Business Education

Embracing the Pressure: What Small Business Owners Can Learn from “Pressure is a Privilege”

You’ve probably heard the analogy that running a small business is like walking a tightrope. There’s the thrill of balancing on your own terms, but also the pressure of the long fall looming below. However, it’s precisely this pressure that holds immense value. As tennis legend Billie Jean King once said, “Pressure is a privilege.” This phrase isn’t just an aphorism for sports; it’s a profound lesson that small business owners can embrace to better their companies.

Understanding the “Pressure is a Privilege” Concept

“Pressure is a privilege” means that the very presence of pressure signifies that you’re in a situation where you can make a difference. It indicates that you’ve earned a place where your actions matter. For small business owners, this concept can be transformative. Here’s how:

Validation of impact. The existence of pressure is an indication that your business is making waves. If no one cared about your products, services, or leadership, there would be no pressure. It’s a sign that you’ve reached a level where your decisions impact not just your future, but the future of your employees, customers, and community.
Growth catalyst. Pressure is synonymous with growth. Just as muscles grow when subjected to stress, businesses often expand and innovate under pressure. It forces you to think outside the box, pivot strategies, and push beyond comfort zones. Viewing pressure as a growth opportunity rather than a burden can lead to breakthroughs.
Resilience building. Encountering and managing pressure builds resilience. It strengthens your ability to navigate future challenges with more agility and confidence. This resilience is a critical asset for sustaining long-term success in the unpredictable landscape of small business ownership.

Practical Ways to Harness Pressure for Business Improvement

Now we know the value of such circumstances, let’s take a quick look at how you can apply this phrase to your small business and help your company succeed, starting with your mentality:

Adopt a positive mindset. Shift your perspective on pressure from a negative force to a positive motivator. Reframing stress as a privilege empowers you to tackle challenges with a proactive and enthusiastic approach.
Strategic planning. Use the pressure points as indicators for where strategic planning is necessary. If you feel pressure in financial management, marketing, or customer satisfaction, it’s a signal to reassess and improve those areas. Conduct regular SWOT (Strengths, Weaknesses, Opportunities, Threats) analyses to stay ahead.
Enhance team dynamics. Pressure can unite your team if channeled correctly. Communicate openly about the pressures the business faces and encourage collective problem-solving. A shared sense of purpose can galvanize your team and improve collaboration and morale.
Continuous learning. View pressure as an opportunity to learn and grow. Attend workshops, seek mentorship, and engage in peer networks. Staying informed and continuously upgrading your skillset can alleviate some of the pressure by equipping you with the tools to manage it effectively.
Focus on customer feedback. Customer expectations can be a significant source of pressure. Use this as an opportunity to refine your offerings. Regularly seek and act on customer feedback to ensure you’re meeting their needs and exceeding their expectations. Satisfied customers can turn into loyal advocates for your business.

And last but not least, be sure to routinely maintain a good work-life balance. High pressure often leads to burnout if not managed well. Prioritize self-care and work-life balance. This not only keeps you healthy and focused but also sets a positive example for your team.

“Pressure is a privilege” is more than a motivational phrase; it’s a powerful mindset that can propel small business owners toward greater success. By embracing pressure, you validate your impact, catalyze growth, build resilience, and drive continuous improvement in your business. Remember, the presence of pressure means you’re in a position to make meaningful changes. Seize it, and let it push you to new heights.

Embrace the pressure, for it is a testament to your journey and potential. After all, diamonds are made under pressure.

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Former Employee becomes a Rival Without a Non-Compete Agreement — What Should I Do

September 30, 2020 No Comments

Here’s an unusual but not unheard of situation. A team member leaves your company only to go off and form a rival business. Making matters worse, there’s no non-compete agreement in place. Perhaps you never considered one, or thought it unnecessary. Whatever the case, your former employee is now a direct competitor — so, what should you do? Legal Action might Not be the Best Action The reflexive answer might be to sue. However, this will be very costly and challenging. Without an explicit non-compete agreement, you’ll have to prove with documented evidence that he or she used proprietary methods, and/or work product, and/or more, in order to start his or her business and poach customers. In other words, it will be a very expensive and uphill proposition that doesn’t have more than a 50/50 chance of succeeding. When the employer faces a worker that engages in certain activities, he or she may need to sue the person for the actions that lead to the individual becoming a competitor. Many of these circumstances involve the employee acting in direct violation of company policy or the state or federal laws by stealing information from the company or poaching clients. —HG.org That means you’ll have to find another way to deal with the situation. Since you’re probably not going to persuade him or her to give up their newfound success, or come back to work for you, what alternatives are there? Well, it really depends on your relationship as it stands now. How to Deal with an Ex-Employee Who is Now a Competitor When a former employee becomes a competitor, it can stir up a number of emotions. You might feel proud, if this was the plan all along. But, if it came out of the blue, chances are excellent that you will feel angry and even cheated. Fortunately, there are ways to deal with an ex-employee who becomes a business rival: Talk about establishing some mutual boundaries. Although there was no arrangement in-place prior to his or her departure, that doesn’t mean that you can’t come to some agreement now. Speak with him or her about establishing some ground rules. Perhaps, you both can offer different variations of what is essentially the same within the industry. For instance, you take on one type of client, why he or she takes on another. Or, you agree not to cross certain geographic boundaries. Form a strategic alliance. Here’s another idea — work together, yet separately. If the above suggestion isn’t feasible, then there’s no reason you can’t work together, behind-the-scenes. For example, you might be able to serve clients in one capacity, while he or she serves them in another. Yet another alternative is to work in tandem, where you pick up where he or she isn’t available, and vice-versa. Shift your focus. This just might give you the opportunity you’ve been waiting for, for some time. You can look at it as a blessing in disguise to transition from one business model to another. Perhaps you’ve wanted to take the company in a different direction, but have been unable to fill the void. Now, there’s someone to do just that, freeing you to pursue new things. What other suggestions do you have to deal with such a situation? Please take a moment to share your thoughts and experiences so others can benefit from your prospective! Interested in learning more about business? Then just visit Waters Business Consulting Group.

Punctuality vs. Performance: When Your Top Talent Routinely Shows Up Tardy

July 17, 2025 No Comments

Very few things are as frustrating as a brilliant employee who consistently arrives late.

4 Big Problems with a WFH and On-Site Hybrid Business Operation

June 15, 2021 No Comments

With the roll-backs of local, state, and federal COVID-19 restrictions, businesses are attempting to return to a state of normalcy. But, reinstating pre-pandemic conditions isn’t as simple as they ought to be, and too many entrepreneurs are experiencing such a cruel reality. So, some are experimenting with a hybrid solution: a combination of work-from-home or WFH and on-site business operation. Sure, it certainly sounds like a logical solution. But, every solution breeds new problems. Meaning, there are distinct disadvantages to adopting a WFH and on-site business model. Biggest Hybrid Workplace Advantages Obviously, corporations around the world wouldn’t put a hybrid model in-place unless it had substantial benefits. And, there are some compelling reasons, like the potential of increased productivity via a customizable schedule. After all, happy employees are more productive and that’s certainly good for the bottom line. Then, there’s the morale boost which comes from being able to choose from WFH and on-site. Employees cherish the freedom and that too, helps to boost both productivity and morale. What many companies are converging on is a mixture of remote working and traditional office working, known as the hybrid workplace. A hybrid workplace exists when a business allows their employees to work either remotely or from the office. In a typical hybrid workplace, employees have the choice of working in a central office, working from home, or splitting their time between the two. —WeWork Ideas Blog Additionally, it can help to reduce operating costs, which decrease with the lessened need of supporting individuals constantly on-site. Moreover, it allows employees to avoid toxic situations. For instance, two or more employees who don’t get along very well in-person can find relief by not having to be in close proximity. 4 Issues with a WFH and On-Site Hybrid Business Operation While a hybrid operation might sound like a perfect answer, that just isn’t the case. Unfortunately, there are big potential problems with adopting a hybrid model, as the following issues might present: Managing a hybrid team is very difficult. Anyone with experience in managing a team is familiar with the vast time and effort that goes into making it work. Now, add-in a bunch of other variables that weren’t present before and it’s easy to imagine just how more difficult or nightmarish managing people in totally different physical locations is in reality. Some WFH employees will take advantage. Put this problem in the all-too-obvious column: some employees will exploit the new policies to their own personal advantage, even if it results in harming others and/or the company. While it’s not something you might relish thinking about, it is most definitely a possibility or perhaps, even a probability. A hybrid scenario can easily foster resentment. Another potential problem is along the same lines as the one above — that one or more employees will gain a sense of others’ nefarious behaviors regarding the hybrid operation. That could very well cause resentment to rear its ugly head. Not everyone will contribute the same amount. Expounding on the last two possible issues, is the real possibility one or more employees will shuffle responsibilities off their own shoulders and onto their coworkers through a form of sleight of hand. What other suggestions do you have to deal with potential work-from-home issues? Please take a few minutes to share your thoughts and experiences. Perhaps others can benefit from your unique perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.