Traits for successful entrepreneurs

Q:  The corporate track isn’t right for everyone.  In your work, what do you see as the required traits of successful entrepreneurs?  I think I would be nervous, but excited about starting my own business.  I am a senior in college now and can’t see myself in a very traditional company. 

A:  It sounds like you have the entrepreneurial bug!  Starting a business is fun, frightening, exciting, exhilarating and nerve-wracking.

Many entrepreneurs have grand ideas, which are just that — grand ideas.  Turning a grand idea into a profitable business can be a challenge though.

I am lucky in my role.  I have been able to work with many successful entrepreneurs across many industries.  I think the “must have” traits for a successful entrepreneur include:

• focus/determination/tenacity – able to focus on your business, and be determined in launching and building your business
• strong work ethic, WIT (whatever it takes) – few successful entrepreneurs are able to get it all done in 40 hours in a single week
• resilience/grit – able to pick yourself up after a setback and work through tough issues (few successful ventures are easy)
• understanding that missteps are part of the journey – failing is part of it, no journey is a perfect upward trajectory
• adaptable – flexibility in changing your path, based on what your customers tell you
• business development/networker – a pipeline of new business is key to most entrepreneurial ventures
• able to execute – taking an idea and putting a plan in place
• experience in the industry – knowing your industry and your marketplace will give you credibility
• listening skills – others will give you advice, you may not always agree, but always listen
• passionate – although an overused word in business, being passionate about business keeps you energized

I consulted Jon Carson, serial entrepreneur and CEO of CollegeVine and Carson added, “Entrepreneurship is often over-glamorized as there are many more losers than winners.  It’s pretty risky to go out on your own unless you have an idea you are truly passionate about getting strong response from the market with paying customers clearly in sight.  Unless you have that I would do it the old-fashioned way and work on it nights and weekends, preferably with a partner.  The best course for you to take may be to find a great early stage company getting traction and learn the ups and downs on somebody else’s nickel.”

Good luck in finding the best path for you!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Can you “undo” an email sent in anger?

Q: I recently applied for a job that was posted online.  I participated in several interviews.  After several interviews, I was told (by email) that another candidate was selected for the role.  In the email, the recruiter told me that the company would keep me in mind for future openings.  I was annoyed and replied “Thanks but no thanks.”  Then, several weeks later, the same role has been posted.  I realize now I should not have emailed that reply.  Is there a way to undo this?  I was really angry that I had not been selected because after three interviews, you think you have the job.  Now what should I do?

A: Oh no.  When I talk with job hunters, one of my pieces of advice is to avoiding burning bridges.  Usually this means leaving a company in a professional manner.   Although you may have had disagreements with your former company, manager, coworkers, etc., it is important to share your concerns in a professional way.

The same holds true for when a candidate is not selected for a job.  Even though you may be hurt, angry, annoyed, insulted or irritated (and sometimes all of the above!), don’t share that with a prospective employer.  Instead, express your displeasure to your spouse, partner, parent, therapist, dog, cat or parakeet.  The most appropriate response would have been something like: “Jane, thanks for getting back to me regarding ABC’s decision to hire another candidate.  While I am disappointed, I remain interested in future opportunities with ABC.  May I contact you in a month to inquire about other roles at ABC?”

Companies make hiring decisions every day.  Those candidates who leave a positive impression with a company are sometimes considered for other opportunities, either with that company or through that recruiter.  There have been times, when I have had a client reject a candidate yet I can then present that candidate to another client.  Sometimes, the candidate gets hired by the second client.  Yet, I would never present the candidate to the second client if the candidate behaved in an angry or unprofessional manner with the first client.

It is important to avoid burning bridges.  It almost always comes back to haunt you in the job-hunting process.  It is a tough lesson to learn, but now you know responding when you are angry is almost always a bad idea.  Instead, let your emotions stabilize, and the respond.

It is difficult to “undo” a sent email.  You can reach out to the recruiter, but I would be surprised if they gave you another opportunity to interview with the company.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Understanding options after a job elimination

Q: I have a question and was wondering if someone can help me in answering it.  I was recently told that my position was being eliminated at one of the big four accounting firms.  I was told that they are going to look in another city in the country to staff my position out of.  I was not offered to relocate or to apply for this position but asked to help train my replacement.

I am an employee at will and not sure if this is legal or not, could someone help me in understanding my options?

A: It sounds like you are in an unfortunate situation.  First, I have to make the assumption that you work in Massachusetts.  Employment laws differ between states, and there are significant differences between states with respect to employment at will.

Most employees within the US, and in Massachusetts, are employees at will.  Employees working in an at-will arrangement, do not have an employment contract.  An at-will employment arrangement gives both the employer and the employee the ability to end the employment relationship at any time. In your situation, since you are an at-will employee, your employer can terminate your employment at time.  However, your employer still needs to be careful of other employment laws.

If you are at-will, your employer does not have to find you another role in the US.  They also do not have to offer you relocation.  However, that does not mean you cannot ask about open positions elsewhere and if they would offer any type of relocation assistance.  Although not legally required, I would also ask about severance if you do not remain employed with your company.

Employers still need to exercise caution when terminating employees.  If an employee participated in a protected activity like whistle blowing, and then was terminated, this termination could certainly face legal challenges.  Terminations should also be reviewed to ensure that the termination is not based on an employee’s membership in a protected class (e.g., age, race, color, etc.).  Also, a termination could face legal challenges if the employee was on a job-protected leave or the employee participated in an investigation of a discrimination complaint.

Employees are terminated for a variety of legal business reasons, including a company’s financial performance,  moving a company’s operations, outsourcing a function, or a change in business strategy.  However, a careful analysis should be performed in advance of a employee termination.

For more information about Massachusetts laws and employee terminations, visit http://www.mass.gov/courts/case-legal-res/law-lib/laws-by-subj/about/termination.html

You may contact an employment attorney to review the specific facts around your termination.  One resource that may be helpful is the Massachusetts Bar Association’s Lawyer Referral Services (www.masslawhelp.org).

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.