Leadership and Entrepreneurship

What if we all became independent?

We live in an era where many companies want their employees to be entrepreneurs. There's talk of agility, of organizations where people are independent and can act freely because this allows for faster capitalization on the opportunities the market offers. Steve Jobs rightly said, "It doesn't make sense to hire smart people and then tell them what to do"; rather, successful companies hire people who, with their abilities and a favorable work environment, contribute to achieving great things.

Interestingly, I have repeatedly spoken with people who express their desire to be independent, pursue their dreams, and do what they love. This seems to be a common denominator for many, as we are exposed to hundreds of phrases every day that encourage us to achieve it; furthermore, I would dare say that some of us have tried or fantasize about being able to dedicate ourselves to what we are passionate about. However, the outlook is not favorable for everyone, and often this independence is not achieved: failed projects, inappropriate timing, and dissolved partnerships are some of the factors that can prevent this purpose from being fulfilled. Rather few people become independent; in the Gallup survey: State of the Self-Employed, for 2019, in the United States, only 14% mentioned being independent as their main source of income, despite the fact that 28.2% reported having done independent work in a specific week. In any case, more than 70% of people depend on employment.

This same survey also highlighted the differences between the self-employed and employees, showing that, broadly speaking, self-employed individuals experience greater uncertainty about their income and feel less favored by their benefits; however, they also express a greater sense of happiness with their day-to-day work. Another piece of significant data is that 59.9% of the self-employed are happy with their ability to change things, which contrasts significantly with the 44.3% of employed people who express this feeling.

So where is the disconnect? Why, if companies seek "entrepreneurs," do they not allow most of them to be so? Clearly, reality is far from desire. One thing is what we think and want to do, and another is what we actually do. This reality is largely determined by the leaders of the organization, and reality shows that to be an entrepreneur and succeed, one must be empowered. This concept, which we may have heard repeatedly, must transcend words and be accompanied by expressions of trust, effective communication, support for people's passions, and backing for their purpose.

Yes, it is true that many employees think and dream of their independence, but not necessarily because they are not doing what they love, because they are not developing their passion and life purpose, but because they do not receive support from the most decisive person in their work environment: their superior. People do not leave companies to seek their independence; they leave leaders who have not found a way to inspire them to develop their full potential and fulfillment within the company. According to another Gallup survey: US Employee Engagement 2020, 64% of employees are not fully engaged with the organization, and various studies have shown that leadership is one of the variables that most affects this aspect. For a collaborator who does not feel comfortable with the people who lead them will not see the expected results in their personal and professional growth, and this will be reflected in their actions within the organization.

I applaud all those who want to follow their dreams outside of an established company; the more who achieve it, the more jobs we will generate and the more prosperity there will be for everyone. But I also applaud those who stay and seek to exercise inspiring leadership that allows more people to reach their full potential and feel fulfilled working for someone else.

When you are in a leadership position, remember that the people who are there depend on you and are the ones who make the organization function. Your job is to inspire and guide them on the path to becoming better professionals. No matter the assignment you have been given, they do not need a boss to tell them what to do; what they need is a leader who inspires them to be their best selves. By achieving this, everyone wins.