Do You Have the Ten Talents Necessary to be an Entrepreneur?

EP10

Gallup, creator of the enormously popular StrengthsFinder 2.0, released the Entrepreneurial Profile 10 (EP10), a talent assessment that can identify the intensity of 10 talents entrepreneurs need to build a business that creates jobs.

Business Focus 
Confidence
Creative Thinking
Delegating
Determination
Independence
Knowledge-Seeking
Promotion
Relationship-building
Risk Taking

Entrepreneurs who scored in the top 2 percentile are seven times more likely to have a business worth more than $10 million compared with the rest, three times more likely to exceed sales goals and two times more likely to exceed profit goals. 

Many Millennials and those in Generation Z are interested in starting their own business but are not sure where to start. Ideally, students in high school should take the EP10 and learn about entrepreneurship. They can learn which talents they have that contribute to being a successful entrepreneur. More importantly, they can identify what types of partners they should be looking for so they can build a well rounded team. 

Watch Dr. Sangeeta Badal explain the importance of entrepreneurial talent.

 

Read More:
Gallup Entrepreneural Profile 10 
10 Traits of Blue-Chip Entrepreneurs (CNBC)

Betsy Flanagan and Jennifer Selke are Gallup Certified in both the StrengthsFinder and Entrepreneurial Profile 10 (EP10). Come hear Jennifer Selke speak at SXSW, Building Strong Teams in the Millennial Age.

Jennifer Selke

Jennifer Selke is a UC Berkeley trained, Licensed Educational Psychologist and day camp director. Since 1991 Jennifer has been running day camps for UC Berkeley. Prior to that she ran after school and summer programs for the US Air Force. In her spare time she has a private practice assessing and teaching social skills to teens with Asperger’s, Autism, ADHD, and Learning Disabilities. She recently retired from a twelve year career as a school psychologist in the public schools. Jennifer’s specialization is in the area of managing and training the millennial workforce focusing on strengths and job satisfaction. Jennifer is on the faculty in the U.C. Berkeley Graduate School of Education & is affiliated with the Berkeley Center for New Media.

Are millennials difficult to manage or simply less tolerant of bad managers?

I quit

I quit

Sixty-three percent of business decision makers and 68% of corporate recruiters say that it’s difficult to manage millennials while they offer different skills that are valuable to the workplace.  Bentley University Preparedness Study

As a manager of millennials, I have to say it is simply difficult to be an effective manager. Being a manager that cultivates an engaged workforce takes time and a certain skill set. Sure, millennials need a different type of managing or coaching than an older generation may be accustomed to. Let's face it, most managers don't know how to manage for engagement. If they did, we would not have a workforce where 70% report not being engaged at work. My guess is that GenX and Baby Boomers suffer in silence under poor managers where as millennials just quit. They may even post it on YouTube.

During the "Millennials in the Workplace” panel discussion at the Bloomberg Business Summit in Chicago, Shema Kabani, Founder and CEO of The Marketing Zen Group, relayed the story of her talented millennial employee who finally left her prior position after being asked to spend half a day filling out forms to get approval for buying a stapler. Having worked in government organizations where it has taken an inordinate amount of work to procure office supplies, I can relate to the ridiculousness of it. It often is symptomatic of an organizational bureaucracy. When employees of any generation are afforded coaching around using their strengths and the other elements that make up an engaged workplace, they can often tolerate the time it takes to procure a stapler. Millennials are not more difficult to manage, they are just less tolerant of disengaged at work and more vocal when they are not happy at work.

Jennifer Selke

Jennifer Selke is a UC Berkeley trained, Licensed Educational Psychologist and day camp director. Since 1991 Jennifer has been running day camps for UC Berkeley. Prior to that she ran after school and summer programs for the US Air Force. In her spare time she has a private practice assessing and teaching social skills to teens with Asperger’s, Autism, ADHD, and Learning Disabilities. She recently retired from a twelve year career as a school psychologist in the public schools. Jennifer’s specialization is in the area of managing and training the millennial workforce focusing on strengths and job satisfaction. Jennifer is on the faculty in the U.C. Berkeley Graduate School of Education & is affiliated with the Berkeley Center for New Media.