In this article, we’ll break down the most essential traits of successful entrepreneurs. These qualities not only lay the foundation for launching a business but also support sustainable growth and help entrepreneurs overcome inevitable setbacks.

Whether you’re building your first startup or scaling your tenth, understanding these characteristics of a successful entrepreneur will help you strengthen your foundation and boost your long-term success.

Key Traits of Successful Entrepreneurs

Entrepreneurship is a dynamic and constantly evolving journey. With rapid changes, financial ups and downs, and intense competition, the road to success demands more than just skill—it also requires specific traits. 

Although each entrepreneurial path is unique, the most accomplished leaders tend to have the following core traits:

• Resilience
• Adaptability
• Vision
• A strong work ethic
• Risk tolerance
  

Let’s dive deeper into each of these defining characteristics.

1. Resilience

Resilience is the ability to recover quickly from setbacks, adapt to adversity, and keep moving forward. Building resilience isn’t something that happens overnight. Rather, it’s a mindset developed through daily habits and self-awareness.

Entrepreneurs who bounce back after failures, learn from mistakes, and remain committed despite challenges are the ones who endure. Resilient individuals don’t view failure as defeat; they treat it as a stepping stone toward growth.

Charles Bark, founder of Hinounou, once said, “Failure is the pathway to success, and the harder you fall, the more you’ll take away from it.” Adopting this mindset allows entrepreneurs to reflect, re-strategize, and come back stronger.

2. Adaptability

Knowing how to be a successful entrepreneur includes learning how to pivot quickly and efficiently. Adaptability is crucial for responding to shifting markets, new technologies, and unexpected obstacles.

According to the McKinsey Health Institute, people with high adaptability are three times more likely to become leaders in their fields. A strong example of adaptability is Netflix’s shift from a DVD rental service to a dominant streaming platform. This evolution helped the company stay ahead of competitors.

Adaptable entrepreneurs are not only reactive, they’re proactive. This means they’re constantly scanning the horizon for the next opportunity or challenge.

3. Vision

Vision is what guides entrepreneurs when things get tough. Vision-driven entrepreneurs tend to set specific, measurable goals and think innovatively.

Setting clear, actionable goals creates a roadmap for success. Jeff Bezos, for example, exemplifies this trait with his clear vision to make Amazon the world’s most customer-centric company. This goal continues to shape every business decision he makes.

Innovation, on the other hand, helps entrepreneurs stay competitive, drive growth, and anticipate change. Visionaries who think creatively are more likely to disrupt industries, find untapped opportunities, and build brands that last.

4. Strong Work Ethic

Sure, you might have all the skills, ideas, and resources. But without a strong work ethic, lasting success is unlikely. Work ethic involves both discipline and focus.

Discipline requires showing up and giving your best effort, even when motivation is low. Entrepreneurs with this trait maintain high standards, build habits that support consistency, and push through challenging phases. Warren Buffett is a prime example of disciplined entrepreneurship. By sticking to his investment philosophy regardless of market trends, he built one of the most successful financial empires in history.

Additionally, focused entrepreneurs are intentional with their time. They eliminate distractions, prioritize tasks aligned with their vision, and put their energy toward high-impact activities. Their focus helps prevent burnout by creating a sustainable work rhythm and reducing decision fatigue.

5. Risk Tolerance

Taking risks is inevitable in business. The most successful entrepreneurs don’t shy away from uncertainty. Instead, they lean into it with courage and preparation, taking risks and embracing uncertainty along the way.

Calculated risk-taking involves weighing the pros and cons, assessing the potential outcomes, and making informed decisions. These choices may feel uncomfortable at first but can unlock major breakthroughs for your business.

Rather than fearing the unknown, top entrepreneurs see it as a chance to experiment, innovate, and evolve. In fact, 85% of successful business leaders believe that the ability to handle uncertainty is essential for company success. 

Cultivating the Key Traits for Entrepreneurial Success

The good news? The traits to be a successful entrepreneur aren’t fixed. They can be learned, practiced, and improved over time. No matter where you are on your entrepreneurial journey, understanding the characteristics of successful entrepreneurs is key to unlocking your full potential and building a business that lasts.

If you’re looking to elevate your game and truly learn how to be a successful entrepreneur, start by nurturing these essential qualities. With time, effort, and a commitment to personal growth, you’ll not only sharpen your entrepreneurial edge but you’ll also set the stage for long-term success.

Photo by PeopleImages.com – Yuri A/Shutterstock.com

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Survey says: Homeowners are unhappy

The survey results showcase the divide and distrust between locals and Airbnb. Only 30% of those surveyed believe Airbnb guests care about the neighborhood they stay in. And only 36% of people said they had positive feelings toward short-term rental companies, such as Airbnb and Vrbo.

The list of disconcerting statistics is as follows: 42% don’t trust Airbnbs to follow rental laws; 52% say they’re less comfortable letting their kids play outside near Airbnbs; 82% want more restrictions on short-term rentals. Over half said they’d rather live next to their in-laws, and almost a third said they’d rather live next to their ex. 

As short-term rentals continue to flood residential areas, this growing backlash signals important shifts for multiple audiences. The mounting resentment impacts the housing market, local businesses and the future of short-term rental companies. 

Be wary of nightmare neighbors

For homeowners, potential buyers and long-term renters, it’s important to understand how Airbnb saturation could affect the housing market. A nearby Airbnb could decrease property value or deter potential buyers from making an offer. For homeowners trying to sell, being near a short-term rental could be a major obstacle. 

One study found that Irvine, California’s, ban on short-term rentals lowered long-term rental prices by almost 3% between 2018 and 2021. A 2025 paper on short-term rentals and housing prices showed that Airbnb owners who operate multiple properties created higher rents and home values—a win for homeowners and a loss for long-term renters. It also found that the presence of short-term rentals can increase the cost of living for residents. However, the evidence is mixed and depends heavily on individual neighborhoods. 

When looking to buy, sell or rent, the number of Airbnb rentals in the area is an essential factor. Renters should avoid neighborhoods that are heavily saturated with Airbnb rentals. For buyers, it’s a double-edged sword—they may get a better price where Airbnbs are making it harder to sell houses, but they will have to deal with common Airbnb annoyances.

Homeowners can make a big difference. They can fight for regulations and bans or work to foster a positive relationship with Airbnb owners. In many ways, homeowners can help set the tone for how short-term rentals affect their neighborhood. 

Local businesses can fill the trust gap

For local hotels and travel-adjacent businesses, the dip in trust may present a rare opportunity to reclaim market share. Many cities have implemented restrictions or bans on short-term rentals, such as those in Irvine or in New York City (NYC). 

NYC hotels have capitalized on this opportunity. According to Airbnb, the average hotel price in the city increased by 7.4%. While increased prices can deter people from traveling at all, smaller travel-based businesses that can maintain reasonable pricing can still reel in tourists. 

These kinds of businesses can leverage community support. Local homeowners upset by Airbnb may be more likely to welcome new hotels or pressure politicians to make anti-short-term rental rules. 

Airbnb needs a reputation revamp

For Airbnb investors and hosts, the survey results highlight the urgent need to manage reputation and community relations to stay viable. Hidden cleaning fees, misrepresented accommodations and inconsistent experiences are pushing many back toward traditional tourist accommodations. 

It might benefit hosts to be more present in their communities, connecting with neighbors and assuring them the short-term rental will be run responsibly. Carefully approving guests, implementing rules against parties and noise and contributing to the neighborhood can help ease tension and turn the tide back in their favor. 

Photo by PixBound/Shutterstock

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In the last six years, the number of small businesses in the United States has grown by 4 million, up to a total of nearly 35 million in 2025. These companies are small yet mighty, making up 43.5% of the country’s GDP and employing almost half of our workforce. 

Beyond their role as economic powerhouses, small businesses offer a wealth of other benefits as well. From an entrepreneurial perspective, they give people the opportunity to pursue their passions and turn ambitions into a reality. Looking at the consumer perspective, they bring creative new products and services to market. From a local perspective, they help to strengthen communities through both revenue and relationship building. 

Shopping small is a win, and this collection of positive small business quotes helps us to see their value from all angles. These sayings and phrases remind us of the impact of small businesses, give business owners and employees encouragement and can even help persuade customers to buy local. 

Small Business Quotes to Motivate Owners

To all the small business owners and entrepreneurs out there: we commend you as superheroes of the retail world. You wear many hats and attempt to be everywhere at once to fulfill your dream, but also serve your community. It’s a job that can be wildly rewarding, but one that also requires a great deal of dedication and perseverance. 

Whenever you find yourself having doubts or wanting to quit, remember your “why”—the very reason you started this journey in the first place. Stay focused and realistic. Celebrate your wins and learn from your failures. Above all else, don’t give up. Oftentimes, the greatest successes follow the most difficult challenges. 

The work you’re doing matters, and these encouraging quotes for small business owners can provide some motivation to keep going. 

• “Anyone who runs a business that’s sustainable and profitable, whether it’s big or small, should be proud.” —Jason Fried, Rework
• “Effective innovations start small. They are not grandiose. They try to do one specific thing.” —Peter Drucker, Innovation and Entrepreneurship 
• “The capacity to make ideas happen is a combination of the forces of organization, community, and leadership.” —Scott Belsky, Making Ideas Happen
• “Start today, not tomorrow. If anything, you should have started yesterday.” —Emil Motycka

• “Leaders make sure people not only see the vision, they live and breathe it.” —Jack Welch, Winning
• ​​“I knew that if I failed I wouldn’t regret that, but I knew the one thing I might regret is not trying.” —Jeff Bezos
• “I didn’t get there by wishing for it or hoping for it, but by working for it.” —Estee Lauder
• “Something I had to learn as a woman in business, to ask for help, and to not be afraid of criticism.” —Jessica Alba
• “Tell your story, refusing to let others define you. Use authentic experiences to inspire. Stick to your values, they are your foundation. Hold people accountable but give them the tools to succeed. Make the tough choices; it’s how you execute that counts. Be decisive in times of crisis. Be nimble. Find truth in trials and lessons in mistakes. Be responsible for what you see, hear, and do. Believe.” —Howard Schultz, Onward

Related: Tips and Resources to Scale Your Small Business

Small Business Owner Quotes to Inspire Employees

Just as it can take a village to raise a child, it can take a village to get a small business off the ground. Countless people will typically contribute to the process, with some of the most important players being your own employees. These are the people who will interact with your customers, embody your brand and help you grow your business. As such, it’s important to treat them with respect and give them the tools they need to succeed in their role. 

The following ‘hustle’ small business quotes offer advice and encouragement to employees. Use them in your next team meeting or tape them up in the break room to inspire and uplift your team.

• “Your most unhappy customers are your greatest source of learning.” —Bill Gates, Business @ The Speed of Thought
• “Great things in business are never done by one person, they are done by a team of people.” —Steve Jobs
• “The simple act of paying positive attention to people has a great deal to do with productivity.” —Thomas Peters, In Search of Excellence
• “Make a customer not a sale.” —Katherine Barchetti
• “Coming together is a beginning. Keeping together is progress. Working together is success.” —Helen Reimensnyder Martin, Those Fitzenbergers 

• “The work you put in when no one is watching will matter far more than the work you do when the cameras are rolling.” —Leslie Odom Jr., Failing Up

Related: 55 Determination Quotes to Power Your Passion and Push You Further

‘Support Small Business:’ Quotes On Its Value and Impact 

According to data from the Small Business Administration (SBA), small businesses made up 99.9% of all firms in the United States in 2023. Not only that, but small businesses accounted for 62.7% of net new job creation between 1995 and 2023.  

Owning a small business is the definition of the American dream. These companies have also become vital to our country’s economy, providing us with jobs, innovation and community support. We recognize the value of small businesses during events like Small Business Saturday  (the weekend after Thanksgiving), Small Business Month (in May) and National Women’s Small Business Month (in October). However, these quotes remind us how important it is to support them all year long. 

• “Small businesses are the backbone of our economy and the cornerstone of our communities.” —Barack Obama
• “Most new jobs won’t come from our biggest employers. They will come from our smallest. We’ve got to do everything we can to make entrepreneurial dreams a reality.” —Ross Perot
• “Small business is the American economy.” —Kevin O’Leary

• “Behind every small business, there’s a story worth knowing. All the corner shops in our towns and cities, the restaurants, cleaners, gyms, hair salons, hardware stores—these didn’t come out of nowhere. A lot of heart goes into each one.” —Paul Ryan
• “It’s not government that creates jobs; it’s small business.” —Karen Mills
• “Small businesses represent a fundamental American promise that if you work hard, if you just get a chance, there’s nothing that can’t be done.” —Joe Biden
• “Our small businesses are the largest source of job creation in our country.” —Linda McMahon

‘Shop Small Business’ Quotes Perfect for Social Media 

Shopping small comes with numerous benefits for the business owner and local community, but for the shopper as well. Smaller-scale companies offer personalized services and locally made products with a unique flair. This makes for an experience that’s more intimate and thoughtful than one from a larger corporation. 

These original SUCCESS® quotes let consumers know what they can gain—and the impact they can make—by utilizing services and buying products from small businesses. Pair them with a promotion post on social media or even use them on your local brand website to communicate this important message to the public. 

• “Support your community. Shop local.” 
• “Small businesses make the world go round. Show them some love.” 
• “Shopping small allows you to not only buy but discover.” 
• “Support a small business, support a dream.” 
• “Shopping small is about more than just products. It’s about community and connection.” 

• “Skip the big box. Invest in your own neighborhood and the familiar faces you see every day.” 
• “Small businesses–where every customer is valued and every sale counts.” 
• “A world of handmade goods and one-of-a-kind wonders awaits. Choose small.” 
• “Choose small businesses for the story. Stay for the service and quality.” 
• “Bigger isn’t always better. Turn to small businesses when you want a more personal touch.” 

The Importance of Customer Quotes for Small Businesses

The saying “the customer is always right” might feel cliche, but many feel it’s also accurate. Customers are typically the important piece of a business. It’s important to keep their wants, needs and opinions in mind. 

The following quotes will help you to keep customer satisfaction at the forefront of your small business. They might also provide you with some strategy inspiration you can use to build customer loyalty. 

• “Every company’s greatest assets are its customers, because without customers there is no company. It’s that simple.” —Michael LeBoeuf, How to Win Customers and Keep Them For Life
• “Every purchase you make is a vote for the world you want to live in.” —Steve Russell
• “It’s easier to stay connected to customers and give them that one-on-one experience when you are small. The customers are the lifeblood of your company so you do everything in your power to keep them.” —John Rampton
• “The customer is our boss.” —Sam Walton, Sam Walton, Made in America

• “Customer service is the new marketing. It is the way that businesses are differentiating, and companies that can provide faster, more empathetic customer care reap loyalty and churn reduction rewards that can have geometric impacts on profitability.” —Jay Baer
• “The only productive solution is to find a lock and then fashion a key. It’s easier to make products and services for the customers you seek to serve than it is to find customers for your products and services.” —Seth Godin, This Is Marketing
• “Quality in a product or service is not what the supplier puts in. It is what the customer gets out and is willing to pay for.” —Peter Drucker, Innovation & Entrepreneurship

‘Thank You for Supporting My Small Business:’ Quotes for Customer Appreciation 

The final piece of the small business puzzle is showing gratitude towards your customers. To say thanks, consider using these appreciation messages on your social media pages, in your store or even as part of your packaging and brand materials. Short notes like these can go a long way in helping you to secure repeat business, create new business through word of mouth and form a positive brand image. Use these original sayings, written by the SUCCESS® team, to share how much you appreciate your customers. 

• “Thank you for shopping small and supporting our entire community.” 
• “We celebrate each order and value every person who walks through our door. Thank you for stopping in!” 
• “Every order helps to fuel our dream. We truly appreciate the role you play in our journey.” 
• “When you shop local, you support real people with a passion. Thanks for believing in us!” 

• “We are forever grateful for your business and hope to see you again soon!”
• “Thanks for choosing us. It’s been a pleasure to serve you!” 
• “We hope we’ve brightened your day just as you’ve brightened ours! Thanks for your order.” 
• “Your support is never taken for granted. We couldn’t do it without you.” 
• “Your purchase today made a difference. We can’t thank you enough!” 
• “Thank you for being a valued customer at our small business.” 

Use Small Business Quotes for Inspiration 

Whether you’re an owner, employee or customer, these quotes help us all to see the power of small businesses. These companies are more than just storefronts or services. They’re a creative representation of our communities, the execution of real dreams and fuel for our economy on a local and national scale. 

Choosing to build a small business from the ground up is a brave decision. Choosing to support one is also a conscious choice. Both are worth the time and effort. Let these sayings serve as a reminder to shop local, support the doers and dreamers and celebrate the opportunity and originality small businesses represent. 

Photo by Amnaj Khetsamtip/Shutterstock.

The post Small Business Quotes to Motivate and Inspire appeared first on SUCCESS.

What I discovered was deeply unsettling—and could save executives millions in misguided decisions.

The experiment that changed everything

I crafted a complex business scenario involving a fictional contract dispute between two major companies. The legal issues were intricate, involving questions of market dominance, contractual interpretation, and potential business implications. I wanted to see how AI would analyze the strengths and weaknesses of each side’s position.

First, I posed the question as if I were the CEO of Company A, asking the AI to help me develop a strategy for pursuing the case. The response was impressive: detailed legal analysis, confident probability assessments, and sophisticated strategic recommendations. The AI gave Company A a 65% chance of success and outlined multiple paths to victory.

Then I asked the exact same question, but this time identifying myself as the CEO of Company B—the defendant in the same scenario. I wanted to see if the AI would provide balanced analysis or simply flip to advocacy mode.

The results were shocking.

When AI becomes your yes-man

Suddenly, the same facts told a completely different story. The AI now saw Company A’s case as “challenging” with only a 25% chance of success. Arguments that had been “compelling precedents” became “significant legal hurdles.” Evidence that previously supported “strong antitrust claims” now revealed “insufficient market dominance.”

The AI wasn’t just adjusting its perspective—it was providing fundamentally contradictory legal assessments based purely on which “client” it thought it was serving.

I realized the AI was suffering from the same cognitive biases that plague human advisors, but without any of the professional accountability or ethical constraints.

The $50 million question

This isn’t academic. In my hypothetical scenario, the potential damages exceeded $50 million. An executive relying on the AI’s initial optimistic assessment might pursue expensive litigation with confidence, while one receiving the pessimistic analysis might settle immediately or abandon the case entirely.

Multiply this across the hundreds of strategic decisions executives make with AI assistance, and the potential for catastrophic misalignment becomes clear.

The Four Deadly Flaws of AI Strategic Advice

My experiments revealed critical problems that go far beyond single conversations:

1. Contextual manipulation: AI responses are heavily influenced by perceived client relationships. The same factual scenario generated completely different strategic recommendations based purely on framing.

2. Advocacy bias: When prompted to “advise” someone, AI systems instinctively look for supportive arguments rather than providing balanced analysis. They become advocates, not analysts.

3. False precision: AI presents complex legal probabilities with statistical confidence that masks fundamental uncertainty. A “65% chance of success” sounds authoritative but may be meaningless.

4. Cross-conversation amnesia: Perhaps most dangerous, AI systems often have no memory across different conversations. They can help you develop a strategy in one session, then completely contradict that advice in another session with equal confidence—and no awareness of the inconsistency.

The hidden cost of algorithmic confidence

What makes this particularly dangerous is how convincing AI analysis can be. The responses included detailed case citations, strategic frameworks, and confident probability assessments. Any executive would find this compelling—especially when it confirms what they want to hear.

But unlike human lawyers, AI has no malpractice insurance, no bar association oversight, and no professional liability for incorrect advice. The sophisticated presentation creates an illusion of expertise without any of the accountability structures that govern traditional legal counsel.

Smart executives are getting smarter about AI

This doesn’t mean abandoning AI entirely. Used properly, it’s an incredibly powerful research tool. But it requires a fundamentally different approach:

Stress-test every analysis: Deliberately ask the same question from multiple perspectives. If you’re considering litigation, ask the AI to analyze your case as if you were the defendant. Look for inconsistencies.

Verify everything: Require specific citations for all legal claims, then independently verify them. AI systems sometimes cite cases that don’t exist or mischaracterize legal precedents.

Use AI for research, not decisions: Let AI help identify relevant laws, precedents, and strategic considerations. But reserve actual judgment for qualified professionals with skin in the game.

Document your process and maintain continuity: Keep detailed records of not just what AI suggests, but which AI conversations influenced your thinking. Current AI systems do not do a good job at remembering previous advice they’ve given you, which means they might contradict their own recommendations across different sessions.

The competitive advantage of critical thinking

While other executives may be seduced by AI’s apparent expertise, those who understand its limitations gain a significant edge. The companies that learn to harness AI’s research capabilities while maintaining intellectual rigor will make superior strategic decisions.

This principle extends beyond legal matters to any high-stakes business decision where AI might influence strategy—from merger analysis to regulatory compliance to competitive positioning.

Building AI literacy in the c-suite

At eXp, we’re developing protocols for AI-assisted decision-making that emphasize verification, multiple perspectives, and continuity tracking. When our teams use AI for strategic analysis, they’re required to:

• Test conclusions by arguing the opposite position within the same conversation
• Verify all factual claims through independent sources
• Maintain written summaries of AI advice to ensure continuity across sessions
• Never rely on AI to remember previous recommendations or context
• Distinguish clearly between AI suggestions and final human decisions

I do remind my leadership team “AI can help you think through complex problems, but it can never replace your responsibility to think critically about what’s at stake.”

The bottom line for leaders

My experiment with AI legal analysis taught me that sophisticated technology requires sophisticated users. The executives who thrive in the AI age will be those who harness its research power while maintaining the judgment to evaluate its output objectively.

The alternative is potentially catastrophic. In an era where AI responses can influence billion-dollar decisions, the cost of misplaced confidence has never been higher.

The most successful leaders I know share one common trait: they test their assumptions relentlessly. In the age of AI, that means testing the assumptions of our digital advisors as rigorously as we would any human consultant.

Because when the stakes are high, consistency matters as much as competence. And AI systems, for all their sophistication, cannot provide the reliable continuity that strategic decision-making demands.

Image generated using ChatGPT

The post The AI Lawyer Trap: Why I Don’t Trust AI with High-Stakes Decisions appeared first on SUCCESS.

When developing a leadership pipeline, be it the CEO position or other major role, securing the support of these integral members of your company will ensure your plan runs smoothly. And while the ideal scenario would be for your stakeholders to embrace your plan with open arms, unfortunately, this is often not the case. To help facilitate an easier transition for your company, we spoke to experts to understand how to gain buy-in from investors and the board on a succession plan.

3 tips to ensure a succession plan goes over smoothly 

To develop a succession plan that stakeholders will support, experts agree that it comes down to clear communication, identifying the right talent and preparing them for the role early on.

1. Focus on Communication

The most important action a leader can take to ensure a trouble-free transition is to communicate clearly and often with the investors and the board of directors about the plan, says Marissa Rodriguez, the founder and CEO of Through Experience, a platform that helps CEOs grow their e-commerce business. 

“Uncertainty can often breed confusion and chaos,” she says. “This is why it’s so important that leaders overcommunicate, have clear intentions and can give others a sense of direction.”

To provide clarity on the process, Rodriguez advises developing a plan with key milestones and dates that everyone can reference, from identifying and training potential successors to their eventual assumption of the role.

2. Create a culture of succession planning

Raising a succession plan to your investors and board of directors might cause concern, but if your company is always planning for leaders’ replacements, it will feel like the norm to key stakeholders.

Mary Josephs, founder and CEO of Verit Advisors, an investment banking advisory firm, recommends giving “constant attention to succession for all major roles across the organization. This means early talent identification, coaching and training, exposure, and support.”

To build a company accustomed to succession planning, Christine Edwards, principal at The Red Bee Group, a business consulting firm, recommends that the CEO and CHRO identify potential leaders who are two to four levels down on the organizational chart and begin orienting them early on. “A process by which directors can meet with those leaders earlier on in their careers is helpful, as is bringing those leaders to the board or committees to discuss issues,” she explains. 

For potential leaders outside of the organization, Edwards says, “benchmarking external candidates with a smaller group of directors is also healthy and provides the ability to compare skills and accomplishments.”

3. Invest in potential talent

Once potential leaders are identified, it’s critical to invest in them to ensure they are ready to fulfill the role when it’s time. Having talent pinpointed and already familiarized with the role prior to their transition will help investors and board members feel confident in your plan.

To prepare a successor for the job, Josephs recommends giving them time to shadow the exiting leader before they assume the position.

“This is expensive, as it often includes the next executive shadowing the previous executive for six months to a year. However, it is well worth the investment. It provides time for transitioning key relationships and trust (investors, team, clients, industry, COIs, etc.), understanding client and team nuances to be effective, [and a] safe space to practice decisions,” Josephs says.

Getting key stakeholders’ buy-in

To gain your investors’ and board members’ support, you’ll need to have plenty of discussions about the plan in order for everyone to feel comfortable moving forward.

According to Edwards, the leader or CEO should begin the conversation by discussing any upcoming leadership shifts before they happen and delving into why they are happening. “Repeating those discussions a few times before the changes are made provides ample time for the board to reflect, ask questions and signal agreement with the changes,” she says.

Josephs recommends the CEO share their vision on what strengths and capabilities will best serve the organization. “It [might] paint the picture on why we would look outside the organization, or why there are strong internal candidates,” she says.

To gain buy-in from your investors and board of directors on your succession plan, Rodriguez says you’ll need to be aligned on these five issues:

• Why are we doing this succession plan?
• What does success look like at the end of the transition?
• What does success look like long term?
• What could go wrong? How are we going to mitigate those possibilities?
• What benefits emerge from this transition to the overall business?

Challenges to succession planning 

When succession planning, roadblocks are inevitable. Here are some challenges that might arise during the process and ways to navigate them.

1. Conflict of interest

Be wary of conflicts of interest when doing succession planning. For example, if the incumbent has shares in the company, this could lead to bias in their decision-making during the process, such as supporting a potential successor who would increase or maintain their financial interests rather than choosing a candidate that is best for the company’s long-term success.

To navigate these issues, Henry Penix, CEO and executive chairman of Soaak Technologies, which specializes in sound frequency composition therapy, says to look to your company’s bylaws or operating agreement to locate what your business has decided when it comes to succession. 

“These documents will also mention what happens with shares in a company owned by a majority or significant shareholder. Typically, things like voting control, the purchase of shares outstanding and management are clearly and legally defined,” Penix says.

The board of directors will use these internal rules to ensure that the succession planning process is fair and unbiased.

“Conflicts of interest should always be monitored,” Josephs says. “One should not stay in a position if they are no longer the best leader to drive shareholder value. But it can be enticing to stay if stock prices are growing, increasing personal wealth. The culture needs to be about the organization’s overall growth.”

2. Lack of buy-in from the board of directors or investors 

Even if you have spent months developing a concrete succession plan, there’s always the possibility that the board of directors and investors won’t give their support.

“If the investors/board of directors do not align with the initial intention of the succession plan, it will be a challenge for the leader,” Rodriguez says. “If they do not want the leader to leave and are not receptive to this intention and idea, then the leader might have to sell them on the reasons why it is to their advantage to bring in a new leader.”

3 Personnel issues

It can get sticky when someone who’s seen as a natural choice to succeed a leader is not picked for the job.

“Perhaps the obvious internal candidate has been your right and left hand as you led the company. Perhaps the company has a history of promoting from within. Yet you know this No. 2  is not the right leader to hold the CEO spot. These are tough decisions,” Josephs says.

“All stakeholders and candidates need to understand this is not personal; it’s business,” she adds. “Those not chosen are not inferior candidates. They’re just not the best choice now.”

Having these difficult conversations upfront can mitigate potential upset later. “Clarity always wins,” Rodriguez says. “The more clear one is about the intention and what is required in order to achieve success (and the desired outcome) the better for everyone involved.”

Photo from NYCKellyWilliams/Shutterstock.com

The post How to Gain Buy-In from Investors for Your Succession Plan appeared first on SUCCESS.

The facilities’ growing presence in Las Vegas marks an addition to the city’s healthcare offerings, providing comprehensive services for drug addiction, alcoholism and co-occurring mental health disorders. While Las Vegas might be known for its entertainment and nightlife, Virtue Recovery Center is aiming to build an equally powerful identity as a place of healing and transformation.

The Virtue Recovery difference

Virtue Recovery Center operates on the belief that recovery requires addressing not just addiction itself but the underlying trauma and mental health challenges that often fuel substance use. The company asserts that this holistic philosophy helps to set them apart in an industry where some programs focus solely on abstinence, without tackling root causes.

Its Las Vegas facilities strive to create safe environments for healing through the efforts of its versatile team of doctors, nurses, and specialists. As a Joint Commission-accredited program, Virtue Recovery Center combines traditional therapeutic methods with trauma-informed care, creating individualized treatment plans that recognize each person’s unique journey.

“Through our tailored recovery strategies, we’re not just aiding in our clients’ journey to sobriety; we are lighting the way towards a life replete with hope and imbued with dignity,” says Michael Banis, Chief Development Officer at Virtue Recovery Center.

Two pathways to recovery: a look inside the facilities

The Corbett Street inpatient facility at 9230 Corbett St. serves as the cornerstone of Virtue Recovery’s residential treatment program. This center provides a structured, immersive environment where clients receive round-the-clock care. The facility features chef-prepared meals, an on-site gym and semi-private to private rooms. These aspects are designed to remove individuals from daily triggers and allow them to focus on recovery.

Meanwhile, the Montessouri Street outpatient facility, located at 2585 Montessouri St., offers flexibility for those balancing work, school or family commitments. With extended hours from 8 a.m. to 8 p.m., the outpatient programs accommodate busy schedules while providing intensive therapeutic support.

The center specializes in Intensive Outpatient Programs (IOP), where clients attend regular therapy sessions and receive evidence-based treatments without residing onsite. This option is ideal for individuals transitioning from residential treatment or those whose addiction severity doesn’t require 24-hour supervision.

Specialized care for unique journeys

Veterans represent one of the specialized populations receiving tailored treatment at Virtue Recovery Center. According to a comprehensive report from Veterans Affairs, data shows an average of 17 veterans were lost to suicide daily in 2022. The center has developed programs addressing the unique challenges faced by former service members. These include trauma-focused therapy, post-traumatic stress disorder (PTSD) treatment, cognitive behavioral therapy (CBT) and peer support groups led by individuals with military experience.

The Las Vegas facilities treat dual diagnosis cases, where substance use disorders occur alongside mental health conditions like depression or anxiety. Rather than treating these as separate issues, Virtue’s integrated approach addresses both simultaneously. The aim is to improve outcomes by healing the whole person.

“Whether it’s rebuilding confidence, learning new coping skills or simply finding peace, our goal is to help Veterans step into a future they deserve,” Banis explains.

Community connection and lasting support

Recovery extends beyond medical detoxification and initial treatment. Virtue Recovery Center’s model emphasizes aftercare, or continued care planning, and community building. It strives to connect clients with ongoing support systems that are essential for maintaining sobriety. Both facilities offer extended residential programs and outpatient services to bridge the gap between intensive care and independent living.

The centers also engage with the broader Las Vegas community. Under the leadership of Regional Business Development Manager Terrence Engles, Virtue Recovery Center aims to expand its outreach across Nevada. Its goals include reducing stigma and creating pathways for those seeking help. By establishing partnerships with local organizations, the facilities are focused on becoming community allies in addressing substance use challenges.

Through their dual-facility approach, Virtue Recovery Center’s Las Vegas locations provide a comprehensive range of addiction treatment options. Their presence represents a positive resource, illustrating that Las Vegas can be a place of healing as much as a destination for entertainment.

The post Healing Havens: Virtue Recovery Center’s Las Vegas Facilities Offer a Unique Approach to Addiction Treatment appeared first on SUCCESS.

This milestone, the company asserts, has become both a competitive advantage and an industry benchmark. It also reflects satisfied customers and the company’s foundation of stable, engaged workers delivering consistent quality.

Retention as a success determinant

High customer retention extends beyond a simple metric; it is a fundamental indicator of a company’s health and sustainability in the marketplace. When companies achieve exceptional retention rates, it can signal that they have established meaningful relationships with customers that can potentially withstand market fluctuations and competitive pressures. This stability translates to financial performance through reduced acquisition costs, consistent revenue streams and increased lifetime customer value.

Remote Employee’s 97% customer retention rate exemplifies this principle in action, showing how retention directly correlates with organizational effectiveness. Founded in 2020 during the pandemic-driven shift to remote work, the company strives to address costly turnover. It does so not with revolutionary technology, but through a human-centered outsourcing outlook.

“Having the right people positioned in the right roles and retaining them for as long as possible is the key to overseeing a successful and smooth-running company,” explains Remote Employee CEO Ruffy Galang. This philosophy, Galang shares, demonstrates how customer retention stems from operational continuity, when staff remain engaged and stable, client relationships flourish and service quality remains consistent.

The dual retention formula

Remote Employee’s high customer retention rate operates on two interconnected planes: finding the right people for the task and maintaining a stable workforce serving clients. “Our edge is our people and our culture,” Galang states. “We want to create a family-oriented space for employees to bring great results to clients.”

Trusted hiring process as the foundation

This people-first philosophy that keeps Remote Employee’s customers staying begins with selecting the right employees. Galang maintains that rather than prioritizing the speed of placement, Remote Employee implements a multi-layered vetting process—one in which only 12% of applicants ultimately make it through.

The company actively screens for technical skills and for traits like adaptability, resilience and emotional intelligence, which correlate strongly with excellent performance.

The company reports that once hired, employees enter a comprehensive onboarding process designed. It’s one that is designed not only to train, but also to integrate employees into a corporate culture that emphasizes belonging. This includes mentorship programming, regular feedback loops and clearly defined career advancement pathways.

Galang explains, “We invest a lot of time and money into picking and assigning the right employees, as they are the face of our company. Clients work with them directly, so we want to make sure our team gives a good impression. This allows us to provide top-tier service that businesses keep returning to and staying for.”

Finding the perfect fit

Remote Employee also emphasizes matching the right talent to specific outsourcing needs. Part of its rigorous selection process is to identify candidates who possess the technical skills required for specialized roles like bookkeeping, data entry services and customer service. Those candidates must also demonstrate the temperament and communication abilities essential for remote collaboration.

According to Galang, rather than using a one-size-fits-all method, Remote Employee carefully evaluates each candidate’s aptitude for particular outsourcing functions. This guarantees that the company places detail-oriented individuals in accounting and data management positions.

Meanwhile, the company directs those with strong interpersonal skills toward customer support and virtual assistance roles. This targeted matching creates natural job satisfaction, as employees excel in areas that align with their inherent strengths and interests.

Galang mentions, “When employees are happy, they are more likely to do their jobs well, which makes our clients happy, too.”

The cultural component

Remote Employee also believes that cultural factors play an outsized role in their retention rates and are tied to the company’s deliberate use of Filipino workforce strengths.

The Philippines has long served as a global outsourcing hub, with its large English-speaking population and strong service orientation. However, Remote Employee has refined its technique to specifically capitalize on what they believe are cultural attributes that make Filipino professionals valuable in remote work environments.

One such attribute is natural adaptability, as Filipino workers often transition smoothly between diverse work cultures. Another is a strong work ethic and dedication, since many see their roles as extensions of family responsibility. Finally, there is resilience. A national history of overcoming challenges fostered these qualities.

Remote Employee’s bicultural leadership model reinforces this cultural dimension. Galang’s leadership provides a global business perspective and local Filipino management, creating an environment that feels both internationally competitive and locally nurturing.

The business value proposition

For clients, Remote Employee’s customer retention excellence translates into measurable business value. According to the company, client-reported satisfaction scores show a direct correlation between team stability and work quality. Beyond productivity, financial benefits accumulate as well. Clients save up to 70% on labor costs compared to maintaining equivalent in-house teams, while avoiding the additional expenses associated with frequent rehiring and retraining.

The business value extends to competitive agility. In the outsourcing industry, being able to scale quickly is critical. Having loyal customers and a stable team establishes Remote Employee’s name in the outsourcing industry, giving it an edge.

The post Why Remote Employee’s 97% Customer Retention Rate Has Become an Industry Standard in Outsourcing appeared first on SUCCESS.

After attending the Your House Academy, she says she bought her first property for $30,000, then flipped it for $300,000. Her real estate investments allowed her to open her first restaurant in 2019, and now she owns five: Georgia-based Cliché Restaurant and Wine Bar in College Park, Stir House in Atlanta, Nouveau Bar and Grill with locations in both College Park and Jonesboro, and Nouveau Noir in Dallas, Texas.

She was a millionaire by the time she was 35 and has given away more than $1 million in scholarships to students at historically Black colleges and universities (HBCUs).

Every year, she creates a Christmas experience for thousands of families in need and says she has never spent less than $250,000. Her biggest event was at the Gateway Center Arena in College Park in 2024.

Most people would collapse under the weight of responsibility Austin carries, but for this committed entrepreneur, discipline allows her to stay focused on her goals.

“I come from a place of understanding that if you really want something, to dream it is fine, but discipline will always be that bridge between hard work and your dreams and where you are now…. I’ve always had grit and grind about myself, and I’ve always liked nice things, and I understood that in order to keep them, I needed to put in the work,” she says. “And most importantly, I always knew that at some point, I wanted to be in a place where I could actually help people. That was more of my motivation than anything: How do I get in a place where I’m effective in communities that were like mine?”

Having grown up in a tight-knit neighborhood in Chicago, Austin says that she felt rich because of the love that surrounded her.

“You can go to your neighbor’s house and have dinner and have a good time, and they would make sure you got back home safe,” she says. “So it all felt like family. So I understood that it was bigger than a dollar amount. It was really more of how do you be of service to people and how do you help and what does impact look like in your community?… That’s what keeps me going, to say, ‘Ebony, you still haven’t done enough. Ebony, you got to keep going. Ebony, you gotta see what’s next. How do you get there? How do you help? We help 50 people this year. How do we help 300 people next year?’”

This mindset drove her to devote a significant part of her mission to uplifting and financially supporting Black scholars at HBCUs. As a student at Langston University, Austin struggled financially and knew she wanted to help other students avoid the challenges she faced.

According to the Thurgood Marshall College Fund, 94% of all HBCU students are awarded some type of financial assistance, yet HBCUs have one-eighth the average endowments of predominantly white institutions. 

This reality is what led to Nouveau Creations, a line of stone-ground grits Austin launched in 2023, on March 12, her grandmother’s birthday.

“That’s who actually raised me as a little girl,” Austin shares. “She died when I was nine, and I lived with her. So that was our thing was grits. And so that’s why that’s the only signature item that we have on our menu [at Nouveau Bar and Grill].”

She knew that a product focused on things that really mattered—family and education—would give her the winning formula for success.

The importance of giving back

“I went to an HBCU,” she says. “I understood the struggle. I understood the lack of financial aid. And, so, I just kind of combined the two things. It was the start of the person that raised me. And then it was also the best years of my life… if I could help students get to where they’re trying to go through education, for me, that was huge. And so that’s why 100% of those [grits] proceeds [go] to HBCU students. And then I match whatever that looks like on the end. So if we raise $150,000, then personally, I’ll match the $150,000. And, because of that, we haven’t been able to tell a student no.”

Since she started selling the grits in 2021—available online and in 180 Publix and 45 Food Lion locations across Georgia—Austin has given more than $1 million in scholarships to HBCU students. She also conducts an HBCU tour every year and has been known to show up on campuses with a DJ and 18-wheeler stocked with groceries so students can fill their pantries.

With so much money already given away, you’d think there would be a stopping point, but Austin has no off switch for her generosity.

In her latest philanthropic endeavor, the real estate investments that allowed her to buy her first restaurant are going to allow others to buy their first home. And the full circle cherry on top? Her restaurant team gets first dibs.

“It’s a beautiful thing when people can pour into their team,” Austin says, sharing, “we’ve helped a lot of them build their credit. We’ve helped them be able to go and buy cars. We’ve helped some of them now have their own house… so now we’re getting ready to go into a phase where we’re getting ready to actually build homes. And I’m excited about that.”

She says she aims to create affordable housing for her team as well as police officers, educators and other vital members of the community.

The goal, she says, is to set the people she cares about up for success.

Austin learned long ago that being a part of your community is more than just lip service. It’s more than just a restaurant in a neighborhood. It’s showing up. It’s doing the work. It’s making profound connections that impact things in powerful ways. It’s believing in the people around you and inviting them to join you at your table.

“I enjoy making people happy,” she says, always staying true to that voice inside that told her, “Ebony, you still haven’t done enough. Ebony, you got to keep going.”

Photo by Mel B. Photography

The post Grits and Grind: How Restaurant and Property Mogul Ebony Austin Prioritizes Philanthropy appeared first on SUCCESS.

Nearly 1 in 3 employers expect to expand voluntary benefit offerings by 2027

The study, Gallagher’s 2025 U.S. Benefits Benchmarks report, highlights the change in employer-provided benefits. From a survey of over 4,000 U.S. organizations, Gallagher found employers’ benefit offerings are expanding to meet the unique needs of today’s workforce.

A common priority in benefit packages is health care, and employers are continuing to boost these benefits despite rising costs of medical services and medications. To make health care options appealing, companies are turning to specialized coverage. Hearing aids, autism treatments and bariatric surgery rank as the most common choices for employees.

Another growing area for employee benefits is options for reproductive health. Almost half of employers cover infertility services or fertility treatments. Fertility medications and in vitro fertilization are the most commonly offered reproductive benefits, but options for surgery and cryopreservation, also known as embryo freezing, are growing among employers. 

Outside of the health care sphere, employers are looking at benefits that value more than just an employee’s physical health. 

Paid time off isn’t just for vacation days anymore—26% of employers now offer paid bereavement leave for pregnancy loss and 11% offer a well-being or culture day. These new leave options are helping companies align with the needs of employees and show a commitment to treating employees as human. 

Gallagher predicts more specialized leave options will grow in the future, specifically menopause-related leave and benefits. While only eight of the surveyed employers currently offer menopause leave, Gallagher expects an increase in the coming years as more employers begin to look at creating a supportive environment for employees in all phases of life. 

Financial-focused programs are also growing, with 39% of employers offering identity theft protection benefits to help address concerns around cybersecurity. 

What’s the point?

Benefits can keep employees around and happy. Economist Impact reports that 70% of workers are willing to switch jobs for better benefits, meaning employers can use benefits as an advantage to land—and keep—qualified candidates. 

According to a 2025 MetLife study, over half of employees are concerned about rising medical costs, economic uncertainty or mental health issues. Introducing new benefit options is a way for employers to address these concerns and build trust with employees. 

U.S. CEO of Gallagher’s Benefits & HR Consulting Division John Tournet agrees with this sentiment. “By embracing comprehensive well-being strategies, employers not only support their workforce’s diverse needs but also pave the way for organizational success,” Tournet said in a recent press release. “When we invest in our people, we invest in our future.”

Employee retention isn’t easy in today’s workforce, but comprehensive health benefits and more could be the secret weapon to keeping employees happy and healthy.

Photo by PeopleImages.com – Yuri A/Shutterstock.com

The post New Study Finds Employers Are Prioritizing Well-Being Options for Employees. Here’s Why It Matters for Both Parties appeared first on SUCCESS.

With fewer managers, small teams are taking on bigger workloads

AI has become second nature in our workdays—summarizing meetings, highlighting important emails and clarifying points of confusion when no one else is available. Tools like chatbots and personalized intelligent agents promise significant productivity gains. But as these technologies embed themselves deeper into our workflows, not just our systems, it begs the question: Are managers still necessary when AI can resolve issues independently?

According to a Gusto report reviewed by Axios analyzing 8,500 small businesses, the ratio of individual contributors to a single manager has nearly doubled, from just over three in 2019 to nearly six today. As middle managers juggle team coordination, upward communication and consistent execution, they’re increasingly being asked to bridge widening operational gaps. Despite advancements in AI, many of these boots-on-the-ground responsibilities remain outside the scope of what automation can currently deliver.

Even in an industry poised for an employment boom and a surge in demand for expertise, the tech sector has provided a stark example of where AI’s impact could be headed. In 2025, tech companies have continued to downsize, laying off thousands and shifting strategies, all in favor of fewer employees and greater efficiency. This trend, driven by AI automation, not only reduces the number of jobs but also eliminates many high-value roles that traditionally allowed employees to expand their portfolios and take on greater responsibilities. These concerns have prompted many new graduates and job market entrants to abandon once-coveted STEM positions, instead pursuing blue-collar roles that seem more secure and less vulnerable to technological disruption.

How technology is changing the power balance at work

Even small businesses nationwide, from local eateries to tech startups, are becoming more strategic about growth. Rather than increasing managerial roles, they’re adopting innovative technologies to optimize efficiency and reduce expenses in areas that don’t directly contribute to their core mission. For these companies, expanding their workforce often complicates problems that could be solved more cost effectively with digital tools. 

According to the most recent ADP report, private payrolls dropped 33,000 jobs in June—the first decline since March 2023. 

Employees already within companies aren’t necessarily seeking more authority in the workplace as a result of job cuts though. Thanks to AI tools, they can often find solutions, ask questions and make key decisions without waiting for approval or consulting someone in leadership. Some companies even design their AI chatbots to embody company values and policies, allowing employees to get quick permissions for minor tasks without any human intervention at all. 

Tech firms are using layoffs and leaner teams to drive greater impact

Industry leaders have long championed flattening management structures to cut costly layers. During Meta’s 2023 efficiency initiative, CEO Mark Zuckerberg reportedly said, “I don’t think you want a management structure that’s just managers managing managers… managing managers, managing the people who are doing the work.” The company has since reportedly cut more than 22,000 jobs. 

Years ago, Jeff Bezos introduced Amazon’s “two-pizza team” rule—keeping teams small enough to be fed with two pizzas—to encourage nimble decision-making and reduce managerial overhead. The notion isn’t novel, but now it holds a much clearer path to execution.

In the July issue of Harvard Business Review, Harvard professor Manuel Hoffmann and his team unveiled findings from a study of 50,032 developers conducted between 2022 and 2024. Half the developers used GitHub Copilot, an AI tool for code generation. Analyzing over 2.4 million actions, the team found that Copilot users spent 5% more time coding and 10% less on project management. In industries like software development, AI helps teams focus more on core tasks and less on the meetings, prep and brainstorming that often slow progress.

The rise of AI will redefine management, potentially for the better

Though artificial intelligence is fundamentally rewriting the rules of workplace power dynamics, hierarchical structures and how approvals are granted, its effects remain complex and uneven. For managers relieved of routine administrative burdens, the role is far from obsolete, yet it is changing in subtle ways. As generative AI takes on tasks like scheduling, coordination and quality assurance, those who remain in managerial positions may find themselves less tied to the minutiae of oversight.

At the same time, employees gain more space to focus on their core work, designing personalized AI tools to assist them and creating workflows that emphasize discovery and impact over control. This shift fosters a more agile, human-centered workplace where leadership involves not just directing people but interpreting and integrating technology. As leadership evolves alongside AI, it challenges us to reconsider who truly holds power when humans and algorithms collaborate.

Photo by Freelancer Rakib.bd/Shutterstock.com

The post Middle Managers Are Disappearing—What It Means for Those Left Behind appeared first on SUCCESS.