The Lonely Crown: The Hardest Truth About Being Your Own Boss

Introduction: The Price of Freedom in Entrepreneurship

Ever dreamt of ditching the 9-to-5 grind, being your own boss, and calling all the shots? It sounds idyllic, doesn't it? But as they say, with great power comes great responsibility…and sometimes, a surprising dose of loneliness. Fares Ksebati, co-founder and CEO of MySwimPro, a company that raked in $2.5 million in revenue in 2024, knows this all too well. He's been there, swam that, and learned a thing or two about the less glamorous side of entrepreneurship. So, what's the "hardest thing" about being your own boss, according to someone who's tasted success?

The Weight of the World: The Hardest Thing, Revealed

The hardest thing about being your own boss? It's the **unrelenting responsibility and the feeling of being ultimately alone with the critical decisions**, according to Ksebati. Sure, you might have a fantastic team, advisors, and mentors, but the final call often rests solely on your shoulders. It’s like being the captain of a ship – you’re steering the vessel, and everyone's lives and livelihoods depend on your navigation.

From Apple App of the Year to Million-Dollar Revenue: A Quick Dip into MySwimPro's Success

MySwimPro's story is one of impressive growth. The app earned Apple’s App of the Year designation in the watch category in 2016, just a year after its launch, providing significant momentum. Fast forward to 2024, and they’re boasting over $2.5 million in revenue and 15,000+ active paid subscribers as of March 2025. It's a testament to Ksebati’s vision, the team’s hard work, and a well-executed business plan.

The Isolated Island: Why the Top Can Be Lonely

Think of it this way: as a CEO, you’re often looking at the big picture, focusing on long-term strategy, and navigating complex challenges that your team might not even be aware of. This can create a sense of isolation. You can’t always share every burden or worry with your team, as it might create unnecessary anxiety or undermine confidence. This is where the "lonely at the top" cliché rings true.

The "Do This" Secret: Fares Ksebati’s Key to Progress

So, how do you combat this feeling of isolation and responsibility overload? Ksebati suggests a critical strategy: "Do this ‘if you want to make progress’": **consistently seek out and leverage feedback from your team, mentors, and advisors.** Don't just hear their opinions; actively listen and consider them. Use their insights to inform your decisions, but ultimately, be confident enough to make the final call based on your own judgment and vision.

Building Your Tribe: Creating a Support System

Finding Your Champions

It’s crucial to build a support system of people you trust – mentors, advisors, other entrepreneurs – who understand the unique pressures you face. These are the people you can bounce ideas off, vent to, and receive honest feedback from without fear of judgment. Think of them as your personal board of directors, guiding you through the choppy waters of entrepreneurship.

Networking is Not Just for Sales

Attend industry events, join online communities, and connect with other founders. Sharing experiences and learning from others can be incredibly valuable, and it can also alleviate the feeling of being alone in your struggles. Remember, everyone faces challenges; you're not the only one feeling the weight of the world.

Decision Fatigue: A Real and Present Danger

One of the contributing factors to the feeling of being overwhelmed is decision fatigue. As a CEO, you're constantly making decisions, big and small, all day long. This can drain your mental energy and lead to poor judgment. Learning to delegate effectively and prioritize ruthlessly is crucial to combating decision fatigue.

Delegation: The Art of Letting Go (and Trusting Your Team)

Empowering Your Employees

Delegation isn't just about offloading tasks; it's about empowering your employees, fostering their growth, and building a stronger team. When you trust your team to handle responsibilities, you free up your time to focus on the most critical strategic initiatives.

Finding the Right People

Of course, effective delegation starts with hiring the right people. Look for individuals who are not only skilled but also self-motivated and trustworthy. Give them clear expectations, provide them with the resources they need, and then get out of their way (mostly!).

Prioritization: The Key to Sanity

Focus on the Vital Few, Not the Trivial Many

Not all tasks are created equal. Identify the 20% of activities that generate 80% of your results and focus your energy on those. Learn to say "no" to distractions and tasks that don't align with your core priorities.

Time Blocking and Scheduling

Schedule dedicated time for deep work, strategic thinking, and self-care. Treat these appointments as seriously as you would a meeting with a major client. Time blocking can help you stay focused and avoid getting bogged down in day-to-day minutiae.

Self-Care: It's Not a Luxury, It's a Necessity

Running a business is a marathon, not a sprint. If you don't take care of your physical and mental health, you'll burn out quickly. Prioritize sleep, exercise, healthy eating, and activities that you enjoy. It's not selfish; it's essential for your long-term success.

The Power of Reflection: Learning From Your Mistakes (and Successes)

Take time to reflect on your decisions, both good and bad. What did you learn? What would you do differently next time? Regularly reviewing your performance can help you identify areas for improvement and avoid repeating past mistakes. It also helps you appreciate how far you have come.

Embracing the Imperfect: Letting Go of the Need for Control

Perfection is the enemy of progress. Trying to control every aspect of your business is not only exhausting but also counterproductive. Embrace the fact that things won't always go as planned, and learn to adapt and adjust as needed. Flexibility is key in the ever-changing world of entrepreneurship.

The Long Game: Staying Focused on Your Vision

When you're feeling overwhelmed or discouraged, remind yourself why you started your business in the first place. What's your vision? What impact do you want to make? Keeping your long-term goals in mind can help you stay motivated and focused during challenging times.

Giving Back: Finding Meaning Beyond the Bottom Line

Consider incorporating a social mission into your business. Giving back to the community can provide a sense of purpose and meaning that goes beyond just making money. It can also attract customers and employees who share your values.

Continuous Learning: Staying Ahead of the Curve

The business world is constantly evolving. Stay up-to-date on the latest trends, technologies, and best practices. Invest in your education and development, whether it's through online courses, conferences, or mentorship programs.

Conclusion: Embracing the Challenges, Celebrating the Wins

Being your own boss is undoubtedly challenging, and the feeling of isolation and responsibility can be daunting. But by building a strong support system, delegating effectively, prioritizing ruthlessly, and taking care of yourself, you can overcome these challenges and thrive. Remember to celebrate your successes along the way and never lose sight of your vision. As Fares Ksebati's journey with MySwimPro proves, the rewards of entrepreneurship are well worth the effort.

Frequently Asked Questions (FAQs)

Here are some frequently asked questions about the challenges and rewards of being your own boss:

• What's the best way to deal with stress as a CEO? The best approach is multifaceted: prioritize self-care activities like exercise and mindfulness, delegate effectively to reduce workload, and build a strong support network of mentors and advisors. Don't be afraid to seek professional help if needed.
• How can I build a strong and trustworthy team? Focus on hiring individuals who share your values and possess the skills and drive to excel. Provide clear expectations, empower them with autonomy, and foster a culture of open communication and feedback.
• What are some strategies for overcoming decision fatigue? Implement a system for prioritizing tasks and delegating responsibilities. Batch similar decisions together to streamline the process, and schedule regular breaks to recharge your mental energy. Avoid making important decisions when you're tired or stressed.
• How do I know if I'm delegating effectively? Effective delegation involves clearly defining tasks, providing adequate resources, and empowering your team to make decisions. Regularly check in with your team to provide support and feedback, but avoid micromanaging. If your team consistently delivers high-quality work and meets deadlines, you're likely delegating effectively.
• What's the most important piece of advice for aspiring entrepreneurs? Be prepared to work hard, persevere through challenges, and embrace failure as a learning opportunity. Build a strong network, continuously learn and adapt, and never lose sight of your vision. Remember why you started, and celebrate your wins along the way.

Uber's Sabbatical Shift: Is Your Workplace Flexibility Next?

Introduction: The Shifting Sands of Employee Perks

Remember the good old days of unlimited vacation time, ping pong tables in the break room, and generous sabbatical policies? It felt like the employee was king (or queen!). But are those days fading? Recent news from Uber, a company synonymous with the gig economy and flexible work arrangements, suggests a tightening of the reins on employee benefits, specifically the prized sabbatical. Uber's decision to nearly double the tenure requirement for a paid sabbatical has sent ripples throughout the HR world. Is this an isolated incident, or the start of a wider trend where employers are cracking down on worker flexibility?

The Uber Uproar: Eight Years for a Break?

So, what exactly happened at Uber? Well, they upped the ante, increasing the requirement for their paid employee sabbatical from a relatively accessible five years to a considerably longer eight years. Imagine working tirelessly for eight long years before finally getting that extended break you’ve been dreaming about! And to add insult to injury, when faced with employee concerns, Uber CEO Dara Khosrowshahi reportedly responded with a curt, "It is what it is." Ouch. This isn't exactly the morale booster they were hoping for, is it?

Paid Sabbaticals: An Endangered Species?

Paid sabbaticals have always been a somewhat rare perk, offered by a select group of companies. Think tech giants like Meta and Adobe, or financial institutions like Bank of America. These companies often promote sabbaticals as a way to retain top talent, prevent burnout, and foster creativity. But with Uber's recent move, the question arises: are paid sabbaticals becoming an endangered species in the corporate jungle?

The Few, the Proud, the Sabbatical Givers (For Now)

CNBC reached out to several companies known for offering paid sabbaticals, including Lyft, Meta, Adobe, and Bank of America. The good news? These companies stated that they have no current plans to change their existing sabbatical policies. Phew! But don't breathe a sigh of relief just yet. The HR world is a reactive ecosystem, and what one company does can often influence others.

The Domino Effect: Will Others Follow Suit?

Here's where things get interesting. Benefits experts warn that employers often see a crackdown by one company as a license to follow suit. It's like a corporate version of peer pressure. If Uber, a major player in the tech and transportation sectors, is tightening its sabbatical policy, other companies might see it as a sign that they can, or even should, do the same. It's a classic case of "if they can get away with it, so can we."

The Rise of Unpaid Sabbaticals: A "Compromise"?

The trend in recent years has been a subtle shift towards unpaid sabbaticals. More and more companies are offering employees the option to take extended time off, but without pay. This can be seen as a compromise: employees get the break they need, but the company doesn't have to foot the bill. It sounds fair, but is it truly equitable? Unpaid sabbaticals can be inaccessible to many employees, particularly those with financial constraints.

The Sabbatical Spectrum: Paid vs. Unpaid

Paid Sabbaticals: The Golden Ticket

Paid sabbaticals are, naturally, the gold standard. They allow employees to fully disconnect from work without worrying about financial burdens. This can lead to increased job satisfaction, reduced stress levels, and a renewed sense of purpose. However, they are also a significant expense for companies.

Unpaid Sabbaticals: A Step in the Right Direction?

Unpaid sabbaticals offer a valuable opportunity for employees to pursue personal interests, travel, or simply recharge. However, they are not accessible to everyone. Employees with significant financial obligations may not be able to afford to take an extended period of unpaid leave.

Why the Sabbatical Shift? The Employer Perspective

So, why are some companies tightening their sabbatical policies? There are several potential reasons:

• Cost-Cutting Measures: Sabbaticals, especially paid ones, can be expensive. Companies may be looking for ways to reduce expenses, especially in uncertain economic times.
• Productivity Concerns: Some employers may worry that extended time off will negatively impact productivity. They might fear that employees will lose momentum or become disengaged from their work.
• Talent Retention: Ironically, some companies might believe that tightening sabbatical policies will actually improve talent retention. The logic? By making it harder to take extended time off, employees are less likely to leave the company altogether.

The Impact on Employees: Burnout and Beyond

The potential impact of tightening sabbatical policies on employees is significant. Reduced access to extended time off can lead to increased burnout, decreased job satisfaction, and a higher risk of employee turnover. Employees who are feeling overworked and stressed are less likely to be productive, engaged, and loyal.

The Gig Economy Connection: A Paradox of Flexibility?

It's ironic that Uber, a company built on the principles of the gig economy and flexible work, is tightening its sabbatical policy. The gig economy promises freedom and autonomy, but often delivers precarity and instability. Is this move a sign that even companies that champion flexibility are starting to backtrack?

The Legal Landscape: Is This Even Allowed?

Generally, employers have a fair amount of leeway when it comes to setting employee benefits, including sabbatical policies. As long as they are not discriminating against protected classes (e.g., based on race, religion, gender), they are typically free to modify or eliminate benefits as they see fit. However, sudden and drastic changes can negatively impact employee morale and lead to legal challenges.

Negotiating Your Way to Flexibility: Tips for Employees

So, what can you do if you're concerned about your employer's stance on flexibility? Here are a few tips:

• Advocate for Yourself: Don't be afraid to discuss your needs with your manager or HR representative. Explain why flexibility is important to you and how it can benefit your work.
• Be Proactive: Don't wait until you're burned out to ask for time off. Plan ahead and propose a sabbatical or extended vacation in advance.
• Highlight the Benefits: Emphasize the benefits of time off, such as increased creativity, reduced stress, and improved productivity.
• Research Your Company's Policy: Understand your company's sabbatical policy and any other relevant time-off policies.
• Consider Unpaid Options: If a paid sabbatical is not an option, explore the possibility of taking an unpaid leave of absence.

The Future of Work: Will Flexibility Survive?

The debate over worker flexibility is far from over. As the nature of work continues to evolve, companies will need to find ways to balance their business needs with the needs of their employees. The key will be finding a model that supports both productivity and well-being. The future of work hinges on striking this delicate balance.

The Importance of Work-Life Integration

Ultimately, the issue of sabbaticals and worker flexibility boils down to work-life integration. Employees are no longer content to simply "clock in" and "clock out." They want to find meaning and purpose in their work, and they want to have the time and energy to pursue their passions outside of work. Companies that recognize and support this desire will be best positioned to attract and retain top talent.

Conclusion: A Call for Empathy and Innovation

Uber's sabbatical shift serves as a stark reminder that employee benefits are not set in stone. While some companies remain committed to offering generous time-off policies, others are tightening their belts. The key takeaway is that employers need to approach these decisions with empathy and innovation. By understanding the needs of their employees and exploring creative solutions, they can create a work environment that is both productive and fulfilling. Let's hope this isn't the beginning of the end for employee flexibility, but rather a catalyst for a more thoughtful and sustainable approach to work-life integration.

Frequently Asked Questions (FAQs)

Here are some frequently asked questions about sabbatical policies and worker flexibility:

1. What exactly is a sabbatical?

   A sabbatical is an extended period of leave from work, typically ranging from a few weeks to several months. It can be either paid or unpaid, and it is often used for personal or professional development.

2. What is the difference between a paid sabbatical and an unpaid sabbatical?

   A paid sabbatical means that the employee continues to receive their regular salary and benefits while they are on leave. An unpaid sabbatical means that the employee does not receive any compensation during their time off.

3. What are the benefits of taking a sabbatical?

   Sabbaticals can provide a valuable opportunity for employees to recharge, reduce stress, pursue personal interests, and improve their overall well-being. They can also lead to increased creativity, productivity, and job satisfaction.

4. What are the risks of taking a sabbatical?

   The primary risk of taking an unpaid sabbatical is the financial burden of going without a salary for an extended period. There is also a risk that the employee's job may not be available when they return, although this is typically addressed in the company's sabbatical policy.

5. How can I convince my employer to offer a sabbatical program?

   Highlight the benefits of sabbaticals, such as increased employee morale, reduced burnout, and improved talent retention. Research other companies that offer sabbatical programs and present your findings to your employer. Demonstrate how a sabbatical program can align with the company's values and goals.

"Act Your Wage": The Career Advice Everyone's Talking About, According to Ask A Manager

Introduction: Alison Green's Take on Today's Work Trends

For 18 years, Alison Green, the sharp mind behind the wildly popular "Ask A Manager" column, has been the go-to guru for navigating the often-turbulent waters of the workplace. She's seen it all – from tyrannical bosses to awkward office parties, and everything in between. Her column has reached millions, offering practical, no-nonsense advice on everything from dealing with difficult coworkers to crafting the perfect resignation letter. But what does she think about the latest trends swirling around the digital water cooler?

The rise of #CareerTok, where TikTok users share their work-related experiences and opinions, has added a whole new dimension to the conversation. From the Great Resignation to quiet quitting and the ongoing debate about appropriate office attire, the platform is buzzing with career advice and commentary. But amidst all the noise, which trends resonate with someone as experienced as Alison Green? Let's dive in!

#CareerTok Takes Over: A New Era of Workplace Dialogue

Remember the days when workplace advice was confined to stuffy HR seminars and water cooler gossip? Those days are long gone. #CareerTok has democratized the conversation, allowing anyone with a smartphone and an opinion to share their experiences and insights. It's a messy, unfiltered, and sometimes chaotic space, but it's also incredibly valuable.

The Power of Shared Experience

One of the biggest benefits of #CareerTok is the sense of community it fosters. People who feel isolated in their workplace struggles can find solace and support in the shared experiences of others. Knowing you're not alone in dealing with a demanding boss or a soul-crushing workload can be incredibly empowering.

"Act Your Wage": The Trend That Resonates

Of all the trends that have emerged from #CareerTok, there's one that Green is particularly enthusiastic about: the "act your wage" mentality. But what exactly *is* "act your wage," and why does it have such a strong appeal?

Defining "Act Your Wage"

"Act your wage" is about setting boundaries and refusing to go above and beyond for a company that doesn't value your contributions. It's about recognizing that your time and energy are finite resources, and that you deserve to be compensated fairly for your efforts. It's not about slacking off or being lazy; it's about aligning your effort with your pay. Think of it as a financial detox, only instead of your wallet, you're protecting your energy and emotional wellbeing.

Why "Act Your Wage" Makes Sense

In a world where companies often demand more and more from their employees while offering less and less in return, the "act your wage" mentality is a powerful form of self-preservation. It's a way of pushing back against the expectation of constant availability and unsustainable workloads.

The Problem with Unpaid Overtime

How many times have you heard someone say, "I'm just going to work late to catch up"? Unpaid overtime is a pervasive problem in many industries, and it often goes unacknowledged and unrewarded. "Act your wage" encourages people to value their time and to refuse to contribute free labor.

Alison Green's Stamp of Approval

So, why is Alison Green, a seasoned career expert, "super supportive" of this trend? It's likely because it aligns with her long-standing advocacy for fair treatment and healthy boundaries in the workplace. She's always encouraged people to know their worth and to stand up for themselves.

A Voice for the Underdog

Green has long been a voice for the underdog in the workplace. She provides practical advice and support to people who are dealing with difficult situations, often empowering them to take control of their careers.

Setting Healthy Boundaries: The Foundation of "Act Your Wage"

At the heart of the "act your wage" philosophy lies the importance of setting healthy boundaries. It's about knowing your limits and communicating them effectively to your employer.

Learning to Say "No"

Saying "no" can be difficult, especially when you're trying to impress your boss or colleagues. But learning to politely decline additional tasks or responsibilities is crucial for maintaining a healthy work-life balance. Think of saying "no" as investing in your long-term well-being and career sustainability.

The Dangers of Overwork and Burnout

The "act your wage" movement is also a direct response to the increasing prevalence of overwork and burnout. When people are constantly pushing themselves to their limits, they risk damaging their physical and mental health.

Recognizing the Signs of Burnout

Burnout can manifest in many different ways, including fatigue, cynicism, and a sense of detachment from your work. It's important to recognize these signs and to take steps to protect yourself before you reach a breaking point.

Is "Act Your Wage" Just Being Lazy? Debunking the Misconceptions

One of the common criticisms of the "act your wage" movement is that it's simply an excuse for laziness. But this is a gross mischaracterization of the trend.

It's About Fairness, Not Laziness

"Act your wage" is not about slacking off or doing the bare minimum. It's about aligning your effort with your pay and refusing to be exploited. It's a conscious decision to prioritize your well-being and to avoid contributing free labor to a company that doesn't value your contributions.

Communicating Your Boundaries Effectively

Implementing the "act your wage" mentality requires clear and effective communication with your employer. It's about expressing your needs and expectations in a professional and respectful manner.

Using "I" Statements

When communicating your boundaries, it's helpful to use "I" statements, which focus on your own feelings and needs rather than blaming or accusing others. For example, instead of saying "You're asking me to do too much," try saying "I'm feeling overwhelmed with my current workload, and I'm not sure I can take on any additional responsibilities at this time."

The Impact on Company Culture

The "act your wage" movement could potentially have a significant impact on company culture. If more employees start setting boundaries and refusing to overwork themselves, companies may be forced to re-evaluate their expectations and offer better compensation and benefits.

A Catalyst for Change

"Act your wage" could be a catalyst for positive change in the workplace, leading to fairer treatment of employees and a healthier work-life balance for all. It could finally get companies to realize their employees are humans and not tireless machines.

Beyond TikTok: The Broader Implications of This Trend

While #CareerTok has played a significant role in popularizing the "act your wage" mentality, the trend has implications that extend far beyond the platform. It reflects a growing awareness of the importance of self-care and healthy boundaries in the workplace.

A Generational Shift?

Some believe that the "act your wage" movement represents a generational shift, with younger workers being less willing to sacrifice their personal lives for their careers than previous generations. However, this is a sentiment that anyone, regardless of age, can adopt.

"Act Your Wage" and the Future of Work

The future of work is uncertain, but it's likely that trends like "act your wage" will continue to shape the landscape. As more people prioritize their well-being and demand fair treatment, companies will need to adapt in order to attract and retain talent.

The Rise of the Empowered Employee

"Act your wage" signifies the rise of the empowered employee, someone who knows their worth and is willing to stand up for themselves. Someone who won't settle for being another cog in the machine.

Addressing Employer Concerns: A Balanced Approach

While embracing the "act your wage" mentality, it's essential to address potential employer concerns and adopt a balanced approach. It's not about being confrontational, but rather about advocating for fair treatment and sustainable work practices.

Finding the Win-Win

The ideal scenario is to find a win-win situation where employees are fairly compensated for their efforts, and companies benefit from a motivated and engaged workforce.

Conclusion: Embrace "Act Your Wage" Responsibly and Empower Yourself

The "act your wage" mentality, as endorsed by career expert Alison Green, isn't about shirking responsibilities. It's about drawing a line, knowing your worth, and refusing to be exploited. It’s about creating a sustainable career where you’re valued for what you *are* paid to do. So, go ahead, embrace "act your wage" responsibly, and empower yourself to create a healthier, more fulfilling work life. Just remember to communicate effectively, set realistic expectations, and prioritize your well-being.

Frequently Asked Questions (FAQ)

• Q: What if my boss expects me to work overtime regularly?

  A: First, document the overtime hours and the reasons for them. Then, schedule a meeting with your boss to discuss your workload and explore possible solutions. Be prepared to offer suggestions for streamlining processes or delegating tasks. If the issue persists, consider seeking advice from HR or exploring other job opportunities.

• Q: How do I politely decline a task that's outside my job description?

  A: Start by acknowledging the request and expressing your willingness to help. Then, explain that you're currently focused on other priorities and that taking on the new task would compromise your ability to meet your existing deadlines. Offer to assist in finding someone else who can handle the task, or suggest an alternative solution.

• Q: Is "act your wage" the same as "quiet quitting"?

  A: While there's some overlap, "act your wage" and "quiet quitting" aren't exactly the same. "Quiet quitting" typically involves doing the bare minimum required by your job, while "act your wage" focuses on aligning your effort with your pay and setting healthy boundaries. "Act your wage" can be a more proactive approach that involves communicating your needs and expectations to your employer.

• Q: Can "act your wage" negatively impact my career?

  A: It's possible, but not necessarily. The key is to approach it strategically and professionally. Focus on setting reasonable boundaries, communicating effectively, and continuing to perform your job duties to the best of your ability. Avoid being confrontational or disrespectful. A responsible approach demonstrates professionalism and self-respect, qualities many employers value.

• Q: How do I know if I'm being underpaid?

  A: Research average salaries for your position in your location using websites like Glassdoor, Salary.com, and Payscale. Factor in your experience, skills, and education. If your research indicates that you're being significantly underpaid, gather your findings and schedule a meeting with your manager to discuss a potential raise.