, try to move on and find a new match.?

?Well then, since I was a kid, our boss has been the person who taught me how to wait tables, the one who took care of the kids at home where I worked, and the owner of a greasy spoon. Whenever I think about a boss, I recall how much I want to be like them. What behaviors did these individuals display that made me believe they were exceptional leaders?

Most bosses do not operate out of their interests or self-aggrandizement. Instead, they focus on the work and the community at large. Their teams are not afraid of being attacked or punished and are committed to keeping their people focused on doing their best. These types are known to have a sense of humor and can build strong relationships with their subordinates.

Entrepreneurs who successfully reduce fear and risk are known to be incredibly effective at making their people feel valued and included. They know that there's no need to play the Alpha role. This strategy helps employees feel secure and commits them to bring their organization and constituents along. They make it clear that they are committed to doing what's best for the organization. They then look at the big picture to identify areas where they can improve and make changes. Finally, they take responsibility whenever something goes wrong.

As a closing of this article, the first step in becoming a better boss is to know and control ourselves. Of course, this can be done through hard work, but it is also possible. Rather than trying to explain or parade our feelings, try to be conscious of how we're feeling so that we can avoid letting our reactions affect our actions and thoughts. Also, remember that our goal is to be a leader, not our satisfaction. So, if we're feeling over-excited, aggressive, or driven, we're not exaggerating or acting like a child. In addition to managing our behavior, hiring people with the necessary skills to acknowledge and interact with others is also important. For instance, we should hire people capable of self-awareness, empathy, and recognition. We can also inspire our team members by adopting these practices and intentions. Thus, please be positive; stay happy, healthy, and sane.

Carpediem!