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Ageism — how wonderful! The traditional business model is that employees retire at 60-65 years old, either by choice or executive turnover. I am 66, and my age works for me, not against me. I have a lifetime of high-value relationships built on decades of trust. I deploy these relationships as a business development consultant for startups. My net-net is: Maybe I’m too old to rock & roll, but I’m surely too young to die.
Instead of chasing fast growth, I focused on building a strong team and nurturing a positive work environment. I learned that investing in people leads to sustainable success, with higher employee engagement, innovation and loyalty ultimately driving long-term growth more effectively than quick expansion. –12 Steps Entrepreneurs Should Take if They Want to Succeed in the Culture Space
I defied traditional business wisdom by scaling my PR firm without taking on outside investors or following the typical high-growth-at-all-costs model. Instead, I focused on building a sustainable, client-centric business, prioritizing quality over rapid expansion. I learned that staying lean allowed me to maintain creative control and adapt more quickly to market shifts. –