Business

10 Fun Psychological Fact About Colors That Can Help Your Ad Campaign Run Long!

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Do you feel serenely calm when surrounded by green fields and blue skies? Or why you feel slightly alarmed when staring at a red stop sign?

Everything has a color to represent. In fact,whole universe runs around colors and plays a vital part in everyone’s daily life.

But how much do you  really know about colors?

The article aims to helps marketers and advertisers to understand the psychology of color and how to play around with colors in your next ad campaign to increase sales and customer base.

HOW COLOR AFFECT PEOPLE’S BEHAVIORS AND DECISIONS?

  1. Color psychology studies shows colors can evoke feelings of trust, security, urgency, relaxation and much more which can lead to decision-making and motivates call to action.
  1. 93% of buyers pay attention to the visual aspects of the ad first before sound, smell and so on.
  1. Studies also  show that color is the first thing people associate to a brand. Most consumers agreed that the strongest cue to making the final purchase is color.

So, now let’s dig a little deeper into the fascinating world of colors and discover interesting color facts that are worth knowing.

This would really help advertisers and marketers in choosing the right colors for the ad campaigns and brands.

1. RED

First color that babies see. Increases blood pressure, heart rate and sexual desire!

2. GREEN

 Helps mind find the physical and emotional balance which lead to clarity and boost decision-making ability.

3. YELLOW

 Stimulates logic centre of the brain which can be use to draw in impulsive buyers. Also, create a huge temptation for food. Oh, also can create nausea.

4. ORANGE

Triggers more enthusiasm. Makes food tastes better but excessive use can  create anxiety and make babies cry!!!

5. BLACK

Can trim down the appearance of size of objects! Also, symbolizes intelligence but can be overwhelming sometimes which trigger fears.

6. BLUE

World’s most popular color, mostly preferred by men and young people think of it as a sign of maturity. Also, boost productivity and curbs appetite.

7. PURPLE

 Triggers creativity and imagination. Suitable for anti aging and beauty products.

8. GREY

Symbolize solidarity but too much of grey leads to feeling of loneliness, depression and death.

9. WHITE

 Project neutrality and gives the mind a sense of purity and cleanliness.

10. PINK

Leaves a calming effect that reduces anger and control the untamable behavior.  That is why prisons cell mental care institutions paint their walls pink!

 

为什么“最初接待顾客的员工”，很重要？

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对于一个以向顾客提供服务为主要业务的企业来说，能够让客人对自己的服务满意，其实是对公司最好的宣传。每一位员工在为顾客提供服务的过程中的每一个举动，都直接影响着消费者对公司的整体印象，其中决定了顾客第一印象的“前台接待员”，更是起着尤为重要的作用。而这一角色，也恰恰是被很多公司所忽略。

最初接待顾客的员工

如果企业在向顾客提供服务的过程中，不能充分理解顾客的需求，或者彼此不能达成默契，那么即使再努力工作，也只能是徒劳。不仅如此，这种不能满足顾客“事前期待”的服务，就像工厂生产的次品一样，会影响企业的信誉，使企业失信于顾客。那么，企业应该注意做好哪些方面的工作，才能避免出现这样的情况呢？

首先，应该从最基本的接待顾客做起。顾客来到公司时，首先必须弄清楚他来干什么，需要你做什么，也就是说对方来的目的是什么。这一点非常重要。

就拿汽车修理行业来说吧，以往的惯例都是顾客把需要修理的车开到修理厂后，修理的师傅一边听顾客介绍车的情况，一边着手修理。而现在的汽车修理厂则完全不是这样，他们让最有经验的师傅在前台接待客人，凭借他的个人经验和技术，首先判断出车的毛病，然后再针对车的具体情况，为顾客安排修理。

虽然看似很简单，但其所体现的服务理念却非同一般。一般来说，个别型服务大都需要比较高的专业素质或技能，其技术含量也比较高。顾客并不懂汽车的专业知识，如果像以前的修理厂那样，修理师傅只是一味地按照顾客的要求去修理车辆，可能并不能完全修好。

修理厂家精明之处就在于，它选择的这种事半功倍的办法，既杜绝了不能完全修好的可能性，尊重了顾客的意见，还能提高其修理效率。

对于一个企业来说，其最初接待顾客的员工，首先必须具备站在顾客的立场上考虑问题的能力。那些被旧的观念所束缚而且顽固不化的人是不能胜任的。此外，在多数情况下，还要求他具有高超的专业技能，经验丰富，了解公司的服务能力和特色，以及各项服务的最大限度及弱点。可以说，这一岗位的员工配置，与后期服务工作的进行，有着同等重要的意义。

在下面的文章中，我们姑且把这个职位的员工叫做前台接待员。我们所强调的前台接待员的重要性，不光是针对汽车修理业来说的，还包括酒店业、广告设计业以及各种经营性质的窗口行业。

比如说，大家去医院看病时，每一个专科门诊室外面都会有一个分诊台，那里一般都会有一位经验丰富的护士，负责对患者进行详细的病情询问和登记。这就是现在各大医院都在采用的分诊制度。有了前面护士的详细询问，医生在给患者看病的时候，只需要提一些关键性的问题，把握病人的病情就可以了。

分诊制度能提高主治医师的诊断效率，预防误诊。因为在给患者诊断之前，护士已经为医生做好了铺垫工作，医生相当于是对患者进行第二次诊断，二者可以说是双保险。

前台接待员的工作具有非常重要的意义。对于一个想要提高自身服务品质和整体工作效率的服务性企业来说，一位优秀的前台接待员可以成为公司的一面旗帜，为公司的经营打下好的基础。

墨守成规与积极沟通

一般来说，从事广告、售后服务、设计、咨询、教育、研究、软件开发等知识产业的企业，只要有顾客光顾，按照惯例，首先要听取顾客的要求和希望，然后根据顾客的具体要求制作方案，要和顾客共同商讨，直到整项计划全部敲定，才可以订立合同，开始运作。

对于需要和顾客保持紧密沟通的行业而言，最初与客户交流的过程是至关重要的。在此过程中所作出的所有构想和设计，都将在后期的实施过程中起到决定性作用。

前期与客户交流讨论之后，制定出具有可行性的计划，这一步具有非常重要的指导意义。按照计划，项目将能够赢利多少，各项指标需要达到什么样的标准，计划书的每一个字都将对后期的实践工作起到指导性作用，马虎不得。

因而，制定一份翔实而合理的计划书，可以说是服务性企业迈向成功的第一步。企业必须对各部门的员工进行专门的规划能力的培训。此外，还要定期组织大家交流彼此成功或失败的经验。这也是十分重要的。

每一项重大工作的实施过程都是相当漫长而艰难的。这就更意味着计划书的重要性。比如，一个房地产开发公司，除了房屋以外，还将出售整体设计方案、施工管理这些无形服务。建造房屋往往需要一年甚至几年，如果房地产开发公司最初没有和客户商量好就草率地签订合同，盲目开工，最后倒霉的肯定还是自己。因此，我们说，前期的确认工作就好像是海上航行的船只在出海前要确定好航线一样，具有绝对的指导作用，一定要认真对待。

一份翔实、可行、双方都认可的计划书，既可以避免很多纠纷，也能为企业赢得顾客的信任和好感，对后面的实践工作还可以起到指导性作用。一个想在激烈竞争中立于不败之地的企业，是绝对不应该忽略这一点的。

以前很多公司认为，营销就好像在商场中叫卖一样，如果自己将实际业务做好了，即使不去叫卖，顾客一样会找上门来。其实，这种想法是不对的。

“前台”需要精锐队伍

尤其是在诸如信息产业、各种设计产业、技术开发等高新科技领域中，很多公司都存在这种过于重视实际业务而忽略营销的倾向。因为高新科技领域正处于供小于求的阶段，这些公司自身有一种优越感，觉得不必采用什么营销策略手段，顾客就会自己找上门来。其实，一个真正优秀的企业，除了在实业部门配备一流的人才外，营销部门也必须配备一流的人才。

简单地说，再高新的产业，也需要有顾客。有顾客，就存在第一个与顾客见面接触的员工问题，这就是我们前面提到的“前台接待员”工作，它是一个公司营销部门最基本的要素。此外，一个有能力的营销部门，能够根据公司的具体情况和市场动向，制定出最适合公司发展的生产策略，其中包括企业自身的生产能力、同行业公司竞争现状、顾客需求的变化等等因素。这些工作看似简单，做起来却非常复杂，必须由一整套班子来完成。

当今社会，竞争日益激烈。企业要想生存发展下去，必须要不断地有所创新，在新项目的开发中取得成功。但是，产品开发出来之后，市场能否接受它，接受到什么程度，这些都是生产研发部门所无法左右的。这时，一个强有力的营销部门就显得至关重要，它可以让新产品以最快的速度得到市场的认可。而这种认可，对于以后的研发工作是一种激励和传承。从经济效益来说，一个优秀的营销部门可以为企业赢得更多的利润空间；从研发工作来说，新产品被市场认可意味着对技术能力的肯定。

对于那些从原有的大型或超大型公司中派生出来的物流、电子计算机、教育、房地产、金融、印刷、旅游等相关服务性企业来说，母公司就是它们最近也是最大的客户。要想在激烈的市场竞争中分到一杯羹，必须先得到母公司的认可，然后再逐步争取外面的客户，最终要实现企业外部客户量等同甚至超过内部客户量。

有些企业就存在这方面的问题，在母公司的庇护下，公司的运营状况看起来非常不错，但真正走出去之后，才发现在外部市场竞争中根本没有生存的能力。造成这种状况的原因，在于其对母公司的过分依赖。没有外部市场的开拓，就没有外部客源，没有同其他企业竞争的经验。这样的企业，就像温室里面的花朵，根本经不起市场风雨的考验。

有些人可能会认为，造成这种状况是因为公司的业务实力差，而不是营销不力。试想一下，顾客来到你的公司，第一个接触到的员工就是顾客对公司的第一印象。因此，如果想要成为具有强大实力的企业，先从营销的第一步做起，重视公司的“前台”接待员。

本文摘自：畠山芳雄《服务的品质是什么》

6 Seductive Ways to Arouse Customer’s Desire to Buy Your Product Again and Again!

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WHAT IS A ‘DESIRE TO BUY’ ?

An logical and/ or emotional state where a customer decides they want what you have to offer.

The logical motivations of a buyer (conscious) are directly influenced by the arguments of the seller.

On the other hand, the emotional motivations of the buyer (subconscious mind) are indirectly influenced by the seller in how they connect with the buyer in terms of their fears, hopes, dreams, identity and on the level of basic human authenticity.

People who desire your service or product may or may not be inclined to the price you offer. but because you or your company are seen as offering something they want hence the choose to buy it.

For example, one popular acronym (AIDA) explains how desire lead to  the point where customer takes action.

A, ATTENTION — Are people reading or listening to what you have to say? Have they opted-in to get more content from you?

I, INTEREST — Are people opening or clicking into your social media posts consistently? Are they emailing or calling you for more informations?

D, DESIRE — Are people asking about pricing? Clicking links specifically related to an offer in your website? Visiting your checkout page? A

A, ACTION — This is where people take out their credit cards, wallets, or write a check, completing the transaction.

3 FACTUAL REASON TO WHY DESIRE MATTERS FOR HIGHER BUSINESS PROFIT?

  1. Human desire is the fundamental motivation of all human action hence brands that can evoke this powerful emotion in consumers will be a step ahead of their competitors, according to research shown exclusively to Marketing Week.
  2. Studies also show that desired brands can generate a higher return on investment for shareholders.
  3. According to experts desire for a brands leads to love and create a loyal bond between the brand and consumer. Without love and a sense of connection humans go crazy and lose their minds.

Now, that you know desire is the driving focus for higher ROI, LET’S LOOK AT 6 WAYS TO INCREASE CUSTOMER DESIRE TO GET THOSE CASH FLYING INTO YOUR ACCOUNT!

1. GET IN THE CONSUMER’S SUBCONSCIOUS MIND

Always stand for something very distinct in consumers’ minds, whether they desire them or not.     

For example, Google isn’t seen as sexy and BMW isn’t thought of as approachable, but these brands are highly desirable, why?

Because they were not afraid to launch products later than competitors, rather than trying to get to market first. They also clearly aimed at a right customer and made sure the new products meet exacting standards before releasing them. This create a long lasting experiences for the customers.

2. BRANDS TOO NEED A PERSONA

Give your brand a personality because people don’t think about product categories.

Research shows that 3 out of 4 people show a strong preference for brands with a particular personality or type.

For example, consumers who say they aspire to being sociable and open-minded look for brands they think have similar traits, like Disney.

So, look for an identity for your brand because consumers are biased towards a certain type of brands.

3. BE AMBITIOUS, IT’S STRONGLY DESIRABLE!

Ambitious is a popular tagline trait shared by the most desirable brands ranking higher than adjectives such as exciting, sexy or confident!

Many businesses will have a vision, mission and values, but these tend to be more business driven.

Brands need to consider their ambition in terms of how consumers might see them. Really great brands have a purpose that inspires people other than their own people.

For example, Red Cross gives people a sense that it can help solve a problem, which gives the brand ambition.

4. APPEAL TO THE HEART THAN MIND!

The most desirable brands find the right balance between presenting their emotional and rational side.

Engaging people on an emotional level has been a growing trend for brands that have come to realise that rational reasons are not enough to persuade consumers to buy.

Think about how people feel about your brand, from their initial feelings towards a product right through to their intention to purchase the brand in future.

Lego for example, is highly respected by consumers because it is able to make what they want with the build-together pieces, which appeals to their imagination, hence they are unlikely to consider a product alternative.

So, think about how people feel about your brand, from their initial feelings towards a product right through to their intention to purchase the brand in future.

5. BE AN IDEAL MATCH  FOR SOMEONE’S LIFE!

The brands people desire say a lot about who they are as a person.

When thinking about a successful brand strategy, it’s essential to know who your customers are and how they use your brand.

Some are drawn to those brands that mirror their own values, and others to brands that can fill particular gaps in their lives.

For example, Cadbury, has been around for ages yet people are always tempted by their product because  they have always tried to look at how people live their lives and create our brands accordingly.

Product such as Heroes, which is a casual chocolate-giving experience, would not have existed 30 years ago because dinner parties were much more formal.

6. BE HUSH HUSH, IT’S EXCLUSIVE!

Not being open for all can make brands to become the most sought-after brands in consumers’ minds.

For example, Abercrombie & Fitch owner said once he knew they are after the cool kids. The attractive all-American kid with a great attitude and a lot of friends.

Are they exclusionary? Absolutely. Most companies that are in trouble are trying to target everybody.

But remember don’t alienate anybody, but also  don’t excite anybody either.

 

老板为什么成了企业的天花板？

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路径依赖让身份错位

任何一家规模企业都是从小企业做起来的，但是小企业和规模企业的经营套路是不一样的，很多老板虽然把企业做大了，却还在用做小企业的方法。企业的规模不是简单的数字累加，也不是方法的简单线性复制。我见过很多企业，规模都在好几个亿甚至几十个亿，老板却还是创业时的身份，比如大业务员、采购员、技术员等，老板成了名义上的身份，天天忙得要死，抱怨手下没人。如果公司最高职位的老板都只是个大业务员，那么员工还能是什么？员工还能干什么？这种情况下老板累，员工更累，要么内耗严重，要么能人跑掉，企业发展自然就会停滞。用个体户的思维做企业，不放手，就像用照顾婴儿的思维培养孩子一样，孩子难成才。

思维遮蔽让认知停滞

能把企业做大，很容易让老板认为自己以前的做法是对的，现在的或者延续以前的做法也是对的，再加上身边人的恭维，他就更会以为自己是正确的，少了审视和思考。作为自己熟知领域如销售或技术等的专家，可能会本能地享受这种成就所带来的光环、荣耀、自豪，也会本能地去自我强化。不能审视和思考就很难发现自己的问题，就会把所有的问题都当作是别人的问题。当过去的成功遮蔽了思维，不去审视自己，不去思考新的可能性，企业发展自然会受到阻碍。

思维惰性让人不愿吐故纳新

人都有惰性，老板也不例外，而且年龄越大越保守，越是排斥陌生领域。有的老板即便知道了问题出在自己身上，也不愿意去改变，不愿意清空旧有的。我曾经给一个老板建议过公司该如何调整、自己该如何定位，他说的一句话我至今记忆犹新：我都60多了，就这样吧，不想改了。所以在经营层面上不要用年龄太大的人，他们会让企业固步自封。还有一点，那些让自己受过伤的领域，人也会本能地不愿意再去触碰，比如不少老板在分股份上吃过亏，就不会再考虑或者不敢再给员工分股份，无论谁给他建议，建议有多合理。

不愿意放弃所拥有的

人都有一种损失厌恶的心理，面对同样数量的收益和损失，损失带来的伤心比收益带来的开心要大得多。这就是人性，不愿意放弃现在所拥有的，无论是物质层面还是精神层面，越成功的人越固执，越多偏见与傲慢，越不愿意放弃现有的成就和思维方式，这就导致太多企业盛极而衰，不能跨跃成功的阶段性顶峰，比如柯达发明了数码相机，却因为担心影响胶卷业务把它封存了起来，放弃了“自我革命”而导致破产。

让自己成长

老板的高度就是企业的高度，所以想要企业成长，老板自己就要先成长，要学会转换角色，在什么山唱什么歌，在什么阶段做什么事，比如养孩子，父母的角色依次是保姆、老师兼保姆、老师兼朋友、朋友。做企业也一样，创业初期就是员工的活儿都要干，人多了，就要做部门经理的活儿，有了部门经理后就要做总经理、董事长的活儿，不能挂着董事长的名还一直干着员工的活儿。学会放手，各司其职，才能让每个人都成长。

股权丨公司高层的薪水你给对了吗？

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面对上市公司高管们动用百万、甚至千万的薪酬，人们不禁产生这样一个疑问：上市公司高管们拿这么多钱合理吗？公司的业绩该与高管们的薪酬成正比吗？

1 公司成为高管的“提款机”

事实上，对于以上问题的追问并非是现在才开始的，早在上个世纪20年代就已有人开始研究。一份来自1925年的实证研究表明，企业高管报酬与企业业绩的直接相关性很小。这就意味着，不管企业的经营业绩如何的差，高管都有可能拿很高的薪酬。随着现代企业管理理论的陆续诞生和上市公司治理结构的愈发完善，这种情况是不是改变了呢？

上个世纪90年代以来，很多学者就这一问题进行了很多研究，但是研究的结果却让人沮丧：60多年过去了，高管薪酬与企业经营业绩脱钩的情况依然没有改变。根据2000年、2003年和2005年分别针对上市公司高管人员薪酬与公司业绩之间相关性的调查显示，二者之间并不存在显著的正相关系，而2007年的一项研究更表明，上市公司高管的薪酬增长幅度远高于公司业绩增长幅度。也就是说，即使公司经营业绩不佳，高管们也可以拿到高昂的薪酬。

一些上市公司多年亏损，高管流动频繁，期待中的重组又难有起色，然而，这些亏损公司高管的薪酬不降反增。上市公司已经成为了高管们的“提款机”。

实际上，企业经营业绩好，管理层的薪酬提高；企业经营业绩差，高管薪酬下降——薪酬与企业业绩和个人业绩挂钩，本是现代企业薪酬制度应遵循的基本原则。作为公司委任的具有经营能力的专业人才，上市公司高管拿较高薪酬在情理之中，但应该是动态的，且不是没有边界的，特别是在公司业绩和本人业绩不佳时，薪酬不降反升是一种非正常的现象。

2 高管薪酬为何失控？

为什么高管们的薪酬如此失控呢？这就涉及上市公司高管们的薪酬总额的问题。通常情况下，上市公司都会设有薪酬委员会，用以确定公司高管们的薪酬。

巴菲特曾经指出，“仅仅靠披露或独立薪酬委员会制度是不能从根本上解决非理性过高薪酬的”。薪酬委员会机制的失效，使得高管们的薪酬总额不受控制，尤其是在一些公司治理结构不完善的上市公司中，公司高级管理人员与董事会成员有着千丝万缕的联系，这种情况下，希望通过薪酬委员会来控制高管们的薪酬，显然是缘木求鱼了。

根据一项对上市公司的调查表明，只有40%的上市公司在高管人员薪酬奖励方面具有适当的约束机制。中国大陆的上市公司存在着一些特殊性，比如缺少透明度和对财务内容的充分披露，单一大股东控股也使得薪酬委员会在中国上市企业中的地位非常微妙，对高管们薪酬的监控也就成了一句空话，更使得股东尤其是一些中小股东的利益难以得到保障。

此外，对于上市公司高管们的薪酬，也缺乏有效的外部监管机制和措施。无论是《公司法》《证券法》，还是《上市公司治理准则》，都没有赋予证监会或其他机构对上市公司高管薪酬进行监督和管控的权力。

内部管控机制如同虚设，又缺少有效的外部监管措施，如此一来，出现上市公司经营业绩不佳，高管们照样拿高昂的薪酬的不正常现象，也就不难理解了。

因此，上市公司高管薪酬的问题必须纳入监管之中。以美国为例，美国政府可以通过经济政策和必要的救助措施，对薪酬决定和支付条件施加必要的影响，要求公司加强风险评估、业绩评估和相应的监管，在必要时加以限制。

3 让薪酬激励高管

如何才能够更好地发挥薪酬对于高管们的激励作用呢？这涉及上市公司高管薪酬的构成。

为使公司管理层真正地从长期的角度提升公司价值，长期激励措施逐渐被引入到薪酬体系中。作为股权激励的发源地，美国至今仍是实施股权激励最为发达的国家。早在1950年，美国就对限制性股票期权方式进行了立法，1981年，美国国会正式引入激励性股票期权概念，将激励性股票期权与非法定股票期权进行了严格区分，分别适用不同的税收政策。

现在，上市公司高管的薪酬通常由三部分组成：基本工资、年度奖金和长期激励。基本工资是满足基本生活需要的薪酬，按月或周发放；奖金是根据企业年度经营业绩向高管发放的薪酬，是对上一年度企业经营业绩的肯定和奖励；长期激励通常在若干年后兑现给高管。

为了避免企业高管的短期行为，如通过牺牲企业的长远经营能力来短期推高股价的行为，上市公司高管的薪酬里一定要引入长期激励，并且其比重和时间跨度应该尽量大。然而，如果CEO仅持有公司所有股份中的很少一部分，或者管理层持有股份的绝对值很小，公司股价升值给高管们所带来的收益就不会被高管们所看重，他们通过短期操纵公司的业绩所带来的收益要远大于他们所预期的期权收益，如果这样，长期激励措施就失去了作用。

由于长期激励措施大大改变了上市公司管理人员的薪酬结构，因此日益成为大部分上市公司所采用的一种相当重要的薪酬方式，并在薪酬总和中占据的比重远远高于固定工资和奖金的总和。

股票期权的目的是解决公司“委托—代理”矛盾，它通过赋予高管对公司价值的分享权，使高管们的利益尽可能的与股东的利益保持一致，促使高管实现股东财富最大化的目标。

事实证明，股权激励计划在激励高管提升公司业绩方面的确有显著作用。一家咨询机构曾调查比较了美国38家大型企业在建立包含股权激励的薪酬机制前后的情况发现，公司业绩在薪酬机制建立后都获得了大幅提升，效果显著。

职场进阶 ￨12个细节让你快速提高职场EQ！

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职场生活中，在面对复杂情形或困境时，我们经常会感觉手足无措，不懂如何聪明和得体的应对，这其实就是情商不足的表现。情商（EQ)说起来好像很神秘，深不可测，其实不然。工作中在如下12个细节中，只要我们仔细观察，用心揣摩，注意自己的言谈举止，就会明显改善自己在职场中的生存环境，进入良性和快速发展轨道。

1.当别人尴尬或窘迫时，帮忙轻松化解

比如当同事当众发言说错话时，立刻以幽默或轻松的语言帮忙解围，而不是奚落嘲笑。一方面帮别人化解尴尬，挽回颜面，另一方面也会获得对方的感激和信赖。
帮人就是度己，帮助的人多了，以后在开展工作的时候，你也会得到越来越多的支持和帮忙，完成任务自然越来越顺利。
还有一种情况是不声张别人的糗事，要么当作没看到，要么当作没听到，装傻充愣有时也是一种很高明的策略。

2.让领导做选择题而不是问答题

对领导交办任务，不仅能提前完成，而且还提供多种解决方案供领导选择。
并详细分析解决方案的各自利弊，预算费用和预估时间，同时给出自己的建议和理由，请领导最终敲定。
当然在此之前，要仔细确认领导的要求和期望，避免南辕北辙，费力不讨好。
领导最初的需求也许不是特别清晰，在你对几种解决方案进行详细解读和分析后，需求一般就会变得越来越明确，而你早已准备好多种备选方案，领导会觉得你特别能干。

3.懂得委婉拒绝，给对方留面子

有些时候，因为时间，精力和能力所限，我们不能当一个滥好人，答应所有的请求，那样只能将自己拖的精疲力尽，最终导致工作没有重点，无法完成。

但是直接拒绝难免会让对方不高兴，也不利于后续同事之间的合作。学会委婉拒绝就可以做到两全其美，既可以让自己全身而退，又没伤了彼此和气。
委婉拒绝的方法，比如先表达自己的现状和难处，从而致歉；或者帮助对方想出替代方案或更好建议等等。

4.站在对方角度提意见，而非直接批评

当遇到和对方意见不一或者对方考虑问题欠妥，不合理时，也不要直接批评。

因为对方总有他的考量和出发点，所以试着站在对方角度，帮对方分析，他可能忽视了哪些方面，还没搞清楚哪些方面，从而为对方提出更完善的建议。
如此一来，对方会相对容易地接受你的建议。因为单纯的批评和指责，只能激发对方的反感和抵触，徒增敌意。
另外，在提出建议时语气上也不要显得高高在上，很有优越感的样子，要表现出积极探讨，互相切磋的合作态度。

5.公众场合少抱怨和议论是非

对公司某些人事变动，流程和政策有不满甚至反感，是很正常的事情。
但如果在公开场合对此肆意批评，抱怨连天，甚至蜚短流长，的确感觉一吐为快，但其实对你本人的未来发展非常不利。
这会无形中给你打上“消极”“落后”的标签，久而久之，也会被公司领导知道，又怎么会有升职加薪的机会呢？
如果真心出于为公司考虑，可以和上司委婉表达你的想法以及积极正向的改进建议，而不是一味抱怨和吐槽。

6.被挑战时，善于控制和管理情绪

当你的工作或想法被其他同事质疑或挑战时，你心里可能很不舒服，不是滋味，有时还会觉得好心没好报，此时很容易引起你的负面和反感情绪。
情商段位不高的人，防御机制立刻启动，马上就把不满写在脸上，开始辩驳，极力证明对方是在无理取闹，对自己鸡蛋里挑骨头。
而对方通常也不会立刻承认自己有问题，和你展开对战模式，如此一来二去，最后变成争吵甚至攻击，而大家早已忘了到底为什么会发生争执和冲突。
情商高的人，在面对质疑时，不会立刻进行反驳，心里可能也有不爽，但会先调整好自己的情绪，抱着心平气和的态度向对方询问，确认和解释，没抱有任何敌意。
如果是自己真的有错误，就勇于承认，表示感谢并承诺日后进一步纠正和改善；如果是对方没有理解或误会，先耐心解释，如果解释不通，就礼貌回应，约定另找时间专门跟对方详细解释和讨论。

7.和领导保持良好互动，主动汇报

情商高并非指每天只会围着领导转，拍马屁，却不出活的人，领导并不喜欢这样的人。
而总是远远躲着领导，看见领导不知道说什么，不懂主动汇报的人，同样也一般不受待见。
掌握好和领导互动的节奏，保证一定的曝光率和存在感，关键是学会主动展示自己的工作成果，让领导看到你切实在帮助ta解决问题，搞定困难，心中自然会记得你的好。

8.积累人脉，学会利用影响力

初入职场的人，一开始都以为只要自己肯干努力，工作自然做的好。却慢慢发现，根本不是这么回事。

很多工作并非一个人就可以完成，而需要寻求其他部门的帮助和支持。跨部门合作越来越成为工作常态，此时他们就会发现工作难度大大增加。
因此在日常工作中学会和其他部门的同事保持良好的关系，增加非正式交流，比如时不时中午一起吃饭，晚上团建一下，平时带点零食给同事吃，都是联络感情的好方法。
处理问题时多为对方考虑，给同事留下热情，易沟通，好合作的印象，这样等你需要他人帮助的时候，一定会得到他们的鼎力相助。

9.善于洞察他人情绪变化和周遭气氛变化

需要懂得察言观色，判断情势，灵活反应，做事说话千万不要不过脑子。
比如当领导心情不好或正在气头的时候，不要火上浇油或者哪壶不开提哪壶，学会审时度势。
同事刚被批评，情绪处于低谷，此时不要急着让ta做一件事或请ta帮忙，不仅容易遭到拒绝，还会觉得你“没眼力见儿”。
一般也不要过分耿直，做那个专门“泼冷水”的人，直指对方缺点或不足，这样只能令大家扫兴或不爽，不喜欢你。

10.复杂情形处事灵活，不固执己见

职场上有时会遇到复杂局面，比如大领导绕过你的直属上司，越级给你指派工作；或者上司非让你改报告的数据，结果遭到大领导的质疑和批评，骂了你一通，你感觉委屈，不知如何应对等等。
这种情形，要灵活处理，两方领导都不能得罪。
比如第一种情形，当然不能拒绝大领导指派的工作，所以需要将这件事情汇报给直接上司，请教处理方式，得到他的理解和支持。
第二种情形，替直接上司背锅是必须的，事后有机会可以和大领导委婉解释，但是不要用告状的方式。

11.替领导想到前头，考虑周到

学会为领导考虑，站在他的角度考虑问题。做事勤快主动，不用催不用教，凡事想的周全且办的妥妥的。

比如作为助理，在领导开会前要打印好会议资料和日程表，在出差前将领导所有形成安排，如时间，地点，主题，会面人等详细信息都规划好，电子版和打印版都准备妥当。
客户到访，不要等着领导吩咐，整理资料、样品，帮客户客户倒茶送水、订餐厅、安排车辆，一点都不用领导操心。
总之，自己不懂，要学会向有经验的人学习请教，尽量周到全面考虑，不要被动等待领导安排工作。

12.经常给别人积极评价

经常给予他人积极评价，并自带正能量的人，会受到他人的欢迎和喜爱。而满嘴毒舌，骄横自大的人一般不会有什么朋友。

就算别人有问题，有毛病，也不要带着挑剔和鄙视的态度，谁又能做到100%正确或完美呢。
接纳别人的不完美，看到别人的长处和闪光点，经常鼓励和心怀感激，会为你赢得更多掌声和好人缘的名声。

结论：

能够同时做到上述12个方面的人，当真是情商高手，也无疑会在职场上混得风生水起。如果我们观察一下周围那些表现突出或成绩优异的同事或者上司，你一定会在他们身上看到被他们熟练运用的情商技巧就在这12个细节中。

5 Things Young Malaysians Need To Do Before Buying a House in Malaysia.

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Report says, buying a house in Malaysia is something that most of us young people are struggling to achieve!

Have you ever had to choose whether to buy a house or a car first?

I did own a car first before buying a house as I needed a car more than a house but the idea of owning a house is something huge and something that makes us proud.

However, is a House a Need or a Want?

Regardless, property is something always good investing your income in  which is why today we are going to dive into the topic, How to buy a house in Malaysia?

1. Do a Throughout Research on Types of Loans Package Available.

A traditional housing loan in Malaysia requires you pay a fixed amount each month for the entire tenure of the house loan. For example, if the property is RM 300,000 and you signed a contract for 30 years you RM 833 each month back to the borrowers.

Whereas, if you take a flexi-loan with pre-approved loan limit you can repay when you can.

In general, longer loan tenures result in lower monthly loan repayments that eventually results in higher total interest costs. Shorter loan tenures usually mean a lower interest in total but a higher monthly repayment.

There are hundreds of different loan packages in the market so do not be  spoilt because at the end of the day, you would not want to take a loan that is not suitable and which will cost more than expected.

Here are some of the helpful schemes and loans available for all young Malaysians that will aid you in owning your first home:

PR1MA: Open to all Malaysians aged 21and above, with a monthly household income between RM2,500 to RM7,500. It also comes with a rent-to-own (RTO) scheme and a step-up financing option.

Maybank Houzkey: Also a TOR scheme  for medium range properties.

Rumah Selangorku Programme: For those living in Selangor, you can check this out.

MyDeposit Scheme: This is a government scheme for lower and middle-income earners with a household income of RM10,000 and below.

 

2. Go For The Best but Not Necessary the Lowest Interest Rate.

Interest rate is a fee that you are charged for borrowing money, expressed as a percentage of the total amount of the loan.

In Malaysia is interest rate is adjacent Base Rate(BR), a rate decided by banks and lenders to how much to charge for various products they offer.

In Malaysia, home loans are normally quoted as a percentage above or below the BR. This means, if the BR increases or decreases by a certain amount, the interest rates also increase or decrease by the same amount.

Hence, what might be seen as a good deal sometimes can cost more in certain situations. For instance, If you planning to re-sell the house in the next five years do not go to a bank with lock-in package between 3-5%. You should opt for a higher interest rate that does not have this clause as you will save more.

Do your homework forehand, so you save the most on interest you pay later.

Click in the link below for a list of all the current interest rate of Malaysian banks in 2018:

https://www.bbazaar.my/fixed-deposit-rate.html?ck=Y%2BziX71XnZjIM9ZwEflsyDYlRL7gaN4W0xhuJSr9Iq7aMYwRm2IPACTQB2XBBtGG&rc=1

 

3. Go To The Bank That Offers A Loan That Suits Your Needs.

The bank to you a borrow money from is very important because you will be dealing with them for a regular basis for a long term of 20-30 years at least!

5 THINGS TO CONSIDER BEFORE CHOOSING THE BANK IS SUITABLE FOR YOU!

1. Length of the loan- In Malaysia, most banks offers loan maximum to 30 years or when the borrower reaches 65 years of age.

2. Interest rate- As discussed earlier, go for the rate that best fits you.

3. Effective Lending Rate( ELR)- Is the rate of interest you are paying on top of the borrowed amount.

4. Loans Packages- Malaysian banks loan fall into 3 primary categories: term, flexible and semi-flexible loans.

5. The Lock in period- Is the minimum number of years the borrower is expected to follow the terms of the loan agreement.

4. Include the Ancillary Costs Along With the Upfront Cost in Your Budget.

Upfront cost is the down payment price, which is 10% of the total purchase price or the difference between the loan amount and the purchase price.

In Malaysia, most banks offer up to 90% of the property’s price for your first two residential properties.

If you receive that 90%, you need 10% cash to pay for the rest of the property’s price.

Say you’re targeting to buy a condo in Cheras for approximately RM400,000, you must have a minimum RM40,000 to pay upfront, be it from your savings or money from your parents or siblings.

Ancillary costs are better known as those hidden fees you’ll be surprised to know must also be borne when making that first home purchase.

Here is a general list of the extra charges you need to pay to own a home:

5. Gauge The Maximum Property Price Within Your Budget.

Calculate how much you can pay per month before borrowing a loan. DO NOT INVEST IN SOMETHING WAY BEYOND YOUR BUDGET!

It’s best to ensure that the overall total of monthly installments on ALL your outstanding loans such car loan, PTPTN n, etc including your prospective home loan does not exceed 70% of your net income.

Malaysian Financial experts  recommended to not allocate more than a ⅓ of your total income to pay off your home loan. Which means you should have a general income of around RM5,000 per month to afford a RM400,000 home.

Malaysian banks generally allow you to hold loans of up to 80% of your income should you maintain a relatively good credit score, so the option to increase your monthly installment to shorten your loan term is possible.

The numbers can be more intimidating than you may know. With each passing day, they continue to increase with the property market continuously growing.

4 Types of Co- Worker: Which One is You and How to Deal the Rest?

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Have you ever wondered, how can one one of your co-worker gets so much work done in a day while you at your desk with a head spin.

Or how another co-worker is great with details and never misses even the tiniest thing, but tends to be over-analytic and takes forever to make a simple decision?

Or how sometimes even though he or she is a very nice person, great listener and fair team player  but they fails to please anyone.

Yet another is always enthusiastic, fun to work with, and has a million ideas. Too bad because they are all over the place and never seems to follow up, follow through, or finish anything.

This can be explained through the Social Styles” model by  Robert and Dorothy Bolton that has labeled workers into  four personality types: Driver, Analytical, Amiable, and Expressive

Of these four types of co-worker, which person would you most prefer to work with and why? Which one drives you insane? And, perhaps most importantly, which type of co-worker are YOU? Read below to find out!

  1. Driver

Someone who loves a challenge and is always willing to take risks.Works at a very fast pace, and is all about getting the job done! they don’t stop til the work is done, better to get out of their way.

Advantages: Direct, decisive, and determined

Disadvantages: Impatient, insensitive, dictatorial, and domineering.

What a driver would say: “Let’s go! Let’s get the job done right now!”

  1. Analytical

Someone who preaches the concept of slow and steady wins the race, and nothing slips through the cracks. The Analytical dots every I, crosses every T, and plays the game by the rules.

Advantages:  Precise, logical, careful, and methodical

Disadvantages: Striving for too much perfection, Over analytic, Draggy, Indecisive

What an analytical would say: “Let’s get the job done — but let’s get it done right!”

  1. Amiable

The Amiable genuinely cares about others, doesn’t want to hurt anyone’s feelings, and seeks to make people happy.

Advantages: Warm, approachable, friendly, inclusive, and a team player.

Disadvantages: Emotional, Sensitive, Lose sight of the task at hand and fail to get things done in a timely manner.

What an amiable would say: “Let’s get the job done, but let’s focus on the people!”

  1. Expressive

Someone who is always excited about a new project, investment or such but rarely reaches the destination though he has a good time along the way. Often is the cheerleader of the team.

Advantages: Energizing, a big-picture thinker, optimistic, visionary and multitasker

Disadvantages: Over excited, low focus, lazy

HOW TO DEAL WITH EVERYONE?

Now, you know which category you fall into, it also important to know how to handle the rest to ensure there is a unity and coherent flow in the workplace.

Self-awareness is critical, but it’s only part of the equation.To truly connect with and influence your co-workers, start by identifying their individual styles.

Then adjust your behavior accordingly. So, when dealing with a:

  • Driver: Cut the small talk, pick up the pace, and get right down to business.
  • Analytical: Make sure you did your homework. Prove that you know your stuff, and be prepared to defend your position.
  • Amiable: Find common ground. Connect with them on a personal level and build trust.
  • Expressive: Demonstrate your enthusiasm. Pump up your energy, and get them excited.

MAKING IT WORK AS A TEAM!

We all possess aspects of each of the four styles, but we tend to gravitate toward one or two of them. For example, my primary style is Driver but I also possess a little touch of Amiable.

Of course, each style has its relative advantages and disadvantages.

As an Analytical-Driver, I tend to focus on the facts and getting results in the most efficient and effective way possible. In the process, I may overlook people and relationships. But since I’m aware of this, I’m able to modify my behavior accordingly. Sometimes!

But the best teams are composed of a mix of all four styles. Since our natural tendency is to gravitate toward people who are just like us, few teams are so well-balanced.

But when Drivers, Analyticals, Amiables, and Expressives work together in a spirit of awareness, openness, understanding, and collaboration, you’ll find that as a “T.E.A.M,” Together Everyone Achieves More.

 

30岁还没上到经理职位的人，后来都怎么样了？

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30 岁还没有走到管理岗的人，后来都做了什么？

很多年轻人在做职业规划时，都将升职加薪晋升高管，作为自己的职业发展目标。殊不知做管理层并不是职场提升的唯一路径。

职场架构是金字塔状，能走到尖端的是少数人。但即使是没有走上管理职位的职场白领，他们也可以过得很好。

1 未来将是超级个体时代

首先，让我们用事实说话，先来看 2 个例子。

前些年，公司每年都派个美国老大爷要飞一趟上海，做全球人才管理方面的培训，头发花白，感觉要 60 岁了吧（问他，他总说 20 出头）。人特别精神，每天早上 6 点就起床，在酒店泳池游 1 个小时再来上班。

而他每年全球各地跑，将多年来经验传播给大家。年薪绝对不低，据说这是他舍不得退休的原因之一。

他是公司这个领域的专家，公司内部职级很高。但他不是经理，不是总监，光杆司令一个。

后来人不来了，据说实在干不动，退休了。

在美世中国区，我也有一位老乡，70 后，做销售工作。因为经验丰富，对业务的了解很深刻，甚至可以独立做部分咨询工作，客户也很尊重他。大家都叫他崔叔。

崔叔对当领导一点兴趣也没有。私聊的时候，他说不喜欢管别人，目标就是把自己练成这个领域的专家，像美国老大爷一样。

他后来辞职高就其他公司，还是销售工作，还是独来独往，还是不带人，也还是受人尊敬。

说实话，有一天他自己单干，我也不会意外。他有足够的才能和经验，只需要一个平台，而企业绝逼会尽力给这种人才提供足够好的平台，让他发挥才能的。

我们常常会讨论未来的职场会怎样，而主流观点是：

传统的工业时代的雇用市场逐渐开始消失，人才作为个体的价值迅速崛起。企业更多是扮演平台的角色。企业搭台，人才唱戏。

未来互联网时代的职场，人才的话语权和自主权远比工业时代产线上的工人来得大。他们足够优秀，可以挑选平台，甚至成为独立第三方，为企业提供服务。

换句话说，未来将是专家（超级个体）时代。

很多小伙伴来公众号、知乎问我这样一个问题：

我 XX 专业，XX 二专，XX 大学交换，在大学做过 XX 工作，在 X 企业实习过 X 岗位，性格 XX，请你为我规划职业发展……

我很无奈。

2 职业规划，得自己做主

1. 自己了解自己，更合适，你凭什么愿意相信一个远隔千里的陌生人，而不相信自己？

2. 自己做规划，遇到困难更能坚持，自己买的房子在不喜欢邻居还是得住啊；别人帮你做的，你早不干了。

 

而职业生涯的路总的来说，大约是两个方向：管理者和专家。

你到底选哪个方向，取决于你的工作价值观。

工作适应理论（Work Adjustment Theory，明尼苏达大学的两位学者 Rene V. Dawis 和 Lloyd H.Lofquist 的研究成果）中把工作价值观细分成：

成就：你如何看待工作成就感。

舒适：你是否看重稳定和舒适的工作。

地位：你是否追求晋升成为管理者。

利他主义：你是否想做一份帮助他人的工作。

安全感：你是否希望公司更透明更一视同仁。

自主权：你是否希望获得更多自由发挥的空间。

这些因素中的绝大部分和我们最后选择的方向有些关联，比如：

你如何看待成就感？自己一己之力成就大单更爽？还是看着自己提拔的年轻人拿到大单更爽？

你是否追求晋升？你是否喜欢管理人？你是否希望得到更大的自主权？

一般来说，作为专家的身份更具有自主权。

我们通常以为做领导就会有自主权，但在很多公司领导被上级的任务压得喘不过气，下属也需要自己带，自己的自主决策空间并没有想象中大。

你去问一个大学生未来的职业发展计划，绝大多数会告诉你，他希望毕业 5-8 年内做到管理者，当然这个时间越短越好。

这一定好吗？不一定。

3 做职业规划时

先回答两个问题

在做职业规划时，首先问自己两个问题：

1. 你是做管理人才的料吗？

做管理人才，通常需要点亮整颗技能树。

第一 沟通能力

你不可能总靠自己的权威去压制下属；更别说同级别的经理和上司。你需要有强有力的说服力，也应当有聆听别人给予及时正确反馈的技能，要会演讲，也要会妥协。

第二 利他思维

领导不是自己成功就可以了，你需要带着整个团队成功；很多成功的职场人一当上经理就变得神经紧张。他们喜欢以己度人，我能这么做，效果很好，为什么你们不行？

但事实上你那套东西对你有用，对其他人未必。领导者可以从下属角度出发，为他们思考分析解决问题，才是真正领导力；

第三 全面的管理技能

预算安排，组织架构调整，跨部门协作……从事管理岗位要求你能在多项任务间变换角色，灵活应对。

我见过不少出色的专业人才，在进入管理岗位后变得无所适从，甚至自我质疑。

也见过挺漂亮可爱的姑娘一进办公室变得一副全办公室欠我 500 万的脸色，对着下属怒目相视。

他们可能很有才华，但至少暂时不适合做领导。

2. 你是做专家人才的料吗？

专家得往某几个专项技能上狠下功夫：

第一 不停歇的学习精神

再牛的专家也要学习，一旦停下脚步或者你的知识过时了，很可能就要被组织淘汰。

第二 创新精神

你的知识领域如何与新的市场结合？如何适应新的环境？一旦有一天新的竞争对手从另一个维度杀来，你是否做好准备？

第三 共享精神

你是否愿意传播自己的知识，是否愿意为人师，是否善于做演讲。公司养专家，是因为脱离技术/知识岗位的管理者不可能再专精于技术/知识，当企业需要技术或者知识分享给普通员工时，就需要专家角色。

第四 独立解决问题的能力

以咨询行业为例，能称之为专家的顾问，谁不是能以一己之力扛着项目朝前走的超人。

4 普通人常见的 4 个误区

1. 以为不做领导就没有出路

实际上以企业金字塔式的结构，真正能坐上去的是极少数；角力过程的失败者，最好的生存方式就是作为专家。

而且专家的路更自由更灵活，尤其是咨询公司的顾问们，如今很多是独立的高管教练，比高管还牛还自在。

2. 以为做管理会很轻松

事实上，做专家比做管理要轻松。不用背团队指标，不用挣扎在复杂的人际关系中，不用去做一些违背价值观的事情（比如裁员），有更大的灵活度和自主权。

3. 以为做管理更不容易失业

一旦需要裁员，大家觉得裁人的权利在主管手里，自然不会自裁，专家就不行了，没权利。

这就忽视了专家长期浸淫知识、技术、业务第一线，他对风险的敏感度最高，一旦风吹草动他就跳槽了或者转战为独立咨询顾问了，灵活性高；

管理层反而容易被蒙在鼓里，等反应过来已经迟了。况且管理层被裁后绝不像专家那么容易再就业。

4. 认为做领导有权威

真正的权威，来源自我们的能力和格局。

能力，一件棘手的问题你能解决别人当然会服气；格局，是指你如何保护下属，如何帮助你的团队成长。

有一种说法，一流领导招一流人才，二流领导招三流人才。

因为二流领导慌啊，怕一流人才抢了饭碗。他不愿意招牛人，更不愿意把年轻人培养成牛人。

5 领导是一种选择，而不是一种等级

我见过不少所谓的领导只是发号施令的 boss，不是帮助人成长的 leader 。

我见过不少领导，虽有实权，但下属视他为笑话，他只能用职位压人干活。

我也见过毫无实权的专家，他照看好身边的小伙伴，身边人都将他看作 leader，尊敬他听从他的建议。

用美国领导力专家 Simon Sinek 的话收尾：

Leadership is a choice, not a rank.

领导是一种选择，而不是一种等级。

10 Ridiculous Myths About Entreprenuers Debunked!

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THERE ARE LOTS of very wrong myths out there about entrepreneurs these days. It may be worthwhile for you to examine them before actually jumping into the field as it helps answering  whether starting a business is right for you!

 

Myth No.1: Entrepreneurs Are Born

Many people, believe that entrepreneurs possess innate, genetic talents.

However, medically proven that entrepreneurial is not inherent and certainly entrepreneurs are not born; they learned to become entrepreneurs.

Though, entrepreneurship is a self taught and experienced driven field of subject but today globally many colleges and universities offers courses on the subject and in fact entrepreneurship is currently being successfully taught.

The fact that almost anyone can be a successful entrepreneur is undeniable but every aspiring entrepreneur should understand starting your own company is not an easy decision and you must prepare yourself for it.

Myth No.2: Entrepreneurs Are Mainly Motivated to Get Rich

Any successful entrepreneur, will tell you that starting a business is not a get rich quick alternative.

New businesses especially usually take years to turn a profit. During the business start-up stage, entrepreneurs do not buy anything they do not need, such as fancy cars, travel trips and so on.

Most of them use their surplus money to pay off debt or re-invest it in the business.

Their focus is on creating a company with a strong financial base for future expansion.

Myth No. 3: Entrepreneurs Are High Risk Takers

Even the dictionary describes an entrepreneur as one who assumes business risks.

However, like all prudent business people, entrepreneurs know that taking high risks is a gamble.

Entrepreneurs are neither high nor low risk takers.

They prefer situations in which they can influence the outcome, and they like challenges if they believe the odds are in their favor.

Like most humans, entrepreneurs generally seek the best risk in return reward situation.  They are often are a little hesitant to risk everything and take wild chances.

Myth No. 4: Entrepreneurs Are Often High-Tech Wizards

The media often overplays the success of these few high-tech entrepreneurs where in reality only a small percentage of today’s personal businesses are considered high tech.

It takes high profit margins, not high tech, to make it as an entrepreneur.

In fact, very few businesses require high tech abilities Furthermore, most businesses are not even tech businesses at all.

Myth No.5: Entrepreneurs Have Limited Dedication

It is a myth that entrepreneurs are not dedicated to any one thing because dedication is an attribute that all successful entrepreneurs exhibit.

They are dedicated to becoming their own boss. To this end, they’ll work like a monster to make their business succeed.

Myth No. 6: Entrepreneurs Are Loners and Introverts

Though, entrepreneurs might work alone on a business idea but an astute entrepreneur knows that he or she must draw on the experience and ideas of others in order to succeed.

Entrepreneurs will actively seek the advice of others and will make many business contacts to validate their business ideas.

The entrepreneur who is a loner and will not talk to anybody will never start a successful business.

Entrepreneurs are willing to work independently if it is necessary to succeed but even independent-minded people can get lonely, especially if you are working day and night in small home-based business.

Myth No. 7: Entrepreneurs Are Job Hoppers

Successful entrepreneurs, worked for a large corporation for a number of years before they started their own business. In fact, most entrepreneurs have usually had a good track record in the workplace.

In every instance, they used the corporate structure to learn everything they could about the business they intended to establish before they started their own. Entrepreneurs are not job hoppers.

Myth No. 8: Entrepreneurs Finance Their Business with Venture Capital

Venture capital is capital invested in a project in which there is a substantial element of risk, typically a new or expanding business.

Entrepreneurs, know that venture capital money is one of the most expensive forms of funding they can get.

Consequently, they will avoid venture capitalists, using them only as a last resort.

Most entrepreneurs fund their business from personal savings, or by borrowing from friends or lending institutions.

Myth No. 9: Entrepreneurs Give Little Attention to Their Personal Life

All successful entrepreneurs work long hours, which cuts into their personal life.

However, long working hours are not exclusive to entrepreneurs. Many corporate managers and executives work well beyond the average 40-hour workweek.

In the corporate world, you may not have control over your schedule. Entrepreneurs have control over their time hence they can to preserve their private time.

Myth No. 10: Entrepreneurs Are Often Ruthless or Deceptive

Many people believe that to make it as an entrepreneur, you have to be deceptive and step on anybody who gets in your way.

On the contrary, this mode of operation doesn’t work for the entrepreneur.

The truly ruthless or deceptive entrepreneur will often alienate others and be forced to waste time and energy repairing relationships with employees, customers, and suppliers, or simply fail.